Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/313769 
Year of Publication: 
2024
Citation: 
[Journal:] Nonprofit Management and Leadership [ISSN:] 1542-7854 [Volume:] 35 [Issue:] 2 [Publisher:] Wiley Periodicals, Inc. [Place:] Hoboken, NJ [Year:] 2024 [Pages:] 461-490
Publisher: 
Wiley Periodicals, Inc., Hoboken, NJ
Abstract: 
Recruiting talented employees is challenging for nonprofit organizations. This study examines the effects of two possible human resource recruitment practices—offering new ways of working and leadership development opportunities—on the intention of talent to apply for a position at a nonprofit organization. Building on the self‐determination theory, the authors conducted an online survey experiment ( n  = 389) with aspiring employees in Germany. The results show that, of the offered practices, only “new ways of working” significantly increase individuals' intention to apply. Regarding work sector preferences, nonprofits are in a war for talent, as only 13.6% prefer the nonprofit sector, with most participants (47.8%) preferring to find a job with a for‐profit company or in the public sector (38.6%). As a key nonprofit management implication, recruiters should develop and implement new ways of working to attract talented employees to the nonprofit sector.
Subjects: 
job advertisement
leadership development
new ways of working
nonprofit human resource management
online experiment
recruitment
talent management
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by-nc-nd Logo
Document Type: 
Article
Document Version: 
Published Version

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