Career choice in Canadian Public Service: an exploration of fit with the Millennial generation

A recent survey of 19,261 university students in Canada revealed the Government of Canada as the employer of choice, among the millennial generation. Drawing on the employer knowledge framework, we explore how the Millennials make career choices, what they find attractive, and how public service may help them achieve their career goals, work values, and work/life choices. Specifically, the Millennials prioritized balancing personal life and career, pursuing further education, and contributing to society as their top career goals. Those who indicated a career choice in public service also rated high ethical standards, social responsibility, and a progressive working environment as ideal employer characteristics. Moreover, the Millennials also consider an inclusive work environment and having diverse colleagues to be important factors when accepting employment. Overall, there appears to be a good fit between the factors the Millennials find important and a career choice in public service. Implications for theory and practice are discussed

Millennials and public service renewal: introduction on millennials and public service motivation (PSM)

In Canada, as in many other Western countries, governments at all levels are facing a shift in the demographic profile of the public service workforce. The first of the "baby boomers"-a large cohort of employees born between 1946 and 1965-has reached the age of 65, beginning what is expected to be a wave of retirements over the next two decades (Public Policy Forum, 2011). In light of this challenge, governments need effective recruitment and retention strategies based on an understanding of what motivates potential employees to choose public service as a career path. A particularly important target group is the "Millennial" generation, who are entering the workforce and constitute the bulk of the talent pool for public service recruitment (Chester, 2002; Ng, Schweitzer, & Lyons, 2010). What motivates Millennials to pursue a public service career? What are their expectations concerning the benefits of a career in the public sector? In this paper, we explore these questions, drawing on and contributing to the rich scholarly literature on public service motivation (PSM), which analyzes the motives that impel individuals to serve the public good (Perry & Hondeghem, 2008). Our study adds a Canadian dimension to extant studies of university students conducted in the United States (e.g., Carpenter, Doverspike, & Miguel, 2012; Horton & Hondeghem, 2006) and Australia (e.g., Taylor, 2005, 2008)-countries that are similar to Canada with respect to their demographic profile and public sector recruitment challenges, including multiple levels of government vying for "the best and the brightest." Complementing the survey-based research in this area, our study infers students' PSM through a qualitative discourse analysis of statements of interest submitted by applicants to a Canadian Master's program designed explicitly to prepare graduates for a public service career. Our analysis of the written texts reveals personal and professional experiences that underpin elements of PSM, such as a perceived "call to serve" and a passion to "make a difference." It also identifies personal and societal benefits that students expect to be associated with a public service career. Understanding student motivations to pursue public service, and the intrinsic and extrinsic rewards that they associate with public sector employment, may inform government strategies to recruit and retain Millennial employees. The paper begins by examining the work-related attitudes and expectations typically ascribed to the Millennial generation. It then draws on scholarly literature about PSM to identify factors that are believed to attract individuals to public service. The third section outlines the study's methodology, followed by a discussion of the data analysis. The study findings are presented next, organized according to the research questions. Finally, we consider the implications of the findings for public service recruitment and retention, and offer suggestions for further research in this area

Public vs private sector employment: an exploratory study of career choice among graduate management students in Botswana

Purpose - The purpose of this paper is to explore the factors that may be related to a career choice in the public vs the private sector in a developing African country. Design/methodology/approach - Using a sample of graduate management students, the authors tested reward preferences and altruism, elements of public service motivation, on their generalizability to a developing country in Africa. The authors also examine the role of career attitudes, individual personality factors, and cultural values on a career choice in public service. Findings - The authors find that not all the factors associated with the choice of sector (public or private) found in previous studies apply in the Botswana context. Research limitations/implications - Perry and Wise (1990) developed the concept of public service motivation to explain why individuals may be motivated to serve the public. However, two of the factors associated with public service, intrinsic motivation, and altruism, were not predictive of a career choice in the public sector in Botswana, and thus may limit its generalizability outside of western developed countries. Practical implications - In Botswana and other developing economies, government jobs are considered to provide lucrative and stable employment, and attract educated citizens regardless of motivations. However, as the private-for-profit sector is emerging, these countries could soon be facing serious competition for top university students, and will need to develop a strategy for attracting the best talents to choose employment in the public sector over career options in the private sector. Originality/value - The present study seeks to further the understanding on how individuals make a career choice between public vs private sector management in a developing country

Nonuniform Growth of Sub-2 Nanometer Atomic Layer Deposited Alumina Films on Lithium Nickel Manganese Cobalt Oxide Cathode Battery Materials

The deposition of alumina ALD films on Li ion battery cathode particles is known to enhance the cycling stability of lithium ion batteries fabricated from those coated particles. It is commonly assumed that the film on the particles is of uniform thickness and is optimally thin enough to facilitate lithium diffusion while blocking side reactions of the electrolyte with the cathode substrate. Here, we elucidate the nature of thin alumina films deposited with between 2 and 15 ALD cycles on lithium nickel manganese cobalt oxide cathode precursor particles. Low energy ion scattering (LEIS) and secondary ion mass spectroscopy (SIMS) methods were used to characterize thin ( \u3c 2 nm) films that were deposited by ALD. Surface analysis showed that low-cycle number ALD films were not uniform nor uniformly thick over the surface of the cathode particles and that alumina ALD preferentially deposited on transition metal bound sites on the cathode particle surface and coated Li on the surface to a lesser extent. Lithium was found to still be present on the cathode powder surface, even after 10 ALD cycles. Contrary to current supposition, low-cycle ALD appeared to improve the cycling stability of battery cathode active materials through this preferential growth that stabilized the transition metal oxides in the presence of electrolyte without blocking lithium intercalation pathways. This is the first study to determine that Li remains exposed on the as-synthesized surface of ALD coated cathode particles and that the ALD film is nonuniform and nonuniformly thick when less than 10 ALD cycles are used