title: Exploring the Impact of Hybridity on Recruitment in Non-Profit Organisations in Indonesia
Creators: name: Namotemo, Hendriane
Publisher: name: Griffith University
Year: 2023
Subjects: subject: non-profit organisations (NPO)
subject: hybrid NPOs
subject: recruitment
subject: Indonesia

description: Human resources (HR) are a valuable asset in non-profit organisations (NPOs) because they influence organisational performance and help organisations achieve their objectives (Baluch &amp; Ridder, 2021; Bartram, Cavanagh, &amp; Hoye, 2017; Brown, Andersson, &amp; Jo, 2016). Prior research has found that selective hiring of new employees has a significant impact on employee and organisational outcomes (Boxall &amp; Purcell, 2003; Harel &amp; Tzafrir, 1999). Thus, the importance of human resources in NPO to achieve a desired goals is linked to importance of NPOs recruitment. NPOs face more challenges in recruiting employees than for-profit organisations because of their limited financial resources and the poor public image of social services as a place of employment (Ko &amp; Liu, 2020; Napathorn, 2018a; Walk, Schinnenburg, &amp; Handy, 2014). To achieve independence and reduce dependency on donors, some NPOs adopt business practices such as charging clients for services, selling products, or establishing business enterprises (Brandsen &amp; Karré, 2021). Employing these practices means that they operate with two missions, namely, social, and economic, and these NPOs are called hybrid NPOs (Brandsen &amp; Karré, 2021; Davies &amp; Doherty, 2019; Powell, Gillet, &amp; Doherty, 2019). Operating in both business and non-profit contexts contributes to the presence of multiple logics such as social and business logic, which might change human resource practices (Davies &amp; Doherty, 2019; Matinheikki, Aaltonen, &amp; Walker, 2019; Roundy &amp; Halstead, 2016). The examination of the factors that lead to NPOs becoming hybrids has advanced the study of hybrid NPOs sufficiently (Maier, Meyer, &amp; Steinbereithner, 2016). The growth of the literature has shown that tension exists in hybrid organisations due to changes in the context, stakeholder needs, and organisational goals; however, the majority of HR literature on hybrid organisations is profit-oriented rather than the multiple goals of hybrid (Belte, 2022). Few studies have examined the impact of multiple logics on HR practises in hybrid organisations (Belte, 2022). Further research is needed into the management of hybrid organisations in different country contexts, and under research sector (Hustinx &amp; De Waele, 2015; Napathorn, 2018a). Indonesian hybrid organisations are little known because of the absence of HRM and hybrid literature in this context. Furthermore, recruitment studies of NPOs concentrate on volunteer recruitment and devote little attention to paid employees (Napathorn, 2018a). Indonesia was chosen for this present research because of the rapid development of hybrid NPOs in the country (Gullarbergs &amp; Haugland, 2020; Pratono &amp; Sutanti, 2016; Soukhasing, Dea, &amp; Ruslim, 2017). Similar to NPOs in other nations, Indonesian NPOs have seen decreased government and donor support as well as greater rivalry for market share, prompting them to seek alternate sources of income (Pratono &amp; Sutanti, 2016). However, the rise of Indonesian hybrid NPOs has outpaced the growth of hybrid NPO research in Indonesia. The primary objective of this present research is to answer the question, “How does hybridity impact the recruitment processes in hybrid NPOs?” A qualitative approach using a case study with multiple embedded units of analysis is deemed the appropriate method to answer this research question. Five hybrid NPOs in Jakarta, Yogyakarta, and Denpasar, Indonesia, were selected using purposive sampling and snowball sampling methods. Data were collected through interviews, archives, and observation but primary data is from in-depth interviews. 65 respondents were interviewed including director, members of board, HR manager and staff, and employees. The analysis combined thematic analysis by Braun and Clarke (2012, 2019) and Yin’s (2003) analysis of case study with embedded units utilising three levels of analysis: individual unit, cross-unit, and holistic level of analysis. The findings suggest that operating in both business and social contexts influences recruitment and other organisational aspects such as organisational structure, management practices and policy, and employee behaviour. Hybridity impacts on recruitment are found in components such as recruitment planning, recruitment objectives, recruitment activities, job applicants’ variables, and recruitment outcomes. The current investigation adds to the body of knowledge in five ways: Firstly, the findings of this study provide more insight into the impact of hybridity on recruitment practices. Secondly, this research adds to our understanding of the relationship between multiple institutional logics and the recruitment process in hybrid NPOs. Thirdly, the findings of this empirical study contribute to the knowledge in the literature on hybrid organisations. Fourthly, the findings contribute to a better understanding of the impact of hybridity on paid worker recruitment in hybrid NPOs, providing evidence not only from the perspective of job recruiters but also job applicants. Fifthly, the findings add knowledge of hybrid NPOs in the Indonesian context. In practical terms, this study provide more insight into the impact of hybridity on recruitment which can assist NPO managers, boards, or founders in navigating hybrid organisations’ complex internal environments and improving recruitment decisions.