01628pab a2200229 454500008004000000100002400040245007900064260000900143300001500152362000800167520095000175650001501125650001401140650001301154650003201167650001301199773004501212908000601257909001101263999001901274952010501293180718b2014   xxu||||| |||| 00| 0 eng d  aFowles, Jacob et al  aPublic employee quality in a geographic context: A study of rural teachers  c2014  ap.503-521.  aSep  aRecruiting high quality employees is one of the key functions of public human resource managers and a critical component of effective public service delivery. This is particularly true in education but little is known about public sector or teacher hiring patterns in areas that are predominantly rural, poor, and isolated from other locales. This article begins to fill that gap. We find that rural educational agencies employ the new teachers of lowest observed aptitude, implying that organizational outcomes associated with these districts may differ in systematic ways that reinforce longstanding gaps in quality. As such, human resources strategies for increasing the attractiveness of geographically and culturally isolated regions for high quality public service are needed. These strategies are likely to require different policy prescriptions than those utilized to enhance the attractiveness to employees in urban areas. - Reproduced.  aRecruiting  aEmployees  aTraining  aHuman resources development  aTeachers  aAmerican Review of Public Administration  aN  a105880  c105875d105875  00104070aIIPAbIIPAd2018-07-19hVolume no: 44, Issue no: 5pAR106340r2018-07-19w2018-07-19yAR