Attraction and Attrition: Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation

Benedikte Brincker, Lene Holm Pedersen

Publikation: KonferencebidragPaperForskningpeer review

Resumé

We know that Public Service Motivation (PSM) matter to attraction, selection and attrition to public sector jobs (Andersen & Pedersen, 2012; Kjeldsen & Jacobsen, 2013; Wright & Christensen, 2010), as well as to performance and behavioral outcomes in public organizations (Andersen, Heinesen, & Pedersen, 2016; Bellé, 2013; Jensen & Vestergaard, 2017). It is also well known that different motivational forms interact and exist simultaneously (Rainey, 2014, Chapter 9). We still need to find out how PSM integrates with concepts from related disciplines. In particular, there is a need to investigate how different motivational forms are at play in different phases of the recruitment process. Putting a lot of effort into recruitment of employees with high PSM is less fruitful, if the employees de-recruit rapidly again if the need for job-fit is not met (Christensen & Wright, 2011). Therefore, we need to expand our knowledge on how different motivational forms matter in different phases of the recruitment process. Thus, the research question in this paper is how the importance of different motivational forms vary in the process of attraction, selection and attrition. The empirical contribution of the paper is to extend the analysis of motivation, recruitment and de-recruitment to an extreme setting in order to discuss the potential motivational forms have for improving public service provision under extreme conditions. The theoretical contribution is to compare and contrast public service motivation with related theoretical concepts in psychology most notably excitement motivation and SOC-R in order to discuss how this can expand the frontier in which PSM may operate in relation to the ASAmodel. By evaluating PSM within the broader theoretical constructs on motivation and experiences of communities we aim to clarify the utility of PSM within a broader landscape of knowledge on career choice and organizational behavior.
OriginalsprogEngelsk
Publikationsdato2019
Antal sider22
StatusUdgivet - 2019
BegivenhedPublic Management Research Conference. PMRC 2019 - University of North Carolina, Chapel Hill, USA
Varighed: 11 jun. 201914 jun. 2019
Konferencens nummer: 17
https://pmrc.unc.edu/

Konference

KonferencePublic Management Research Conference. PMRC 2019
Nummer17
LokationUniversity of North Carolina
LandUSA
ByChapel Hill
Periode11/06/201914/06/2019
Internetadresse

Bibliografisk note

CBS Bibliotek har ikke adgang til materialet

Citer dette

Brincker, B., & Pedersen, L. H. (2019). Attraction and Attrition: Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation. Afhandling præsenteret på Public Management Research Conference. PMRC 2019, Chapel Hill, USA.
Brincker, Benedikte ; Pedersen, Lene Holm. / Attraction and Attrition : Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation. Afhandling præsenteret på Public Management Research Conference. PMRC 2019, Chapel Hill, USA.22 s.
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title = "Attraction and Attrition: Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation",
abstract = "We know that Public Service Motivation (PSM) matter to attraction, selection and attrition to public sector jobs (Andersen & Pedersen, 2012; Kjeldsen & Jacobsen, 2013; Wright & Christensen, 2010), as well as to performance and behavioral outcomes in public organizations (Andersen, Heinesen, & Pedersen, 2016; Bell{\'e}, 2013; Jensen & Vestergaard, 2017). It is also well known that different motivational forms interact and exist simultaneously (Rainey, 2014, Chapter 9). We still need to find out how PSM integrates with concepts from related disciplines. In particular, there is a need to investigate how different motivational forms are at play in different phases of the recruitment process. Putting a lot of effort into recruitment of employees with high PSM is less fruitful, if the employees de-recruit rapidly again if the need for job-fit is not met (Christensen & Wright, 2011). Therefore, we need to expand our knowledge on how different motivational forms matter in different phases of the recruitment process. Thus, the research question in this paper is how the importance of different motivational forms vary in the process of attraction, selection and attrition. The empirical contribution of the paper is to extend the analysis of motivation, recruitment and de-recruitment to an extreme setting in order to discuss the potential motivational forms have for improving public service provision under extreme conditions. The theoretical contribution is to compare and contrast public service motivation with related theoretical concepts in psychology most notably excitement motivation and SOC-R in order to discuss how this can expand the frontier in which PSM may operate in relation to the ASAmodel. By evaluating PSM within the broader theoretical constructs on motivation and experiences of communities we aim to clarify the utility of PSM within a broader landscape of knowledge on career choice and organizational behavior.",
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Brincker, B & Pedersen, LH 2019, 'Attraction and Attrition: Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation' Paper fremlagt ved Public Management Research Conference. PMRC 2019, Chapel Hill, USA, 11/06/2019 - 14/06/2019, .

Attraction and Attrition : Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation. / Brincker, Benedikte; Pedersen, Lene Holm.

2019. Afhandling præsenteret på Public Management Research Conference. PMRC 2019, Chapel Hill, USA.

Publikation: KonferencebidragPaperForskningpeer review

TY - CONF

T1 - Attraction and Attrition

T2 - Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation

AU - Brincker, Benedikte

AU - Pedersen, Lene Holm

N1 - CBS Library does not have access to the material

PY - 2019

Y1 - 2019

N2 - We know that Public Service Motivation (PSM) matter to attraction, selection and attrition to public sector jobs (Andersen & Pedersen, 2012; Kjeldsen & Jacobsen, 2013; Wright & Christensen, 2010), as well as to performance and behavioral outcomes in public organizations (Andersen, Heinesen, & Pedersen, 2016; Bellé, 2013; Jensen & Vestergaard, 2017). It is also well known that different motivational forms interact and exist simultaneously (Rainey, 2014, Chapter 9). We still need to find out how PSM integrates with concepts from related disciplines. In particular, there is a need to investigate how different motivational forms are at play in different phases of the recruitment process. Putting a lot of effort into recruitment of employees with high PSM is less fruitful, if the employees de-recruit rapidly again if the need for job-fit is not met (Christensen & Wright, 2011). Therefore, we need to expand our knowledge on how different motivational forms matter in different phases of the recruitment process. Thus, the research question in this paper is how the importance of different motivational forms vary in the process of attraction, selection and attrition. The empirical contribution of the paper is to extend the analysis of motivation, recruitment and de-recruitment to an extreme setting in order to discuss the potential motivational forms have for improving public service provision under extreme conditions. The theoretical contribution is to compare and contrast public service motivation with related theoretical concepts in psychology most notably excitement motivation and SOC-R in order to discuss how this can expand the frontier in which PSM may operate in relation to the ASAmodel. By evaluating PSM within the broader theoretical constructs on motivation and experiences of communities we aim to clarify the utility of PSM within a broader landscape of knowledge on career choice and organizational behavior.

AB - We know that Public Service Motivation (PSM) matter to attraction, selection and attrition to public sector jobs (Andersen & Pedersen, 2012; Kjeldsen & Jacobsen, 2013; Wright & Christensen, 2010), as well as to performance and behavioral outcomes in public organizations (Andersen, Heinesen, & Pedersen, 2016; Bellé, 2013; Jensen & Vestergaard, 2017). It is also well known that different motivational forms interact and exist simultaneously (Rainey, 2014, Chapter 9). We still need to find out how PSM integrates with concepts from related disciplines. In particular, there is a need to investigate how different motivational forms are at play in different phases of the recruitment process. Putting a lot of effort into recruitment of employees with high PSM is less fruitful, if the employees de-recruit rapidly again if the need for job-fit is not met (Christensen & Wright, 2011). Therefore, we need to expand our knowledge on how different motivational forms matter in different phases of the recruitment process. Thus, the research question in this paper is how the importance of different motivational forms vary in the process of attraction, selection and attrition. The empirical contribution of the paper is to extend the analysis of motivation, recruitment and de-recruitment to an extreme setting in order to discuss the potential motivational forms have for improving public service provision under extreme conditions. The theoretical contribution is to compare and contrast public service motivation with related theoretical concepts in psychology most notably excitement motivation and SOC-R in order to discuss how this can expand the frontier in which PSM may operate in relation to the ASAmodel. By evaluating PSM within the broader theoretical constructs on motivation and experiences of communities we aim to clarify the utility of PSM within a broader landscape of knowledge on career choice and organizational behavior.

M3 - Paper

ER -

Brincker B, Pedersen LH. Attraction and Attrition: Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation. 2019. Afhandling præsenteret på Public Management Research Conference. PMRC 2019, Chapel Hill, USA.