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

Benedikte Brincker, Lene Holm Pedersen

Research output: Contribution to conferencePaperResearchpeer-review

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; 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.
Original languageEnglish
Publication date2019
Number of pages22
Publication statusPublished - 2019
EventPublic Management Research Conference. PMRC 2019 - University of North Carolina, Chapel Hill, United States
Duration: 11 Jun 201914 Jun 2019
Conference number: 17
https://pmrc.unc.edu/

Conference

ConferencePublic Management Research Conference. PMRC 2019
Number17
LocationUniversity of North Carolina
CountryUnited States
CityChapel Hill
Period11/06/201914/06/2019
Internet address

Bibliographical note

CBS Library does not have access to the material

Cite this

Brincker, B., & Pedersen, L. H. (2019). Attraction and Attrition: Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation. Paper presented at Public Management Research Conference. PMRC 2019, Chapel Hill, United States.
Brincker, Benedikte ; Pedersen, Lene Holm. / Attraction and Attrition : Integrating Insights from PSM, SOC, SOC-R and Excitement Motivation. Paper presented at Public Management Research Conference. PMRC 2019, Chapel Hill, United States.22 p.
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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 presented at, Chapel Hill, United States, 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. Paper presented at Public Management Research Conference. PMRC 2019, Chapel Hill, United States.

Research output: Contribution to conferencePaperResearchpeer-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. Paper presented at Public Management Research Conference. PMRC 2019, Chapel Hill, United States.