Which job attributes attract individuals high in public service motivation and self-efficacy to a public service job?

Research output: Contribution to journal › Journal article › Research › peer-review

Standard

Which job attributes attract individuals high in public service motivation and self-efficacy to a public service job? / Favero, Nathan; Pedersen, Mogens Jin; Park, Joohyung.

In: Public Administration, 15.12.2023.

Research output: Contribution to journal › Journal article › Research › peer-review

Harvard

Favero, N, Pedersen, MJ & Park, J 2023, 'Which job attributes attract individuals high in public service motivation and self-efficacy to a public service job?', Public Administration. https://doi.org/10.1111/padm.12975

APA

Favero, N., Pedersen, M. J., & Park, J. (2023). Which job attributes attract individuals high in public service motivation and self-efficacy to a public service job? Public Administration. https://doi.org/10.1111/padm.12975

Vancouver

Favero N, Pedersen MJ, Park J. Which job attributes attract individuals high in public service motivation and self-efficacy to a public service job? Public Administration. 2023 Dec 15. https://doi.org/10.1111/padm.12975

Author

Favero, Nathan ; Pedersen, Mogens Jin ; Park, Joohyung. / Which job attributes attract individuals high in public service motivation and self-efficacy to a public service job?. In: Public Administration. 2023.

Bibtex

@article{a23b91d5e3a7463896432d6436e2d701,
title = "Which job attributes attract individuals high in public service motivation and self-efficacy to a public service job?",
abstract = "Which job attributes attract prospective high-performing individuals to a job in the public sector? Research shows that the particular attributes of a job influence perceptions of job attractiveness. Moreover, public service motivation (PSM) and self-efficacy are valuable individual-level traits for public service performance. This article examines how variation within particular job attributes that are generic to many public service jobs may attract (or discourage) potential workers high in PSM and self-efficacy—i.e., prospective high-performers. We focus on eight job attributes encompassing total compensation, performance-based incentives, job performance assessment, diverse service recipient characteristics, overtime commitments, and key job tasks. Using data from a pre-registered conjoint survey experiment among 1501 US residents, we show how individuals higher in PSM and self-efficacy (relative to their counterparts with lower levels of these traits) exhibit distinct reactions to the job attributes of performance-based pay, service recipients{\textquoteright} resources and racial demographics, and key job tasks.",
author = "Nathan Favero and Pedersen, {Mogens Jin} and Joohyung Park",
note = "Publisher Copyright: {\textcopyright} 2023 John Wiley & Sons Ltd.",
year = "2023",
month = dec,
day = "15",
doi = "10.1111/padm.12975",
language = "English",
journal = "Public Administration",
issn = "0033-3298",
publisher = "Wiley-Blackwell",

}

RIS

TY - JOUR

T1 - Which job attributes attract individuals high in public service motivation and self-efficacy to a public service job?

AU - Favero, Nathan

AU - Pedersen, Mogens Jin

AU - Park, Joohyung

N1 - Publisher Copyright: © 2023 John Wiley & Sons Ltd.

PY - 2023/12/15

Y1 - 2023/12/15

N2 - Which job attributes attract prospective high-performing individuals to a job in the public sector? Research shows that the particular attributes of a job influence perceptions of job attractiveness. Moreover, public service motivation (PSM) and self-efficacy are valuable individual-level traits for public service performance. This article examines how variation within particular job attributes that are generic to many public service jobs may attract (or discourage) potential workers high in PSM and self-efficacy—i.e., prospective high-performers. We focus on eight job attributes encompassing total compensation, performance-based incentives, job performance assessment, diverse service recipient characteristics, overtime commitments, and key job tasks. Using data from a pre-registered conjoint survey experiment among 1501 US residents, we show how individuals higher in PSM and self-efficacy (relative to their counterparts with lower levels of these traits) exhibit distinct reactions to the job attributes of performance-based pay, service recipients’ resources and racial demographics, and key job tasks.

AB - Which job attributes attract prospective high-performing individuals to a job in the public sector? Research shows that the particular attributes of a job influence perceptions of job attractiveness. Moreover, public service motivation (PSM) and self-efficacy are valuable individual-level traits for public service performance. This article examines how variation within particular job attributes that are generic to many public service jobs may attract (or discourage) potential workers high in PSM and self-efficacy—i.e., prospective high-performers. We focus on eight job attributes encompassing total compensation, performance-based incentives, job performance assessment, diverse service recipient characteristics, overtime commitments, and key job tasks. Using data from a pre-registered conjoint survey experiment among 1501 US residents, we show how individuals higher in PSM and self-efficacy (relative to their counterparts with lower levels of these traits) exhibit distinct reactions to the job attributes of performance-based pay, service recipients’ resources and racial demographics, and key job tasks.

U2 - 10.1111/padm.12975

DO - 10.1111/padm.12975

M3 - Journal article

AN - SCOPUS:85179695533

JO - Public Administration

JF - Public Administration

SN - 0033-3298

ER -

ID: 387335372