Dataset Information

Government Calling Revisited: A Survey-Experiment on the Moderating Role of Public Service Motivation in Assessing Employer Attractiveness.

ABSTRACT: Employer attractiveness is an important variable for any organization. It is therefore not surprising that organizations try to control this facet when communicating recruitment messages for positions to be filled. This study aims to capture this process for public sector organizations, while looking at the role that a particular type of prosocial motivation - public service motivation: the motivation people have to contribute to society - plays in this process. To this end, a survey-experiment (N = 192) with prospective employees is carried out in which recruitment messages with three different value statements (public, private, neutral) are presented to the respondents. The effect of these message on both attractiveness and person-organization fit, as moderated by public service motivation, is tested. The results indicate that public service motivation indeed moderates the effect of these messages. However, the results do not fully corroborate the theoretical expectations. Therefore, additional exploratory analyses are performed in order to better understand the variables included in this process. This provides a direction for further research. Theoretical and practical implications are discussed.

SUBMITTER: Vandenabeele W

PROVIDER: S-EPMC7658371 | biostudies-literature | 2020

REPOSITORIES: biostudies-literature

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Government Calling Revisited: A Survey-Experiment on the Moderating Role of Public Service Motivation in Assessing Employer Attractiveness.

Vandenabeele Wouter W Jager Stefanie S

Frontiers in psychology 20201029

Employer attractiveness is an important variable for any organization. It is therefore not surprising that organizations try to control this facet when communicating recruitment messages for positions to be filled. This study aims to capture this process for public sector organizations, while looking at the role that a particular type of prosocial motivation - public service motivation: the motivation people have to contribute to society - plays in this process. To this end, a survey-experiment ...[more]

PMID: 33192818

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Project description:BackgroundKenya grapples with a paradox; severe public sector workforce shortages co-exist with rising unemployment among healthcare professionals. Medical schools have increased trainee outputs, but only 45% of newly qualified/registered doctors were absorbed by the public sector during 2015-2018. In such a context, we explore what influences doctors' career choices at labour market entry, specifically understanding the role of public service motivation (PSM).MethodsWe conducted a cross-sectional and prospective study of interns and recently graduated doctors to examine PSM, their intention to work in the public sector and their final employment sector and status. We surveyed them on their PSM and job intentions and conducted a prospective follow-up survey of the interns, around one year later, to understand their employment status.FindingsWe recruited 356 baseline participants and followed up 76 out of 129 eligible interns. The overall PSM score was high among all participants (rated 4.50/5.00) irrespective of sector preferences. 48% (171/356) of the participants preferred to work in the public sector immediately after internship, alongside 16% (57/356) preferring direct entry into specialist training-commonly in the public sector. Only 13% (46/356) and 7% (25/365) preferred to work in the private or faith-based sector. Despite the high proportion of interns preferring public sector jobs, only 17% (13/76) were employed in the public sector at follow-up and 13% (10/76) were unemployed, due to lack of job availability.ConclusionHigh PSM scores irrespective of sector preferences suggest that doctors are generally committed to serving the 'public good'. Many intended to work in the public sector but were unable to due to lack of job opportunities. Policymakers have an opportunity to tackle workforce gaps in the public sector as young doctors continue to express a preference for such work. To do this they should prioritise creating adequate and sustainable job opportunities.

Project description:ObjectivesWe aimed at exploring the underlying mechanisms and contextual conditions by which leadership may influence 'public service motivation' of health providers in Moroccan hospitals.DesignWe used the realist evaluation (RE) approach in the following steps: eliciting the initial programme theory, designing the study, carrying out the data collection, doing the data analysis and synthesis. In practice, we adopted a multiple embedded case study design.SettingsWe used purposive sampling to select hospitals representing extreme cases displaying contrasting leadership practices and organisational performance scores using data from the Ministry of Health quality assurance programmes from 2011 to 2016.ParticipantsWe carried out, on average, 17 individual in-depth interviews in 4 hospitals as well as 7 focus group discussions and 8 group discussions with different cadres (administrators, nurses and doctors). We collected relevant documents (eg, performance audit, human resource availability) and carried out observations.ResultsComparing the Intervention-Context-Actor-Mechanism-Outcome configurations across the hospitals allowed us to confirm and refine our following programme theory: "Complex leaders, applying an appropriate mix of transactional, transformational and distributed leadership styles that fit organisational and individuals characteristics [I] can increase public service motivation, organisational commitment and extra role behaviours [O] by increasing perceived supervisor support and perceived organizational support and satisfying staff basic psychological needs [M], if the organisational culture is conducive and in the absence of perceived organisational politics [C]".ConclusionsIn hospitals, the archetype of complex professional bureaucracies, leaders need to be able to balance between different leadership styles according to the staff's profile, the nature of tasks and the organisational culture if they want to enhance public service motivation, intrinsic motivation and organisational commitment.

Dataset Information

Government Calling Revisited: A Survey-Experiment on the Moderating Role of Public Service Motivation in Assessing Employer Attractiveness.

Publications

Government Calling Revisited: A Survey-Experiment on the Moderating Role of Public Service Motivation in Assessing Employer Attractiveness.

Similar Datasets

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