An experiment on job characteristics, PSM, and application intentions in multi-incentive settings

Abstract

To prevent an overemphasis of public service motivation (PSM) as major driver of job choice decisions in favor of the public sector, it must be studied in concert with other incentives. The present study disentangles how job candidates form intentions to apply for a public sector job in multi-incentive settings and how this process depends on PSM. We introduce and apply the rapid attitude test (RAT) in a survey experiment with 340 current job seekers in the UK and focus on implicit associations that potential applicants have, or have not, with a range of job characteristics (i.e., extrinsic, intrinsic and prosocial) when they screen job advertisements. Results from multi-level analysis suggest that implicit associations with intrinsic and extrinsic job characteristics are similarly strong predictors of the intent to apply for public sector jobs, whereas associations with prosocial job attributes do not yield such an overall effect. However, PSM moderates the relationship between associations with prosocial characteristics and application intentions, but only among job market participants. Theoretical implications for the conceptual distinctiveness of PSM and its alignment with extrinsic rewards are discussed. Findings are also important for HR managers in the public sector who want to adjust their recruitment strategies to specific target groups.