Relating Religious Beliefs to Workplace Values: Meta-Ethical Development, Locus of Control, and Conscientiousness.

Hardesty, Amber; Westerman, James W.

doi:10.5465/ambpp.2009.44242997

Cited by 4 publications

(2 citation statements)

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“…The second core personality trait that does not influence overall PSM significantly is Conscientiousness. Hardesty and Westerman (2009) While personality acts as a predecessor of overall PSM, our results have showed that they do not affect different PSM motives equally. This is our second contribution.…”

Section: Discussionmentioning

confidence: 79%

Public Sector Motivationad fonts: Personality Traits as Antecedents of the Motivation to Serve the Public Interest

Witteloostuijn

Estève

Boyne

2016

JOPART

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Public Service Motivation (PSM) is a topic that has generated considerable interest among Public Administration scholars. Research on PSM has mainly focused on either defining what PSM is and how this construct can be measured, or on testing how PSM affects individual and organizational variables. However, very little is known about how the motivation to serve the public interest is influenced by personality. We evaluate the psychological antecedents of PSM by distinguishing two classes of motives behind PSM: affective versus non-affective motives. Our analysis of data from responses to two independent questionnaires by 320 undergraduate students reveals that PSM is strongly influenced by core personality traits. Our results suggest that affective motives

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Section: Discussionmentioning

confidence: 79%

Public Sector Motivationad fonts: Personality Traits as Antecedents of the Motivation to Serve the Public Interest

Witteloostuijn

Estève

Boyne

2016

JOPART

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“…While their findings do not identify a statistically significant relationship between attraction to public service and conscientiousness, a number of other studies identify conscientiousness as a meaningful factor. Conscientiousness is a statistically significant factor in OCB (Cooper et al, 2013; Kumar, Bakhshi, & Rani, 2009) and religiousness (Hardesty & Westermen, 2009), both predictors of PSM. Filiz and Battaglio (2017) also find, in a survey of Turkish civil servants, a positive statistically significant relationship between conscientiousness and the subject category of the DQM which includes motivation in decision making.…”

Section: Expectations and Research Designmentioning

confidence: 99%

Public Service Motivation, Personality, and the Hiring Decisions of Public Managers: An Experimental Study

Bromberg

Charbonneau

2019

Public Personnel Management

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One of the main practical recommendations from the copious public service motivation literature is that human resources (HR) professionals should use public service motivation (PSM) to assist in selecting candidates for public service jobs. To test if PSM is indeed attractive to HR professionals in selecting applicants to work in the public sector, 238 HR managers recruited from the International Public Management Association for Human Resources rated three cover letters and then rated themselves about PSM and the Big 5 personality traits. The cover letters were randomized on most likely combinations of PSM and Big 5, revealed in earlier research. Our results are that real HR professionals did not rate cover letters more highly when they displayed aspects of PSM.

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Against Game Theory

Lucas

McCubbins

Turner

2015

Emerging Trends in the Social and Behavioral Sciences

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People make choices. Often, the outcome depends on choices other people make. What mental steps do people go through when making such choices? Game theory, the most influential model of choice in economics and the social sciences, offers an answer, one based on games of strategy such as chess and checkers: the chooser considers the choices that others will make and makes a choice that will lead to a better outcome for the chooser, given all those choices by other people. It is universally established in the social sciences that classical game theory (even when heavily modified) is bad at predicting behavior. But instead of abandoning classical game theory, those in the social sciences have mounted a rescue operation under the name of “behavioral game theory.” Its main tool is to propose systematic deviations from the predictions of game theory, deviations that arise from character type, for example. Other deviations purportedly come from cognitive overload or limitations. The fundamental idea of behavioral game theory is that, if we know the deviations, then we can correct our predictions accordingly, and so get it right. There are two problems with this rescue operation, each of them is fatal. (i) For a chooser, contemplating the range of possible deviations, as there are many dozens, actually makes it exponentially harder to figure out a path to an outcome. This makes the theoretical models useless for modeling human thought or human behavior in general. (ii) Modeling deviations are helpful only if the deviations are consistent , so that scientists (and indeed decision makers) can make predictions about future choices on the basis of past choices. But the deviations are not consistent. In general, deviations from classical models are not consistent for any individual from one task to the next or between individuals for the same task. In addition, people's beliefs are in general not consistent with their choices. Accordingly, all hope is hollow that we can construct a general behavioral game theory. What can replace it? We survey some of the emerging candidates.

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Relating Religious Beliefs to Workplace Values: Meta-Ethical Development, Locus of Control, and Conscientiousness.

Cited by 4 publications

References 0 publications

Public Sector Motivationad fonts: Personality Traits as Antecedents of the Motivation to Serve the Public Interest

Public Sector Motivationad fonts: Personality Traits as Antecedents of the Motivation to Serve the Public Interest

Public Service Motivation, Personality, and the Hiring Decisions of Public Managers: An Experimental Study

Against Game Theory

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