Total reward preferences in the recruitment and retention of county chief administrative officers: Applying a push/pull theory of motivation
By: Lasseter, Dan and Daman, Alex
.
Material type: 
BookPublisher: Public Administration Review Description: 84(1), Jan-Feb, 2024: p.173-181.
In:
Public Administration ReviewSummary: Monetary rewards have historically played a prominent role in public employee turnover. Additionally, non-monetary rewards such as internal environmental factors contribute to the ability to recruit, retain, and satisfy public employees. Our research seeks to apply the push and pull theory of motivation to the total reward (intrinsic and extrinsic rewards) preferences of county chief administrative officers (CAOs) in the state of Georgia. CAOs typically have job titles such as County Administrator or County Manager. In understanding which rewards are most valued by CAOs, local governments can better understand the ways their CAOs value different rewards. In other words, which rewards are most likely to “pull” a CAO to another position; and conversely, does the lack of certain rewards “push” CAOs towards other jurisdictions or even other careers? In addition, this research aims to examine whether demographic variables of CAOs impacts total reward preferences.- Reproduced
https://onlinelibrary.wiley.com/doi/10.1111/puar.13635
| Item type | Current location | Call number | Vol info | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
Articles
|
Indian Institute of Public Administration | 84(1), Jan-Feb, 2024: p.173-181 | Available | AR132185 |
Monetary rewards have historically played a prominent role in public employee turnover. Additionally, non-monetary rewards such as internal environmental factors contribute to the ability to recruit, retain, and satisfy public employees. Our research seeks to apply the push and pull theory of motivation to the total reward (intrinsic and extrinsic rewards) preferences of county chief administrative officers (CAOs) in the state of Georgia. CAOs typically have job titles such as County Administrator or County Manager. In understanding which rewards are most valued by CAOs, local governments can better understand the ways their CAOs value different rewards. In other words, which rewards are most likely to “pull” a CAO to another position; and conversely, does the lack of certain rewards “push” CAOs towards other jurisdictions or even other careers? In addition, this research aims to examine whether demographic variables of CAOs impacts total reward preferences.- Reproduced
https://onlinelibrary.wiley.com/doi/10.1111/puar.13635
There are no comments for this item.