A commonly held assumption is that public service motivation (PSM) positively affects individuals’ attraction to government, but there are also private and nonprofit organizations that are beneficial to the common good. Therefore, the goal of this study is to shed light on an understudied topic in Public Administration, namely, how the public value of public, private, and nonprofit organizations affects their attractiveness to citizens and how PSM moderates this relationship. We find that employer attractiveness is strongly influenced by organizations’ public value regardless sectoral affiliation. This attribution of public value interacts with citizens’ PSM. For high-PSM individuals, the relationship between public value and attractiveness is stronger than for low-PSM individuals. Furthermore, high PSM exercises an asymmetric effect, punishing organizations with low public value more strongly in the private sector. These results highlight important implications for HR practitioners in all three sectors seeking to attract and retain highly motivated employees.

中文翻译：

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交叉点的公共价值：公共、私人和非营利组织雇主吸引力的比较研究

一个普遍持有的假设是，公共服务动机 (PSM) 积极影响个人对政府的吸引力，但也有私人和非营利组织对公共利益有益。因此，本研究的目的是阐明公共管理中一个未被充分研究的主题，即公共、私人和非营利组织的公共价值如何影响它们对公民的吸引力，以及 PSM 如何调节这种关系。我们发现，雇主的吸引力受到组织公共价值的强烈影响，无论部门隶属关系如何。这种公共价值的归属与公民的 PSM 相互作用。对于高 PSM 个体，公共价值和吸引力之间的关系比低 PSM 个体更强。此外，高 PSM 会产生不对称效应，在私营部门更严厉地惩罚公共价值低的组织。这些结果突出了对所有三个部门寻求吸引和留住积极进取的员工的人力资源从业者的重要影响。