Although mechanisms taking place prior to a leader training (LT) itself seem crucial for its effectiveness, public leadership scholars have so far rarely studied this pre-training stage. Drawing on Job Demands-Resources (JD-R) theory, this study aims to initiate this endeavor by identifying personal and job-related factors (i.e., resources and demands) that are linked to public leaders’ motivation to develop as a leader. Structural equation modeling reveals that predominantly public leaders’ self-efficacy, development needs perception and organizational support are crucial for their motivation to develop, which in turn is decisive for explaining public leaders’ willingness to participate in LT. This study theoretically contributes to a more comprehensive understanding of mechanisms underlying public LT and informs HR managers of potential levers to adequately support self-directed LT in public organizations.

中文翻译：

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拿（分）还是扔？将工作需求-资源视角应用于公共领导者参与领导者培训的动机


尽管在领导者培训 （LT） 之前发生的机制似乎对其有效性至关重要，但迄今为止，公共领导学者很少研究这个预培训阶段。借鉴工作需求-资源 （JD-R） 理论，本研究旨在通过确定与公共领导者发展为领导者的动机相关的个人和工作相关因素（即资源和需求）来启动这项工作。结构方程模型表明，主要是公共领导者的自我效能感、发展需求感知和组织支持对他们的发展动机至关重要，这反过来又是解释公共领导者参与 LT 意愿的决定性因素。从理论上讲，这项研究有助于更全面地了解公共 LT 的潜在机制，并告知人力资源管理人员充分支持公共组织中自我导向 LT 的潜在杠杆。