| dc.contributor | 公行系 | |
| dc.creator (作者) | 陳敦源 | |
| dc.creator (作者) | Chen, Don-Yun;Chen, Chung-An;Liao, Zhou-Peng;Kuo, Ming-Feng | |
| dc.date (日期) | 2020-08 | |
| dc.date.accessioned | 9-May-2025 11:04:32 (UTC+8) | - |
| dc.date.available | 9-May-2025 11:04:32 (UTC+8) | - |
| dc.date.issued (上傳時間) | 9-May-2025 11:04:32 (UTC+8) | - |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/156874 | - |
| dc.description.abstract (摘要) | Existing literature based in Western society generally supports that people who have high public service motivation (PSM) prefer a public service career, and public organizations are likely to recruit high-PSM individuals. This proposition may not hold in cultures where the public service exam is notoriously competitive. The present study, based in Taiwan, provides evidence showing that a competitive, standardized public service exam, along with its unique social symbolism, can deter high-PSM people from entering the public sector. We then discuss the theoretical and practical implications in the conclusion. | |
| dc.format.extent | 109 bytes | - |
| dc.format.mimetype | text/html | - |
| dc.relation (關聯) | International Public Management Journal, Vol.23, No.4, pp.443-464 | |
| dc.title (題名) | Winnowing Out High-PSM Candidates: The Adverse Selection Effect of Competitive Public Service Exams | |
| dc.type (資料類型) | article | |
| dc.identifier.doi (DOI) | 10.1080/10967494.2019.1658663 | |
| dc.doi.uri (DOI) | https://doi.org/10.1080/10967494.2019.1658663 | |
