Government career interests, perceptions of fit, and degree orientations
| Date | 01 March 2018 |
| Published date | 01 March 2018 |
| DOI | 10.1177/0144739417738955 |
| Author | Leonard Bright |
| Subject Matter | Articles |
Article
Government career
interests, perceptions of
fit, and degree orientations:
Exploring their relationship
in public administration
graduate programs
Leonard Bright, Ph.D., Associate Professor
Bush School of Government and Public Service, College Station, Texas A&M University, TX, USA
Abstract
Scholars have long suggested that the degree orientations of public administration
programs were related to the attitudes and behaviors of students, even though empirical
research had failed to confirm this relationship. The purpose of this study was to re-
examine this question from the standpoint of perceptions of fit. Using a sample of
approximately 500 students enrolled in 26 master’s degree programs across the country,
this study confirmed that the degree orientations of graduate programs were indirectly
related to career preferences, through perceptions of fit in government organizations.
Students who were enrolled in degree programs that required fewer core method
related courses were associated with positive perceptions of their fit in government
organizations, which subsequently was associated with a greater likelihood of seeking
employment in local, state, or federal levels of government. The implications of this study
for public administration programs and government service are discussed.
Keywords
Career interest, public administration, person–organization fit, degree orientation,
curriculum and development, public service, government, graduate programs
Corresponding author:
Leonard Bright, Bush School of Government and Public Service, 4220 TAMU, Texas A&M University, College
Station, TX 77843, USA. Tel.: 979-862-3028
Email: lbright@tamu.edu
Teaching Public Administration
2018, Vol. 36(1) 63–80
ªThe Author(s) 2017
Reprints and permissions:
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DOI: 10.1177/0144739417738955
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Introduction
Government organizations are tasked with addressing some of the most difficult wicked
problems and are judged on a plethora of goals. These organizations need individuals
who understand this reality, but are ready to make a positive impact. Unfortunately, the
individualswho are best suited in terms of theirtraining and preferencesare in short supply
for several reasons. For example, from one perspective, the individuals who are most
needed by government organizations are those who are also highly valuable to other non-
governmental organizations and sectors (NASPAA, 2012). Non-profit and business
organizations also need individuals who have the knowledge and skills to implement
public servicegoods, especially given the factthat many are also involved in public service
activities (Osborne and Gaebler, 1992; Rhodes, 1994; Salamon, 1995). These trendshave
increased the competition among the sectors for the best and brightest students.
From another perspective, the desire to work in the public sector is not widespread in
the general population. Most individuals do not view public organizations as ideal or
rewarding places to work. National surveys consistently reveal that the young and old
hold many negative perspectives about government work (Adams et al., 2000; Jacobsen
and Kjeldsen, 2011; Partnership for Public Service, 2012; Pedersen, 2013). As a result,
most individuals rarely consider employment in government as their primary option.
Even worse, interest in government employment even suffers among students who are
pursuing degrees in public administration (Adams, 2000; Bright and Graham, 2015;
Chetkovich, 2003; Infeld and Adams, 2011; Light, 1999). The reasons for these trends
are not fully understood.
Some have suggested that the declining interest of students in government employ-
ment may be the result of the characteristics of their degree programs that ineffectively
promote the value of government organizations at best, or inadvertently confirm anti-
government sentiments at worst (Chetkovich, 2003; Elmore, 1986). However, there is no
evidence of a direct connection between the characteristics of degree programs and
career preferences (De Soto et al., 1999; Hur and Hackbart, 2009; Infeld and Adams,
2011; King et al., 1996). This study seeks to re-explore this question from the standpoint
of perception of fit in government organizations.
Existing research has demonstrated that individuals’ perceptions of fit in their
work environments are strong determinants of their attitudes and behaviors (Bright,
2007, 2008; Liu et al., 2015; Mostafa, 2016; Steijn, 2008). The greater the fit between
the characteristics of individuals and their work environment the higher their levels of
satisfaction, commitment, and performance. This study will use the theory of fit to
test whether the characteristics of degree programs are related to the declining
interest in government careers. The purpose of this paper will be accomplished in
several stages. First, existing research on the predictors of individuals’ career pre-
ferences, and its relationship to degree program orientation and perceptions of fit,
will be reviewed. Second, the methodology that was used to collect the data for this
study will be presented. Finally, the paper will conclude with a review of the findings
and a discussion of their implications for the field of public administration and
government service.
64 Teaching Public Administration 36(1)
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