Does misfit loom larger than fit? Experimental evidence on motivational person-job fit, public service motivation, and prospect theory

What is it about?

In light of the challenge to attract skilled employees in times of dwindling labour supply, the purpose of this paper is to investigate how motivational person-job fit influences the preference for a job. Using a model based on prospect theory, person-job fit is operationalised on three motivational dimensions: extrinsic, enjoyment-based intrinsic, and prosocial intrinsic motivation. The model was tested using a completely randomised experiment. As per the results and coherent with prospect theory, the deterring effect of misfit appears to be stronger than the attraction effect of good fit, supporting the model.

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Why is it important?

As regards practice, it is important to thoroughly assess which motivational characteristics are desired in a candidate for a given position to then avoid strong emphasis on other motivational aspects in job advertisements to not deter suitable candidates. However, highlighting relevant motivational dimension(s) should thereby not be disregarded to ensure fitting candidates are attracted – and misfitting ones deterred. In line with the finding that misfit looms larger than fit, job advertisements should in addition provide a sufficient amount of detail and clarity to ensure candidates with undesired motivational characteristics recognise the misfit.