Total Reward Preferences in the Recruitment and Retention of County Chief Administrative Officers: Applying a Push/Pull Theory of Motivation

Abstract Monetary rewards have historically played a prominent role in public employee turnover. Additionally, non‐monetary such as internal environmental factors contribute to the ability recruit, retain, and satisfy employees. Our research seeks apply push pull theory of motivation total reward (intrinsic extrinsic rewards) preferences county chief administrative officers (CAOs) state Georgia. CAOs typically job titles County Administrator or Manager. In understanding which are most valued by CAOs, local governments can better understand ways their value different rewards. other words, likely “pull” CAO another position; conversely, does lack certain “push” towards jurisdictions even careers? addition, this aims examine whether demographic variables impacts preferences.