Transformational-transactional leadership and unethical pro-organizational behavior in the public sector: does public service motivation make a difference?

The demand for innovation in public organizations is increasing. In this study, I explore factors that contribute to the innovative behavior of civil servants at the individual level. The theoretical distinction between public and private organizations has long been a subject of debate, and certain characteristics of innovation in public organizations mimic innovation in the private sector, even though the purpose of innovation in public organizations is to secure public goods. In order to examine the innovative behavior of public employees who face such contradictory circumstances, I parameterized the characteristics of each sector, using whether or not the employee had worked in the private sector prior to entering the public service as the characteristic for the private sector and the effect of public service motivation on innovative behavior as the characteristic for the public sector and found that at the individual level, the two are not mutually exclusive.

Download Full-text

Evaluation of Public Service Motivation: A Case Study of Hefei Public Sector Organizations

Business and Economic Research ◽

10.5296/ber.v8i1.12530 ◽

2017 ◽

Vol 8 (1) ◽

pp. 186

Author(s):

Sadiq Sadiq

Keyword(s):

Public Sector ◽

Public Service ◽

Public Service Motivation ◽

High Tech ◽

The Public ◽

Goal Clarity ◽

Public Sector Organizations ◽

Relationship Of ◽

The Relationship

This paper highlights the effects of ‘Public Service Motivation’ (PSM) in public sector organizations. This research explores the relationship between employees’ motivation (intrinsic expectation & extrinsic expectation), goal clarity and employees’ participation with ‘Public Service Motivation’ (PSM). A questionnaire was used in this research to conduct a survey. About 70% response rate was generated out of 300 employees located in different public sector organizations of Hefei city of Anhui province in P.R.China, including health, education and High-Tech firms. The Scope of this study is delimited to the public sector organizations of Hefei City China. The result shows that there is a strong positively significant relationship of employees’ motivation, participation, and goal clarity with ‘Public Service Motivation’ (PSM), which can be further strengthened by innovative organizational culture.

Download Full-text

Public Service Motivation and Decisions to Report Wrongdoing in U.S. Federal Agencies: Is This Relationship Mediated by the Seriousness of the Wrongdoing

The American Review of Public Administration ◽

10.1177/0275074015626299 ◽

2016 ◽

Vol 47 (7) ◽

pp. 810-825 ◽

Cited By ~ 18

Author(s):

James Gerard Caillier

Keyword(s):

Organizational Behavior ◽

Public Service ◽

Public Service Motivation ◽

Federal Agencies ◽

Whistle Blowing ◽

The Public ◽

To Come ◽

The Relationship ◽

Positive Effect ◽

Prosocial Organizational Behavior

Scholars have argued that whistle-blowing is consistent with public service motivation (PSM), given that whistle-blowing is a form of self-sacrifice and concern for the public interest. Such a connection is also consistent with the Prosocial Organizational Behavior (POB) Model. However, only one article was found that examined the direct association between PSM and whether or not employees reported unlawful acts. Furthermore, no article was found to explore the relationship between PSM, whistle-blowing, and seriousness of wrongdoing—an important intervening factor that influences decisions to report. This is surprising because whistle-blowers can prevent detrimental harm to individuals and society and yet we still know little about the internal motives that cause them to come forward. Consequently, the connection between PSM and whistle-blowing was investigated further in this article. Consistent with the POB Model, PSM was positively associated with whistle-blowing generally, as well as internal and external whistle-blowing. Seriousness of wrongdoing was also found to have a positive effect on whistle-blowing. Furthermore, seriousness of wrongdoing was found to moderate the relationship between PSM and only internal whistle-blowing. The implications of the findings are discussed in the article.

Download Full-text

Public service motivation as a predictor of attraction to the public sector

Journal of Vocational Behavior ◽

10.1016/j.jvb.2011.08.004 ◽

2012 ◽

Vol 80 (2) ◽

pp. 509-523 ◽

Cited By ~ 60

Author(s):

Jacqueline Carpenter ◽

Dennis Doverspike ◽

Rosanna F. Miguel

Keyword(s):

Public Sector ◽

Public Service ◽

Public Service Motivation ◽

The Public

Download Full-text

Does the Public Service Motivation Model Hold in the Caribbean?

Review of Public Personnel Administration ◽

10.1177/0734371x21996042 ◽

2021 ◽

pp. 0734371X2199604

Author(s):

Charlene M. L. Roach ◽

Meghna Sabharwal ◽

Romeo Abraham ◽

Wayne Charles-Soverall

Keyword(s):

Public Sector ◽

Public Service ◽

Cultural Context ◽

Structural Equation ◽

Turnover Intentions ◽

Negative Relationship ◽

Public Service Motivation ◽

Equation Modeling ◽

The Public ◽

Positive Effects

Researchers in public administration for the past few decades are interested in exploring how public service motivation (PSM) influences turnover intentions. This study puts the theory of PSM to test in a different cultural context and explores the relationship between PSM and leadership on turnover intentions via person-organization fit (P-O fit) in public sector employees from Trinidad and Tobago and Barbados. Results of structural equation modeling indicate a significant negative relationship between senior leadership and turnover intentions, but a positive and significant relationship between PSM and turnover intentions. The positive effects of PSM on turnover are different from the Western models of motivation in the public sector. Results also show a partial mediation of PSM and turnover intentions via P-O fit. This research highlights the need for studying leadership, motivation, and turnover by utilizing a cultural and value lens to examine and understand employee behaviors in public organizations outside of North America.

Download Full-text

THE IMPACT OF JOB AUTONOMY AND COMMUNICATION PRACTICES ON EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF PUBLIC SERVICE MOTIVATION

Journal of Applied Structural Equation Modeling ◽

10.47263/jasem.3(2)02 ◽

2019 ◽

Vol 3 (2) ◽

pp. 9-23

Author(s):

Abubakar Tabiu

Keyword(s):

Public Sector ◽

Public Service ◽

Employee Performance ◽

Public Service Motivation ◽

Job Autonomy ◽

The Public ◽

Mediating Role ◽

Communication Practices ◽

The Relationship

Improving individual employee and organizational performance has been the main concern of many organizations for decades and several factors have also been studied as predictors of employee performance. However, the bulk of studies are mainly conducted in the private sector organizations with few attentions accorded to the public sector organizations, even though at present the difference between the two sectors is not much especially with introduction of privatization and New Public Management in the public sector. Drawing upon Social Exchange Theory and the application of Partial Least Square Structural Equation Modeling (PLS SEM), this study examined the mediating role of public service motivation on the relationship between job autonomy, communication practices and employee task and contextual performance. The participants were 288 senior staff of local governments in north-western part of Nigeria. The findings suggested that both job autonomy and communication practices predicted employee task and contextual performance. It was also found that public service motivation is an important mechanism (mediator) in the relationship.

Download Full-text