Crowding Out Intrinsic Motivation in the Public Sector

Previous research is inconclusive about when and how job challenge affects innovative behaviour. To address this inconsistency, we primarily draw on the job characteristics theory (JCT) and job demands–resources model (JD–R model) to examine the effect of job challenge on intrinsic motivation and employee innovative behaviour as well as the moderating role of supervisor coaching behaviour. We employ a time-lagged research design to collect data from 318 public sector employees in the UAE. Our finding offers support for a moderated mediation model in which job challenge has a positive and significant effect on innovative behaviour. The study also shows that the association between job challenge and innovative behaviour via intrinsic motivation is stronger under high supervisor coaching behaviour. The findings provide prescriptive insights into the critical role that supervisor coaching behaviours play in clarifying when and how job challenge affects innovative behaviour and indicate relevant managerial implications aimed at encouraging innovative behaviour in the public sector.

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Marktwerking in de kinderopvang: nadelig voor de intrinsieke motivatie van groepsleid(st)ers?

Tijdschrift voor Arbeidsvraagstukken ◽

10.5117/2008.024.003.003 ◽

2008 ◽

Vol 24 (3) ◽

Author(s):

Mirjam Plantinga

Keyword(s):

Child Care ◽

Public Sector ◽

Private Sector ◽

Intrinsic Motivation ◽

Transition Process ◽

Employee Motivation ◽

Market Forces ◽

The Public ◽

Market Sector ◽

Dutch Child

Privatisation in Child Care: detrimental for the intrinsic motivation of childminders? Privatisation in Child Care: detrimental for the intrinsic motivation of childminders? The Dutch child care sector has been confronted with a transition from a welfare sector into a market sector. The last step in this transition process took place with the introduction of a new Act on Child Care on 1 January 2005: the 'Wet Kinderopvang'. In discussions regarding the introduction of market forces the possible effects for employees are usually not taken into consideration. It can be questioned, however, whether the copying of management principles from the private sector into the public sector leaves employee motivation unaffected. In this article, the consequences of the introduction of market forces in the Dutch child care sector for the motivation of childminders are central. The sample consists of 477 childminders working in 30 different Dutch child care organisations. The results show that the extent to which child care organisations are confronted with market forces does not influence the intrinsic motivation of childminders. Transitions in public sectors therefore do not have to be detrimental for the intrinsic motivation of employees.

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The contrary effects of intrinsic and extrinsic motivations on burnout and turnover intention in the public sector

International Journal of Manpower ◽

10.1108/ijm-03-2017-0053 ◽

2018 ◽

Vol 39 (3) ◽

pp. 486-500 ◽

Cited By ~ 8

Author(s):

Jungin Kim

Keyword(s):

Public Sector ◽

Intrinsic Motivation ◽

Turnover Intention ◽

Extrinsic Motivation ◽

Ordinary Least Squares ◽

Mediating Effect ◽

Public Employees ◽

Content Type ◽

The Public ◽

Intrinsic And Extrinsic Motivations

Purpose Based on motivation theories, such as self-determination theory, the purpose of this paper is to examine whether intrinsic and extrinsic motivations significantly influence burnout and turnover intention in the public sector. Furthermore, the authors assessed the mediating effect of organizational citizenship behavior (OCB) and public service motivation (PSM) on the relationship between intrinsic/extrinsic motivation and burnout/turnover intention. Design/methodology/approach Based on a survey of 203 public employees from local governments in South Korea, this study conducted ordinary least squares regression analysis to investigate the relationships among intrinsic/extrinsic motivation, OCB, PSM, and burnout/turnover intention. Findings The authors found that intrinsic motivation had a significantly negative effect on both burnout and turnover intention. Extrinsic motivation had a significantly positive effect only on burnout. Lastly, OCB and PSM had a mediating effect on the relationships between intrinsic motivation and burnout. Originality/value These results provide some insights into the effects of job motivation on burnout and turnover intention in the public sector. Particularly, this research highlights the importance of intrinsic motivation, OCB, and PSM in decreasing burnout and the importance of intrinsic motivation in decreasing turnover intention of public employees.

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Motivation and Life Satisfaction of Employees in the Public and Private Sectors

Central European Public Administration Review ◽

10.17573/cepar.v10i3.227 ◽

2014 ◽

Vol 10 (3) ◽

Author(s):

Julija Peklar ◽

Eva Boštjančič

Keyword(s):

Life Satisfaction ◽

Public Sector ◽

Private Sector ◽

Intrinsic Motivation ◽

Extrinsic Motivation ◽

Work Motivation ◽

Public And Private ◽

The Public ◽

Gender And Education ◽

Different Types

Work motivation is the steering of human activity towards a desired objective by means of motives generated internally in a person or in his or her environment, on the basis of his or her needs. The aim of this research was to verify whether the different types of work motivation employees reported in their work were influenced by sector, job, gender and education, and to assess how the different types of motivation are linked to life satisfaction. The research involved the participation of 288 employees – 153 in the private sector and 116 in the public sector (19 did not specify). The results show that among all employees the most distinctly expressed factor is intrinsic motivation. No differences in any type of motivation were observed between sectors; between managers in the public and private sectors there were no statistically significant differences in either extrinsic motivation or intrinsic motivation or in life satisfaction.

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Differences in Mechanisms Linking Motivation and Turnover Intention for Public and Private Employees: Evidence From China

SAGE Open ◽

10.1177/21582440211047567 ◽

2021 ◽

Vol 11 (3) ◽

pp. 215824402110475

Author(s):

Junwei Zheng ◽

Xueqin Gou ◽

Hongyang Li ◽

Hongtao Xie

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Intrinsic Motivation ◽

Turnover Intention ◽

Structural Equation ◽

Equation Modeling ◽

Public And Private ◽

Mediation Effects ◽

The Public ◽

Prosocial Motivation

Drawing on motivated information processing theory, this study examined and compared the mechanism of prosocial motivation and intrinsic motivation on turnover intention among public and private employees. A valid sample of 328 public and private respondents was selected from the responses to the module of the International Social Survey Programme (ISSP) in the 2015 Chinese General Survey. The t-test was used to examine the differences in prosocial motivation, intrinsic motivation, and turnover intention through SPSS, and the methods of multigroup structural equation modeling and bootstrapping were adopted to examine and compare the mediation effects through AMOS. The results indicated that there were significant differences in prosocial motivation, intrinsic motivation, and turnover intention between public and private employees. Additionally, the indirect effects of prosocial motivation and intrinsic motivation on turnover intention were significantly mediated by affective commitment and then job satisfaction. There were significant public-private differences in the mediation mechanism. The findings suggest the chain mediation mechanism that prosocial motivation and intrinsic motivation are critical in facilitating organizational commitment, enhancing job satisfaction, and reducing turnover intention. This research contributes to a better understanding of the motivational mechanisms impacting turnover intention in the Chinese indigenous context, and suggests that so-called “good soldiers” and “good aspirants” are more likely to emerge in the public sector and remain in the public sector organizations.

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A Theory of Countercyclical Government Multiplier

American Economic Journal Macroeconomics ◽

10.1257/mac.6.1.190 ◽

2014 ◽

Vol 6 (1) ◽

pp. 190-217 ◽

Cited By ~ 30

Author(s):

Pascal Michaillat

Keyword(s):

Labor Market ◽

Public Sector ◽

Labor Supply ◽

Labor Demand ◽

New Keynesian ◽

Crowding Out ◽

New Keynesian Model ◽

Public Employment ◽

The Public ◽

Keynesian Model

I develop a New Keynesian model in which a type of government multiplier doubles when unemployment rises from 5 percent to 8 percent. This multiplier indicates the additional number of workers employed when one worker is hired in the public sector. Graphically, in equilibrium, an upward-sloping quasi-labor supply intersects a downward-sloping labor demand in a (employment, labor market tightness) plane. Increasing public employment stimulates labor demand, which increases tightness and therefore crowds out private employment. Critically, the quasi-labor supply is convex. Hence, when labor demand is depressed and unemployment is high, the increase in tightness and resulting crowding-out are small. (JEL E12, E24, E32, E62)

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Role of Intrinsic Motivation on Professional Ethics in Public Sector Employees of Nepal

The Batuk ◽

10.3126/batuk.v5i1.27921 ◽

2019 ◽

Vol 5 (1) ◽

pp. 24-33

Author(s):

Pushpa Ghimire

Keyword(s):

Public Sector ◽

Intrinsic Motivation ◽

Professional Ethics ◽

Main Concern ◽

The Public ◽

Psychological Need ◽

Public Sector Employees ◽

Office Employees ◽

The Relationship

The main concern of this study is to identify the relationship between intrinsic motivation and professional ethics of Federal Affairs and Ministry of General Administration office employees. With respect to this context, the study has been conducted to answer the following questions. Does the professionalism and self-motivation have create causality relation in the public sector employees? What are the factors of intrinsic motivation regulating on the public sector employees? From literature review public sector job trustworthiness as dependent variable and autonomy, relatedness and competency independent variables were identified. Researchers used the both quantitative and qualitative approach to explore the behavior, perspectives, experiences and feelings of people and emphasize the understanding of intrinsic motivation on professional ethics in public sector. Non-probability sampling (purposive sampling) applied in this study. The findings of this study showed that Public sector job trustiness had significant relationship with intrinsic motivational psychological need factors such as: Autonomy, Relatedness and Competence.

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