scholarly journals The combined impact of professional role identity and public service motivation on decision-making in dilemma situations

2016 ◽  
Vol 84 (1) ◽  
pp. 21-41 ◽  
Author(s):  
Carina Schott ◽  
Daphne D. van Kleef ◽  
Trui P.S. Steen
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Public Service ◽  
Service Providers ◽  
Professional Role ◽  
Public Service Motivation ◽  
Role Identity ◽  
Human Resource Managers ◽  
Role Identities ◽  
The Impact

Working in the public sector implies the need to make decisions in the face of dilemmas. As consistent decision-making is highly desirable for organizational performance, the question arises: what do public service professionals base their decisions on? This study aims to increase our understanding of whether public service motivation and professional role identity are useful concepts by which to predict what decisions public service professionals will make in complex situations. Using survey data, this research investigates the impact of these two concepts on the decision-making of veterinary inspectors working at the Dutch Food and Consumer Product Safety Authority. The results support the hypothesis that decision-making is influenced by the way in which veterinary inspectors interpret their professional role. Public service motivation, in contrast, seems to have neither a direct nor a moderating effect on decision-making in the context of dilemma situations. Points for practitioners Two important conclusions of this study are of interest for managers working with professionals. Our findings should urge them to consider the different views that employees have about their job when teams are formed or when specific combinations of tasks are assigned. For example, attention should be paid to the question of which mixture of professional role identities is most suitable to accomplish organizational objectives. Second, the construct of public service motivation can be used by human resource managers to assess whether public professionals are motivated to provide public services. However, the results also indicate that the operationalization of public service motivation needs to be adapted to the professional context of public service providers.

Does psychological empowerment condition the impact of public service motivation on perceived organizational performance? Evidence from the US federal government

2021 ◽  
pp. 002085232110089
Author(s):  
Jae Young Lim ◽  
Kuk-Kyoung Moon ◽  
Robert K. Christensen
Keyword(s):  
Organizational Performance ◽  
Federal Government ◽  
Public Service ◽  
Psychological Empowerment ◽  
Public Service Motivation ◽  
Psychological State ◽  
Work Related ◽  
The Us ◽  
Us Federal Government ◽  
The Impact

Although the relationships between public service motivation and work-related outcomes are contingent on an employee’s psychological state, little empirical evidence exists on whether psychological empowerment conditions the relationship between public service motivation and perceived organizational performance in public organizations. This study addresses this gap by examining data from the 2010 US Merit Principles Survey on psychological empowerment’s moderating role between public service motivation and the perceived achievement of organizational goals, as well as the perceived quality of work-unit products and services in the US federal government. First, the findings indicate that public service motivation and psychological empowerment improve both of these perceived organizational performance measures. Second, the findings indicate that the link between public service motivation and perceived organizational performance is slightly enhanced when public employees feel more psychologically empowered. Points for practitioners This article offers practical lessons for practitioners who are concerned about improving organizational performance. Emphasizing the importance of psychological empowerment in strengthening the link between public service motivation and perceived organizational performance, the article suggests a critical need to cultivate psychological empowerment in the public sector, which has been under heavy pressure to do more with less in a rapidly changing environment.

scholarly journals The Impact of Reinvention Reforms and Public Service Motivation on Organizational Performance in Government Agencies

2021 ◽  
Vol 8 (5) ◽  
pp. 439-448
Author(s):  
Hsiang-Te Liu ◽  
Ren-Fang Chao ◽  
Tsung-Lin Wu ◽  
Li-Yi Hsu
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Structural Equation ◽  
Positive Impact ◽  
Public Service Motivation ◽  
Government Agencies ◽  
Organisational Performance ◽  
Research Subjects ◽  
Mediating Role ◽  
The Impact

The pursuit of organisational performance has long been a focus of administrative innovation in government agencies. To understand the impact of reinvention reforms and public service motivation on organisational performance in the public sector, the present study conducted a survey with civil servants in Taiwan as the research subjects. A total of 953 valid questionnaires were collected and analysed using structural equation modelling. The results show that reinvention reforms have a significant positive impact on public service motivation, and that public service motivation has a significant positive effect on both internal organisational performance and external organisational performance. In addition, the present study also confirms that public service motivation plays a mediating role between reinvention reforms and internal organisational performance and external organisational performance.

Quota Women Are Threatening to Men

2017 ◽  
Vol 76 (3) ◽  
pp. 107-116 ◽  
Author(s):  
Klea Faniko ◽  
Till Burckhardt ◽  
Oriane Sarrasin ◽  
Fabio Lorenzi-Cioldi ◽  
Siri Øyslebø Sørensen ◽  
...  
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Gender Stereotypes ◽  
Perceived Threat ◽  
Preferential Treatment ◽  
Public Sector Employees ◽  
Different Types ◽  
Low Levels ◽  
Women In Decision Making ◽  
The Impact

Abstract. Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.

Centralization and Effectiveness of Reward Management in Multinational Enterprises

2018 ◽  
Vol 17 (2) ◽  
pp. 55-65 ◽  
Author(s):  
Michael Tekieli ◽  
Marion Festing ◽  
Xavier Baeten
Keyword(s):  
Decision Making ◽  
Social Identity Theory ◽  
Multinational Enterprises ◽  
Role Identity ◽  
Management Decision ◽  
Role Identities ◽  
Management Decision Making ◽  
New Perspective ◽  
Subsidiary Managers ◽  
The Relationship

Abstract. Based on responses from 158 reward managers located at the headquarters or subsidiaries of multinational enterprises, the present study examines the relationship between the centralization of reward management decision making and its perceived effectiveness in multinational enterprises. Our results show that headquarters managers perceive a centralized approach as being more effective, while for subsidiary managers this relationship is moderated by the manager’s role identity. Referring to social identity theory, the present study enriches the standardization versus localization debate through a new perspective focusing on psychological processes, thereby indicating the importance of in-group favoritism in headquarters and the influence of subsidiary managers’ role identities on reward management decision making.

Public service motivation and organizational performance in Chinese provincial governments

2016 ◽  
Vol 10 (4) ◽  
pp. 770-786 ◽  
Author(s):  
Chunkui Zhu ◽  
Chen Wu
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Public Service Motivation ◽  
Provincial Government ◽  
Civil Servants ◽  
Hunan Province ◽  
Government Employees ◽  
Content Type ◽  
The Public ◽  
The Government

Purpose This paper aims to examine different hypotheses concerning the effects of public service motivation (PSM) and other attitudinal or institutional dimensions on organizational performance (OP). Specifically, based on the experience of Chinese provincial governments, this study provides new evidence about how PSM may affect OP. Design/methodology/approach This study collected data from a survey of different provincial government departments in Sichuan Province, Hubei Province, Hunan Province and Chongqing Municipality in 2011. Using data from 761 respondents, Pearson correlation analysis and regression analysis were used to explore the relationships between related factors. Findings PSM, job satisfaction, affective commitment and job involvement have statistically significant effects on OP, and these results are consistent with the findings of previous researches that PSM positively affected OP at a significant level. The results suggest that, if civil servants have a strong PSM, the performance of their organizations will be high. Research limitations/implications Future research should look for additional factors that affect OP, comparing employees’ perceptions of an organization’s performance with objective data to determine whether, and to what degree, subjective measures of performance are valid measures of OP in the public sector. Practical implications In the process of improving government performance, it is significant to give attention to the government employees’ mentality. The government training and promotion system should encourage civil servants to care about the public interest. A more flattened organization should be considered as part of the next steps in government reform, and more opportunities should be provided to involve more government employees in policy making. Originality/value This study helps to clarify the effects of individual factors of PSM on OP in China in a tightly controlled bureaucratic environment, where related data are hardly accessible.

scholarly journals THE RELATIONSHIP BETWEEN PUBLIC SERVICES MOTIVATION AND ETHICAL LEADERSHIP WITH ORGANIZATION PERFORMANCE AT MILITARY TRAINING ACADEMY, NDUM.

2021 ◽  
Vol 4 (18) ◽  
pp. 01-08
Author(s):  
Fauzahani Pairan ◽  
Jessica Hai Liaw Ong ◽  
Mohd Juraimy Kadir ◽  
Nora Ibrahim
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Ethical Leadership ◽  
Public Interest ◽  
High Performance ◽  
Military Training ◽  
Public Service Motivation ◽  
Quantitative Research Methods ◽  
The Public ◽  
The Relationship

A public organization is an important sector in the administration of the Nation and it needs to remain relevant and accepted by society. The sub-sector such as services and security are the most important organizations that require high performance in society and the country to ensure security is always guaranteed. Military Training Academy, NDUM is an organization involved in various security and humanitarian operations either nationally or internationally. Accordingly, this study was conducted to assess employee motivation in public service activities by using the Public Service Motivation Model (PSM). The elements contained in the model are an attraction to public policymaking, commitment to the public interest, self-sacrifice, compassion, and ethical leadership. This study aims to analyze the relationship between Public Service Motivation (PSM) and organizational performance with ethical leadership among employees in Military Training Academy, NDUM. Quantitative research methods were used and questionnaires have been distributed to staff and instructors in Military Training Academy, NDUM, located in Kuala Lumpur by distributing the questionnaire and analyzed using SPSS 19. The results of this study showed that the attraction towards public policy-making (t=1.927, p>0.01), commitment to public interest (t=0.289, p>0.01), self-sacrifice (t=1.623, p>0.01), compassion (t=0.704, p>0.01) and ethical leadership (t=7.071, p<0.01). Ethical leadership encourages employees to participate in community service programs and improve organizational performance.

scholarly journals Purchasing Counterfeits and Citizenship: Public Service Motivation Matters

2018 ◽  
Vol 11 (1) ◽  
pp. 103
Author(s):  
Kwangho Jung ◽  
Seung-Hee Lee ◽  
Jane Workman
Keyword(s):  
Public Service ◽  
Unethical Behavior ◽  
Public Service Motivation ◽  
Ethical Consumption ◽  
Past Experience ◽  
Ethical Consumer ◽  
Willingness To Buy ◽  
Nationally Representative ◽  
Willingness To Purchase ◽  
The Impact

The purpose of this study was to examine how consumers’ public service motivation (PSM) is related to ethical consumption behaviors and how past experience of unethical behavior can reduce the impact of PSM on ethical consumer behaviors. A nationally representative sample from South Korea was used to explore how PSM influences willingness to purchase fashion counterfeits and how the impact of PSM differs for those with and without past experience buying fashion counterfeits. Higher PSM was associated with less willingness to buy counterfeits. Past experience buying counterfeits was associated with greater willingness to buy counterfeits. Past experience buying counterfeits intervened between the impact of PSM and willingness to buy counterfeits such that the impact of PSM was weakened.

Consumer empowerment in insurance

2018 ◽  
Vol 36 (6) ◽  
pp. 1073-1097 ◽  
Author(s):  
Pascal Buehler ◽  
Peter Maas
Keyword(s):  
Decision Making ◽  
Self Efficacy ◽  
Service Providers ◽  
Time Lag ◽  
Decision Making Process ◽  
Consumer Empowerment ◽  
Content Type ◽  
Perceived Performance ◽  
Performance Risk ◽  
The Impact

Purpose The purpose of this paper is to enhance the understanding of consumer empowerment in the relationship between consumers and service providers. It draws on self-efficacy theory to conceptualize consumer empowerment and explain the impact on perceived performance risk in insurance decision making. Design/methodology/approach This study employs data collected from an online survey involving 487 consumers in Switzerland, who recently decided on an insurance service. A structural equation model quantifies both the psychological effects on consumers’ perception of insurance services and behavioral effects on their decision-making process. Findings Perceived consumer empowerment is conceptualized by perceived self-efficacy and perceived controllability. Both have a significant impact on perceived performance risk, while the former is partially mediated by the preference to delegate the decision to a surrogate. Moreover, customers’ involvement in the purchase process moderates both the direct and indirect effect of perceived self-efficacy on perceived performance risk. Research limitations/implications The results are based on consumers’ perceptions from a single country. Furthermore, consumers’ perceptions were surveyed with a time lag after the decision-making process. To increase rigor, perceptions should be collected during decision making. Practical implications Results show that consumer empowerment can be employed as a risk reduction strategy. Consumers with self-efficacy and controllability beliefs perceive significantly less performance risk; however, practitioners should consider that consumers are also motivated to make decisions independently rather than delegating their decisions. Furthermore, consumer empowerment depends on consumer will. For largely indifferent consumers, empowerment does not affect risk or decision delegation preference. Originality/value The study is among the few empirical works to examine the effects of consumer empowerment on the consumer-service provider relationship on an individual level. Furthermore, applying consumer empowerment in relationship marketing implies a shift in research focus to the question of how consumers construe decision-making situations rather than objectively measuring the state of consumer relationship.

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