Red Tape, Rule Legitimacy, and Public Service Motivation: Experimental Evidence From Korean Citizens

2022 ◽  
pp. 009539972110690
Author(s):  
Yongjin Ahn ◽  
Jesse W. Campbell
Keyword(s):  
Public Service ◽  
Public Service Motivation ◽  
Survey Experiment ◽  
South Korean ◽  
Input And Output ◽  
Relief Fund ◽  
Red Tape ◽  
Input Legitimacy ◽  
Output Legitimacy

While legitimacy plays a key role in determining if a public sector rule or process objectively qualifies as red tape, it is unclear if legitimacy shapes subjective red tape judgments. We use a sample of South Korean citizens and a vignette-based survey experiment describing applying for a small business COVID-19 relief fund to test the relevance of rule legitimacy for perceived red tape. We find that obtaining a favorable outcome (receiving the fund) reduces perceived red tape, but that neither input nor output legitimacy plays a consistent role. Second, we find that public service motivation moderates the role of both input and output legitimacy on perceived red tape, though in different directions. For those with high levels of public service motivation, output legitimacy reduces perceived red tape. However, for the same group, input legitimacy increases it. We provide a detailed discussion of the contributions of our study.

Street-level bureaucrats’ turnover intention: does public service motivation matter?

2015 ◽  
Vol 83 (3) ◽  
pp. 563-582 ◽  
Author(s):  
Dong Chul Shim ◽  
Hyun Hee Park ◽  
Tae Ho Eom
Keyword(s):  
Public Service ◽  
Turnover Intention ◽  
Job Demands ◽  
Public Service Motivation ◽  
Work Overload ◽  
Street Level ◽  
Public Managers ◽  
Red Tape ◽  
Street Level Bureaucrats

This study examines the joint influences of work exhaustion, job demands (red tape, role conflict, work overload), and public service motivation on street-level bureaucrats’ turnover intention. Based on a survey of 4974 Korean street-level bureaucrats, the study examines the potential mediating role of work exhaustion and complex moderating role of public service motivation in determining street-level bureaucrats’ turnover intention. In line with previous research, we find that job demands have both direct and indirect associations with street-level bureaucrats’ turnover intention through work exhaustion. However, public service motivation was found to reduce the employees’ turnover intention in two different ways. First, public service motivation was found to have a direct negative association with turnover intention. In addition, it was also found to mitigate the positive associations between job demands and work exhaustion, and between job demands and turnover intention. Points for practitioners The findings of the current study provide several practical implications for public managers. First of all, it suggests that imbuing public sector values through formal and informal training is important. Second, it provides some clues for local government managers to reduce street-level bureaucrats’ work exhaustion and turnover intention. For example, the problem of work overload for street-level bureaucrats could be reduced by reassigning work responsibilities according to workload analyses for given jobs.

The dimensional linkage between public service motivation and innovative behavior in public sector institutions; the mediating role of psychological empowerment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Asim Rafique ◽  
Yumei Hou ◽  
Muhammad Adnan Zahid Chudhery ◽  
Nida Gull ◽  
Syed Jameel Ahmed
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Psychological Empowerment ◽  
Public Service Motivation ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Relationship Of ◽  
The Relationship

PurposeInnovations are imperative for organizational growth and sustainability. This study focuses on the employees' innovative behavior, a source of organizational innovations, which has received substantial attention from the researchers. Based on the psychological empowerment theory, the study exposes the effect of the various dimensions of public service motivation (PSM) on employees' innovative behavior (IB) in public sector institutions especially in the context of developing countries such as Pakistan. Moreover, the study also investigates the mediating role of psychological empowerment (PSE) between the dimensions of PSM and IB.Design/methodology/approachThis study used the cross-sectional research design. By using random sampling, the adapted survey questionnaires were used to collect data from 346 faculty members of public sector universities located in provincial capitals of Pakistan. A partial least square–structural equation modeling (PLS-SEM) tool was used to assess the proposed hypotheses through SMART-PLS software.FindingsResults revealed that attraction to policymaking (APM), compassion (COM), self-sacrifice (SS) have a significant impact on employees' PSE and their innovative behavior, while the relationship of commitment to the public interest (CPI) with PSE and IB was found insignificant. Moreover, PSE partially mediated the relationship between PSM dimensions and employees' IB.Originality/valueThere was a scarcity of research on IB especially in public sector institutions such as academia. This study theoretically contributed to the literature by providing a refined picture in assessing the proposed relationship of the constructs. This is also one of the original studies that examine the relationship between the dimensions of PSM and IB.

scholarly journals Public Service Motivation and Individual Job Performance

2021 ◽  
pp. 254-277
Author(s):  
Adrian Ritz ◽  
Wouter Vandenabeele ◽  
Dominik Vogel
Keyword(s):  
Public Service ◽  
Indirect Effects ◽  
Individual Performance ◽  
Public Service Motivation ◽  
Service Performance ◽  
Future Research ◽  
Public Employees ◽  
Great Relevance ◽  
The Relationship

When pressure on human resource departments to make government more efficient is increasing, it is of great relevance to understand employees’ motivation and the fit of an employee with their job, as both contribute strongly to service performance. Therefore, this chapter discusses the role of public employees’ motivation and its relationship to individual performance. More specifically, this relationship is examined by focusing on public service motivation (PSM), a stream of research developed during the last three decades stressing the service orientation of public employees’ identity. Theoretically, how the relationship between PSM and individual performance is dependent on institutions is discussed, and an overview of the existing empirical evidence concerning this relationship is provided. The literature review discusses a variety of aspects such as direct vs. indirect effects, type of performance used, how performance is measured, and effect sizes. Finally, several avenues for future research are proposed, including methodological strategies.

Ethical Climate and Whistleblowing Intentions: Testing the Mediating Roles of Public Service Motivation and Psychological Safety Among Local Government Employees

2020 ◽  
pp. 009102602094454
Author(s):  
Wisanupong Potipiroon ◽  
Achakorn Wongpreedee
Keyword(s):  
Local Government ◽  
Public Service ◽  
Local Governments ◽  
Ethical Climate ◽  
Psychological Safety ◽  
Public Service Motivation ◽  
Government Employees ◽  
Mediating Role ◽  
The Individual

Local governments in several developing countries are plagued with corruption. This study draws attention to the role of organizational ethical climate in promoting whistleblowing intentions among local government employees and asks whether public service motivation (PSM) and perceptions of psychological safety mediate this relationship. Based on survey data of 365 employees in 40 local governments in Thailand, our multilevel analysis confirms that the relationships between ethical climate and internal and external whistleblowing intentions were indirect. In particular, psychological safety was found to play a mediating role at both the individual and organizational levels of analysis, whereas the mediating role of PSM was observed only at the individual level. The findings also revealed the presence of “collective PSM” at the organizational level, which in turn helped to facilitate external whistleblowing intentions. This research unveils the importance of individual- and organization-level factors in the whistleblowing decision-making process.

Sign in / Sign up

Export Citation Format

Share Document