Public service motivation and proactive behavioral responses to change: A three-way interaction

2021 ◽  
Vol 49 (9) ◽  
pp. 1-15
Author(s):  
Si-Rui Sun
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Behavioral Responses ◽  
Public Service Motivation ◽  
High Turnover ◽  
Commitment To Change ◽  
Responsible Behavior ◽  
Public Sector Employees

I applied person–organization fit theory to examine the conditional effect of public service motivation on turnover intention and responsible behavior, as two types of change-related proactive behavioral responses. Respondents were 462 public sector employees. The results show there was an association between public service motivation, and turnover intention and responsible behavior, but affective commitment to change did not moderate these relationships. However, employment relationship and affective commitment to change had a joint negative moderating effect in the public service motivation–turnover intention relationship, such that temporary (vs. permanent) public sector employees with low affective commitment to change and low public service motivation were more likely to have high turnover intention during public sector reform. My results provide a theoretical and practical reference for the selection of public sector employees with characteristics that will ensure public sector change success.

scholarly journals The Relationship Between Public Service Motivation and Affective Commitment in the Public Sector Change: A Moderated Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Sirui Sun
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Affective Commitment ◽  
Boundary Effect ◽  
Public Service Motivation ◽  
Voice Behavior ◽  
Commitment To Change ◽  
Moderated Mediation Model ◽  
Theoretical Mechanism ◽  
The Relationship

How can public organizations promote change recipients’ affective commitment to public sector change? Based on socially desirable responding theory, this study explores the theoretical mechanism and boundary effect of the relationship between public service motivation and affective commitment to change. By conducting a survey of 465 front-line public employees in an eastern Chinese city undergoing public sector change, this study found that voice behavior partially mediates the relationship between public service motivation and affective commitment to change. Superficial harmony also negatively moderates the relationship between public service motivation and affective commitment to change through the mediation of voice behavior. This study mainly contributes to our understanding of the theoretical mechanism and the conditional effect of change recipients’ affective commitment during public sector change.

scholarly journals Harnessing Sustainable Motivation: A Grounded Theory Exploration of Public Service Motivation in Local Governments of the State of Oregon, United States

2019 ◽  
Vol 11 (11) ◽  
pp. 3105 ◽  
Author(s):  
Sajjad Haider ◽  
Guoxian Bao ◽  
Gary L. Larsen ◽  
Muhammad Umar Draz
Keyword(s):  
United States ◽  
Grounded Theory ◽  
Public Sector ◽  
Local Government ◽  
Private Sector ◽  
Public Service ◽  
Public Service Motivation ◽  
The State ◽  
Government Employees ◽  
Public Sector Employees

Employee motivation has always been a matter of concern for both public and private sector organizations. Since the industrial revolution in the late 18th century, organizations have struggled to foster workforce motivation and morale to enhance productivity. While a plethora of literature focuses on private sector motivation research, public sector organizations receive only modest scholarly attention. However, a new concept has emerged in public management literature during the late 1980s and 1990s, later known as public service motivation (PSM). The debate about PSM is premised on the notion that the motivation of public sector employees is quite different from their private sector counterparts because of their orientation to public service. Perry and Wise (1990) expressed this concept in the theory of PSM. Subsequently, a growing stream of scholarship has emerged which explores the many aspects of antecedents and outcomes related to PSM. However, questions remain about how to best keep the motivation of public sector employees sustainably high, and about what factors embolden or enervate the motivation and morale of public sector employees. This study focuses on the sustainable work motivation of local government employees. Its arguments and discussions draw from PSM theory, total quality management (TQM) principles, and inspiration from Sustainable Development Goals (SDGs). This study examines and attempts to uncover the career trajectories of local government employees in the State of Oregon, United States, through a rigorous grounded theory method (GTM) of inquiry. The study reveals a number of factors that facilitate and/or inhibit employees’ PSM. We expect the findings to be useful for both practitioners and government human resource policymakers in understanding the subtlety and vicissitudes of public sector employee careers and motivations.

Motivational bases of commitment to organizational change in the Chinese public sector

2019 ◽  
Vol 47 (1) ◽  
pp. 1-8 ◽  
Author(s):  
Bangcheng Liu ◽  
Zonghe Zhang
Keyword(s):  
Organizational Change ◽  
Public Sector ◽  
Affective Commitment ◽  
Eastern China ◽  
Planned Change ◽  
Commitment To Change ◽  
Psychological Reactions ◽  
The Public ◽  
Public Sector Employees ◽  
Chinese Public

Does public sector employees’ public service motivation (PSM) affect their psychological reactions to organizational change? We examined the effects of PSM on public sector employees’ commitment to a specific organizational change. Participants were 231 public sector employees from a city in eastern China, who completed surveys assessing commitment to change and PSM. The results showed that there was a significant relationship between PSM and employees’ commitment to organizational change. That is, individuals with high (vs. low) PSM were more likely to have high levels of continuance and normative commitment, whereas PSM was not significantly correlated with affective commitment to organizational change. Practical implications are discussed of a successful planned change in the public sector, including staffing, communication, and discipline during the change process.

scholarly journals The Effect of Person-Environment Fit on Public Servant Integrity and Performance: Investigating the Moderating Role of Public Service Motivation

2021 ◽  
Vol 5 (1) ◽  
pp. 185-199
Author(s):  
Sangeetha Tannimalay ◽  
Noor Fareen Abdul Rahim ◽  
Meen Chee Hong
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Individual Performance ◽  
Public Service Motivation ◽  
Job Fit ◽  
Design Strategies ◽  
Person Environment Fit ◽  
Public Sector Employees ◽  
And Performance ◽  
Person Organization Fit

Individual performance is measured by a person's contribution to attaining this objective, whereas public organisation performance is measured by goals achieved in accordance with its mission statements. Positive individual behaviour is important for positive life outcomes, such as professional ethics. Individuals with strong integrity between their psychological (spiritual) and physical (physical) functions are one of the determinants of individual performance in organisations. Integrity is a promise to do everything in line with right and ethical principles, as well as values and standards, and there is consistency in continuing to make these commitments in every scenario without seeing any chance or coercion to break them. Individual integrity and performance are strongly influenced by the person-environment fit (person-job fit and person-organization fit). Due to the several corruption cases in Malaysia, the impacts of person-environment fit (person-job fit and person-organization fit) on individual integrity and performance of public sector personnel are investigated in this study. The suggested model was tested using partial least squares on a sample of 214 public sector employees in Penang. Integrity and individual performance is positively influenced by both person-job fit and person-organization fit, with person-organization fit having a stronger effect. Furthermore, the moderating effects of Public Service Motivation in the relationship between person-environment fit and the integrity and individual performance are not significant. As a result, it is critical to design strategies and implement suitable organisational environments in order to successfully raise the integrity and performance levels of public sector employees/

scholarly journals Role of Public Service Motivation, Organization Values and Reward Expectation on Performance of Public Sector Employees in Henan, China

2019 ◽  
Vol 9 (4) ◽  
pp. 231
Author(s):  
Yu-Jie Xu ◽  
Syarifah Mastura B. Syed Abu Bakar ◽  
Waqas Ali
Keyword(s):  
Public Sector ◽  
Job Performance ◽  
Public Service ◽  
Online Survey ◽  
Public Service Motivation ◽  
The Public ◽  
Public Sector Employee ◽  
Public Sector Employees ◽  
Sector Employee

The main objective of this study is to investigate the role of public service motivation, organization value and reward on performance of public sector employee in the Henan, China. Data is collected from adopted instrument from earlier studies. The researcher has collected data from 396 respondents by using online survey and self-administrative collection method. For analysis of data, SPSS and SmartPLS software were used. It has been concluded that role of organization values does not have a relationship with the performance of employees. The public service motivation and reward expectation plays an important role in employee job performance. The researcher found that earlier researchers’ assumption, the non-monetary benefits in public sector job least important are not valid in context of China Public sector employees. This research concludes that the employees who are working in public sector always look for both monetary and non-monetary benefits.

Organizational commitment among Dutch public sector employees

2006 ◽  
Vol 72 (2) ◽  
pp. 187-201 ◽  
Author(s):  
Bram Steijn ◽  
Peter Leisink
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Public Service ◽  
Affective Commitment ◽  
Personal Characteristics ◽  
Minor Importance ◽  
Normative Commitment ◽  
The Past ◽  
Hrm Practices ◽  
Public Sector Employees

Organizational commitment has become a much researched subject over the past three decades. This article focuses on the relatively understudied public sector. On the basis of a large public-sector-wide survey, organizational commitment and its antecedents are assessed, including the contribution made by HRM practices. The findings are, to a large extent, in agreement with earlier studies in that they indicate the relatively major importance of job and organizational characteristics and the relatively minor importance of personal characteristics for affective commitment. Further, there is evidence of an effect of employees’ perception of HRM practices on organizational commitment, which is relevant for orienting management action. However, the findings with respect to normative commitment differ from previous studies. It is suggested that further research should be done that includes both organizational commitment and public service motivation as the latter could have an effect on normative commitment of public sector employees.

MOTİVASYON ARAÇLARININ ÖRGÜTSEL BAĞLILIK ÜZERİNDEKİ ETKİSİ: KAMU KURUMLARINDAKİ X VE Y KUŞAĞI KARŞILAŞTIRMASI

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Gökhan Kerse
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Affective Commitment ◽  
Survey Method ◽  
Public Sector Employees ◽  
Context Data ◽  
Gathering Data

The main purpose of this study is to explore the effects of the motivational tools (intrinsic and extrinsic) on the organizational commitment (normative, continuance and affective commitment). In the study were also compared caring levels to motivation tools of X generation and Y generation and levels to their organizational commitment. In this context, data were collected through survey method from171 public sector employees. Gathering data were analysed by using SPSS. The main finding showed that there is effects the motivational tools on organizational commitment.

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