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.

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.

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 Impact of Compassion on Voice Behavior: A Moderated Mediation Model

2020 ◽  
Vol 6 (4) ◽  
pp. 148
Author(s):  
Asma Nisar ◽  
Ghulam Abid ◽  
Natasha Saman Elahi ◽  
Muhammad Ahsan Athar ◽  
Saira Farooqi
Keyword(s):  
Affective Commitment ◽  
Study Finding ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Employee Voice ◽  
Mediation Model ◽  
Voice Behavior ◽  
Moderated Mediation Model ◽  
Managerial Support ◽  
The Relationship

Employee voice is a constructive and change-oriented communication that aims to improve a situation. In line with conservation of resource theory, our research proposed a moderated mediation model by examining the indirect effect of compassion on voice behavior through the mediating effect of affective commitment, and also examined the conditional effect of managerial support in the mediated relationship of compassion and voice behavior. Data were obtained from employees and their immediate supervisor in the public sector in three times at regular intervals of one week within a 2-month span of time. By using PROCESS macro on an actual sample of employees (300) and supervisors (19), our study found that compassion is positively associated with affective commitment that, in turn, is positively associated with voice behavior. Our study also found that affective commitment mediates the relationship between compassion and voice behavior. Furthermore, managerial support negatively moderates the relationship between affective commitment and voice behavior as well as mediating effect of affective commitment between compassion and voice behavior. The study finding adds to the deeper understanding of the pivotal construct, i.e., voice behavior. In addition to recommendations for more empirical research on voice behavior, theoretical and practical implications are given.

Higher Public Service Motivation for Accepting Public Sector Pension Reform? Evidence from Korean Government Organizations

2019 ◽  
Vol 34 (1) ◽  
pp. 23-42
Author(s):  
Kim Yunho ◽  
Jung Yunjin ◽  
Seoh Dongwook ◽  
Im Tobin
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Pension Reform ◽  
Public Service Motivation ◽  
Organizational Changes ◽  
Government Employees ◽  
Public Servants ◽  
Government Organizations ◽  
The Relationship

Organizational reforms that employees do not voluntary accept are likely to negatively affect organizational effectiveness in the long term. We conducted an empirical analysis with survey data by reviewing related studies on public service motivation (PSM) and acceptance of organizational changes, the goal being to verify the relationship between government employees’ PSMand their acceptance of public sector pension reform in Korea. Results show that public servants highly driven by PSM are willing to accept this pension reform even though it reduces their own benefits. This study is distinguished from existing literature of PSM and responses to organizational changes because it reduces the possibility of endogeneity problems.

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

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. 

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

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.

Transformational leadership and change related voice behavior

2016 ◽  
Vol 37 (3) ◽  
pp. 357-368 ◽  
Author(s):  
Mari Svendsen ◽  
Thomas S. Joensson
Keyword(s):  
Transformational Leadership ◽  
Affective Commitment ◽  
Planning Process ◽  
Voice Behavior ◽  
Cross Sectional ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Perceived Change ◽  
Cross Sectional Design ◽  
The Relationship

Purpose – The purpose of this paper is to explore the relationship between transformational leadership and voice during the change-planning process. The authors propose a moderated mediation model to investigate the relationship between voice, other change-related variables, and the boundary conditions of transformational leadership. Design/methodology/approach – The authors collected survey data from 124 employees and their leaders in a medical technology company in Norway. The organization was planning a major restructuring of its working procedures. The authors analyzed the data using PROCESS and a fixed effect approach. Findings – The results suggest that transformational leadership has no effect on change-related voice (CRV) by itself. However, there is an indirect effect through affective commitment to change. This effect is conditional on the employees’ level of perceived change impact. Research limitations/implications – The paper is limited by the cross-sectional design of the study. Other potential limitations are discussed. Originality/value – The paper is the first to explore the relationship between transformational leadership and CRV, and is thus interesting for practitioners who wish to increase the level of CRV from their employees. Furthermore, researchers interested in organizational change and proactivity constructs such as voice will also find the paper valuable.

scholarly journals Public Service Motivation or Sector Rewards? Two Studies on the Determinants of Sector Attraction

2018 ◽  
Vol 40 (1) ◽  
pp. 82-111 ◽  
Author(s):  
Julia Asseburg ◽  
Fabian Homberg
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Meta Analysis ◽  
Public Service Motivation ◽  
Primary Data ◽  
Highly Qualified ◽  
The Public ◽  
Public Sector Organizations ◽  
Employer Of Choice ◽  
The Relationship

Public sector organizations are competing with the private sector for highly qualified staff. But the public sector lost attraction as an employer of choice. Public service motivation (PSM) and different sector rewards have been identified as alternative drivers of sector attraction. However, it is still unclear to what extent PSM is associated with sector attraction, especially when controlling for a comprehensive set of sector rewards. We investigate this sector attraction puzzle through a meta-analysis (Study 1) focusing on the relation between PSM and sector attraction and primary data collected from 600 German final-year students (Study 2). The two studies aggregate the literature on PSM and sector attraction and produce unique empirical evidence. Thus, we extend the knowledge on the relationship between PSM and sector attraction across different settings and in Germany, which enables us to derive implications for public sector recruiters.

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