scholarly journals The Effect of Mentoring in the Public Sector

2011 ◽  
Vol 26 (1) ◽  
pp. 97-115
Author(s):  
Kim Jung In
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Structural Equation ◽  
Extrinsic Motivation ◽  
Ordinary Least Squares ◽  
Mediating Effect ◽  
Equation Modeling ◽  
The Public ◽  
Intrinsic And Extrinsic Motivation ◽  
The Impact

Using data from 1,220 public and nonprofit sector managers in Georgia and Illinois, this research assesses intrinsic and extrinsic motivation as predictors of job satisfaction in association with mentoring. Using analyses of ordinary least squares regression and structural equation modeling, statistically significant and positive relationships were found between intrinsic motivation and job satisfaction. The impact of extrinsic motivation on job satisfaction was found to vary. Job satisfaction was significantly and positively related to organizational trust but negatively related to economic benefit and risk-averse organizational values and goals. Furthermore, mentoring showed a mediating effect on the relationship between intrinsic and extrinsic motivation and job satisfaction. These findings suggest that mentoring in the public sector not only helps organizational members to develop their careers and to build better relationships with colleagues but also results in an increased relationship between job motivation and job satisfaction.

scholarly journals Participative Budgeting, Budgetary Slack And Job Satisfaction In The Public Sector

2016 ◽  
Vol 32 (6) ◽  
pp. 1663
Author(s):  
Suleman H. A. Kahar ◽  
Abdul Rohman ◽  
Anis Chariri
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Structural Equation ◽  
Negative Impact ◽  
Equation Modeling ◽  
Budgetary Slack ◽  
The Public ◽  
Participative Budgeting ◽  
Relationship Of ◽  
The Relationship

This study explores the relationship of participative budgeting on budgetary slack in the public sector in Indonesia, by examining the roles of job satisfaction on these variables. A total of 185 budget managers of regional work units in the in North Maluku province government, Indonesia, participated in the survey. The effective rate of return was 82.52 percent.  A structural equation modeling was used to examine the direct and indirect effects of participative budgeting on budgetary slack. In particular, the study gives empirical evidences that participative budgeting factors affect budgetary slack mediated by intervening variables factors of job satisfaction. The results revealed the significantly negative effect of participative budgeting on budgetary slack, the significantly positive effect of participative budgeting on job satisfaction. This result affirmed the significantly negative impact of job satisfaction as a mediating variables on budgetary slack. However, the results could not find the indication of moderating effect of job satisfaction in the relationship of these variables.

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

2018 ◽  
Vol 39 (3) ◽  
pp. 486-500 ◽  
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.

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

SAGE Open ◽  
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.

scholarly journals The Influence of Psychological Capital on Employees’ Innovative Behavior: Mediating Role of Employees’ Innovative Intention and Employees’ Job Satisfaction

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110408
Author(s):  
Ali Saleh Alshebami
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Psychological Capital ◽  
Small And Medium Enterprises ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Mediating Role ◽  
Medium Enterprises ◽  
The Impact

The study investigates the impact of psychological capital on the employees’ innovative behavior through the mediating effect of employees’ job satisfaction and employees’ innovative intention in the small and medium enterprises (SMEs) sector of Saudi Arabia. A sample of 204 respondents participated from various enterprises working without restricting specific sectors to check employees’ common behavior in multiple sectors. The data and hypotheses testing analysis were made with the partial least squares–based structural equation modeling (PLS-SEM). The study revealed that psychological capital positively affects employees’ job satisfaction, innovative behavior, and innovative intention. Furthermore, the employees’ job satisfaction also positively correlated with the employees’ innovative behavior, while there was no connection between the employees’ innovative intention and the employees’ innovative behavior. Concerning the indirect relationships, the findings revealed that employees’ job satisfaction played a partial mediating role between psychological capital and the employees’ innovative behavior. However, the employees’ innovative intention did not mediate the relationship between the psychological capital and the employees’ innovative behavior. These findings suggest the importance of psychological capital in influencing the innovative behavior of employees. Hence, there is a need to continue developing it among employees to ensure a better output.

Do Trustful Leadership, Organizational Justice, and Motivation Influence Whistle-Blowing Intention? Evidence From Federal Employees

2018 ◽  
Vol 48 (1) ◽  
pp. 56-81 ◽  
Author(s):  
Reginald G. Ugaddan ◽  
Sung Min Park
Keyword(s):  
Public Sector ◽  
Organizational Justice ◽  
Social Exchange ◽  
Structural Equation ◽  
Extrinsic Motivation ◽  
Equation Modeling ◽  
Future Research ◽  
Whistle Blowing ◽  
The Public ◽  
The Relationship

Organizational and societal mechanisms that ensure whistle-blowing in the public sector are required. Although many studies have explored a set of whistle-blowing determinants, few have explored the relationship and role of individual and attitudinal factors in influencing whistle-blowing in the public sector. To close this gap, this study considers the theoretical lenses of social exchange and self-determination theories, proposing that trustful leadership and organizational justice are the most likely factors to predict whistle-blowing intention when it is mediated by public service motivation (PSM) and extrinsic motivation. Using the Merit Principles Survey 2010 by the U.S. Merit Systems Protection Board, the study tests a partial mediation model employing structural equation modeling. The results suggest that PSM and extrinsic motivation partially mediate the relationship of trust in leadership and organizational justice and whistle-blowing intention. Finally, the study’s limitations and theoretical, empirical, and practical implications, as well as directions for future research, are discussed.

PENGARUH PELATIHAN, KOMPETENSI, MOTIVASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN PENDIDIKAN SEBAGAI PEMODERATOR PADA BALAI PENDIDIKAN DAN PELATIHAN APARATUR KEMENTERIAN KELAUTAN DAN PERIKANAN

2018 ◽  
Vol 5 (2) ◽  
pp. 37-49
Author(s):  
Wahyu Yulianto
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Structural Equation ◽  
Secondary Data ◽  
Primary Data ◽  
Equation Modeling ◽  
Training Centre ◽  
Competence Motivation ◽  
The Impact ◽  
Mediator Variable

The study purpose is to analyse the impact of training, competence, motivation and leadership towards performance either directly or through job satisfaction as a mediator variable. As many as 55 staff are considered as respondents in this research, and census method is used as the sampling method. Primary data in this study were collected through questionnaires and analyzed using Likert Scale. Secondary data are obtained from the organization structure Sukamandi Apparatus Training Centre (BDA), performance appraisal, staff attendance, information system and personnel management. Structural Equation Modeling Analisis of Moment Structures (SEM-AMOS) is used to process and analyze data. This study shows staff with high education, competence and leadership have a significant effect on performance, While the job satisfaction is significant in mediating the influence of training, competence and leadership on performance. Next on the employee with low education, training, competence, motivation and leadership have a significant influence on performance, while job satisfaction is significant in mediating the effect of competence and leadership on staff performance.   Keywords:  training, competence, motivation, leadership, job satisfaction, performance

scholarly journals The Relationship of CSR Communication on Social Media with Consumer Purchase Intention and Brand Admiration

2021 ◽  
Vol 16 (5) ◽  
pp. 1217-1230
Author(s):  
Shuchi Gupta ◽  
Nishad Nawaz ◽  
Adel Abdulmhsen Alfalah ◽  
Rana Tahir Naveed ◽  
Saqib Muneer ◽  
...  
Keyword(s):  
Social Media ◽  
Purchase Intention ◽  
Structural Equation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Csr Communication ◽  
Consumer Purchase Intention ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

With the advent of the Internet and other digital technologies, contemporary businesses from all sectors are using social media for communication with consumers to engage them meaningfully with a brand. However, the use of social media for corporate social responsibility (CSR) communication is relatively new to the existing literature. Likewise, the impact of CSR communication through social media (CSR-S) on consumer emotions and behavior is, to date, underexplored. To address this, the present research aims to test the relationship of CSR-S on brand admiration and consumer purchase intention. The study proposes a direct relationship between CSR-S and purchase intention with a mediating effect of brand admiration. The data were collected from the banking consumers of Pakistan through a self-administered questionnaire. The authors distributed 800 questionnaires and received 463 questionnaires useful for data analysis, so the present research study response rate was around 59%. The data were analyzed using the structural equation modeling (SEM) technique in AMOS. The results revealed that CSR-S is positively related to purchase intention (β = 0.233). The results further showed that brand admiration partially mediates this relationship (β = 0.079). The survey respondents confirmed that their bank’s CSR communication helps enhance their purchase likelihood and their feelings of admiration for their bank. These findings will help policymakers at banking institutions better understand the importance of CSR communication on different social media platforms to achieve consumer-related outcomes.

Counterproductive Work Behaviors, Confucian Values, and Production Deviance: the Mediating Effect of Job Satisfaction

2012 ◽  
Vol 40 (6) ◽  
pp. 1045-1056 ◽  
Author(s):  
Xiao-Wei Guo
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Negative Impact ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Equation Modeling ◽  
Work Behaviors ◽  
Production Deviance ◽  
Confucian Values ◽  
The Relationship

Production deviance is 1 of 5 dimensions of counterproductive work behaviors (CWB). Based on data collected from 362 employees of Chinese enterprises, I examined the predictive effect of Confucian values on production deviance and the mediating effect of job satisfaction on the relationship between Confucian values and production deviance using structural equation modeling. I analyzed 3 factors of production deviance: work sabotage, slackness, and withdrawal. Confucian values were found to have a significant negative impact on these factors. Furthermore, job satisfaction was found to partially mediate the relationship between Confucian values slackness and withdrawal, but not work sabotage.

scholarly journals Social Capital’s Effect on Physical Education and Teachers’ Job Satisfaction

2018 ◽  
Vol 8 (1) ◽  
pp. 164
Author(s):  
Okan Gültekin
Keyword(s):  
Job Satisfaction ◽  
Social Capital ◽  
Physical Education ◽  
Structural Equation ◽  
Equation Modeling ◽  
Significant Finding ◽  
Satisfaction Scale ◽  
Confirmatory Factor Analyses ◽  
Fit Index ◽  
The Impact

This study tested the impact of physical education (PE) teachers’ social capital on job satisfaction and explained levels of social capital for job satisfaction. Study participants were 210 PE teachers. The research methodology used the correlational survey model, and the instruments administered were the Social Capital Scale,and the Minnesota Job Satisfaction Scale. For conducting scales’ confirmatory factor analyses and structural equation modeling, SPSS 23.0 and AMOS 17.0 software were used. The model’s goodness fit index was: RMSEA = 0.081; SRMR = 0.082; CMIN\DF = 2.523; GFI = 0.922; CFI = 0.923; AGFI = 0.843; NFI = 0.913; Chi squared = 2832.001; df = 976 and p = 0.000. According to these results, the model fit index reached an acceptable and desired level. The effect of social capital on job satisfaction and the rate of explaining job satisfaction were tested. In relation to the study’s first hypothesis, it was revealed that PE teachers’ social capital level and job satisfaction were positively and significantly affected. In regard to the second hypothesis, there was a significant relationship between social capital levels and PE teachers’ job satisfaction. The study’s most significant finding was that social capital significantly predicted PE teachers’ job satisfaction.

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