Organizational Commitment in International Public Administrations: The Role of Public Service Motivation and Person-Organization Fit

2019 ◽  
Vol 42 (1-2) ◽  
pp. 121-137
Author(s):  
Bernd Helmig ◽  
Alexander Pinz ◽  
Benedikt Englert ◽  
Fabiane Meiser
Keyword(s):  
Organizational Commitment ◽  
Civil Wars ◽  
Public Service ◽  
Public Management ◽  
Public Service Motivation ◽  
Management Research ◽  
Highly Qualified ◽  
Person Organization Fit ◽  
The Relationship

International organizations are important actors in the fight against global challenges such as climate change, poverty, and civil wars. To deliver on their promises, they need efficient, effective international public administrations (IPAs) with highly qualified and committed staff. However, public management research has not identified the antecedents of organizational commitment in IPAs. Drawing from traditional public management literature, this study examines how public service motivation (PSM) and person-organization fit (PO fit) influence organizational commitment in IPAs. Findings from a survey of 101 employees of a European IPA show that both PSM and PO fit have a positive effect on organizational commitment, but contrary to established results in public management research, PO fit does not act as a mediator in the relationship between PSM and commitment.

Does Public Service Motivation Matter in Public Higher Education? Testing the Theories of Person–Organization Fit and Organizational Commitment Through a Serial Multiple Mediation Model

2016 ◽  
Vol 48 (1) ◽  
pp. 82-97 ◽  
Author(s):  
Myung H. Jin ◽  
Bruce McDonald ◽  
Jaehee Park
Keyword(s):  
Higher Education ◽  
Organizational Commitment ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Individual Performance ◽  
Public Service Motivation ◽  
Public Higher Education ◽  
Mediation Model ◽  
Person Organization Fit ◽  
The Relationship

To address some of the inconsistencies in the literature regarding links between public service motivation (PSM) and individual performance, this study proposes and tests a three-path mediation model in public higher education in which the relationship is mediated by person–organization fit (P-O fit) and organizational commitment (OC) in serial. Based on a sample of 692 faculty at an urban public university, we find that P-O fit and OC as a causal chain mediate the relationship between PSM and organizational citizenship behavior and that this mediated relationship varies depending on the specific context of the performance dimensions. While PSM has positive influence on service through its effect on P-O fit and OC in serial, the results indicate an indirect negative effect on research productivity and no association with teaching. The results regarding both direct and indirect effects further reveal that the directions and significance of the relationships can vary depending on how performance is conceptualized.

Clarifying the Relationship Between Public Service Motivation and In-Role and Extra-Role Behaviors: The Relative Contributions of Person-Job and Person-Organization Fit

2015 ◽  
Vol 47 (6) ◽  
pp. 699-713 ◽  
Author(s):  
Nina Mari van Loon ◽  
Wouter Vandenabeele ◽  
Peter Leisink
Keyword(s):  
Public Service ◽  
Structural Equation ◽  
Individual Performance ◽  
Public Service Motivation ◽  
Equation Modeling ◽  
Role Behavior ◽  
The Individual ◽  
Person Organization Fit ◽  
The Relationship

A core proposition of public service motivation (PSM) theory is that PSM is positively related to individual performance. Some studies, however, suggest that this relationship is mediated by person-job or person-organization fit. This study aims to further clarify the relationship between PSM and performance by, first, studying the mediation role of both person-job and person-organization fits and, second, by investigating this mediation for both in-role and extra-role behavior. Whereas in-role behavior is aimed at the individual task, extra-role is aimed at helping colleagues. This difference may matter for the role of PSM and fit. To this end, we conducted structural equation modeling with bootstrapping on self-reported survey data from public employees ( n = 1,031). The analysis showed that person-job, but not person-organization fit, fully mediated the relationship between PSM and in-role behavior. The relationship with extra-role behavior was not mediated. The PSM-performance relationship may thus be more complex than previously envisioned, as both type of performance and person-job fit matter.

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.

Does Public Service Motivation Always Lead to Organizational Commitment? Examining the Moderating Roles of Intrinsic Motivation and Ethical Leadership

2017 ◽  
Vol 46 (3) ◽  
pp. 211-238 ◽  
Author(s):  
Wisanupong Potipiroon ◽  
Michael T. Ford
Keyword(s):  
Organizational Commitment ◽  
Intrinsic Motivation ◽  
Public Service ◽  
Ethical Leadership ◽  
Public Management ◽  
Self Determination Theory ◽  
Public Service Motivation ◽  
Self Determination ◽  
Public Employees ◽  
Contingency Perspective

Much of the work in public management indicates that public service motivation (PSM) generally leads to higher levels of organizational commitment. We argue that this relationship is more complex than generally assumed. First, drawing from self-determination theory, we propose that intrinsic motivation is conceptually distinct from PSM and that the two variables could interact. Second, drawing from the fit perspective, we further propose that ethical leadership is a contextual variable that will enhance the effect of PSM. A field study of public employees in Thailand provides support for this contingency perspective. We found that intrinsic motivation moderated the effect of PSM, such that the effect was positive only for individuals with high-intrinsic motivation but negative for those with low-intrinsic motivation. Furthermore, our analysis revealed a three-way interaction, which indicated that PSM was most positively related to organizational commitment when accompanied by high-intrinsic motivation and ethical leadership.

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.

Rethinking Public Service Motivation From the Perspective of Person–Environment Fit: Complementary or Supplementary Relationship?

2014 ◽  
Vol 37 (3) ◽  
pp. 351-368 ◽  
Author(s):  
Geunpil Ryu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Service ◽  
Individual Performance ◽  
Public Service Motivation ◽  
Theoretical Development ◽  
Theoretical Perspectives ◽  
Person Environment Fit ◽  
Underlying Mechanisms ◽  
The Relationship

Research on public service motivation (PSM) has paid attention to the concept of fit to identify underlying mechanisms of the relationship between PSM and beneficial outcomes such as higher job satisfaction and organizational commitment. Nonetheless, there have been rare studies aimed at theoretically comparing PSM with the person–environment (P–E) fit. In this article, PSM is reviewed from the perspective of P–E fit, not only because PSM and P–E fit share some theoretical perspectives, such as job attraction, employee rewards, and individual performance, but also because incorporating the concept of PSM into the fit framework may allow us to better understand PSM and enhance its theoretical development. This article concludes that PSM has a complementary relationship with P–E fit as the two provide more concrete and valid explanations for job applications, outcomes, and rewards when they are incorporated.

scholarly journals A Study in the Relationship Between Supportive Work Environment and Employee Retention: Role of Organizational Commitment and Person–Organization Fit as Mediators

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402092469
Author(s):  
Shumaila Naz ◽  
Cai Li ◽  
Qasim Ali Nisar ◽  
Muhammad Aamir Shafique Khan ◽  
Naveed Ahmad ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Work Environment ◽  
Fast Food ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Person Organization Fit ◽  
Relationship Of ◽  
The Relationship

The main aim of the study was to empirically investigate the mediating role of organizational commitment (OC) and person–organization fit (POF) between the causal relationship of supportive work environment (SWE) and employee retention (ER). One thousand questionnaires were sent to the targeted population included employees of all chains of multinational fast-food brands (restaurants) in Lahore, Pakistan. The restaurants were selected from clusters by using a cluster sampling technique. Questionnaires were comprised of multiple items adopted from former studies to obtain responses using quantitative methodology. For statistical analysis and to test the proposed hypothesis, the partial least squares (PLS) structural equation modeling (SEM) technique was employed through Smart PLS 2.0 M3 software. The study’s findings elucidated that SWE has a positive and significant association with ER. In addition, OC and POF acted as mediators between the relationship of a SWE and ER. This study presented implications for human resource (HR) practitioners that they should endure developing mechanisms for imparting a SWE to foster healthy exchange relationships with people, which in turn will result in ER. This article significantly contributed to the extant literature on the relationship of the SWE and ER while highlighting the critical factors to be noticed for retaining key employees. This study also explicated the limitations and scope for further research.

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