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

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.

A Motivação de Serviço Público e a satisfação no trabalho: Pesquisa em uma Universidade Federal ## Public Service Motivation and job satisfaction: Research at the Federal University

Desde o advento da Emenda Constitucional 19 tem-se implantado no país uma Administração Pública Gerencial, sendo que esta demanda por pessoal qualificado e com altos níveis de desempenho. Entender a motivação de servidores bem como níveis de satisfação pode ajudar os gestores na melhoria de desempenho. Este estudo teve como objetivo analisar os níveis de Motivação de Serviço Público e a satisfação no trabalho em servidores públicos, tendo como grupo alvo os servidores ativos de uma Universidade Federal de Minas Gerais. Foi realizada uma pesquisa descritiva e quantitativa utilizando os modelos satisfação no trabalho (Siqueira, 2008) e a Motivação de Serviço Público (Perry & Wise, 1990). Os resultados apontam níveis medianos de motivação e satisfação no trabalho o que pode indicar uma necessidade de revisão das políticas de RH da instituição. Verificou-se diferença significativa entre docentes e técnicos da organização em relação a motivação e satisfação. A análise das dimensões mostrou-se favorável a um diagnóstico mais detalhado dos dois construtos visto que os estudos internacionais aqui utilizados falharam nesse ponto, não mostrando um panorama completo de cada uma das dimensões, sendo essa uma contribuição deste estudo. Ao identificar níveis de motivação e satisfação diferentes, estes resultados podem auxiliar numa melhoria das funções gerenciais e administrativas da instituição, e possivelmente replicadas em instituições federais de ensino superior. Visto que a organização pode implementar políticas de RH, da base para o topo da organização, diferenciadas para cada categoria profissional e com maior possibilidade de assertividade.ABSTRACTSince the advent of Constitutional Amendment 19, a Public Management Administration has been implemented in the country, with this demand for qualified personnel with high levels of performance. Understanding the motivation of employees as well as satisfaction levels can help managers improve performance.

PENGARUH MOTIVASI PELAYANAN PUBLIK,PROFESIONALISME, TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA DI KANTOR KECAMATAN BINAMU KABUPATEN JENEPONTO PROVINSI SULAWESI SELATAN

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh motivasi pelayanan publik, profesionalisme terhadap kinerja pegawai melalui kepuasan kerja. Populasi dalam penelitian ini adalah pegawai yang bekerja pada Kantor Kecamatan Binamu Kabupaten Jeneponto. Jenis penelitian yang dikemukakan adalah jenis penelitian kuantitatif, karena penelitian ini disajikan dengan angka-angka, teknik pengumpulan data melalui observasi, wawancara dan kuesioner, dengan teknik analisis data menggunakan analisis jalur. Hasil temuan dari penelitian ini adalah bahwa motivasi pelayanan publik dan profesionalisme berpengaruh secara nyata terhadap kepuasan kerja, dan kinerja pegawai, kepuasan kerja berpengaruh secara nyata dalam meningkatkan kinerja pegawai. Kepuasan kerja dapat memediasi secara parsial pengaruh motivasi pelayanan publik terhadap kinerja pegawai, Kepuasan kerja tidak dapat memediasi pengaruh antara profesionalisme terhadap kinerja pegawai, sedangkan profesionalisme hanya bepengaruh langsung terhadap kinerja pegawai This study aims to determine and analyze the effect of public service motivation, professionalism on employee performance through job satisfaction. The population in this study were employees who worked at the Binamu District Office, Jeneponto Regency. The type of research proposed is a quantitative research type, because this research is presented with numbers. Data were collected through observation, interviews and questionnaires with data analysis techniques using path analysis. The results of this study are that public service motivation and professionalism have a significant effect on job satisfaction, and employee performance, job satisfaction has a significant effect on improving employee performance. Job satisfaction can partially mediate the effect of public service motivation on employee performance. Job satisfaction cannot mediate the effect of professionalism on employee performance, while professionalism only has a direct effect on employee performance.

The Influence of Organizational Climate and Public Service Motivation on the Performance of Nurses at the Haji Hospital in South Sulawesi Province

This research is a quantitative study using an observational study with a cross-sectional study design on the influence of organizational climate, Public Service Motivation and nurse performance from 182 samples of nurse respondents at Haji Hospital, South Sulawesi Province, Indonesia. The aim is to identify the current organizational climate of the Haji Hospital, increase awareness of the mission of the Haji Hospital and identify motivational factors. The results showed that the influence of organizational climate on nurse performance was (0.000). The results showed that there was an effect of Public Service Motivation on Nurse Performance of (0.000). The results showed that the organizational climate variable had the most influence on the performance of nurses at the Haji Hospital, South Sulawesi Province. It is recommended to the management of the Hajj Hospital to improve teamwork by immediately resolving conflicts such as achieving the goals set by the Hajj Hospital Management. Hajj Hospital management seems to have to include flexibility; for example, team convenience might come with more flexible policies such as conducting tutoring and training via online video. It is recommended that after watching the video, nurses then write solutions to resolve conflicts in the organizational climate. Their papers will be reviewed and given written instructions by the leadership to nurses. Following the group discussion and later each nurse presented their views. The Hajj Hospital management provides appropriate incentives and praise for the successful performance of nurses.