Effect Of Public Service Motivation Research Articles

Public Service Motivation as an Intervening Variable of Self-Efficacy and Competency towards State Civil Apparatus Performance

This study aimed to investigate the effect of public service motivation, self-efficacy, and competency directly and indirectly through intervening variables on the State Civil Apparatus (ASN) performance. A good understanding of the factors that affect ASN performance is crucial in ensuring the effectiveness and efficiency of the quality of public services provided to the community. The approach used was quantitative, using a questionnaire as a data collection instrument. The research population was ASN, who work in six Regional Offices that generate Original Local Government Revenue (PAD) throughout the Regional Government of South Sumatra Province, totalling 438 people. The total sample was taken using a Proportionate Stratified Random Sampling design, and data collection was done using the Slovin formula. The degree of error is 5% => e = 0.05 for 209 people. Data analysis was performed using SEM Lisrel 8.80, a combination of path and factor analysis used to examine the complexity of the relationships between variables assessed statistically. The results of the study showed that public service motivation, self- efficacy, and competency have a significant positive effect on ASN performance. The higher the public service motivation, self-efficacy, and competency possessed by ASN, the higher, more effective, and efficient their overall performance will be. The findings of this study make an important contribution to increasing our understanding of the factors that affect ASN performance. Keywords: public service motivation, self-efficacy, competency, performance, state civil apparatus

Effects of Public Service Motivation on R&D Project-Based Team Learning Where Psychological Safety Is a Mediator and Project Management Style Is a Moderator

While public service motivation (PSM) and teamwork are widely recognized as crucial drivers for effective public service delivery, researchers primarily analyze these factors independently and at a personal level. The existing literature rarely explores the interplay between PSM, the project team learning process (PTLP), and psychological safety (PS) within research and development (R&D) project teams, particularly in national R&D organizations. This study addresses this gap by proposing a theoretical model that examines the combined effect of individual motivation and team collaboration, mediated by PS, on R&D PTLP. Additionally, it investigates the moderating influence of project management (PM) styles—fully agile and partially agile—on these relationships. The proposed method utilizes partial least squares structural equation modeling (PLS-SEM) for quantitative data analysis. Our findings revealed a positive relationship between PSM, PS, and R&D PTLP, with PS acting as a significant mediator. Notably, the relationship between PSM and R&D PTLP was stronger under fully agile project management compared to partially agile settings. These findings suggest that both project teams and organizations should prioritize promoting PS and consider the moderating effects of project management styles to foster a sustainable R&D team learning process, particularly within national R&D institutions.

The effects of public service motivation on criminal justice students’ perceptions of vocational fit

ABSTRACT This study investigates the relationships between public service motivation and self-reported perceptions of vocational fit among one cohort of upper-level criminal justice students at a Midwestern university, while controlling for race, gender, age, and political orientation. The data come from a survey administered in the spring of 2021 to criminal justice students in a mandatory class taken between their junior and senior year of their bachelor’s degree program. The findings indicated that increased public service motivations were significantly associated with better perceptions of pre-career vocational fit. Additionally, more conservative political orientations were associated with increased perceptions of fit to criminal justice roles. The study adds to a small but growing body of research applying public service motivation and person-environment fit theory to criminal justice occupations and emphasizes the importance placed on sustaining the value of public service as a possible method of recruiting and maintaining the criminal justice workforce.

Exploring the trickle-down effect of public service motivation from supervisors to their subordinates

Although recent years have witnessed an exponential growth of studies on public service motivation (PSM) and interest in this topic continues to grow, the extant literature has overlooked the potential trickle-down effect of PSM from supervisors to their direct subordinates. The purpose of this study is therefore to empirically examine whether and how supervisors’ PSM might trickle down to their direct subordinates’ PSM. To test the hypotheses proposed in this study, multi-timed and multi-level field data were collected from 229 subordinates nested within 33 workgroups in the Chinese public context. The results show that supervisors’ PSM is positively related to their direct subordinates’ PSM and that this relationship is fully mediated by employees’ perceptions of role modeling. Relevant theoretical and managerial implications are discussed.

MZ세대 공무원의 직무만족과 조직몰입 형성 요인에 관한 연구

This study analyzed the differences in in job satisfaction and organizational commitment between public servants from the MZ generation and older generations. The effects of public service motivation, organizational fairness, and job autonomy on job satisfaction and organizational commitment were also analyzed and compared by generation. Recently, the proportion of public servants from the MZ generation has been increasing. They have a high turnover rate, so they need to be managed differently to reduce this rate. MZ-generation public servants more highly value fairness and autonomy and are less aware of their motivation for engaging in public service than older generations. This study analyzed how organizational behavior factors affected generations’ perceptions. The results showed that there were generational differences in job satisfaction, organizational commitment, public service motivation, perceived organizational fairness, and perceived job autonomy. Among MZ-generation public servants, job satisfaction and organizational commitment were positively correlated with perceived organizational fairness. Therefore, human resources should be managed differently by generation.

The Influence of Public Service Motivation on The Performance of Nurses at The Syekh Yusuf Hospital, Gowa Regency

Public service in Indonesia are still in the poor category. This is due to one of them because of the motivation of public service that have not been optimally embedded in the government apparatus so that in Indonesia the public services provided tend to be oriented only to fulfill the rules or personal interests without thinking about the welfare of the community. Based on the initial data obtained, it shows that from 2019-2021 there are still many medical record files collected that are not timely and incomplete. This shows that the performance of HR in inpatients is still not optimal. This study aims to determine the effect of public service motivation on the performance of nurses. The type of research used is quantitative research with a cross-sectional study approach. The population is 297 nurses. The sample in this study is 170 nurses. The sampling technique used in this study is non-probability sampling using a purposive sampling method. The tests used were chi-square analyzed using SPSS. The results of the Chi-Square analyzed in this study showed that of the four variables studied, there was only one variable that had an influence on the nurse’s performance, namely the self-sacrifice variable with p-value = 0.006 < 0.05. So it can be concluded that of the four variables studied, only one influential variable is the self-sacrifice variable.

Effect of Public Service Motivation and Psychological Empowerment on Individual Work Performance of Public Sector Employees

Effect of Public Service Motivation and Psychological Empowerment on Individual Work Performance of Public Sector Employees

Analysis of The Role of Organizational Citizenship Behavior to Optimize Work Discipline

This study aims to determine the effect of Public Service Motivation on Work Discipline through strengthening Organizational Citizenship Behavior. The population in this study were all teachers who worked at Purwantoro Elementary School, Malang City. The sampling technique used in this research is Nonprobability Sampling with a total of 91 respondents. And the data is processed through Smart Partial Least Square (PLS) software. The results of this study indicate that public service motivation, which is still low, has not been able to contribute to improving teacher performance at SDN Purwantoro, Malang City. Likewise, organizational citizenship behavior (OCB) is getting better, it will be able to contribute to teacher work discipline. It was also found in this study that the better the organizational citizenship behavior (OCB), the more it would contribute to the teacher's work discipline. As well as high or increasing public service motivation, accompanied by a good role of organizational citizenship behavior, then work discipline will be better.

Servant leadership and employee's job performance: the role of public service motivation in Ethiopian public sector organizations

PurposeThis study aims mainly to examine the mediating role of public service motivation (PSM) in the relationship between servant leadership and employee performance in the context of Ethiopian public sector organization employees.Design/methodology/approachA survey design has been used, where all the 154 employees from seven public sector organizations participated. A confirmatory factor analysis employed on the 149 valid responses further validated the hypothesized model.FindingsThe study supported the significant relationship between servant leadership, public service motivation and job performance. Moreover, it exhibited a complete mediating effect of public service motivation, on the relationship between servant leadership and an employee's job performance.Practical implicationsThe successful mediation of PSM into servant leadership and job performance indicates that the new government must focus on empowering colleagues to have a say in the department-level policy formulation process.Originality/valueThe novelty of this study stems from the fact that it is a rare study that investigates the relationship between PSM and servant leadership and job performance in Africa, particularly in Ethiopia, where a regime change in 2018 triggered a flurry of reforms to the public sector work culture.

Disclosing the relationship between public service motivation and job satisfaction in the Chinese public sector: A moderated mediation model.

Despite the relationship between public service motivation and job satisfaction is widely discussed, rare studies explore the theoretical mechanism of this relationship. Through integrating public service motivation, role overload, job satisfaction, and marital status, this study explores psychological mechanisms and boundary conditions of the relationship between public service motivation and job satisfaction. Data was collected from 349 public employees in eastern China. Empirical results reveal that public service motivation is positively related to job satisfaction by decreasing role overload. Moreover, marital status moderates the relationship between role overload and job satisfaction, as well as moderates the indirect effect of public service motivation on job satisfaction through role overload. These findings advance our understanding of the psychological mechanism and conditional effect of PSM in relation to job satisfaction and provide valuable insights into how to improve public employees' well-being.

How leadership ostracism influences public servants' promotive voice: Public service motivation as a moderator

Although public service employee promotive voice has recently attracted more attention from scholars, the link between negative public sector leadership (e.g., leadership ostracism) and employee promotive voice has not been fully explored in the extant literature. In a time-lagged study of 226 public sector employee–leader pairs in China, we explored the mechanism behind leadership ostracism and employee promotive voice. We argued that public service motivation would have its dark side in the relationship between leadership ostracism and promotive voice; thus, we examined the moderating effect of public service motivation in this setting. Results indicated that leadership ostracism had a significant negative impact on employees' promotive voice, and public service motivation positively moderated this relationship. The stronger the public service motivation of ostracized employees, the weaker was their promotive voice. Theoretical and practical implications are discussed, and directions for future research are provided.

In- and Out-Group Biases and Public Service Motivation: A Configurational Study of Donation Behavior in China

ABSTRACT We seek to offer a threefold contribution to extant knowledge regarding the effect of public service motivation on the actual behavior of individual citizens. First, theoretically, we examine the role of public service motivation as a potential antecedent of in-group favoritism and out-group discrimination in an inter-country context through a configurational lens. Second, empirically, we contribute to the state of the art by conducting an incentivized donation study in which Chinese participants have to decide about giving away real money to poor students in the Chinese province Yunnan and/or neighboring country Myanmar. Third, methodologically, we analyze the impact of bundles of potential conditions promoting donation by applying fuzzy-set Qualitative Comparative Analysis, next to classic probabilistic regression.

Effect of Public Service Motivation, Self-Efficacy, and Competency on the Performance of Civil Apparatuses

Effect of Public Service Motivation, Self-Efficacy, and Competency on the Performance of Civil Apparatuses

How does leaders' information-sharing behavior affect subordinates' taking charge behavior in public sector? A moderated mediation effect.

Taking charge behavior (TCB) of civil servants is an important part of individual innovation performance, which is not only a key step for innovation in the public but also a real need for high-quality cadres construction in the public sector in the new era. Therefore, it is necessary to carry out an in-depth discussion on civil servants' taking charge behavior. Based on the theory of planned behavior, this paper constructs the framework of"cognition-motivation-behavior" to deeply explore the relationship between public sector leaders' information-sharing behavior and subordinates' taking charge behavior, as well as the mediating and moderating effects of subordinates' public service motivation and emotional trust. This study collected 200 civil servants' questionnaires by online survey, and conducted regression analysis through SPSS/AMOS/PROCESS. The empirical study finds that the information-sharing behavior of leaders in the public sector can significantly affect the TCB of subordinates; the public service motivation partially mediates the relationship between them; emotional trust positively moderates the mediation effect of public service motivation in the relationship between leaders' information-sharing behavior and subordinates' TCB in the public. This study not only enriches the research on civil servants' TCB theoretically but also provides meaningful enlightenment for promoting civil servants' taking charge behavior.

The effects of public service motivation, risk propensity and risk perception on defensive decision-making in public administrations

PurposeDrawing on the literature on public service motivation, the authors investigate the relationship between public service motivation and defensive decision-making. Further, the authors explore risk propensity and risk perception as potential antecedents of defensive decision-making.Design/methodology/approachBased on survey data from 144 German public financial managers of municipalities and federal agencies, the authors find no significant direct relationship between public service motivation and defensive decision-making.FindingsHowever, the authors can show that risk propensity fully mediates the relationship between public service motivation and defensive decision-making. The findings also indicate that beyond the public service motivation and individual risk propensity of public financial managers, their risk perception does influence their decision making.Originality/valueThe study makes three contributions to the literature. First, the authors contribute to the relatively small amount of research on the risk-taking behaviour of public managers by explaining the indirect impact of PSM on their risk-taking behaviour. Second, this paper furthers the understanding of the influence of risk perception and risk propensity on decision-making and enhances the models of Sitkin and Pablo (1992) and Sitkin and Weingart (1995). Third, the paper also contributes to the call for more international research on German public administrations.

Are Highly Public Service–Motivated Individuals Immune to Common Causes of Unethical Behavior? Calibrating the Moderating Role of Group Pressure and Competition for Economic Resources

Previous research has neglected the moderating role of the environment in studying the negative effect of public service motivation (PSM) on unethical behavior. This article investigates whether this effect prevails under group pressure and competition for economic resources. Moreover, it assesses whether these moderating effects can be counterbalanced by activating public values. Using a survey experiment on a sample of citizens in Catalonia (Spain), the results suggest that PSM is vulnerable to group pressure and that the proposed activation of public values does little to neutralize this effect. The discussion addresses the findings and provides directions for future research.

The Impact of Public Service Motivation on Job Satisfaction in Public Sector Employees: The Mediating Roles of Work Engagement and Organizational Commitment

In the public service sector, staff’s motivation is of great significance for the developments of both the service team and the governmental service departments. This research develops a model to study the effects of public service motivation on job satisfaction and further assesses the mediation effects of work engagement and organizational commitment. Five-hundred and fifty employees from Chinese public service sectors were engaged in the questionnaire-based study. The results show that public service motivation plays important roles in work engagement, organizational commitment, and job satisfaction. Furthermore, work engagement and organizational commitment are the factors to mediate public service motivation and job satisfaction. Therefore, our findings suggest that staff in the public sector with enhanced public service motivation generally appear more involved in their work, are more loyal to their organizations, and demonstrate more positive work attitudes to improve productivity.

How does servant leadership influence managerial performance through public service motivation?

Purpose – This paper trying to test whether public service motivation is able to mediate the influence of servant leadership on managerial performance
 Methodology/approach – This research using quantitative methods. Data processing and hypothesis testing using WarPLS version 7.0. This research was conducted at the Government of Indragiri Hilir Regency, Riau Province, Indonesia. The sampling technique used is probability sampling with proportionate stratified random sampling. The sample was calculated using Herry King's Nomogram Table with an error rate of 5% where 135 respondents were selected.
 Findings – It was found that. Public Service Motivation is able to mediate the influence of servant leadership on managerial performance. The direct influence of Servant leadership on public service motivation is greater than the direct influence of servant leadership on managerial performance, the effect of public service motivation on managerial performance is the lowest.
 Novelty/value – Because public service motivation has become an important factor that is able to mediate the influence of servant leadership on managerial performance, it is very important to understand how to maintain managerial performance by looking at indicators of public service motivation.

Challenge stressors from using social media for work and change-oriented organizational citizenship behavior: Effects of public service motivation and job involvement

There is a growing attention to the phenomenon of technostress in the workplace over the last decade. However, research to date has focused predominantly on the dark side of technostress, while empirical studies on the challenge aspect of technostress have been absent. Using data collected from government ministry employees in China, this study utilized a moderated mediation model to examine how two challenge stressors resulting from the use of social media for work purposes, time pressure, and learning demand, were related to change-oriented organizational citizenship behavior (CO-OCB) in the public sector. Results showed that for employees with higher public service motivation (PSM), both time pressure and learning demand were positively related to CO-OCB via the mediating role of job involvement. For low-PSM employees, however, the indirect positive relationship with CO-OCB through job involvement was only significant for learning demand but not for time pressure.

Mediating Effect of Public Service Motivation and Resilience on the Association Between Work-Related Stress and Work Engagement of Public Workers in the COVID-19 Pandemic.

Objective We aimed to explore the influence of public workers’ distress or viral anxiety on their level of depression and work engagement during the coronavirus disease (COVID-19) pandemic. Additionally, we ascertain the mediation effect of resilience and public service motivation on this association. Methods A total of 300 public workers participated in this online survey. Their demographic characteristics and responses to survey items were collected using the Stress and Anxiety to Viral Epidemics–6 items Scale, the Patient Health Questionnaire–9 items Scale, the Public Service Motivation (PSM) Scale, the Nine-item Utrecht Work Engagement Scale, the Korean Occupational Stress Scale–Short Form, and the Brief Resilience Scale. Results Work engagement of public workers was expected by PSM (β=0.28, p<0.001), resilience (β=0.30, p<0.001), and work-related stress (β=-0.40, p<0.001) (F=57.4, p<0.001). Depression was expected by fewer years of employment (β=-0.12, p=0.02), viral anxiety (β= 0.21, p<0.001), and low resilience (β=-0.42, p<0.001) (F=22.1, p<0.001). Resilience and PSM partially mediated the effects of work-related stress on work engagement. Depression was influenced by COVID-19–induced viral anxiety, and their resilience—but not PSM—mediated the association. Conclusion Public workers’ resilience and PSM partially mediated the effects of work-related stress on work engagement. The influence of viral anxiety on public workers’ depression was mediated by their resilience but not PSM.