Measures Of Public Service Motivation Research Articles

Comparison of a Multidimensional to a Unidimensional Measure of Public Service Motivation: A Ghanaian Study

Comparison of a Multidimensional to a Unidimensional Measure of Public Service Motivation: A Ghanaian Study

Analysis of Evaluation Dimensions of Public Service Motivation of Chinese College Students-Qualitative Study Based on Grounded Theory.

Public service motivation (PSM) represents an individual's predisposition to respond to motives grounded primarily or uniquely in public institutions, and it is an individual characteristic that reflects the attributes of the public sector. The concept was first introduced by James Perry, who identified four-dimensions to measure PSM, namely, attraction to policy making, commitment to the public interest, compassion, and self-sacrifice. Public service motivation changes over time, and differences in culture and systems in different countries can lead to differences in the measurement dimensions of PSM. The dimensions of PSM measurement in Asian countries are different from those in Western countries, and whether the regional applicability and population applicability of PSM can be expanded is a question worth investigating. From a new perspective, this study takes Chinese college students as the research object, using one-on-one interviews based on grounded theory. Besides the four dimensions mentioned above, it was found that the two additional dimensions of a collectivist tendency and self-improvement were added, and the specific connotations of each dimension were changed somewhat. A collectivist tendency accords with the culture of East Asian countries, and self-improvement is our unique finding among college students. This proves that the motivation for public service can rise not only from altruism but also as a result of individuals seeking self-development and value realization.

Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity

PurposeThis study investigated the mediating role of job satisfaction and the moderating role of career growth opportunity in the relationship between public service motivation (PSM) and public employees' turnover intention.Design/methodology/approachThe authors recruited 587 public employees from Yunnan Province, China to test moderation and mediation hypotheses. The authors conducted confirmatory factor analysis to determine the discriminant and convergent validity of the measures of PSM, turnover intention, job satisfaction and career growth opportunity. Finally, the authors carried out bootstrapping to ascertain direct, indirect and conditional indirect effects.FindingsPSM had a negative effect on public employees' turnover intention, but this relationship was partially mediated by job satisfaction. Career growth opportunity moderated the association between job satisfaction and turnover intention. In particular, the indirect effect of PSM on turnover intention through job satisfaction weakened under high career growth opportunities.Practical implicationsThe results highlighted the significance of PSM and career growth opportunity in shaping public employees' work-related attitudes and behaviors. Public organizations should consider PSM a key criterion in recruitment and selection and pay more attention to the significance of intervening in career growth to satisfy public employees' psychological needs related to individual career development.Originality/valueThis study contributes to the literature on the disputed link between PSM and turnover intention and uncovered the underlying mechanism through which PSM affects public employees' turnover intention by proposing job satisfaction and career growth opportunity as a mediator and moderator, respectively.

Towards a measure of institutional public service motivation: theoretical underpinnings and propositions for future research

ABSTRACT Empirical support for institutional influences on public service motivation (PSM) has been growing in recent years. Yet, we lack a concept and a measure that captures the capacity of public institutions to energise and propel members to perform meaningful public service and pursue the common good. This study aims to address this gap by presenting a conceptual foundation of institutional PSM. By extending PSM from the individual to the institutional level, we lay the groundwork for a fundamentally different approach to PSM measurement. We draw upon multiple theories and empirical studies to propose that institutional PSM consists of four pillars: public-service orientation, legitimacy, merit, and support. We then present research propositions for studying institutional PSM.

Partial Metric Invariance of the International Measure of Public Service Motivation among Twelve Countries: A Research Note

ABSTRACT Kim et al. (2013) developed a four-dimensional 16-item measure of public service motivation (PSM), but it failed to achieve metric invariance across the 12 countries studied. When metric invariance is at least partially established, empirically tested antecedents and outcomes of PSM in one country can be compared with those in other countries. This study re-tests the cross-country equivalence of the international PSM measure, using the same dataset and the same processes as used in Kim et al. (2013). The result provides support for partial metric invariance of the international PSM measure across the countries when releasing only one item (APP7 or COM6) among the 16 items. It means that predictive relationships (i.e., the strength of the relationships between PSM and other variables) can be meaningfully compared among the countries: Australia, Belgium, China, Denmark, France, Italy, Korea, Lithuania, the Netherlands, Switzerland, United Kingdom, and the USA.

Bribery and the Role and Social Value Orientation: A Multi-Site Experimental Study in Belgium, Germany, and the Netherlands.

Bribery is a complex phenomenon rooted in both individual motives and the greater institutional context. Experimental research into causal mechanisms that drive bribing behavior is still scarce. To date, there is no empirical evidence on how the society-regarding motivational survey measure of Public Service Motivation (PSM) and the other-oriented motivational measure of Social Value Orientation (SVO) can help explain why some people are more susceptible to engage in the act of bribing than others. Based on a multi-site triple-replication, and a vignette-based research design, quasi-experimental evidence from Belgium, Germany, and the Netherlands shows that both measures interact and that—paradoxically—people with higher SVO are more likely to be willing to engage in bribery.

A cross-cultural basis for public service? Public service motivation measurement invariance in an original survey of 23,000 public servants in ten countries and four world regions

Public service motivation (PSM) is a core concept in public administration, studied in surveys across numerous countries. Whether these studies accumulate comparable knowledge about PSM crucially depends on PSM measurement invariance: that PSM has a similar measurement structure in different national contexts. Yet, large-scale cross-country research to address this conundrum remains scant. Drawing on an original survey of 23,000 public servants in ten countries in Eastern Europe, Asia, Latin America, and Africa, our paper addresses this gap. Replicating Kim et al.’s 16-item scale, we find partial metric invariance for the four PSM dimensions in eight countries, but scalar non-invariance. This suggests that results from structural equations about the causes and consequences of PSM may be compared across most countries, yet means of PSM and its dimensions are not generally comparable. PSM research thus cannot adjudicate in which countries public service motivation is higher or lower on average but can compare relationships between PSM and individual characteristics or management practices between countries. Our findings underscore the cross-cultural basis of public service motivation and its limits.

Prosocial Behaviors: A Matter of Altruism or Public Service Motivation?

AbstractIn recent years, public service motivation (PSM) research has grown substantially, but is still largely limited to the field of public administration. To be able to export the theory and measures of PSM to other disciplines, we need more conceptual clarity. Some suggest PSM is analogous to altruism, whereas others warn not to confound the two concepts. Is PSM separate from altruism? How does each motivational construct relate to prosocial behaviors? We use a nationally representative panel of respondents to the Cooperative Congressional Election Study (CCES) to measure both altruism and PSM among respondents before the 2016 election and measure respondents’ participation in prosocial behaviors after the 2016 election. Using linear probability models with state fixed effects, we find that although PSM and altruism predict prosocial behaviors separately, altruism has no effect after controlling for PSM. PSM is a more consistent predictor of some prosocial behaviors than altruism, particularly in more formal contexts such as volunteering with an organization.

Iraq’s tough governance setting: Examining the importance of self-sacrifice over institutions to public service motivation

Public service motivation (PSM) is understudied within ‘tough governance settings’ such Iraq’s, as it transitioned from dictatorship to democracy amidst civil unrest. Debates surrounding a universal construct of PSM currently focus on whether a love of public institutions is an essential component, or if measures of self-sacrifice will suffice. Results from a multidimensional PSM measure previously utilized in western settings are used here in Iraq. The results demonstrate that items from typical PSM dimensions remain in the model, but the pro-social, self-sacrifice dimension is the only reliable subscale. Reinforcing a pro-social foundation of PSM, a pro-social unidimensional measure fits the data well and respondents themselves define ‘public service’ in pro-social terms. Showing little connection to institutions, PSM in Iraq correlates with public servants determining the public interest based on their knowledge of their communities and of citizens and less on professional expertise, adopted plans or on guidance from elected officials. Contrary to reports of a divided Iraq, PSM scores are similar across regions. These insights have implications for PSM measurement, governance choices in developing countries, and comparative public administration research.

Public Service Motivation Measurement: A Test of Perry's Scale in Indonesia

This article proposes and tests a ‘shorter version of the instrument for public service motivation based on Perry’s (1996) exploratory 24-item scale for Indonesia civil servants in five big cities, inter alia, Jakarta, Surabaya, Semarang, Makassar, and Medan. Of 1200 respondents, 904 completed the questionnaire, and 800 questionnaires were determined to be feasible for further analysis. Thus, the response rate was 88.50% the results indicated support for the shortened scale of Perry’s original work on investigating the Public Service Motivation (PSM) of Indonesia civil servants in sample cities. The 10-item scale was based on four factors PSM, inter alia Attraction to Policy Making (APM), Commitment to the Public Interest (CPI), Compassion (COM), Self-Sacrifice (SS). Results also showed that, generally PSM for civil servant with basic positions in city government offices, in five cities tends to vary. The research results are expected to enhance our understanding about the importance of factors that influence the motivation of civil servants in providing public services to the general public. However, the limitation of the study lies in the small sample which is drawn from only five large cities in Indonesia.

Enjoying Police Duties: Public Service Motivation and Job Satisfaction

Public service motivation briefly described as the motivation to contribute to society well-being is a continuously growing topic in the field of public administration. This concept, however, has not been widely applied to the distinct work environment of police forces. Addressing the gap, two studies look at the relationship between public service motivation and job satisfaction and the way this relationship is mediated by person-job and person-organization fits. The data comes from Warsaw (Poland) city police officers (N = 305) and from Belgian police officers (N = 207). The results indicate that in both cases, officers with higher levels of public service motivation also have higher levels of job satisfaction, even when different measures of public service motivation are used, which adds to the robustness of the findings. In both studies, this relationship is also mediated by person-job and person-organization fits.

Zastosowanie skali pomiarowej PSM (Public Service Motivation) do oceny motywacji ankieterów

Zastosowanie skali pomiarowej PSM (Public Service Motivation) do oceny motywacji ankieterów

Developing an item pool and testing measurement invariance for measuring public service motivation in Korea

In a recent study, an international measure of public service motivation (PSM) failed to achieve measurement invariance across cultures and languages. However, since that research was able to confirm the four-dimensional structure of PSM, it can provide a starting point for studying PSM in a single country. This study aimed to develop an item pool for measuring PSM in Korea. Online survey data (n = 1800), collected from both the public and private sectors, were used to test measurement invariance to validate the use of the measure across genders and sectors. The results provide support for both the initial four-dimensional 29-item PSM model and the more concise 16-item PSM model, confirming that the dimensions have the same meaning and scaling across genders and sectors in Korea. This study may be the first to test the measurement equivalence of a PSM measure across different groups in a single country.

Testing an International Measure of Public Service Motivation: Is There Really a Bright or Dark Side?

Abstract‘Public service motivation’ (PSM) is usually reported as a bright force although recent debate alludes to a dark side. Variables representing each side are, respectively, job satisfaction and burnout. This study tests for both the bright and potential dark direct effects of PSM and responds to calls to further validate the international PSM instrument developed by Kim et al. (). Using a sample of 455 local council workers in Australia, analysis confirmed that while the measure was robust and generalizable in its structure, none of the dimensions of PSM were found to influence either job satisfaction or burnout. Plausible explanations include contextual factors, nomological concerns with the measurement instrument, and the notion that PSM has a non‐significant influence on either. The implications of these findings are discussed and future research proposed.

The agreeable bureaucrat: personality and PSM

PurposeThe purpose of this paper is to explore the extent to which public service motivation (PSM) can be explained by the big five personality factors.Design/methodology/approachOriginal data are gathered from two online surveys of public service professionals from across the USA. The two surveys employ the same measures of personality traits but different measures of PSM. This was done to test the generalizability of the findings across different operationalization of PSM.FindingsThe big five personality factors explain a large share of the variance in PSM, above and beyond basic demographic factors (sex, age and race). Agreeableness has the most consistent association with PSM. Extroversion, conscientiousness, and openness to experience also display positive associations with at least some measures and dimensions of PSM.Research limitations/implicationsThe two surveys involved somewhat small, non-probability samples of public service professionals. Additional research is needed to confirm the generalizability of these findings.Originality/valueThis study contributes to both the theoretical and empirical understanding of the origins of PSM.

Contextualized measures of public service motivation: the case of Spain

Since the initial ‘public service motivation’ concept and measures were developed, various studies have raised concerns with regard to cultural differences. According to previous research trying to supplement the four original dimensions of the original construct with a fifth dimension, this study follows this same strategy, taking into account three aspects of the Napoleonic administrative tradition. The analysis captures one new dimension with political loyalty values, which slightly improves the measurement of public service motivation in that specific context. Points for practitioners Previous research has showed that ‘public service motivation’ has consequences in terms of individual and collective behaviour and, thus, it may contribute to improve organizations. Public service motivation has been related to performance, organizational commitment and job satisfaction, among other attitudes and behaviours. It has also been used by public administrations in job selection processes.

Comparison of a Multidimensional to a Unidimensional Measure of Public Service Motivation: Predicting Work Attitudes

ABSTRACTSignificant research has been conducted to understand public service motivation (PSM) in the past decades using either multidimensional or unidimensional measures. This creates uncertainty in the review process about whether findings using one approach hold when other measures are used. PSM research faces the challenge of developing a better understanding of different PSM measures and the relationships between them. This paper compares a multidimensional to a unidimensional measure of PSM, assessing the predictive validity of PSM on job satisfaction, organizational commitment, and person–organization fit. The empirical test shows that there is no significant difference in the predictive capacities of PSM on the work attitudes within the data set when using the different PSM measures. It provides some evidence that unidimensional and multidimensional measures of PSM are of comparable utility, at least within the data set used.

Prosocial Behavior and Public Service Motivation

AbstractAlthough research on public service motivation (PSM) is vast, there is little evidence regarding the effects ofPSMon observable behavior. This article contributes to the understanding of the behavioral implications ofPSMby investigating whetherPSMis associated with prosocial behavior. Moreover, it addresses whether and how the behavior of other group members influences this relationship. The article uses the experimental setting of the public goods game, run with a sample of 263 students, in combination with survey‐basedPSMmeasures. A positive link is found betweenPSMand prosocial behavior. This relationship is moderated by the behavior of other group members: high‐PSMpeople act even more prosocially when the other members of the group show prosocial behavior as well, but they do not do so if the behavior of other group members is not prosocial.

Ethnic Differences in Social Desirability Bias: Effects on the Analysis of Public Service Motivation

Public service motivation (PSM) research heavily relies on self-report measures that are often susceptible to social desirability bias (SDB). Cultural orientation is also correlated with SDB. This study explores the ethnic differences in socially desirable responding when measuring PSM and job satisfaction in a multicultural but individualistic society like the United States. It tests the magnitude and pattern of SDB in measurements of PSM in this society as a whole, as well as the influence of ethnicity on SDB. The results of our experimental survey research show that SDB is significantly correlated with PSM measures, as well as job satisfaction. We therefore expect a spurious effect to occur in the correlational analysis. This implies that the correlation between job satisfaction and PSM is at least partly spurious due to measurement artifacts. Alternative ways to measure PSM need to be explored to control SDB.

Public service motivation and willingness to collaborate

Purpose – The purpose of this paper is to examine public service motivation (PSM) and the connection with collaborative attitudes among a sample of homeland security actors representing the public, private, and nonprofit sectors. Design/methodology/approach – This study examines relationships between measures of PSM and collaboration using original survey data and hierarchical multiple regression. Findings – Findings reveal strong positive relationships between PSM measures and attitudes toward collaboration at the individual and organizational level. Research limitations/implications – Survey results are cross-sectional and are from respondents participating in a single state's homeland security summit. Practical implications – It is expected that results can be used to enhance collaboration at the individual and organizational levels. At the organizational level, results can be used for matching individuals with collaborative opportunities. At the individual level, results can be used for enhanced self-reflection and effectiveness purposes. Originality/value – This study provides insights on the relationship between PSM measures and collaborative attitudes. The research contributes to the body of scholarly work connecting PSM and correlates of interest.