Study Of Public Service Motivation Research Articles

A Systematic Review of Experimental Research on Public Service Motivation

Experimental research has been increasingly recognized as the gold standard for causal inference. However, despite the call for the adoption of experimental approaches to the study of public service motivation (PSM) – one of the most researched topics in the field of public administration – we find that the number of such studies is small in this first-ever review of systematic assessment of experimental research on PSM. Reviewing the universe of such experimental studies − 41 in total – by their topic and type, first, we find that they are concentrated on the analysis of the efforts of PSM and in survey experiments by type. Second, while many studies confirm that PSM positively influences various outcomes, they also show that other intrinsic and extrinsic motivations often outperformed PSM. Third, while acknowledging that methodologically, the randomization of treatment has been well adopted in recent years, we highlight some key recommendations for further improvements regarding the type of experiment, sample characteristics, measurement, and treatment sequences based on our review.

Antecedent and Outcome of Public Service Motivation at Public Sector Employees: A Systematic Review

Public service motivation is a construct that aims to understand individuals who work in the public service sector and also to explain individual behavior in public organizations. Aspect of public service motivation are compassion, attraction to public service, commitment to public values and Self-scarifice. This systematic literature review aims to analyze 49 international journals regarding the antecedents and outcomes of public service motivational variables. The results of systematic reflection on the literature review show that the antecedents of public service motivation include person-job fit, spirituality, and work environment. Meanwhile, transformational leadership and satisfaction are the antecedents in the literature of previous research journals that are known to appear most often. Then on the outcome of public service motivation found the results of Turnover intention, Work engagement, Organizational citizen behavior. Most of the results found in conjunction with research on public service motivation are organizational performance and organizational citizenship. These findings are useful for expanding the study of public service motivation from various perspectives of methods, theories and research subject areas.

Underlying assumptions of public service motivation: a view from the developing world

ABSTRACT Based on a qualitative study of public service motivation (PSM) among public employees in Pakistan, the authors formulate a model of contextual factors influencing public-service-motivated behaviours. Through an analysis of 36 interviews, the research finds that because of their different cultural background Pakistan public employees did not identify with the principal motivational structure generally associated with PSM. While Pakistan public employees exhibited empathy and compassion, they did not relate them to public service. The antecedents for these motives were primarily their Islam religion. Employees showed inclinations for the pursuit of power, job security, and implicit opportunities for corruption as motives for seeking public employment. The contextual factors not only directly influenced employees’ behaviours more strongly than PSM, but they also tended to undermine the effect of PSM as a strong influencer for employees to think of serving society at large. The authors conclude that assumptions about PSM in a developing country such as Pakistan are not irrational but are embedded in local rationalities that admittedly countervail the ethical foundations of public service. These local rationalities seem widely accepted among public employees in Pakistan. The findings of the study can be related to other developing countries, particularly South Asian countries.

The High Note of Meaning: A Case Study of Public Service Motivation of Local Government Officials

Public service motivation (PSM) has provided a new breadth to the study of what attracts and retains workers in public organizations committed to the public mission. The present research contributes to the topic by exploring local government workers’ motivation for public service, the meaning they attribute to their activity as public servants, and the relations between PSM and the meaning of work (MOW). An adaptation of the PSM scale to the Portuguese language and context and the local level of public administration is proposed based on a sample of seventeen surveyed municipalities involving 252 participants. Within the analyzed context, dedication to the public interest is the most important factor of public service motivation and, alongside self-sacrifice, more common in older public servants and those with higher educational degrees. Workers with temporary job contracts rank higher in indifference and disbelief in politics as opposed to those workers with tenure who show a higher dedication to the public interest. The majority of the participants consider their work to be purposeful and meaningful, a state that is significantly positively correlated with the more altruistic dimensions of PSM, self-sacrifice and dedication to the public interest, suggesting a profitable venue of organizational research and work policy benchmarking.

Exploring the foundational origins of public service motivation through the lens of behavioral genetics

AbstractDespite the proliferation of research on public service motivation (PSM), fundamental questions about its origins continue to evade scholars: Is PSM driven by genetics, socialized through experiences, or both? If PSM is socialized, when does socialization occur? Answering these questions is critical for reconciling the state versus trait debate, and for assessing the validity of practical implications prescribed by PSM studies. Utilizing “nature's own experiment,” we adopt a classical twin design with 1035 twin pairs to identify how genetic heritability, a common environment, or unique environment and experiences can explain variation in PSM. Results show that PSM is heavily influenced by individuals' unique environments and experiences; not by genetics. This lends strong evidence to PSM's uniqueness as a motivational construct as related “other‐regarding” concepts show sizeable genetic components. Finally, our results corroborate that PSM is a human resource with dynamic properties organizations can cultivate to enhance productivity in public service workforces.

Public service motivation in the Chinese context: Theory construction and workplace consequences

<p id="p00005">Crystalizing the consensual notions of public service motivation (PSM) in the Chinese context serves as a requisite condition for China to forge a committed public workforce and improve its public human resource management strategies. Existing research on PSM, albeit copious, overlooks its massive conceptual divergence between Chinese and Western contexts. Moreover, current PSM studies have paid scant attention to the micro-intervention mechanisms of PSM and its negative behavioral impacts. This research hence aims to develop an integrated PSM theory in the Chinese context through investigating its core components, activation mechanism and workplace consequences. Specifically, this study conceptualizes PSM as a mixed-motives construct. By virtue of a grounded theory approach, we will then identify the core components of PSM among front-line employees and subsequently develop a measurement scale fitting the Chinese context. Through the lens of micro-interventions, additionally, this study will examine the effects of beneficiary contacts, self-advocacy, and idea reflections on activating public servants’ PSM. Finally, this study will investigate the mechanisms underlying both desirable and undesirable effects of PSM on public employees. In a nutshell, the furtherance and completion of this study will not only echo an enduring scholarly call for the establishment of localized PSM theories cast against the Chinese background, but also generate ample evidence-based policy implications about the approaches through which the work motivation and job performance of Chinese public employees can be viably augmented.

Terminating Twins: Survival of One/Twin Research Reviews: Twin Discordance for Primordial Dwarfism; Twin Study of Public Service Motivation; Four-Parameter Model for Twin Research; Global Twinning at a Peak; Germline Differences of Monozygotic Twins/In the News: Twins and Dyngus Day; Triplets Born in Austrian Displaced Persons' Camp; Superior, Film About Estranged Identical Twin Sisters; Adopting Own Twins After Surrogacy; Twins and

Selective termination is the term used for the elimination of an abnormal fetus. In contrast, multifetal pregnancy reduction refers to the termination of one or more members of a twin or higher-order multiple birth set, respectively, to reduce the high risks associated with these pregnancies. The procedure can also be used when a serious physical condition is detected prenatally in a member of a multiple birth set. In a minority of cases, selective termination has reduced two healthy fetuses to one when parents wanted just one additional child in the family. In the present article, the perspectives of a surviving twin whose family wished to terminate both healthy fetuses are examined. Next, past and present twin studies of primordial dwarfism, public service motivation, an analytical model, the global twinning rate and germline differences are summarized. The article concludes with a synopsis of twin-related news that covers twins and Dyngus Day, triplets born in an Austrian displaced persons' camp, the film Superior - about estranged identical twin sisters, a couple adopting their own twins after surrogacy and a new case of twins and primordial dwarfism, a condition introduced in the research reviews.

Leadership and public service motivation: a systematic synthesis

The concept of public service motivation has drawn considerable research and practitioner interest as a useful behavioral construct that public sector leaders can use to motivate, attract, and retain employees. Indeed, Ritz and colleagues (2016) find that among practitioner recommendations mentioned in public service motivation studies, using managerial and leadership practices to inculcate public service motivation is among the most frequently suggested interventions. Although single studies on leadership and public service motivation are important, we know little about how leadership and public service motivation cumulatively influence each other, especially across different national contexts. This study uses the PRISMA protocol (Preferred Reporting Items for Systematic Reviews and Meta-Analysis) to systematically identify patterns in past research to inform researchers and practitioners. In particular, it seeks to 1) provide a descriptive account of the state of leadership and public service motivation, 2) identify patterns of causality between leadership and public service motivation, 3) understand leadership style and its relationship to public service motivational outcomes, and 4) identify any contextual factors moderating leadership and public service motivation research

Public Service Motivation and Service Quality of Local Government Employees: A Moderated Mediation Analysis

The study of public service motivation (PSM) is an emerging topic in relation to understanding the impact of perceived service quality within public-sector organizations. Drawing upon the self-determination theory, this paper develops and validates a conceptual model incorporating the relationship between PSM and perceived service quality by the user. Moreover, this study also examines the moderated-mediation models of service factors in the link. This paper further argues user orientation as a mediator in the nexus between PSM and service quality, and service climate as a moderator in the effect of user orientation on service quality. This research was conducted on 250 frontline public servants and their users in Bintan Regency, Kepulauan Riau, Indonesia. The data was performed using structural equation modeling. The proposed model suggests (1) PSM positively related to service quality, (2) user orientation partially mediates the relationship, and (3) the indirect effect of PSM on service quality (via user orientation) is quasi moderated by service climate within the public organization. Accordingly, few theoretical and practical implications for policymakers are formulated.

공공봉사동기가 조직몰입 및 조직시민행동에 미치는 영향에 대한 실증적 연구: 상사지원 인식의 조절효과를 중심으로

공공봉사동기가 조직몰입 및 조직시민행동에 미치는 영향에 대한 실증적 연구: 상사지원 인식의 조절효과를 중심으로

Public Service Motivation as a Predictor of Altruism, Dishonesty, and Corruption

Understanding how Public Service Motivation (PSM) is tied to ethical or unethical behavior is critically important, given that civil servants and other public sector employees throughout the world have been shown to exhibit high PSM levels. However, empirical evidence about the relationship between PSM and ethical conduct remains limited, due in part to the challenges of observing illicit behaviors and overcoming social desirability bias in self-reported measures. The researchers address these challenges by employing incentivized experimental games to study the relationships between PSM and altruism, dishonesty, and propensity to engage in corruption. Based on data from approximately 1870 university students at three research sites in Russia and Ukraine, they find evidence of a robust positive association between PSM and altruistic behavior and negative association between PSM and willingness to engage in corruption. Results concerning dishonesty are more mixed. The researchers’ extension of the study of PSM to Russia and Ukraine, two countries that consistently rank poorly on international corruption indicators, additionally offers the opportunity to analyze the role of PSM in a context in which corruption and rule breaking are widespread.

The Influence of Public Service Motivation on Service Quality of Civil Servants in West Sumatra Indonesia

Background ¬– Most of PSM studies tend to conclude that PSM cases and theories are cross-culturally viable. Besides, so far, most PSM research focuses more on employees (public and private) in the Western and developed countries; and almost no study of the PSM in developing countries. In addition, most of the PSM theories tended to generalize the assumptions of the PSM among employees and often ignore cultural dimensions in their analysis, including in relation to the effect of PSM on the quality of work. Purpose – The purpose of this study was to find out the influence of Public Service Motivation (PSM) on service quality of civil servants in a wide range of government agencies in the province of West Sumatra. Design/methodology/approach – This study used quantitative methods. Data were collected through proportional stratified random sampling from a sample consisted of 1,270 respondents from some government institutions in West Sumatra province. Data were analyzed with multiple regression analysis. Finding – The finding of this study indicated that the overall public service motivation significantly influenced on the service quality of civil servants in a wide range of government agencies in West Sumatra province. Besides, the results of this study also indicated that the PSM dimension associated with commitment to public interest have a greater influence than the other dimensions of PSM, namely attraction to public policy making, compassion, and self sacrifice. Practical Implications – This study would be offering a consideration and advice to the local government about the need to consider the aspects of public service motivation in improving the service quality of civil servants, especially in West Sumatra Indonesia.

Has the Study of Public Service Motivation Addressed the Issues That Motivated the Study?

The study of Public Service Motivation (PSM) has achieved considerable academic momentum with increasingly subtle research appearing each year. It is now opportune to look back at decades of work to see whether the concerns that initiated this area of study have been addressed. This article uses seminal articles that have shaped the field to find three main topics of interest: a concern about the way that theories of public choice characterized human nature, an ambition to crystallize and measure long-held understandings about a public service ethos, and a wish to promote a practical basis for incentivizing staff in the public sector. The application of PSM to these goals is examined, with the conclusion that PSM studies have made little progress in addressing any of those concerns. The implications of that conclusion are briefly considered.

The Impact of Socialisation on Graduates’ Public Service Motivation – a Mixed Method Study

The need to attract and retain a high calibre cadre of public servants today has resulted in a renaissance of interest in public service motivation (PSM) within public management literature. This article outlines a study of PSM with graduate employees within an Australian public sector. The study extends our understanding of PSM by adopting a longitudinal, mixed method design, including surveys and individual interviews, to consider the effects of socialisation on levels of PSM. Results show an organisation's mission and values do not affect individual PSM while work type and communication style is vital and organisational socialisation can provide a negative influence.

Investigating and explaining organizational antecedents of PSM

Purpose – First, the purpose of this paper is to contribute to the public service motivation (PSM) literature by increasing the limited knowledge of organizational antecedents of PSM. Second, by combining PSM with insights from self-determination theory (SDT), the paper aims to elucidate the link through which high-performance work systems (HPWS) relate to PSM. Design/methodology/approach – Using a survey, the authors investigated nurses’ perceptions of HPWS, PSM, and the satisfaction of basic psychological needs in four different German hospitals. Findings – The results of this study provide empirical evidence that PSM is influenced by several HR practices and the three basic psychological needs autonomy, relatedness, and competence, which in turn are influenced by certain HR practices as well. Basic psychological needs do not fully mediate the relationship between HPWS and PSM. Research limitations/implications – Four dimensions of HPWS are measured by a single item and the results are based on a German sample. They therefore might not apply to other countries. Future research will benefit from using a more corroborated measurement instrument of HPWS in different countries. Practical implications – This study offers useful insights for HR managers in the nursing sector on the question how PSM can be fostered effectively. Originality/value – This study adds to the limited knowledge of organizational antecedents of PSM by including ideas from HRM into the study of PSM. Second, by combining PSM with insights from psychology (SDT), this study sheds light on the mediating mechanisms which help to explain how HPWS relate to PSM; a conceptual model explaining the HPWS-PSM relationship is developed and tested.

An Exploratory Study of Public Service Motivation and the Institutional–Occupational Model of the Military

This article empirically connects Moskos’ Institutional–Occupational model to the large body of cross-nationally validated research on public service motivation (PSM). We find that in our sample, the PSM construct is positively correlated with institutional motivations that reflect Moskos’ insights. We also find evidence that the four dimensions of PSM (Attraction to Public Participation, Commitment to Public Values, Self-sacrifice, and Compassion) may offer a more nuanced way to assess institutional motivations. Our research suggests that those interested in military recruitment/retention/performance and public administration scholars may have much to learn from each other. We call for further research in this area.

FOSTERING PUBLIC SERVICE MOTIVATION THROUGH WORKPLACE TRUST: EVIDENCE FROM PUBLIC MANAGERS IN TAIWAN

AbstractThe existing literature addressing antecedents of public service motivation (PSM) focuses on personal predisposition and institutional shaping. The authors offer a focus that differs from previous studies, arguing that workplace trust as a result of human interaction and personal choice has a bearing onPSM. It is postulated that public managers' trust in citizens, trust in colleagues, and trust in agency leaders enhance theirPSM. The authors test this proposition by using data collected from middle managers working in the Taiwan central government and it receives strong support. This study brings trust into the study ofPSM, facilitates interdisciplinary dialogues, and thus helps makePSMa type of knowledge that pushes back the boundaries of public administration.

The Growth of Public Service Motivation Research

Research on public service motivation, that is, motives and actions in the public domain that are intended to do good for others and shape the well-being of society, has grown significantly in the Last twenty years. Over 100 studies have been conducted in more than 20 countries, most during the Last decade. Amongm the findings of the research is that public service motivation is an important influence on a person`s willingness to join and remain in a public organization. Findings related to public service motivation and individual performance are Less clear cut and are Likely mediated by various facets of person-organization fit. Public service motivation affects ethical behavior in both social and organizational contexts, as manifest in such behaviors as blowing the whistle and applying principled reasoning to ethical dilemmas. Despite the significant progress in the study of public service motivation, many important questions remain for future research. The joint effect of public service motivation and job security on employee behavior deserves priority attention, as does the mediating effects of person-organization fit. Public service motivation research would benefit methodologically from the use of experiments and improved measurement instruments.

The Effects of Public Service Motivation on Job Choice Decisions: Disentangling the Contributions of Person-Organization Fit and Person-Job Fit

Although most research focuses on person-organization fit to explain public service motivation (PSM)’s influence on job choice, this study investigates the independent effects of both person-organization fit and person-job fit using a policy capturing research design and a sample of first-year law students. Our findings suggest that PSM may play a more important role in person-job fit than person-organization fit. Consistent across three sectors of employment, individuals with stronger PSM were more likely to accept jobs that emphasize service to others—whether that be pro bono work (private sector), client interaction (public sector), or client representation (nonprofit sector). After controlling for characteristics that influence person-job fit, PSM neither increased the likelihood that individuals would accept a public sector job nor decreased the likelihood that they would accept a private sector job. Among other things, our findings suggest that sector may be an inaccurate proxy for values that are often taken for granted in PSM studies.

Transformational Leadership and Public Service Motivation: Driving Individual and Organizational Performance

Despite growing evidence about prosocial motivations and their effects on employee behavior, how can new public service motivation research translate into more effective management practices—which, so far, regrettably remain underdeveloped? Increasingly, public service motivation studies have moved from understanding what motivates public servants to exploring how public service motives influence performance. Similarly, greater attention is now paid to the practices of transformational leadership. Drawing on concepts from transformational leadership, this essay explores how managers can harness the positive aspects of public service motivation to enhance employee and organizational performance and outlines strategies that can help managers incorporate public service motivation values across management systems.