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Societal crises such as the recent COVID-19 pandemic challenge public organizations in many ways. Yet, there is little knowledge of how varying crisis intensity can spark different reactions among public leaders and employees. This study examines the dynamics of the COVID-19 crisis in relation to leadership behaviors and employee outcomes for 920 individuals in 45 organizational units within the police, hospitals, and assisted living facilities. By conducting a panel study that combines nationwide data on crisis intensity with survey data from 2019 to 2021, the study shows that employee outcomes such as public service motivation and job satisfaction are higher in severe stages of the crisis. Likewise, crisis intensity is positively associated with employee perceived use of visionary transformational leadership, but negatively associated with employee perceived use of verbal transactional leadership. Hence, public leaders should be prepared to handle complex employee reactions when the next crisis occurs. [ABSTRACT FROM AUTHOR]

In this paper we seek to understand how religion influences discretion in a developing fragile society: Palestine. Drawing on a recent review of the religion and public administration literature and the theory of representative bureaucracy, we ask: Does active representation on behalf of a religious identity exist? And if so, what does it look like? We explore four different possible manifestations, including none at all. In other words, this is a study of how religiosity influences civil servant behaviour in instances of discretion. Using original small-n in-person survey data, we find active representation by a majority of mid-level civil servants on behalf of a religious identity; we find evidence of religious service being underpinned by public service motivation and by pro-social motivation. Others are guided by traditional Weberian bureaucratic values while others are guided by what they perceive to be the religious foundation of the bureaucracy. [ABSTRACT FROM AUTHOR]

Several studies report that managerial networking helps improve public service provision, so understanding and predicting why some public managers engage more in networking than others is critical. Psychological antecedents of managerial networking have not been examined previously, though from a personnel management perspective, identifying predispositions and motivations that drive networking is of utmost interest. Therefore, our study investigates the influences of personality traits and public service motivation (PSM) on managerial networking. Survey data from 207 high-ranking public managers reveal that PSM mediates the influence of extraversion, conscientiousness and agreeableness on networking. [ABSTRACT FROM AUTHOR]

Background: Kenya grapples with a paradox; severe public sector workforce shortages co-exist with rising unemployment among healthcare professionals. Medical schools have increased trainee outputs, but only 45% of newly qualified/registered doctors were absorbed by the public sector during 2015–2018. In such a context, we explore what influences doctors' career choices at labour market entry, specifically understanding the role of public service motivation (PSM). Methods: We conducted a cross-sectional and prospective study of interns and recently graduated doctors to examine PSM, their intention to work in the public sector and their final employment sector and status. We surveyed them on their PSM and job intentions and conducted a prospective follow-up survey of the interns, around one year later, to understand their employment status. Findings: We recruited 356 baseline participants and followed up 76 out of 129 eligible interns. The overall PSM score was high among all participants (rated 4.50/5.00) irrespective of sector preferences. 48% (171/356) of the participants preferred to work in the public sector immediately after internship, alongside 16% (57/356) preferring direct entry into specialist training—commonly in the public sector. Only 13% (46/356) and 7% (25/365) preferred to work in the private or faith-based sector. Despite the high proportion of interns preferring public sector jobs, only 17% (13/76) were employed in the public sector at follow-up and 13% (10/76) were unemployed, due to lack of job availability. Conclusion: High PSM scores irrespective of sector preferences suggest that doctors are generally committed to serving the 'public good'. Many intended to work in the public sector but were unable to due to lack of job opportunities. Policymakers have an opportunity to tackle workforce gaps in the public sector as young doctors continue to express a preference for such work. To do this they should prioritise creating adequate and sustainable job opportunities. [ABSTRACT FROM AUTHOR]

The Chinese firefighting system has been transferred from military soldiers to professional civil servants since the 2018 institutional reform, and they have become a critical component of the newly established Department of Emergency Management. Studies on firefighters in China are limited, and this study can contribute to our understanding of the mental health and influencing mechanisms of emergency management workforces like firefighters, particularly in the context of institutional reform and a shortage of disaster workforce worldwide. This study investigates the associations between public service motivation (PSM), employee resilience, job satisfaction, depression and anxiety (DA) in firefighters. A questionnaire survey of 776 firefighters from two provinces, one from the north and the other from the south, was conducted. Chain-mediated regression models were used to analyze the associations. The results demonstrate that firefighters with more PSM have significantly lower depression and anxiety (beta = −0.215, p < 0.001), higher degrees of employee resilience (beta = 0.946), and job satisfaction (beta = 0.633). Employee resilience and job satisfaction mediated the relationship between PSM and DA. Three indirect pathways were detected. First, a higher PSM is associated with higher employee resilience and lower DA. Second, a higher PSM is correlated with higher job satisfaction and lower DA. Third, the coefficients between PSM, employee resilience, job satisfaction, depression and anxiety are statistically significant. This paper provides a valuable contribution to the knowledge of human resource management and the well-being of the emergency management workforce. [ABSTRACT FROM AUTHOR]

Public service motivation (PSM) research has predominantly focused on the positive aspects of PSM, but there is a growing recognition of its potential negative implications. However, a comprehensive and systematic synthesis of empirical studies on the adverse consequences of PSM is lacking. This systematic review aims to bridge this research gap by adhering to the reporting guidelines outlined by the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) framework, and reviewing 32 relevant articles, each addressing the study's specific objectives. PSM's influence on negative outcomes varied, sometimes causing adverse consequences, while other times mediating the relationship between variables. [ABSTRACT FROM AUTHOR]

There is a paucity of empirical studies comparing unidimensional and multidimensional measures of PSM in Sub-Saharan Africa. Data was collected from 350 respondents in 26 Ministries in Ghana and the model was estimated with structural equation modelling. The findings showed that the four-dimensional measure of PSM is not comparable to the unidimensional measure, however, a three-dimensional and unidimensional measure of PSM is comparable. The findings further suggest that there is no significant difference between the three-dimensional and unidimensional measures of PSM in predicting affective commitment and organisational citizenship behaviour. The study contributed to testing the multi-dimensional and uni-dimensional measures of PSM in an African context. [ABSTRACT FROM AUTHOR]

The study draws from the motivation scholarship to argue that employees with higher Public Service Motivation (PSM) are prosocial and altruistic and that public safety workers likely have a higher PSM, increasing their commitment to public service and job satisfaction. The study tests the proposition using survey data from 927 public sector employees in Mississippi using OLS regressions and independent t-tests. Findings show that PSM and public safety work have additive effects on employee job satisfaction. However, public safety workers do not necessarily report higher PSM. The high-risk, trauma-filled nature of public safety work can be satisfying. [ABSTRACT FROM AUTHOR]

This study explores the association of different dimensions of public service motivation (PSM) and perceived external career barriers with the attraction, including general attractiveness and prestige, of the public sector in Vietnam. Perceived external career barriers are negatively related to the public sector's prestige and applicants' intentions to work in the sector. The analyses also reveal that individuals who demonstrate compassion exhibit stronger intentions to join the sector. Individual intentions, however, are influenced more by perceived external career barriers than by compassion. Also, there is a significant relationship between self-sacrifice and public organisation's general attractiveness as well as between attraction to public services and perceived prestige. By contrast, the commitment to public values dimension shows no significant correlation with any aspects of public sector attraction. Interestingly, we discovered that a higher level of self-sacrifice would dampen the negative relationship between perceived external career barriers and perceived prestige. These findings highlight the role of the two affective-based PSM dimensions on public organisational attraction. The practical implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

Preventing unethical behaviour is a concern across cultures and is important for sustaining integrity and stakeholder trust in governance regimes. Encouraging self-regulation of ethical behaviour and accountability of public sector personnel has attracted multidisciplinary attention. A large body of literature has examined the link between public service motivation (PSM) and public personnel's enactments of various ethics-related behaviours. Scholars disagree, however, about whether PSM is significantly associated with ethics-related outcomes. Following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, we conducted a systematic literature review of 59 articles focusing on the PSM-ethics linkage to provide an integrated summary of how PSM affects ethical outcomes. We conclude that the empirical evidence addressing the PSM-ethics linkage is growing, but the mechanisms by which PSM influences ethical behaviour are not yet clear. In this article, we use prosocial organisational behaviour (POB) model to explain how PSM can influence ethical outcomes for public sector employees based upon our systematic literature review. [ABSTRACT FROM AUTHOR]

Digital information and data significantly improve the efficiency of government work in China. At the same time, in order to deal with information security and data leakage events, public departments have begun to pay attention to the information security awareness and behaviour of civil servants. Based on organisational culture and protection motivation theory, this study constructed a mediated moderation model to explore the influence mechanism of grassroots civil servants' awareness of information security. This study collected 324 questionnaires from four regions of China. Results show that organisational culture has a significant positive impact on information security awareness. Professional identity has a significant positive effect on public service motivation and plays a negative moderating role in the relationship between organisational culture and information security awareness. Public service motivation mediates the moderating effect of professional identity on the relationship between organisational culture and information security awareness. The findings of this study offer practical implications and suggestions for further research. Points for practitioners: The construction of organisational culture will effectively enhance the information security awareness of Chinese grassroots civil servants.Public departments should consider professional identity as an important factor when selecting grassroots civil servants engaged in information security work.In the implementation of information security management strategy planning, government departments can pay attention to and emphasise the public service motivation of grassroots civil servants. [ABSTRACT FROM AUTHOR]

Perceived overqualification is an important phenomenon that can lead to several undesirable outcomes; however, this phenomenon has received little research attention from public administration (PA) scholars. This study aims to investigate whether perceived overqualification rendered turnover intentions through eliciting negative affect, and whether public service motivation mitigated those detrimental effects. Analysis of survey data from 418 Chinese public employees supported our predictions. Results indicated that although perceived overqualification led to turnover intention partially through eliciting negative affect, public service motivation helped to mitigate these impairments. These findings suggest that although employees who are overqualified may decide to leave public service jobs, those with high public service motivation are less likely to do so due to their desire to do good for the public. Theoretical and practical implications are discussed. Points for practitioners: Public managers should pay close attention to possible overqualifications because it may lead to turnover intention among employees.Public managers should periodically survey the affective states of employees.Selection and socialisation based on public service motivation should be encouraged. [ABSTRACT FROM AUTHOR]

Copyright of Tourism Tribune / Lvyou Xuekan is the property of Tourism Institute of Beijing Union University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The depletion of health professionals' morale and motivation in the aftermath of the COVID-19 pandemic sparked an interest in understanding what drives workers to choose and remain motivated in the health sector. This study contributes to a better understanding of this phenomenon by specifically analyzing the sociodemographic underpinnings of health professionals' public service motivation (PSM) in Portugal. The rationale is to analyze whether PSM varies among health professionals according to gender, age, education, and managerial position in an unexplored area (health) and context (Portugal). A shorter version of the PSM scale was applied to health professionals (doctors and nurses) (n = 413). The results suggest that there are differences regarding gender and age, specifically with female and older participants presenting higher levels of PSM. The same is true for those who hold a managerial position. Our results align with patterns found in studies conducted within other cultural contexts. Most importantly, however, by exploring higher and lower PSM levels according to different sociodemographics, we provide relevant clues for future qualitative studies and formulate practical measures to tackle these issues, thereby strengthening evidence-based policy formulation. [ABSTRACT FROM AUTHOR]

PurposeMaterials and methodsResultsDiscussionThis study investigates the role of Public Service Motivation (PSM) in retaining highly skilled and qualified child welfare graduates within the public child welfare sector.Three entire cohorts of child welfare student social workers over three years (N = 125) in BSW and MSW child welfare programs at seven universities in a Southern state were surveyed to examine the effects of task self-efficacy achieved through the curriculum and public service motivation on retention intention among social work students specializing in child welfare practice at both the baccalaureate and master’s levels. Mediation analysis was conducted to estimate the indirect effect of self-efficacy on students’ retention intention.The self-efficacy of child welfare students, operationalized as their confidence in performing competencies, significantly influences their intention to remain in the field of child welfare. Furthermore, self-efficacy among child welfare students has a statistically significant effect on their PSM. PSM, in turn, significantly impacts their intention to persist in child welfare work.The findings indicate that PSM partially mediates the relationship between students” self-efficacy and their intent to remain in child welfare work, even when controlling for educational background. We recommend that child welfare agencies recognize and nurture workers” PSM by incorporating practices that promote PSM. [ABSTRACT FROM AUTHOR]

Abstract\nPLAIN LANGUAGE SUMMARYWhile public administration ethics literature has accumulated a significant amount of knowledge on how to promote public service culture steeped in ethics, the primary focus of the scholarly discussion has long been on the importance of developing ethics among public employees and in their organizations. Based on the premise that citizens are co-producers of the public service culture, this study turns attention to citizens and their commitment to ethical values when interacting with public employees. Specifically, this study examines how citizen incivility influences public employee work attitudes, particularly public employee turnover intention and their desire to serve the public. The analyses were conducted using survey data collected from Korean public employees. The findings suggest that citizen incivility is negatively associated with public employees’ motivation to serve the public (i.e., public service motivation), that citizen incivility is positively associated with public employee intention to leave their jobs, and that the relationship between uncivil citizen behaviors and public employee turnover intention is partially mediated through public service motivation.When discussing how to ensure that public employees make decisions and behave in ways that best serve the needs of citizens, scholars have long emphasized the importance of an individual public employee being a person of integrity and the importance of public organizations encouraging employee ethical behaviors through a supportive organizational structure and culture. However, if and how can citizen behaviors influence public employee work attitudes to best serve the needs of citizens? The present study explores this rarely discussed question by testing how uncivil citizen behaviors influence public employees’ motivation to serve the public and their intention to stay in their jobs. The study found that increasing uncivil behaviors by citizens when interacting with public employees are associated with a reduced desire of public employees to serve the public and stronger intentions of public employees to leave their jobs. [ABSTRACT FROM AUTHOR]

This study tests the relationship between transformational leadership and public service motivation (PSM), as well as the role that the basic needs of autonomy, competence and relatedness play in this relationship. Using a sample of 439 social workers in Barcelona and the Catalonia region, the results support a positive effect of transformational leadership on PSM. Of the three basic psychological needs, the satisfaction of the need of relatedness appears to be the primary driver in developing PSM, as relatedness has been recognized as a source of intrinsic motivation and is the only one of the three basic needs with a collective character. These results have clear practical implications. Transformational leaders designing their organizations to promote mutual support and encourage feelings of relatedness among their employees can contribute to increasing employees' PSM. [ABSTRACT FROM AUTHOR]

In the last decades, an increasing attention has been given to the relationship between job satisfaction and employee motivation in the public sector. In a world of constant change and growing demands, it is crucial for public sector organizations to understand and promote a work environment that supports both employee satisfaction and motivation. This article explores this complex relationship and proposes ways in which managers and leaders in the public sector can improve job satisfaction and employee motivation. This article reviews the literature on public service motivation and job satisfaction. In the first part we conduct a brief literature review of the concepts involved. In the main part of the article, we examine 33 WoS articles on the relationship between public service motivation and job satisfaction. In the discussion section, we stress some points relevant for public management practice. [ABSTRACT FROM AUTHOR]

Research spanning 33 years establishes a robust link between government employees' Public Service Motivation (PSM) and job satisfaction (JS). Recent studies explore how national culture influences this connection across diverse cultural clusters. However, the complexity of national culture necessitates a closer examination of its dimensions within each country. Drawing from 53 studies spanning 16 regions (1990–2022), our findings demonstrate that the PSM-JS relationship tends to be more pronounced in Eastern groups than in Western counterparts, but with substantive variations. Consequently, power distance, uncertainty avoidance, and masculinity emerge as key cultural predictors. We offer nuanced insights into the role of cultural dimensions in shaping PSM and its sub-dimensions. Additionally, we present a list detailing the estimated strengths of the PSM-JS link in various countries, providing valuable insights for practitioners and future research endeavors. [ABSTRACT FROM AUTHOR]

Abstract Background Kenya grapples with a paradox; severe public sector workforce shortages co-exist with rising unemployment among healthcare professionals. Medical schools have increased trainee outputs, but only 45% of newly qualified/registered doctors were absorbed by the public sector during 2015–2018. In such a context, we explore what influences doctors’ career choices at labour market entry, specifically understanding the role of public service motivation (PSM). Methods We conducted a cross-sectional and prospective study of interns and recently graduated doctors to examine PSM, their intention to work in the public sector and their final employment sector and status. We surveyed them on their PSM and job intentions and conducted a prospective follow-up survey of the interns, around one year later, to understand their employment status. Findings We recruited 356 baseline participants and followed up 76 out of 129 eligible interns. The overall PSM score was high among all participants (rated 4.50/5.00) irrespective of sector preferences. 48% (171/356) of the participants preferred to work in the public sector immediately after internship, alongside 16% (57/356) preferring direct entry into specialist training—commonly in the public sector. Only 13% (46/356) and 7% (25/365) preferred to work in the private or faith-based sector. Despite the high proportion of interns preferring public sector jobs, only 17% (13/76) were employed in the public sector at follow-up and 13% (10/76) were unemployed, due to lack of job availability. Conclusion High PSM scores irrespective of sector preferences suggest that doctors are generally committed to serving the ‘public good’. Many intended to work in the public sector but were unable to due to lack of job opportunities. Policymakers have an opportunity to tackle workforce gaps in the public sector as young doctors continue to express a preference for such work. To do this they should prioritise creating adequate and sustainable job opportunities.

Despite the growing attention given to the connection between transformational leadership (TL) and job performance (JP), the precise mechanisms driving this association remain inadequately understood. This research delves into diverse causal factors that elucidate the TL–JP relationship. Drawing upon both TL theory and self-determination theory, the study explores the mediating role of employee participation in developing performance measures (PM participation) and public service motivation in the TL–JP relationship. The survey encompassed 208 pairs of employees and their direct managers operating in 208 different public organizations in Vietnam. Employing partial least square regression, the study validates that PM participation and public service motivation partly mediate the TL–JP relationship. The findings furnish valuable insights for managers seeking to enhance the performance of public employees in Vietnam and within emerging economies characterized by comparable structures. Points for Practitioners: This study advocates for public sector leaders to adopt a transformational leadership approach. It emphasizes the importance of encouraging employee participation in the design, implementation and improvement of performance measures. Such engagement is anticipated to boost public service motivation, subsequently contributing to increased work efficiency among employees. [ABSTRACT FROM AUTHOR]

This study investigates sectoral differences in the socio-motivational mechanism behind job engagement and organization engagement. Relying on the Job Demands-Resource Model and using a cross-sectional study of 350 employees in the Israeli labor market, we conduct a multiple group comparison and analysis within an SEM framework to identify the mechanisms by which the employment sector relates to the mediating role of PSM via the link between organizational trust and job and organization engagement. Differences were observed between sectors as the presence of PSM empowered the organizational trust effect on two engagement factors (job, organization) only among public servants. More specifically, the findings underline that, first, an individual's PSM is expressed differently among private than public organizations; second, organization and job engagement are differentially related to antecedents; third, employees may vary in terms of the extent to which they are engaged in their organization role and in their job. [ABSTRACT FROM AUTHOR]

Although public service employees are regularly exposed to uncivil behavior by citizens, we still know little about the effects of these incivilities. This study aims to examine the reactions of public employees who work in a climate of citizen incivility. Using a multilevel multisource design, we examine the indirect effects of citizen incivility climate on employee withdrawal and helping behaviors via job tension, and test the moderating influence of employees' public service motivation on these relationships. Our analyses were performed using data collected from a sample of 734 employees and 77 supervisors working in Canadian public libraries. Results show that public servants who work in a climate of citizen incivility experience greater job tension and consequently show more withdrawal and less helping behaviors. Our results also show that public service motivation acts as a buffer against the detrimental effects of incivility climate on helping behaviors, but not against withdrawal. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Introduction: This study examines the dynamics of public service motivation (PSM), organizational commitment, and perceived innovative culture and their collective influence on innovative behavior in public organizations. It uniquely focuses on intrinsic motivational factors, extends the scope of motivational studies to the public sector, and highlights the crucial role of organizational culture in fostering innovation. Methods: A web-based survey was administered to 1,021 public servants in the central government of the Republic of Korea. Structured questionnaires were used to collect data, and structural equation modeling (SEM) was employed to analyze the relationships between the variables. Results: The SEM results confirmed positive correlations between PSM and both organizational commitment and innovative behavior. However, contrary to expectations, organizational commitment did not significantly predict innovative behavior. Additionally, no mediating effect of organizational commitment was observed. Notably, perceived innovative culture was found to moderate the relationship between PSM and organizational commitment, and between organizational commitment and innovative behavior, particularly in environments with a strong innovation focus. Discussion: These findings underscore the significance of PSM in spurring innovative behavior in the public sector, broadening our understanding of intrinsic motivation. This study also accentuates the influence of organizational culture on these dynamics. In practical terms, this suggests the importance of nurturing individuals with high PSM and fostering an environment that balances perceived innovative culture. While contributing to the fields of organizational psychology and public administration, this study has certain limitations and indicates the need for further research in various contexts. [ABSTRACT FROM AUTHOR]

Despite previous studies on public service motivation among public sector employees, the empirical analysis of the influential contextual conditions that moderate public service motivation's impact on employees' work attitudes remains inadequate. Given these limitations, this study examines public service motivation's effects on public employees' organizational commitment and investigates how Herzberg's hygiene and motivation factors moderate the relationship between these aspects in the context of South Korea's central government. For this, we used the data of 1021 public employees from the Differences in the Values of Different Generations of Public Officials and Organizational Innovation Survey, which the Korea Institute of Public Administration had conducted in 2022. We analyzed the data through hierarchical multiple regression analyses, and the results indicated that public service motivation exerts a positive effect on organizational commitment. Specifically, hygiene factors weaken the positive relationship between public service motivation and organizational commitment, while motivation factors have a moderating effect that strengthens said relationship. These findings suggest that, in order to enhance organizational commitment among motivated public employees, human resource management practices should prioritize motivational factors that can enhance job content, meaning, and autonomy instead of solely focusing on providing monetary incentives or improving external conditions. [ABSTRACT FROM AUTHOR]

Much less is known about the impacts of the COVID-19 pandemic on the provision of early childhood preschool services relative to research on school closures. We conducted surveys of more than 5000 early childhood service providers and leverage temporal and spatial variation in India’s intensity of lockdowns to quantify disruptions to preschool services under the world’s largest early childhood development program between areas with different strictness of lockdown measures. We document a 23 percentage point reduction in the provision of preschool services in red zone lockdown areas (strictest measures) relative to green zone lockdown areas (least strict measures). We find that pre-COVID measures of high worker locus of control and public service motivation offset the reduction in differential preschool service provision by 27–37%. [ABSTRACT FROM AUTHOR]

Since the inception of Public Service Motivation (PSM) by Perry and Wise, substantial research has been conducted in this domain. However, there is a dearth of scholarly investigation into the impact of changing public service environments, specifically the perception of workplace risk, on public service motivation. Recent public health crises, such as the COVID-19 pandemic, have necessitated significant changes in frontline public employees' work environments. As they frequently engage in epidemic prevention and control activities, which entail direct exposure to the virus, their motivation may fluctuate based on their perceived risks. Female employees, in particular, facing the dual pressures of work and family responsibilities, are more prone to being affected. Drawing upon the human behavioral motivation and Stress-Strain-Outcome framework, this study examines the influence mechanism of risk perception on public service motivation among 214 female employees who participated in epidemic control during the 2022 lockdown period in Shanghai. As the findings indicate, risk perception detrimentally affects their public service motivation both directly and indirectly through emotional exhaustion or anxiety-emotional exhaustion dual mediation, whereas anxiety does not mediate such a relationship. The study's theoretical significance lies in its potential to broaden the scope of antecedent research on public service motivation and address the research gap about the mechanisms through which risk perception influences public service motivation during public health emergencies. Practically, these insights may assist public organizations in mitigating the adverse effects of risk perception, thereby enhancing their employees' well-being and service effectiveness. [ABSTRACT FROM AUTHOR]

Contemporary public management research has focused heavily on the consequences of public service motivation (PSM). However, only a handful of studies have been conducted to develop context-indifferent measurement scales that reflect the nature of this central concept, which ranges along a continuum from controlled to autonomous motivation. This study proposes a new PSM model grounded in self-determination theory (SDT) and empirically validates two behavioral elements for the SDT-based PSM using data from Guangdong Province of China. Specifically, it is found that (1) the withdrawal behavior of public employees is positively influenced by their external PSM, negatively associated with identified and introjected PSM, and independent of intrinsic and integrated PSM; (2) there are positive relationships between introjected-, intrinsic-, identified-PSM, and taking-charge behavior; and (3) integrated and external PSM do not show significant outcome effects. Acknowledging that different motivational dimensions underlying the SDT-based PSM vary in their importance to the stimulation of withdrawal and taking-charge behaviors, the paper concludes with a future agenda for SDT- and PSM-related research that can be furthered in a manner that enriches theory or illuminates practice. [ABSTRACT FROM AUTHOR]

The number of studies on the relationship between public service motivation and ethics is increasing. Although research consistently finds evidence for a positive public service motivation–ethical intentions relationship, research on public service motivation and unethical behaviour remains scarce and showcases mixed findings. Based on insights from person–environment fit theory, we argue that the sector in which an individual is employed may help explain these mixed findings. We test this assumption by employing an incentivized dice game among private and public sector workers (n = 576). Using a well-powered research design we find neither support for the public service motivation–ethical behaviour relationship, nor for the sector as an intervening variable. We discuss the implications of these interesting null findings, which challenge the common assumption that public servants are morally superior to private sector workers. Points for practitioners: (Human resource) managers of both private and public sector organizations need to be aware of the fact that employees engage in behavioural dishonesty (i.e. cheating). Contrary to the often-heard assumption, we find no evidence that public service motivation serves as a buffer for this specific type of unethical behaviour. This means that stimulating public service motivation or recruiting public-service motivated individuals does not help to reduce the risk of behavioural dishonesty. Rather, (human resource) managers can invest in other measures to limit this type of unethical behaviour such as ethical leadership and an ethical climate. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Public Economy & Public Financial Management (JPEPFM) is the property of Journal of Public Economy & Public Financial Management (JPEPFM) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Street Level Bureaucrat (SLB) and Conservation of Resources theories are used to develop measures for Public Value (PV) and a higher-order construct comprising psychological capacities and behavioural capabilities – HERO-INE, and to test whether it is an antecedent of Public Service Motivation (PSM) and Public Value (PV) using data from 259 SLBs working in Australian healthcare collected at two points in time and analysed using Structural Equation Modelling. HERO-INE, PSM, and in-role behaviour explained approximately 40% of the SLBs' PV. The implication is that organizations must ensure that SLBs have the psychological and behavioural capabilities to deliver PV. [ABSTRACT FROM AUTHOR]

While previous research on Open Government Data (OGD) has primarily focused on reuse and adoption, this study aims to explore the implications of the Public Service Logic (PSL) and Public Service Motivation (PSM) dimensions in the context of OGD initiatives. This study is contextualized in Tanzania wherein the OGD initiatives are at an evolving stage. For the present study, the perspectives of the 15 public officials involved in the management of the OGD initiatives are being solicited. Findings underscore the need for furthering the marketing and refurbishing the OGD initiatives' quality alongside the increased involvement of the stakeholders to engage in value co‐creation. Furthermore, as a study contextualized in a developing country to understand the involvement of the public personnel in the refurbishment of the OGD initiatives, the study contributes to the extant OGD literature while identifying the OGD publisher‐side challenges and strengths in a still‐evolving OGD initiative. Finally, with its societal implications in terms of the impact on societal stakeholders' engagement with OGD given the PSL‐PSM of the public officials, the study's relevance is also clinched. [ABSTRACT FROM AUTHOR]

This study investigates the linkages among public service motivation, transformational leadership, person-organization fit, innovative work behavior, organizational commitment, and job performance in Vietnam's public sector, drawing on the literature on psychological empowerment and social exchange theory. Analyzing data from 464 individuals at public organizations, the study employs partial least squares–structural equation model (PLS-SEM) to reveal significant positive associations between public service motivation, transformational leadership, person-organization fit, and the impact of organizational commitment on job performance. The study highlights the pivotal role of person-organization fit as a mediator in the relation between public service motivation, transformational leadership, and innovative work behavior. Additionally, innovative work behavior, organizational commitment, and psychological empowerment act as mediators in the impact of transformational leadership on job performance. This study contributes new insights to the literature by explaining the importance of psychological empowerment in cultivating innovative work behavior. Moreover, it offers practical implications on enhancing job performance, public service motivation, person-organization fit, transformational leadership, and organizational commitment, in order to help foster a culture of innovation in Vietnam's public sector.

The purpose of this study was to determine the effect of job stress and social support on presenteeism with public service motivation as a mediator. This study uses a quantitative approach to see the influence between variables and uses a cross-sectional approach. The population of this study were all health workers who were actively working at the Situbondo Regency Health Center at the time of the research, which amounted to 1116 health workers. The sampling technique used in this study was probability sampling with cluster sampling technique. the total sample required was 164 respondents. The results of this study are as follows: Stress challenges have a positive effect on public service motivation, Stress barriers have a negative effect on public service motivation. Supervisor support has a positive effect on public service motivation. Coworker support has a positive effect on public service motivation. Public service motivation has a positive effect on presenteeism. Public service motivation mediates the influence between challenge stress and presenteeism. Public service motivation mediates the influence between barrier stress and presenteeism. Public service motivation mediates the influence between supervisor support and presenteeism. Public service motivation mediates the influence between coworker support and presenteeism.

This study aims to reveal the relationship between public service motivation and mobbing levels of public employees and the level of internalization of the mission. For this purpose, data were collected from 461 academics from different titles working in public universities operating in Türkiye. The obtained data were first subjected to Pearson correlation analysis and then hierarchical regression analysis. According to the correlation analysis findings, there is a statistically significant relationship between public service motivation and the internalization of the mission in the positive direction and between mobbing and the internalization of the mission in the adverse order. In the first model of the hierarchical regression analysis, it was observed that there was a positive significant relationship between the dimensions of public service motivation and the internalization of the mission. In the second model, mobbing dimensions were added to the analysis. According to the analysis results, the dimensions of attacks on self-expression and communication and attacks on professional status negatively predict the internalization of the mission. As a result, there is a statistically significant relationship between public service motivation, mobbing, and internalization of the mission. However, the public service motivations of academics who are mobbed for self-expression and communication, and professional status are negatively affected, and this may cause a decrease in the level of internalization of the mission.

Abstract As the implementers of government policies, junior civil servants bear the responsibility of providing services to the public. Whether they can put themselves in the people’s shoes and show more active service consciousness directly reflects the government’s management ability and the realization of service-oriented government goals. Although proactive service behavior has been studied, it has not been brought into the field of government administration. Hence, from the perspective of servant leadership, this study attempts to introduce proactive service behavior (PSB) into the field of government administration, and discusses the promotion strategies of junior civil servants’ PSB in China. Through the statistical analysis of 416 junior civil servants collected in the two stages, this study verifies that servant leadership has a significant positive impact on public service motivation and PSB of junior civil servants. Public service motivation (PSM) can partially mediate the promotion effect of servant leadership on junior civil servants’ PSB. Role identity can positively moderate the relationship between servant leadership and junior civil servants’ PSM, and then affect their PSB. Therefore, this study suggests that leading cadres should integrate servant leadership into daily life, take the lead in providing quality services to their subordinates, and then inspire more proactive service to the masses.

This study aims to examine the influence of socially responsible human resource management (SRHRM) on moral voice (MV), with a particular focus on the mediating roles of public service motivation (PSM) and affective organizational commitment (AOC), as well as the moderating effect of trust in leadership (TRU). The research employs a social exchange theory framework and uses a questionnaire survey method. Data were gathered from 398 participants, including cadres and civil servants in Tien Giang province, Vietnam, selected through cluster sampling. The findings reveal a significant relationship between SRHRM and MV. PSM and AOC are identified as partial mediators in the SRHRM-MV relationship. The study also uncovers a sequential mediating influence of PSM and AOC in this relationship and establishes that TRU moderates the interaction between SRHRM and subordinates’ MV. This investigation is pioneering in integrating SRHRM, PSM, AOC, and TRU to elucidate the complex mechanisms governing the SRHRM-MV relationship. It enhances understanding of the direct and indirect effects of SRHRM on MV in Vietnam’s public sector, influenced sequentially by PSM and AOC and moderated by TRU. This study contributes to the theoretical understanding of SRHRM’s effects in the public sector. It provides practical insights for enhancing employee commitment and fostering ethical behavior through effective human resource management practices.

Studies report an unexplained variation in physicians' care. This variation may to some extent be explained by differences in their work motivation. However, empirical evidence on the link between physician motivation and care is scarce. We estimate the associations between different types of work motivation and care. Motivation is measured using validated questions from a nation-wide survey of Danish general practices and linked to high-quality register data on their care in 2019. Using a series of regression models, we find that more financially motivated practices generate more fee-for-services per patient, whereas practices characterised by greater altruistic motivation towards the patient serve a larger share of high-need patients and issue more prescriptions for antibiotics per patient. Practices with higher altruism towards society generate lower medication costs per patient and prescribe a higher rate of narrow-spectrum penicillin, thereby reducing the risk of antimicrobial resistance in the population. Together, our results suggest that practices' motivation is associated with several dimensions of healthcare, and that both their financial motivation and altruism towards patients and society play a role. Policymakers should, therefore, consider targeting all provider motivations when introducing organisational changes and incentive schemes; for example, by paying physicians to adhere to clinical guidelines, while at the same time clearly communicating the guidelines' value from both a patient and societal perspective. [ABSTRACT FROM AUTHOR]

Despite extensive research on Public Service Motivation (PSM), reconciling the debate over whether PSM is a state or a trait remains a challenge among public administration scholars. Studies exploring the antecedents of PSM that engage in this debate often overlook the importance of organizational factors in influencing PSM. Framed within the literature on the behavioral aspects of performance information processing and adopting a propensity-score-matching model with data from a Chinese local government, we examine whether and how performance ratings influence public service motivation of public servants. The results show that performance ratings have a crowding-out effect, underscoring how the ways in which signals of performance feedback are conveyed to public servants can shape PSM. Our findings contribute to understanding the antecedents that preserve and promote public service motivation. We call for future research that focuses on public-value-based performance appraisal systems in centralized regimes. [ABSTRACT FROM AUTHOR]

Co-production has been embraced as a robust strategy to improve service quality and create public value. Despite growing interest in citizens' motivations to engage in co-production, there remain some major gaps in the literature. This study proposes a theoretical framework of factors that influence co-production and offers experimental evidence as to the effects of those factors from an online survey experiment with a sample of 1,297 Koreans. The findings show that public service motivation, driven by normative motivations, is associated with greater willingness to co-produce. We find little effect of monetary or non-monetary rewards, input legitimacy, or individual characteristics such as education or income. The findings suggest that to cultivate successful co-production, governments must depart from the traditional short-term approaches to citizen engagement based on instrumental motivations and instead promote normative motivations to develop public support for co-production over the long term. [ABSTRACT FROM AUTHOR]