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This study constructs a moderating mediation model to link public sector employees’ Artificial Intelligence (AI) usage with employees’ moral norms and ethical decision-making behaviors. Based on the theory of public service motivation, this study hypothesizes that the impact of AI usage on employees’ ethical decision-making behaviors acts through the mediating effects of employees’ service motivation, employees’ moral norms, and employees’ ethical perceptions and that the relationship between AI usage and employees’ service motivation, employees’ ethical norms, and employees’ ethical perceptions is moderated by the culture of the public organization. The selected data from 417 public sector employees in China supported most of the research hypotheses. The findings show that employee service motivation, employee moral norms, and employee moral cognition mediate the relationship between AI usage and employee ethical decision-making behavior. Public organization culture moderated the relationship between AI usage and employee service motivation, as well as AI usage and employee ethics. This study reveals the complex mediating and moderating relationships between AI usage and employees’ ethical decision-making behaviors in the public sector. It provides important theoretical and practical insights for further understanding and promoting public sector employees’ ethical behaviors in the era of AI.

The county-township cadres in China have a pivotal role as intermediaries between the strong state apparatus and the general population, directly overseeing public services. In contrast to the conventional paradigms that take external political pressure to be paramount in shaping bureaucratic receptiveness, this study uses a bureaucratic subjectivity approach that amalgamates intrinsic service motivation with structuralized external pressures in the context of Chinese local government to provide a more systemic and nuanced explanation of the sources of Chinese cadres' responsiveness. Data are from an original quota-sampling survey of local cadres in 10 cities in China. We find that service motivation, together with mass media and top-down political pressure, shapes county-township responsiveness at both individual and organizational levels, and that service motivation transfers top-down political pressure to organizations' responsive activities. [ABSTRACT FROM AUTHOR]

This study examines how belief control systems affect public service motivation, focusing on the role of psychological empowerment. Using purposive sampling techniques, we selected a sample of 150 permanent public servants from the local bureaucracy in Yogyakarta, Indonesia. Data analysis was conducted using SEM-PLS analysis with Smart-PLS 4.0 software. Our findings indicate that belief control systems do not directly impact individuals' motivation to deliver efficient public services. However, psychological empowerment mediated the relationship between belief control systems and public service motivation. These results contribute to the existing literature by providing empirical evidence of the influence of belief control systems on public service motivation through psychological empowerment. The study underscores the importance of fostering positive belief control systems and enhancing psychological empowerment to improve performance and service delivery in the public sector. Understanding these dynamics is crucial for policymakers and practitioners to incentivize employees effectively and enhance public service outcomes.

The paper focuses on soldiers enrolled in permanent compulsory initial military service in Lithuania and analyses their service motivation and attitudes to threats to national security. The article identifies the motives for joining permanent compulsory initial military service and highlights the fact that young people’s choice of permanent compulsory initial military service is most often driven by individual motives. In order to compare the results, representative surveys were conducted in 2018 and 2023. The empirical data suggest that the perception of the main threat to national security identified by troops as an economic threat remained unchanged between 2018 and 2023. However, in 2023, soldiers grew somewhat more aware of the threat of military aggression. In 2018, volunteers differed significantly from conscript forces in their determination to engage in national defense. The expected determination to engage in national defense at a time of an increased military threat did not significantly increase in 2023 compared to 2018; moreover, the attitudes of volunteers and conscripts failed to converge. However, 2023 saw a significant increase in conscripts’ service motivation and an improvement in their assessment of the National Defence Volunteer Forces. [ABSTRACT FROM AUTHOR]

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As the mission-driven organizations, nonprofit organizations rely on their employees to deliver the services that nonprofit stakeholders expect. The understanding of the issue what motivates people to serve in nonprofit sector rather than profit or public sector should precede the competitive strategies which nonprofit organizations adopt to enlist the desirable employees. The nonprofit sector has its own genealogy of employees and their service motivations are distinct from those for-profit and public sectors. Altruism is only one side of the nonprofit coin. Unlike the conventional frameworks of motivation theory such as the dichotomy between extrinsic and intrinsic motivators, the service motivation matrix categorizes individual motivation into four sub- types based on the service constraint level (Active versus Passive) and the service focus or orientation (Altruism versus Egoism). This matrix will increase our understanding of the underlying motivation for the explicit service choices of employees in the nonprofit sector and serve as a basis for future empirical analysis. [ABSTRACT FROM AUTHOR]

This study examines conditions of peace and war to find whether the "rally 'round the flag" effect is indeed attributed to rising levels of social collectivism. Reserve service motivation in peacetime and wartime was compared among 1,004 Israeli reservists. Levels of motivation and the factors that affect them were examined during the optimism of the Israeli-Palestinian peace process (February 2000) and about a year and a half into the second Intifada (October 2000). Findings suggest that motivation to serve in wartime is indeed higher than in peacetime. However, they also suggest that similar factors predict motivation in both times, although their relative impact is altered by the situation. Reservists were more likely to be motivated by individual rather than collective incentives (in both peacetime and wartime situations), thus suggesting that "rally 'round the flag" occurrences are not necessarily reflective of the social cohesion and collective reasoning. [ABSTRACT FROM AUTHOR]