Suchergebnisse

Résumé Afin d'examiner la mesure dans laquelle la motivation de service public (MSP) observée dans la société occidentale peut être généralisable en Chine et d'examiner l'instrumentalité de la motivation de service public, deux études ont été réalisées de façon indépendante. Dans la première étude, une analyse factorielle confirmatoire (AFC) a été effectuée afin de vérifier l'existence de MSP sur la base de 99 travailleurs sociaux dans la région A d'une ville située en Chine orientale. Dans la seconde étude, nous avons effectué un autre processus d'AFC afin de confirmer la validité conceptuelle de la MSP, sur la base de 474 travailleurs sociaux dans la région B de la même ville. Dans cette seconde étude, nous avons évalué l'instrumentalité de la MSP. Ces études mettent non seulement en avant la validité conceptuelle de la MSP, mais produisent aussi des résultats intéressants qui concernent l'histoire et le contexte institutionnel du travail social en Chine. Remarques à l'intention des praticiens Notre étude visait à confirmer la généralisabilité de la motivation de service public (MSP) observée dans la société occidentale en Chine et à examiner l'instrumentalité de cette notion en Chine. Les résultats font apparaître plusieurs implications essentielles pour les professionnels qui travaillent dans la gestion et l'administration du travail social : (1) la MSP peut constituer un moyen supplémentaire de recruter et de sélectionner les individus les mieux adaptés au travail social ; (2) en ce qui concerne la gestion dans le travail social ou d'autres secteurs publics, la MSP peut donner une orientation dans les domaines de la formation et du développement ; (3) plus important, la MSP peut permettre de mieux comprendre les incitants à appliquer dans le travail social ou d'autres secteurs publics.

Extant research has demonstrated that public service motivation (PSM) might have a dark side on public employees. However, empirical research on this assumption remains unclear. Based on Job Demands-Resources Model, this study explores the psychological mechanism of PSM on burnout and examines the relationship from both positive and negative aspects by classifying work stress into challenge stress and hindrance stress. A study with 255 street-level public employees shows that PSM has significant negative effects on burnout. Specifically, perceived hindrance stress mediates a negative relationship between PSM and burnout, and perceived challenge stress mediates a positive relationship between PSM and burnout. This study not only contributes to the development of theories on the doubled-edged nature and psychological mechanism of PSM in relation to burnout but also provides management enlightenment for improving employees' well-being and mitigating burnout.

Does public sector employees' public service motivation (PSM) affect their psychological reactions to organizational change? We examined the effects of PSM on public sector employees' commitment to a specific organizational change. Participants were 231 public sector employees
from a city in eastern China, who completed surveys assessing commitment to change and PSM. The results showed that there was a significant relationship between PSM and employees' commitment to organizational change. That is, individuals with high (vs. low) PSM were more likely to have
high levels of continuance and normative commitment, whereas PSM was not significantly correlated with affective commitment to organizational change. Practical implications are discussed of a successful planned change in the public sector, including staffing, communication, and discipline
during the change process.

Many researchers have shown that a transactive memory system (TMS) improves a team's performance. However, the relationship between TMS and team performance remains unexplored. In this longitudinal study of team efficacy, with 31 course teams, the results demonstrate that team efficacy
fully mediates TMS and team performance. These findings have implications for improving team performance.

Researchers have hypothesized that a person's public service motivation (PSM) has a positive connection with occupational intention: the greater an individual's PSM, the more likely he or she is to seek membership in a public organization. However, few empirical studies have tested this proposition. Based on a survey of 584 students from two prestigious universities in eastern China, this study explores how well PSM relates to students' occupational intention. This study found that not all dimensions of PSM were consistently connected with occupational intention. The self-sacrifice dimension of PSM has a positive relationship with occupational intention, but the commitment to the public interests dimension does not. Moreover, the study found that female students who majored in social sciences and had relatives or parents in the public sector were more likely to choose employment in the public sector. The implications of this study and areas of future research are discussed. Points for practitioners Results of the study demonstrated that there was a significant relationship between PSM and occupational intention, but not all dimensions of PSM were consistently connected with occupational intention. The results identified several key implications: (1) For professionals in charge of recruiting and selecting public servants, PSM of a job seeker is a key criteria. (2) For job seekers, when they decide to enter public sector, the levels of their PSM should be considered. (3) Additionally, the background information on job seekers does matter to some extent when recruiting and selecting in public sector.

To explore the psychological mechanism of public service motivation (PSM), we used a time-lagged design to examine the mediating effects of organizational identification on the relationship between PSM and work attitudes (i.e., job satisfaction) and behavior (i.e., community citizenship behavior). A two-wave study of 241 public servants from District A of a large metropolitan city in Eastern China was conducted. Controlling job security and demographic variables, results from a structural equation modeling showed the relationship between public service motivation and job satisfaction and the relationship between public service motivation and community citizenship behavior were partially mediated by organizational identification. Results also demonstrated that in comparison with job security, public service motivation contributed more to community citizenship behavior than job satisfaction. The study contributes to our understanding of public service motivation by illuminating a mechanism through which public service motivation influences work attitudes and behavior.

Although role overload in public organizations has become a prominently observed research phenomenon, insufficient attention has been given to the influence of public service motivation (PSM) on role overload. We surveyed 335 Chinese public employees to investigate the relationship
between PSM and role overload, and the moderating effect of psychological empowerment on this link. Results showed that PSM and role overload had an inverted U-shaped relationship. Specifically, public employees with midlevel (vs. low-level or highlevel) PSM were more likely to feel role overload.
Furthermore, higher psychological empowerment reinforced the relationship between PSM and role overload. This research adds to the advancement of role stress theory, reveals the dark side of PSM, and illustrates the importance of managers providing adequate resources and fully empowering employees.

We investigated the generalizability of compassion as the affective dimension of public service motivation (PSM) as observed in Western society to the context of social workers in China. We also examined the effects of compassion on job satisfaction. We found that the affective
dimension of PSM was present in the Chinese social workers. However, we split the factorial structure of Perry's (1996) original 8-item scale into 2 subgroups of negatively and positively phrased items (4 items in each subgroup). Further analysis indicated that the shortened scale of 4 negative
items had the best fit. We also found that compassion had a marginally positive relationship with job satisfaction of the social workers.

While business and psychology researchers have strived to identify effective strategies to reduce occupational stress, public administration scholars have paid insufficient attention to this issue. This article examines the role of motivational bases in the stressor–wellbeing relationship, a nascent research area in business and psychology, focusing on a particular type of motivation that is salient in public organizations: public service motivation (PSM). Based on a survey of 412 police officers from a large metropolitan city in eastern China, this study finds that PSM moderates the relationship between work stressors and individual wellbeing. Respondents with higher levels of PSM can better handle the increase of stressors so that their physical and mental wellbeing will decrease more slowly. Overall, respondents with higher levels of PSM tend to experience higher mental wellbeing but lower physical wellbeing than their low-PSM colleagues.

Based on a survey of 259 full-time employees in the public sector who were also part-time students for the Master of Public Administration program at a prestigious university in eastern China, it was found that person-organization (P-O) fit is a good predictor of job satisfaction and
turnover intention in a Chinese context. In contrast to previous findings, the results of competition model analysis indicate that job satisfaction does work as a full mediator between P-O fit and turnover intention. In fact, P-O fit affects turnover intention through job satisfaction as a
mediator.