Disclosing the relationship between public service motivation and job satisfaction in the Chinese public sector: A moderated mediation model

Zhang, Ying

doi:10.3389/fpsyg.2023.1073370

Cited by 3 publications

(2 citation statements)

References 107 publications

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“…Chief among these outcomes are job attitudes, with job satisfaction and turnover intentions being notably significant in organizational contexts ( Bright, 2020 ). High levels of PSM among public servants have been consistently linked to heightened job satisfaction during task performance ( Naff and Crum, 1999 ; Andersen and Kjeldsen, 2013 ; Roh et al, 2016 ; Prysmakova and Vandenabeele, 2020 ; Zhang, 2023 ), consequently mitigating turnover intentions ( Naff and Crum, 1999 ; Shim et al, 2017 ; Gan et al, 2020 ; Wang et al, 2024 ).…”

Section: Theoretical Background and Research Hypothesesmentioning

confidence: 99%

Antecedents of innovative behavior in public organizations: the role of public service motivation, organizational commitment, and perceived innovative culture

Lee,

Kim

2024

Front. Psychol.

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IntroductionThis 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.MethodsA 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.ResultsThe 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.DiscussionThese 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.

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Section: Theoretical Background and Research Hypothesesmentioning

confidence: 99%

Antecedents of innovative behavior in public organizations: the role of public service motivation, organizational commitment, and perceived innovative culture

Lee,

Kim

2024

Front. Psychol.

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“…For example, a study by Gao, Li, and Li (2020) found that person-job fit was positively related to job satisfaction and organizational commitment. Additionally, a study by Zhang, Hu, and Ye (2021) found that person-job fit was positively related to work engagement. Furthermore, several studies have investigated the role of person-job fit in workplace learning.…”

Section: Previous Studiesmentioning

confidence: 99%

The Role of Person-Organization and Person-Job Fit in Enhancing Transfer of Learning in Shanghai’s Financial Enterprises

Zhang¹

2023

IJSB

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This study examines the effect of workplace learning on employees’ transfer of learning, which refers to the application of new knowledge and skills to their work. The study categorizes workplace learning as either formal or informal and uses the Situated Learning Theory to explore how person-environment fit affects the transfer of learning, with person-supervisor fit as the moderator. Data was collected through questionnaires and analyzed using SPSS and AMOSE. The results show that workplace learning positively impacts employees’ transfer of learning, with person-organization fit and person-job fit mediating this relationship, and person-supervisor fit moderating it. The study concludes that organizations must invest in effective workplace learning programs that support their employees’ career development and promote transfer of learning.

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How high-involvement work practices, public service motivation, and employees’ commitment influence employees' proactive work behavior: evidence from China

Mehmood,

Iftikhar,

Suhail

et al. 2024

Asian Bus Manage

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Disclosing the relationship between public service motivation and job satisfaction in the Chinese public sector: A moderated mediation model

Cited by 3 publications

References 107 publications

Antecedents of innovative behavior in public organizations: the role of public service motivation, organizational commitment, and perceived innovative culture

Antecedents of innovative behavior in public organizations: the role of public service motivation, organizational commitment, and perceived innovative culture

The Role of Person-Organization and Person-Job Fit in Enhancing Transfer of Learning in Shanghai’s Financial Enterprises

How high-involvement work practices, public service motivation, and employees’ commitment influence employees' proactive work behavior: evidence from China

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