How Does Public Service Motivation Among Teachers Affect Student Performance in Schools?

Abstract

The literature expects public service motivation (PSM) to affect performance, but most of the existing studies of this relationship use subjective performance data and focus on output rather than outcome. This article investigates the association between PSM and the performance of Danish teachers using an objective outcome measure (the students' academic performance in their final examinations). Combining survey data and administrative register data in a multilevel dataset, we are able to control very robustly for the specific characteristics of the students (n = 5,631), the schools (n = 85), and other teacher characteristics (n = 694) besides PSM. We find that PSM is positively associated with examination marks. The result indicates that PSM may be relevant for performance improvements.

The role of public service motivation in performance. Examining the potentials and pitfalls through an institutional approach

“…Public servants who valued contributing to society were expected to put in more effort in their work than employees who did not feel such a drive. Several empirical studies addressing this proposition indeed found a positive relationship between PSM and performance (Andersen et al 2014;Naff & Crum 1999;Kim 2006;Leisink & Steijn 2009, Vandenabeele 2009). Consequently, PSM has been viewed as an 'instrument' which public organizations can use to increase their performance (Steen & Rutgers 2011).…”

“…Measures used include self-reported supervisor ratings (Alonso & Lewis 2001;Bright 2007;Naff & Crum 1999), extra-role behaviour (Kim 2006) and job performance (Camilleri & Van der Heijden 2007;Leisink & Steijn 2009;Vandenabeele 2009). Albeit mostly not explicitly, several other studies have used measures of outcomes that can be related to dimensions of public performance such as equity, compliance or service outcomes (Andersen et al 2014;Andersen & Serritzlew 2012;Bellé 2013;Kim 2006;Moynihan & Pandey 2010). Table 2.1 shows the type of behaviour/performance studied in studies on the relationship between PSM and performance, divided in the dimensions identified and described by Boyne (2002): output (quality, quantity), efficiency, service outcomes (equity, value for money), responsiveness and democratic outcomes (accountability, probity), as well as the type of study and findings.…”

“…This is not an argument to abandon perceived fit as it is most valuable, but the PSM literature would benefit from broadening the scope of approaches to fit in studying the context-dependency of the PSM-performance relationship and highlighting the value of also studying subjective and objective types of fit (Edwards et al 2006;Kristof-Brown et al 2005). While perceived fit can be useful, especially when the main concern lies with the relationship between PSM and performance and the sample is drawn from a homogeneous population (Andersen et al 2014), if the sampled population work in contexts which differ in elements relevant for PSM, such as the degree to which jobs have a potential impact on society (Leisink & Steijn 2009), a subjective or objective fit approach seems more appropriate.…”

“…have high levels of PSM) are expected to put in more effort, time and energy, and sacrifice their own interests for the sake of society (Brewer 2008). Following several empirical studies that have provided evidence of a positive relationship between PSM and performance (Andersen et al 2014;Bellé 2013;Bright 2007;Vandenabeele 2009), authors have suggested that public organizations could improve performance by selecting employees with PSM, by fostering PSM through socialization and by creating and managing the work environment to optimize the relationship between PSM and performance (Brewer 2008;Moynihan 2010;Paarlberg et al 2008).…”

“…studying subjective and objective types of fit (Edwards et al 2006;Kristof-Brown et al 2005). While perceived fit can be useful, especially when the main concern lies with the relationship between PSM and performance and the sample is drawn from a homogeneous population (Andersen et al 2014), if the sampled population work in contexts which differ in elements relevant for PSM, such as the degree to which jobs have a potential impact on society (Leisink & Steijn 2009), a subjective or objective fit approach seems more appropriate.Regarding the role of objective, subjective and perceived fit, one can pose the following proposition:P2: Objective or subjective characteristics of the publicness of the institutional context moderate the relationship between PSM and individual performance; and direct perceptions of fit mediate this relationship. …”