Public Service Motivation and Organizational Performance in Mexico: Testing the Mediating Effects of Organizational Citizenship Behaviors

Mostafa, Ahmed Mohammed Sayed; León-Cázares, Filadelfo

doi:10.1080/01900692.2015.1015556

Cited by 11 publications

(5 citation statements)

References 42 publications

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“…Likewise, Vandenabeele (2007, p. 547) considered PSM “the belief, values and attitudes that go beyond self-interest and organizational interests, that concern the interest of a larger political entity and that motivate individuals to act accordingly whenever appropriate”. Correspondingly, PSM can be viewed as a set of motives that drive individuals to do good for people and society (Mostafa and Leon-Cazares, 2016).…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

“…This ambiguity and the recognition of PSM as a generic antecedent of satisfaction make the exploration of the mediating role of job satisfaction in a turnover model worthwhile (Judge et al, 2001). There is also a need to shed light on the role of organizational citizenship behaviors, along with job satisfaction and organizational commitment, in the association between PSM and individual outcomes (Vandenabeele, 2009;Mostafa and Leon-Cazares, 2016). In addition, previous research revealed that the perception of organizational context significantly affects employees' work-related attitudes and behaviors (Ngo et al, 2013).…”

Section: Introductionmentioning

confidence: 99%

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Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity

Wang

Kai-peng

Wei

et al. 2022

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PurposeThis study investigated the mediating role of job satisfaction and the moderating role of career growth opportunity in the relationship between public service motivation (PSM) and public employees' turnover intention.Design/methodology/approachThe authors recruited 587 public employees from Yunnan Province, China to test moderation and mediation hypotheses. The authors conducted confirmatory factor analysis to determine the discriminant and convergent validity of the measures of PSM, turnover intention, job satisfaction and career growth opportunity. Finally, the authors carried out bootstrapping to ascertain direct, indirect and conditional indirect effects.FindingsPSM had a negative effect on public employees' turnover intention, but this relationship was partially mediated by job satisfaction. Career growth opportunity moderated the association between job satisfaction and turnover intention. In particular, the indirect effect of PSM on turnover intention through job satisfaction weakened under high career growth opportunities.Practical implicationsThe results highlighted the significance of PSM and career growth opportunity in shaping public employees' work-related attitudes and behaviors. Public organizations should consider PSM a key criterion in recruitment and selection and pay more attention to the significance of intervening in career growth to satisfy public employees' psychological needs related to individual career development.Originality/valueThis study contributes to the literature on the disputed link between PSM and turnover intention and uncovered the underlying mechanism through which PSM affects public employees' turnover intention by proposing job satisfaction and career growth opportunity as a mediator and moderator, respectively.

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Section: Literature Review and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity

Wang

Kai-peng

Wei

et al. 2022

View full text Add to dashboard Cite

show abstract

“…(2016), employees' willingness to commit to exhibiting exceptional work behaviours in the organisation may be contingent on the presence of other organisational factors, such as PSM and the length of time employees serve under their leaders, which have been neglected over time in the determination of servant leadership and OCB nexus. Mostafa and Leon-Cazares (2016) asserted that PSM could serve as one significant construct to determine public employees' work behaviours due to its general acceptability as a set of motives that drives individuals to participate in deeds that benefit society. Again, since employees possess the tendency of taking time to learn traits of their superiors and modelling them for their growth and development of the organisation (Bandura, 1977; Burke et al.…”

Section: Introductionmentioning

confidence: 99%

Servant leadership and organisational citizenship behaviour: the role of public service motivation and length of time spent with the leader

Gnankob

Ansong

Issau

2022

IJPSM

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PurposeThe study examined the influence of servant leadership on organisational citizenship behaviour (OCB) of employees in Ghana through the intervening roles of public service motivation (PSM) and the length of time spent with the leader.Design/methodology/approachA structured questionnaire was used to gather data from 328 randomly sampled respondents within the six metropoles in Ghana for data analysis. The partial least squares structural equation modelling (PLS-SEM) was used to address the hypotheses of the study.FindingsThe study found that servant leadership has a significant positive influence on OCB and PSM. The study also found that PSM significantly and positively influences OCB. The study finally established that whiles PSM significantly mediated the relationship between servant leadership and OCB, the length of time spent with leaders did not moderate the servant leadership and OCB nexus.Practical implicationsThe study implies that stakeholders in the local government sector, such as the Local Government Service Board, should emphasise employing or promoting supervisors who are servant leadership-driven to occupy key positions within the local government structure. Efforts could also be made to train the supervisors to acquire servant leadership traits.Originality/valueThe results from the study provide significant insights on how the public sector in Ghana and beyond can identify, develop and maintain servant leaders to promote employees OCB. Also, being a pioneering study in Ghana, the results and recommendations from the study have set the pace for future scholars to discuss issues that engulf the public sector.

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“…The second aspect of performance was the staff commitment to serving the organization and its clients. As Mostafa and Cazares (2015) observed, the level of employee commitment was an important indicator of employee performance in the Mexican public sector. In the current study, respondents were asked whether staff at the ministry had become more committed to serving the organization and its clients after the initiation of the modernization program.…”

Section: Employee Performance At the Nakuru Lands Officesmentioning

confidence: 80%

Influence of Cultural Modernization on Employee Performance: A Case of Nakuru Lands Offices in Nakuru County, Kenya

Gichuhi¹

2019

Editon Cons. J. Arts., Humanit. S. Stud.

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The aim of this study was to examine how cultural modernization has influenced employees' performance at the Nakuru Lands Offices. Various modernization programs have been undertaken among Kenyan public institutions with the view of improving employee performance. In the Ministry of Lands, various modernization initiatives have been implemented while others are ongoing. This study utilized the descriptive research design and targeted 56 operations employees and 6 heads of departments (HODs) at the Nakuru Lands Offices. Data was collected using structured questionnaires from all the 56 operations employees. Data was also collected through semi-structured interviews with all the six HODs at Nakuru Land Office. Quantitative data collected using questionnaires was analyzed using descriptive and inferential statistics while the qualitative data collected through interviews was analyzed using the thematic technique. Results showed that the Nakuru Land Offices had made remarkable progress in terms of cultural modernization (score=82.9%). Pearson correlation analysis showed that cultural modernization (r= 0.509, sig=.000) has a positive and statistically significant association with employees' performance. This relationship was also supported by regression analysis results (β= .537, sig= .007). The study recommends that to significantly improve the level of employees' performance, the management at the Nakuru Land Office should cultivate a culture that supports employees' learning and growth and develop strategies for increasing organizational commitment among staff.

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Public Service Motivation and Organizational Performance in Mexico: Testing the Mediating Effects of Organizational Citizenship Behaviors

Cited by 11 publications

References 42 publications

Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity

Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity

Servant leadership and organisational citizenship behaviour: the role of public service motivation and length of time spent with the leader

Influence of Cultural Modernization on Employee Performance: A Case of Nakuru Lands Offices in Nakuru County, Kenya

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