Public Service Motivation and Turnover Intention: Testing the Mediating Effects of Job Attitudes

Kai-peng, Gan; Lin, Yun; Wang, Qiu

doi:10.3389/fpsyg.2020.01289

Cited by 14 publications

(34 citation statements)

References 98 publications

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“…This finding is consistent with PSM theory, which maintains that public sector employees with high PSM perform well because they view themselves as public servants whose delivery of services benefits public interests (Perry and Wise, 1990;Perry and Hondeghem, 2008). To date, however, substantial research has focused mainly on the relationship between PSM and job satisfaction or organizational commitment, with little exploration directed towards the inconsistent association between PSM and turnover intention (Gan et al, 2020;Phil et al, 2020) or with investigations deriving mixed results (Choi and Chung, 2018;Bright, 2008;Gan et al, 2020). Some scholars have indicated that PSM has no significant and direct impact on public employees' turnover intention (Bright, 2008(Bright, , 2020Gan et al, 2020).…”

Section: Introductionsupporting

confidence: 82%

“…To date, however, substantial research has focused mainly on the relationship between PSM and job satisfaction or organizational commitment, with little exploration directed towards the inconsistent association between PSM and turnover intention (Gan et al, 2020;Phil et al, 2020) or with investigations deriving mixed results (Choi and Chung, 2018;Bright, 2008;Gan et al, 2020). Some scholars have indicated that PSM has no significant and direct impact on public employees' turnover intention (Bright, 2008(Bright, , 2020Gan et al, 2020). By contrast, more recent studies have demonstrated that PSM directly and indirectly affects public employees' intention to quit, organizational commitment and organizational citizenship behaviors through its influence on person-organization (P-O) fit (Kim, 2012;Jin et al, 2018;Gould-Williams et al, 2015).…”

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: Introductionsupporting

confidence: 82%

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

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“…Voluntary turnover refers to an employee's decision to leave a job of choice . Globally, voluntary turnover intentions amongst public sector employees are escalating at an alarming rate (Gan, Lin, & Wang, 2020;Tran, Nguyen, Nguyen, & Ton, 2020;Wynen, Boon, & Verlinden, 2022). Moreover, work environments are currently characterised by the 'Great Resignation' trend.…”

Section: Voluntary Turnovermentioning

confidence: 99%

Leadership talent mindset as a catalyst for talent management and talent retention: The case of a Botswana local government institution

Barkhuizen

Masale

2022

SA j. hum. resour. manag.

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Orientation: Talented employees play an essential role in the service performance of local government institutions. Unfortunately, talent management remains a neglected practice within the local government, mainly because of the absence of leadership talent mindsets.Research purpose: The main focus of this research study was to determine how leadership talent mindset influences talent management and voluntary turnover intentions of employees in a Botswana local government institution.Motivation for the study: Research on the predictive relationships between leadership talent mindset, talent management and voluntary turnover intentions is yet forthcoming in the Botswana context.Research approach/design and method: The researchers followed a quantitative research approach. Data were collected from a stratified random sample of employees (N = 405) from a Botswana local government institution. A leadership talent mindset scale, talent management measurements and voluntary turnover intentions questionnaire were administered.Main findings: The results showed a weak leadership talent mindset towards talent management. A leadership talent mindset significantly predicted poor talent management practices and voluntary turnover intentions. Talent development moderated the relationship between the leadership talent mindset and voluntary turnover intentions.Practical/managerial implications: Leaders need to adopt the appropriate talent mindsets to implement those talent management practices that will retain key and competent talent in local government institutions.Contribution/value-add: This research study advances empirical knowledge on the importance of leadership in facilitating effective talent management in local government.

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“…As this research was conducted using self-reported data, it may include common bias methods [37,38]. e common bias methods, such as anonymity, forward, and backward integral, are used.…”

Section: Test Of Common Bias Methodsmentioning

confidence: 99%

The Impact of Public Service Motivation on Job Satisfaction in Public Sector Employees: The Mediating Roles of Work Engagement and Organizational Commitment

Chen

2022

Mobile Information Systems

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In the public service sector, staff’s motivation is of great significance for the developments of both the service team and the governmental service departments. This research develops a model to study the effects of public service motivation on job satisfaction and further assesses the mediation effects of work engagement and organizational commitment. Five-hundred and fifty employees from Chinese public service sectors were engaged in the questionnaire-based study. The results show that public service motivation plays important roles in work engagement, organizational commitment, and job satisfaction. Furthermore, work engagement and organizational commitment are the factors to mediate public service motivation and job satisfaction. Therefore, our findings suggest that staff in the public sector with enhanced public service motivation generally appear more involved in their work, are more loyal to their organizations, and demonstrate more positive work attitudes to improve productivity.

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Public Service Motivation and Turnover Intention: Testing the Mediating Effects of Job Attitudes

Cited by 14 publications

References 98 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

Leadership talent mindset as a catalyst for talent management and talent retention: The case of a Botswana local government institution

The Impact of Public Service Motivation on Job Satisfaction in Public Sector Employees: The Mediating Roles of Work Engagement and Organizational Commitment

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