Purpose -The purpose of this study is to test a model of the relations between positive and negative work-to-home interference home-to-work interference on perceived stress, and job satisfaction. Design/methodology/approach -The mediating role of negative and positive work-to-home interference (WHI) and home-to-work interference (HWI) was examined. Perceived stress as a mediator was also tested. Data were obtained from a sample of 283 French employees. Findings -The results of structural equation modeling indicated that perceived stress partially mediated the relationship between negative or positive work-home/home-work interference and job satisfaction. The implications and methodological limitations are discussed. Practical implications -The study suggests the importance of studying relationships between work life and home life in organizational policies. Current research suggests that employee commitment is particularly high in organizations that have work-life balance policies. Originality/value -How home and work are related to perceived stress and job satisfaction is thus a crucial issue. In addition to the results reported here, the study conveys the complexity of the positive and negative relationships between the work domain and the home domain in a sample of French employees.

International audienceResearch into public service motivation is currently witnessing exponential growth. However, the universal application of the concept to all categories of public employees raises questions. Indeed, the origins of the concept, which can be traced back to political science studies in the United States, may suggest that the concept applies mainly to senior management but much less to operatives of various types, whose motivations seem more instrumental . Research into the antecedents of PSM has thus shown that high hierarchical levels were associated with employee profiles with a high level of PSM (Bright, 2005; Camilleri, 2007). Some authors go as far as to consider that the concept does not apply at all to operative jobs (Gabris and Simo, 1995). The purpose of this article is therefore to analyse the differences between the public service motivation of operatives and that of other categories of employees. To do so, we draw on two empirical studies, one quantitative (n = 2 868), conducted among the public employees of cities in 12 countries, and the other qualitative, conducted among public employees working in the technical service of a French town. Our results show that the level of PSM is not lower among operatives but that, on the other hand, it is different in its nature and dimensions. Notes to practitioners The issue of the PSM of operative public employees takes on a managerial dimension. Indeed, it has potential policy implications for human resource management policies to be implemented and on the segmentation of the public employees in the light of these policies. Our results thus argue for the mainstreaming of the public service dimension in the management of executives and would suggest that it is in the interest of public organisations to encourage the public service motivation of their employees by designing tasks in such a way that public employees can better appreciate the result of their work among customers and users

No abstract

In this article, including a state of the art on Public Service Motivation (PSM) and its relationships to Affective Organizational Commitment (AOC), the interface of PSM with Organizational Behavior constructs is analyzed. Data has been collected in the context of French local authorities at two points in time within one year (N1=1152, N2=81). AOC and Intention to Quit Employer (IQE) at T2 are related to several antecedent variables at T1 (Intrinsic Motivation, Perceived Superior Support, Latent Conflicts and Exhaustion) but not to PSM. The hypothesis of a causal relation between PSM and positive effects is not validated. The data does not support the idea that PSM influences commitment to, or turnover in, the organization. The influence of Age and civil service grade levels (Class) in IQE is confirmed. The analysis indicates that Exhaustion and Perceived Superior Support are strongly related to IQE, which should encourage scholars and HRM professionals to enable superiors to provide support to their employees. Keywords: public service motivation, organizational commitment, intention to quit, perceived superior support Public Service Motivation and its relationships to Organizational Behavior Perry and Wise's first definition for PSM (1990) positions the concept in a wider sense as an attitude vis-à-vis society and others and not vis-à-vis work and the organization. Each of Perry's four dimensions of PSM (Attraction to public policy making; Commitment to public interest/civic duty; Compassion; Self-sacrifice) fall under at least one of the three categories of motive according to Knoke and Wright-Isak (1982): rational, normative and affective. The "motives" indicate the need an individual is seeking to satisfy: rational motives produce actions founded on maximizing individual usefulness, normative needs result in efforts to conform to valued norms such as altruism or loyalty and affective needs can arouse emotional responses triggered by the social context.As mentioned above, the first definition for PSM (Perry and Wise, 1990) as "the individual predisposition to respond to motives brought to bear primarily, if not uniquely, by institutions and public organizations" positions the concept in a wider sense as an attitude vis-à-vis society and others and not vis-à-vis work and the organization. In an attempt to unify the various work undertaken in this field, Hondeghem and Vandenabeele (2005, p. 466) proposed a definition of PSM as the "conviction, values and attitudes that go beyond personal interests, or that of the organization, to take into account a greater political entity and that, in public interaction, results in motivation to have a particular behavior".