The New Public Service? Applying the Public Service Motivation Model to Nonprofit Employees

Word, Jessica; Carpenter, Heather L.

doi:10.1177/0091026013495773

Cited by 47 publications

(57 citation statements)

References 22 publications

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“…Only recently has it been noted that third-sector employees also share similar concern with services that enrich communities and civil society (e.g., Mann 2006; Park and Word 2012). As a difference to the public sector, however, it seems to be that thirdsector employees are not that interested in policy making (Word and Carpenter 2013) or servicing the public and public good, but instead their service motivation is more related to the local level (Lee and Wilkins 2011).…”

Section: Toward Work Engagement's Conceptual Model In the Third Sectormentioning

confidence: 99%

Work Engagement in the Third Sector

Selander

2014

Voluntas

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It has been assumed that third-sector organizations attract ideologically oriented employees. Therefore, employees consider their work as more meaningful. However, employees' ideological orientation has not been taken into account in previous studies on work engagement. With this in mind, the present study sets out to apply an extended job demand-resources (JD-R) model in a survey conducted with Finnish third-sector employees (N = 1,412). The results showed that thirdsector employees report higher work engagement than employees generally in the work engagement studies. In addition to job demands and resources, work engagement is associated with public service motivation and value congruence. Thus, public service motivation theory offers more insight into third-sector employees' work engagement than the conventionally used JD-R model.Résumé Les organisations du tiers-secteur sont supposées attirer les employés sensibles à une idéologie, qui attribueraient alors plus de sens à leur travail. Cependant, l'orientation idéologique des employés n'a pas été prise en compte dans les études précédentes portant sur l'engagement au travail. En gardant cela à l'esprit, la présente étude établit un modèle « besoins-ressources de travail » étendu pour l'appliquer à une enquête menée auprès d'employés du tiers-secteur finlandais (N = 1,412). Les résultats montrent que les employés du tiers-secteur indiquent un engagement au travail supérieur à celui des employés interrogés généralement dans les études portant sur l'engagement au travail. Outre les besoins et les ressources, l'engagement au travail est ici associé à la motivation de service public et à la congruence des valeurs. Ainsi, la théorie de la motivation de service public offre un meilleur éclairage sur l'engagement au travail des employés du tiers-secteur que le modèle besoins-ressources habituellement utilisé.Zusammenfassung Man ist bislang davon ausgegangen, dass Organisationen des Dritten Sektors ideologisch orientierte Mitarbeiter anziehen. Somit messen diese Mitarbeiter ihrer Arbeit eine größere Bedeutung bei. Doch in früheren Studien zum Arbeitsengagement wurde die ideologische Orientierung von Beschäftigten nicht berücksichtigt. Vor diesem Hintergrund wendet die vorliegende Studie bei der Befragung von finnischen Mitarbeitern im Dritten Sektor (N = 1,412) ein erweitertes Modell zu Arbeitsbelastungen und -ressourcen (Job-Demands-ResourcesModell) an. Die Ergebnisse zeigten, dass in den Studien zum Arbeitsengagement die Beschäftigten im Dritten Sektor ein größeres Arbeitsengagement angeben als andere Beschäftigte im Allgemeinen. Neben den Arbeitsbelastungen und -ressourcen wird das Arbeitsengagement mit der Motivation zu öffentlichen Dienstleistungen (Public Service Motivation) und der Wertekongruenz in Verbindung gebracht. Somit bietet die Theorie der Public Service Motivation einen tieferen Einblick in das Arbeitsengagement der Beschäftigten im Dritten Sektor als das konventionell angewandte Job-Demands-Resources-Modell.Resumen Se ha asumido que las organizaciones...

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Section: Toward Work Engagement's Conceptual Model In the Third Sectormentioning

confidence: 99%

Work Engagement in the Third Sector

Selander

2014

Voluntas

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“…While little research has explicitly examined the role of spirituality in these fields, the idea of work as a calling underpins many of the descriptions of work in the public and nonprofit sectors. Underlying the examination of motivation to work in these sectors is the idea of altruism or service to others (Houston and Cartwright 2007, Word and Carpenter 2010. The idea of work as a calling has a particular relevance in public and nonprofit work as it often engages employees in jobs that impact the lives of others in ways that are meaningful for the recipients of services and society.…”

Section: Work As a Callingmentioning

confidence: 99%

Engaging work as a calling: examining the link between spirituality and job involvement

Word

2012

Journal of Management, Spirituality & Religion

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This research examines the link between workplace spirituality and job involvement. The literature on job involvements suggests that meaningful work has the potential to increase both employee satisfaction and organizational outcomes. Workplace spirituality has the potential to increase job involvement of employees across different organizational types and professions by engaging individuals in meaningful ways. The integration of job involvement into research on spirituality also has the potential to provide clear empirical evidence to support the value of workplace spirituality for organizations. We also discuss concerns for individuals and organizations that integrate spirituality and directions for future research.

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“…Compassion is defined as having a general love for people (Word and Carpenter 2013) A PSM study in Denmark found nurses had higher levels of compassion and increased job satisfaction (Andersen and Kjeldsen 2013). Liu et al (2014) also found evidence that high levels of compassion increased job satisfaction though amongst Chinese social workers.…”

Section: Compassionmentioning

confidence: 99%

“…However, other scholars see the key role of social justice is to help those in society that are seen as underserved (Word and Carpenter 2013). Campaigns for change at community levels are increasingly prevalent (Cairns et al 2010).…”

Section: Social Justicementioning

confidence: 99%

The public service-motivated volunteer devoting time or effort: a review and research agenda

Costello

Homberg

Secchi

2017

Voluntary Sector Review

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The purpose of this conceptual paper is to further the understanding of how evolving volunteer trends impact upon volunteering intensity. The aim is to provide clarity by integrating to the volunteer literature a theoretical framework which can be adapted to different ways people volunteer and thus may inform subsequent empirical work. First, we address academic debates concerning the measurement of volunteer effort. Second, we propose using Public Service Motivation (PSM) theory as a means to understand the motivation of volunteers across sectors. We suggest that different PSM dimensions may be more dominant in different volunteer settings and incorporate person-organization fit as a means to understand the relationship between PSM and volunteering intensity. Finally, this article proposes directions for future research.

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The New Public Service? Applying the Public Service Motivation Model to Nonprofit Employees

Cited by 47 publications

References 22 publications

Work Engagement in the Third Sector

Work Engagement in the Third Sector

Engaging work as a calling: examining the link between spirituality and job involvement

The public service-motivated volunteer devoting time or effort: a review and research agenda

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