The role of Public Service Motivation and Organizational Culture for Organizational Commitment

Abstract

SummaryThe aim of the our paper is to discuss the relationships between organizational culture, Public Service Motivation (PSM) and organizational commitment (OC). On the basis of literature review we formulated hypotheses presenting potential relationships between mentioned constructs. We propose that there is a mutual influence between PSM and organizational culture and that organizational culture moderates the influence of Public Service Motivation on organizational commitment. Due to the presence of variables on different levels of analysis, we also discuss some issues of multilevel approach.

The effect of organizational culture on the organizational commitment: Evidence from hotel industry

“…Dwivedi et al (2014), Manetje and Martins (2009) believe on the existence of a positive relationship between the culture and commitment in the organizations. Noticeable scholars in the field of organizational culture and commitment (Ahmed Shah et al, 2012;Austen & Zacny, 2015;Lok & Crawford 2004;Silverthorne, 2004) confirmed that there is a positive relationship between organizational culture and commitment, and found that employees' performance enhancement and commitment have been affected positively by organizational culture (Austen & Zacny, 2015;Lok & Crawford, 2004). It has been also recognized that the strength of the organizational culture increases the organizational commitment of the employees (Ahmed Shah et al, 2012;Austen & Zacny, 2015;Dwivedi et al, 2014).…”

“…Noticeable scholars in the field of organizational culture and commitment (Ahmed Shah et al, 2012;Austen & Zacny, 2015;Lok & Crawford 2004;Silverthorne, 2004) confirmed that there is a positive relationship between organizational culture and commitment, and found that employees' performance enhancement and commitment have been affected positively by organizational culture (Austen & Zacny, 2015;Lok & Crawford, 2004). It has been also recognized that the strength of the organizational culture increases the organizational commitment of the employees (Ahmed Shah et al, 2012;Austen & Zacny, 2015;Dwivedi et al, 2014). Moreover, the Literature shows that number of researchers argued that factors of innovative and supportive cultures have strong positive relationship with organizational commitment and job satisfaction, whereas factor of bureaucratic cultures have a negative relationship with the organizational commitment (Li, 2004;Lok & Crawford, 2004;Manetje & Martins, 2009;Abdul Rashid et al, 2003;Silverthorne 2004).…”

“…From different perspective, Austen and Zacny (2015) studied the link between organizational culture, public service motivation and organizational commitment in public service sector, and found that there is a communal influence between public service motivation and organizational culture and that organizational culture moderates the influence of Public Service Motivation on organizational commitment. Similarly, Acar (2012), who studied the relationship between organizational culture, leadership styles and organizational commitment in Turkish logistics industry, found that employees, who belong to the culture of their organization and accept the organizations' objectives, are those who are more likely to be committed toward their organization.…”

Relationship of Public Service Motivation with Organizational Commitment and Job Satisfaction: A Mediating Role of Person-Organization Fit in Afghanistan s Public Sector

“…In Austen and Zacny's (2015) study, organizational culture, involving organizational values, physical environment, and an organization's overall climate, is a moderator that adjusts the relationship between the APS and CPV dimensions of PSM, and organizational commitment. Note that the mechanism is different from that of the mediation relationships through the perception of P-O fit, because here we attribute the insignificant direct result to the moderation through facing the organizational culture and being affected unconsciously.…”

An Uphill Task for POSHAN Abhiyan: Examining the Missing Link of ‘Convergence’

“…problems, policies and politics [21]. There is a need to focus on the relative roles of each department with respect to the commitment and motivation, funding, administration, organization and service delivery [22]. The POSHAN Mission is highly ambitious in aiming for a targeted reduction of key malnutrition indicators by 2022, and needs to meticulously address the emerging crisis of declines in IYCF indicators.…”