Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction

Breaugh, Jessica; Ritz, Adrian; Alfes, Kerstin

doi:10.1080/14719037.2017.1400580

Cited by 121 publications

(110 citation statements)

References 50 publications

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“…Adequate internal reliability was achieved (Cronbach alphas range between .61 and .81). Although reliability is lower than commonly accepted, it is comparable to other SDT research, reflects the low‐item count in the subscale (2–3) (e.g., Breaugh et al, ), and is at an acceptable level for explanatory research (Nunnally, ). Average Variance Extracted (AVE) is above .5 for all four constructs, indicating a good convergent validity (Fornell and Larcker, ).…”

Section: Methodsmentioning

confidence: 62%

Citizen participation in public administration: investigating open government for social innovation

et al. 2019

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In recent years, public sector organizations have increasingly focused on citizen contribution by adopting instruments known from open innovation. By collaborating with the periphery and leveraging external knowledge, government institutions initiate social innovation and stimulate a positive change for society. This article examines the involvement of citizens in an ideation platform initiated by a local government and investigates the motivations affecting participation intensity. Drawing on self-determination theory, we analyze what motivates citizens to participate in an open government platform and how these motivations influence participation quantity.Based on a survey among platform users and the analysis of usage data from the platform operator, we find that motivations of citizen participation in public administration greatly vary across forms of participation. Whereas, intrinsic motivation is positively associated with producing and consuming platform content, external and introjected regulation negatively relate to individuals' active contribution. At the same time, external regulation is positively associated with evaluation behavior.

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Section: Methodsmentioning

confidence: 62%

Citizen participation in public administration: investigating open government for social innovation

et al. 2019

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“…Hierarchical ascendancy and the lack of organizational objective particularity may have adverse repercussions on the PSM–job satisfaction link (Kjeldsen and Hansen, 2018). Individuals with relevant levels of PSM have more lasting job satisfaction in contrast to their low-PSM fellows (Breaugh et al, 2018).…”

Section: Motivational Attitudes and Behaviors Specific To Public Emplmentioning

confidence: 99%

An Integrated Psycho-Sociological Perspective on Public Employees’ Motivation and Performance

2019

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In the context of profound social, economic and financial changes, private and public organizations managers turn their attention towards the most valuable resource they have – the human resource (HR), the one that can ensure increased organizational performance. Using adequate HR policies and practices, organizations can build a positive work environment that sustains employees’ development, encourages communication, innovation, and pro-active attitudes and behaviors. However, managerial practices specific to the private sector do not seem to be the solution to the problems public institutions deal with. While specialists have mainly explored the link between human resources management (HRM) and performance in the private sector, due consideration ought to be paid to the particularities of this relationship in the public sector as well, and to the factors that influence public employees’ motivation and determine their level of performance. The purpose of our paper is to show that HRM in public institutions should be approached in a manner that focuses more on the work motivation theory, specifically on the psycho-sociological profile of the public employee, and argue that higher performance can be achieved by establishing a social exchange relationship between managers and the members of their teams. A supportive work environment positively impacts upon public employees’ performance, self-efficacy and job satisfaction, even though they are mainly driven in performing their tasks by intrinsic motivators and devotion to public values and interest.

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“…The direct relationship between PSM and job satisfaction has been supported by, among others, in Australia by Taylor (2008), in Belgium by Vandenabeele (2009), in China by Liu et al (2008), in Korea by Kim (2011) and in United States by Naff and Crum (1999). Perry and Wise (1990), Taylor (2008), as well as Kim (2012) and Breaugh et al (2017) argue that people with high public service motivation are more satisfied with their work in the public sector and more committed to the organizations they serve, precisely because they work in roles that satisfy their social orientation. Thus, the seventh hypothesis is formed as follow:…”

Section: Public Service Motivation and Job Satisfactionmentioning

confidence: 99%

“…Those theories differ because PSM does not require the presence of pleasant emotions that are characteristic of intrinsic motivation (Perry et al, 2010). Breaugh et al (2017) have shown that SDT is more related to job satisfaction and that employees with high levels of PSM have more stable job satisfaction than their lower-level counterparts. Andrews (2016) demonstrates that PSM and SDT are complementary theoretical approaches and that this complementarity can provide clearer guidance to supervisors and broaden their understanding of incentives in public services.…”

Section: Self Determination Theory and Public Service Motivationmentioning

confidence: 99%

Factors Affecting Motivation in the Public Sector under the Context of Self-Determination Theory and Public Service Motivation: The Case of the Hellenic Agricultural Insurance Organization (H.A.I.O.)

Martha¹,

Efstathios²

2019

IJEBA

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Purpose: The main aim of this study is to develop and test a conceptual framework that explores the factors that motivate employees in public services. The study is based on two theories, the Self Determination Theory (SDT), and the Public Service Motivation (PSM). Design/methodology/approach: The empirical testing of the proposed conceptual framework was conducted using a structured questionnaire that was distributed to 390 employees of a Greek public sector organization, namely the Hellenic Agricultural Insurance Organization (Η.Α.Ι.Ο.). The population of the study consists of 489 public servants. Exploratory factor analysis, confirmatory factor analysis and the structural equation modeling (SEM) technique were used to test the research hypotheses. Findings: Results highlight, among others, the importance of work autonomy and job satisfaction and their impact on employees' intrinsic motivation. Moreover, empirical results emphasize the need for building a supportive work environment that contributes on employee satisfaction, autonomy and relatedness. Results also confirm the existence of a positive relationship among intrinsic motivation, public service motivation and job performance. Practical implications: The findings suggest that in cases where external incentives are significantly limited (e.g., in the public sector), it is crucial to consider the importance of promoting and supporting intrinsic motivation and support public service incentives. Originality/value: Self-determination theory seems to be poorly explored in the Greek public sector, and moreover, in economies and countries with similar characteristics. Therefore, it seems crucial to increase the knowledge about the real value of self-determination theory as a work motivation approach, especially in the public sector. Finally, research results may help supervisors and business leaders to implement appropriate systems and practices that promote a supportive environment in the workplace.

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Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction

Cited by 121 publications

References 50 publications

Citizen participation in public administration: investigating open government for social innovation

Citizen participation in public administration: investigating open government for social innovation

An Integrated Psycho-Sociological Perspective on Public Employees’ Motivation and Performance

Factors Affecting Motivation in the Public Sector under the Context of Self-Determination Theory and Public Service Motivation: The Case of the Hellenic Agricultural Insurance Organization (H.A.I.O.)

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