scholarly journals Should I Stay or Should I Go: The Impact of Public Duty Motivation on Turnover Intentions

2013 ◽  
Vol 28 (2) ◽  
pp. 1-24
Author(s):  
Jeon So Hee ◽  
Robertson Peter J.
Keyword(s):  
Federal Government ◽  
Public Service ◽  
Turnover Intentions ◽  
Data Availability ◽  
Public Employees ◽  
Indirect Measure ◽  
Exit Strategies ◽  
The Impact ◽  
The Relationship ◽  
Exit Options

Despite the expansion of public service motivation (PSM) research in recent years, only a few studies have linked PSM with public employees` turnover, and they have typically understood turnover as a dichotomous decision of staying versus leaving. Unlike previous research, we explore the relationship by taking into account various exit options. Utilizing data from the 2005 Merit Principles Survey, we classify public employees` exit strategies into four types-not leaving, retiring, moving to another federal agency, and resigning from federal service-and examine how an indirect measure of PSM influences which of these exit strategies they intend to follow. We employ the indirect measure due to data availability; following previous research, we name this measure public duty motivation. Our findings suggest that the impact of public duty motivation varies across intended exit strategies: it decreases the likelihood of public employees intending to retire, while it leads them to be more likely to intend to move to another job within the federal government. In contrast, it is not a significant predictor of public employees` intention to resign from federal service.

Does Perceptions of Organizational Prestige Mediate the Relationship Between Public Service Motivation, Job Satisfaction, and the Turnover Intentions of Federal Employees?

2020 ◽  
pp. 009102602095281
Author(s):  
Leonard Bright
Keyword(s):  
Job Satisfaction ◽  
Public Service ◽  
Turnover Intentions ◽  
Public Service Motivation ◽  
Public Employees ◽  
Federal Employees ◽  
The Public ◽  
Transportation Security Administration ◽  
Negative Images ◽  
The Relationship

Public opinion polls consistently suggest that government employment is not considered to be highly prestigious by most Americans. These negative images are likely to stifle the public sector’s recruitment and retention efforts. Scholars have suggested that individuals with high levels of public service motivation (PSM) are better equipped to work in these environments, yet no studies can be found that have directly explored the relationships between PSM and the perceptions that public employees hold regarding the images that citizens hold of their organizations. This article sought to fill this gap in the literature by exploring the extent to which perceptions of organizational prestige (POP) mediate the relationship between PSM and the job satisfaction and turnover intentions of public employees. Using a sample of federal employees working for the Transportation Security Administration in Oregon, this study found that POP fully mediated the relationship between PSM and turnover intentions and partially mediated the relationship between PSM and job satisfaction. The implications of these findings are discussed.

Does psychological empowerment condition the impact of public service motivation on perceived organizational performance? Evidence from the US federal government

2021 ◽  
pp. 002085232110089
Author(s):  
Jae Young Lim ◽  
Kuk-Kyoung Moon ◽  
Robert K. Christensen
Keyword(s):  
Organizational Performance ◽  
Federal Government ◽  
Public Service ◽  
Psychological Empowerment ◽  
Public Service Motivation ◽  
Psychological State ◽  
Work Related ◽  
The Us ◽  
Us Federal Government ◽  
The Impact

Although the relationships between public service motivation and work-related outcomes are contingent on an employee’s psychological state, little empirical evidence exists on whether psychological empowerment conditions the relationship between public service motivation and perceived organizational performance in public organizations. This study addresses this gap by examining data from the 2010 US Merit Principles Survey on psychological empowerment’s moderating role between public service motivation and the perceived achievement of organizational goals, as well as the perceived quality of work-unit products and services in the US federal government. First, the findings indicate that public service motivation and psychological empowerment improve both of these perceived organizational performance measures. Second, the findings indicate that the link between public service motivation and perceived organizational performance is slightly enhanced when public employees feel more psychologically empowered. Points for practitioners This article offers practical lessons for practitioners who are concerned about improving organizational performance. Emphasizing the importance of psychological empowerment in strengthening the link between public service motivation and perceived organizational performance, the article suggests a critical need to cultivate psychological empowerment in the public sector, which has been under heavy pressure to do more with less in a rapidly changing environment.

Racial dissimilarity and diversity climate effect organizational identification

2016 ◽  
Vol 35 (5/6) ◽  
pp. 314-327 ◽  
Author(s):  
Brooklyn Cole ◽  
Raymond J. Jones ◽  
Lisa M. Russell
Keyword(s):  
Organizational Identification ◽  
Turnover Intentions ◽  
Ordinary Least Squares ◽  
Important Variable ◽  
Hierarchical Regression ◽  
Diversity Climate ◽  
Climate Effect ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor. Design/methodology/approach Ordinary least squares hierarchical regression analysis was run for hypotheses testing. Findings Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported. Practical implications OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives. Originality/value This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.

Leader positive humor and organizational cynicism: LMX as a mediator

2014 ◽  
Vol 35 (4) ◽  
pp. 305-315 ◽  
Author(s):  
Panagiotis Gkorezis ◽  
Eugenia Petridou ◽  
Panteleimon Xanthiakos
Keyword(s):  
Mediating Effect ◽  
Hierarchical Regression ◽  
Public Employees ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Cynicism ◽  
Member Exchange ◽  
Sectional Analysis ◽  
The Impact ◽  
The Relationship

Purpose – Leader-member exchange (LMX) has been proposed as a core mechanism which accounts for the impact of various antecedents on employee outcomes. As such, the purpose of this paper is to examine the mediating effect of LMX regarding the relationship between leader positive humor and employees’ perceptions of organizational cynicism. Design/methodology/approach – Data were collected from 114 public employees. In order to examine the authors’ hypotheses hierarchical regression analysis was conducted. Findings – As hypothesized, results demonstrated that LMX mediates the relationship between leader positive humor and organizational cynicism. Research limitations/implications – Data were drawn from public employees and, therefore, this may constrain the generalizability of the results. Also, the cross-sectional analysis of the data cannot directly assess causality. Originality/value – This is the first empirical study to examine the mediating effect of LMX in the relationship between leader humor and employees’ perceptions of organizational cynicism.

scholarly journals A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

2011 ◽  
Vol 24 (1) ◽  
pp. 75-102
Author(s):  
Junho Lee ◽  
Jihwan Park
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Task Conflict ◽  
Mediating Effects ◽  
Intragroup Conflict ◽  
Chinese Workers ◽  
The Impact ◽  
The Relationship ◽  
And Task

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

scholarly journals Public Service Motivation and Individual Job Performance

2021 ◽  
pp. 254-277
Author(s):  
Adrian Ritz ◽  
Wouter Vandenabeele ◽  
Dominik Vogel
Keyword(s):  
Public Service ◽  
Indirect Effects ◽  
Individual Performance ◽  
Public Service Motivation ◽  
Service Performance ◽  
Future Research ◽  
Public Employees ◽  
Great Relevance ◽  
The Relationship

When pressure on human resource departments to make government more efficient is increasing, it is of great relevance to understand employees’ motivation and the fit of an employee with their job, as both contribute strongly to service performance. Therefore, this chapter discusses the role of public employees’ motivation and its relationship to individual performance. More specifically, this relationship is examined by focusing on public service motivation (PSM), a stream of research developed during the last three decades stressing the service orientation of public employees’ identity. Theoretically, how the relationship between PSM and individual performance is dependent on institutions is discussed, and an overview of the existing empirical evidence concerning this relationship is provided. The literature review discusses a variety of aspects such as direct vs. indirect effects, type of performance used, how performance is measured, and effect sizes. Finally, several avenues for future research are proposed, including methodological strategies.

A Comparison of Activity-Based Costing and Time-Driven Activity-Based Costing

2017 ◽  
Vol 30 (1) ◽  
pp. 143-167 ◽  
Author(s):  
Sophie Hoozée ◽  
Stephen C. Hansen
Keyword(s):  
Numerical Experiment ◽  
Data Availability ◽  
Activity Based Costing ◽  
Analytical Comparison ◽  
Resource Information ◽  
Two Systems ◽  
System Maps ◽  
The Impact ◽  
The Relationship ◽  
Activity Information

ABSTRACT The relationship between activity-based costing (ABC) and time-driven activity-based costing (TDABC) has not been systematically investigated. We compare the two systems analytically and via a numerical experiment. Our analytical comparison generates formulas that describe how each system maps resources to activities and finally to products. We demonstrate that ABC aggregates resource-to-activity information by resources (columns), while TDABC selects partitions of activity-by-resource information. Our numerical experiment shows that TDABC is more accurate than ABC when traceability of resources to activities is high and activity traceability to products is low, while ABC is more accurate when activities are more traceable to products, irrespective of the level of resource traceability to activities. Finally, we examine the impact of hybridizing an ABC (TDABC) system with TDABC (ABC). We find that adding one ABC element into a TDABC system usually improves accuracy. However, adding one TDABC element into an ABC system usually substantially degrades accuracy. Data Availability: The simulated datasets are available from the first author on request.

scholarly journals Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government

2018 ◽  
Vol 49 (4) ◽  
pp. 482-494 ◽  
Author(s):  
Meghna Sabharwal ◽  
Helisse Levine ◽  
Maria D’Agostino ◽  
Tiffany Nguyen
Keyword(s):  
Federal Government ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Theory And Practice ◽  
Turnover Rates ◽  
Workplace Practices ◽  
The Impact ◽  
The U.S ◽  
Workplace Inclusion ◽  
The Invisible

The federal government lags behind in progressive civil rights policies in regard to universal workplace antidiscrimination laws for lesbian, gay, bisexual, and transgender (LGBT) Americans. The slow progress matters to inclusionary workplace practices and the theory and practice of public administration generally, as recognition of LGBT rights and protection are constitutive of representative bureaucracy and promoting social equity. This study examines the turnover intention rates of self-identified LGBT employees in the U.S. federal government. Using the Office of Personnel Management’s inclusion quotient (IQ), and 2015 Federal Employee Viewpoint Survey (FEVS), we identify links in the relationships between workplace inclusion and turnover outcomes among LGBT individuals. We also examine the impact of agency type on LGBT turnover rates based on Lowi’s agency classification type. Key findings suggest that LGBT employees express higher turnover intentions than those that identify as heterosexuals/straight, and LGBT employees who perceive their agencies as redistributive or communal are less likely to experience turnover intentions. However, an open and supportive workplace environment had a positive impact on turnover, suggesting that to implement effective structural change in an organization’s culture of inclusion, public sector managers must do more than merely “talk the talk.” This finding is also suggestive of LGBT employees’ desire to avoid the stigma of being LGBT and hide their identities. Institutions must heed the invisible and visible identities of their employees to be truly inclusive. Workplace practices that acknowledge the invisible and visible identities of their employees are a positive step toward real workplace inclusion.

scholarly journals PEMANFAATAN TEKNOLOGI DALAM MENUNJANG IMPLEMENTASI GOOD GOVERNANCE DI BADAN LAYANAN UMUM PEMERINTAH

2015 ◽  
Vol 5 (1) ◽  
Author(s):  
Fadhilah Mathar, Fadhilah Mathar
Keyword(s):  
Information And Communication Technology ◽  
Communication Technology ◽  
Public Service ◽  
Good Governance ◽  
Organization Design ◽  
Research Paper ◽  
Service Agency ◽  
Information And Communication ◽  
The Impact ◽  
The Relationship

The research paper discusses about  the relationship between technology utilization and organization design with good governance in public service agency (badan  layanan umum/BLU). Public services institutions have been frequently impaired by corruption. Transforming the good governance principles in organization becomes a critical agenda to decrease the impact of such corruptive actions.Technology and organization design theoritically proposed as two of antecedent variables encouraging the acceleration of such transformation. The research paper is propositional paper. Keywords: good governance, information and communication technology, organization design,  public  service agency (badan layanan umum/BLU)

scholarly journals REPRESENTATIVE BUREAUCRACY IN NIGERIA PUBLIC SERVICE AND THE PROBLEM OF SUSTAINABLE NATIONAL DEVELOPMENT: ISSUES AND POLICY RECOMMENDATIONS

2018 ◽  
Vol 3 (2) ◽  
pp. 157
Author(s):  
Augustine E. Onyishi
Keyword(s):  
Public Service ◽  
National Development ◽  
Representative Bureaucracy ◽  
Secondary Source ◽  
Ethnic Conflicts ◽  
Ethnic Representation ◽  
Merit System ◽  
Heterogeneous Societies ◽  
The Impact ◽  
The Relationship

The term representative bureaucracy is not exclusively related to the Nigeria administrative system, it has gained popularity and become acceptable public policy in most heterogeneous societies globally, especially in the area of recruitment as well as promotion of personnel in public institutions. The principle arise in Nigeria  out of the need to ameliorate  the prevalent ethnic conflicts, arising out of the competition over the control of political power, government appointments  and employment as well as admission into federal universities in Nigeria. This study attempt to examine the impact of this policy in Nigeria public service on sustainable national development with data mostly generated from the secondary source, to analyze the relationship between the two variables. Using the Marxist political economy theory as its framework of analysis, this study argues that the brand of representative bureaucracy practiced in Nigeria public service is hostile to sustainable national development.  It however, recommends that there is need to revert to merit system instead of ethnic representation in employment into Nigeria public service as well as the federal universities since it is evident that the present arrangement has failed in all ramifications and has arrested any form of sustainable national development

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