Sung Min Park

ABSTRACT This analysis of over 6,900 federal employees’ responses to the Merit Principles Survey 2000 examines the influences of leadership and motivational variables, and especially public service motivation, on the “outcome” variables job satisfaction, perceived performance, quality of work, and turnover intentions. CFA confirms a factor structure for transformation-oriented leadership (TOL), public service-oriented motivation (PSOM), transaction-oriented leadership (TSOL), and extrinsically o

This study examines the constructs and the effects of three subdimensions of federal employees' organizational commitment—affective, normative, and continuance. Using the Merit Systems Protection Board (MSPB) 2000 survey instrument and employing an exploratory and confirmatory factor analysis, multivariate regression, and a structural equation model, the authors empirically test and measure (a) the dimensionality of the three commitment constructs, (b) how and to what extent antecedent variables

This research draws upon a survey of nonprofit and state government managers to examine the role service motivation plays in both sectors. The research addresses three main research questions: 1) What are the main motivational dimensions and constructs of managers in the public and nonprofit sectors? 2) How are these different types of work motivations related to each other? and 3) What differences exist between these sectors in terms of level of intrinsic and extrinsic work motivation? Our find

Abstract This article tests hypotheses about the effects of two types of work motivation (i.e. intrinsic motivation and extrinsic motivation) and four types of social communication on three important work dispositions (i.e. job involvement, red tape, and perceived organizational effectiveness) among 790 managers employed in public agencies in the states of Illinois and Georgia. The results show that intrinsic motivation is significantly associated with public managers' job involvement, perceptio

Ethical values and performance have gained importance in the Korean public sector because of the new public management wave and social issues such as corruption. This study examines how the effects of types of organizational culture, such as performance-driven culture and ethics-driven culture, serve as the antecedents of public service motivation (PSM) among central government agencies, public enterprises, and executive agencies in Korea. Furthermore, it investigates how trust in top management

Organizational and societal mechanisms that ensure whistle-blowing in the public sector are required. Although many studies have explored a set of whistle-blowing determinants, few have explored the relationship and role of individual and attitudinal factors in influencing whistle-blowing in the public sector. To close this gap, this study considers the theoretical lenses of social exchange and self-determination theories, proposing that trustful leadership and organizational justice are the mos

The purpose of this study is to probe the main determinants of organizational trust, as identified in the relevant literature: cognition-based (i.e., rational) trust and affect-based (i.e., relational) trust. This study explores the nature of trust among public employees and identifies important antecedents and moderating conditions based on systematic and rigorous empirical research. Using large data sets from Merit Principles Survey (MPS) and Best Places to Work (BPTW), as well as drawing upon

The purpose of this study is to probe the main determinants of job satisfaction (JS) and turnover intention (TI) in the public sector, as identified in the relevant literature: goal congruence, intrinsic and extrinsic work motivation, and interpersonal trust. Drawing on Simon’s two-factor theory, as well as employing a systematic conceptual and empirical model, this research analyzes two dimensions of TI among public employees (conflictual TI and developmental TI) to identify important anteceden

본 연구는 중앙공무원들을 대상으로 공공부문의 전략적 인적자원관리 시각에서 개인-직무 적합성(P-J Fit), 개인-조직 적합성(P-O Fit), 신뢰(대인신뢰, 조직신뢰), 그리고 조직결과(직무만족, 공직봉사동기) 간의 인과관계를 분석하였다. 즉, 공공기관에서 개인-직무-조직 간 적합성을 높이고자 하는 전략적 인적자원관리의 접근 방식이 신뢰를 매개로 하여 조직결과에 어떠한 영향을 미치는지 검증하고자 하였고, 이러한 변수 간의 관계를 파악하기 위해 공분산구조분석을 실시하여 실증적인 가설 검증을 시도하였다. 또한 양적 연구에서 나타나는 여러 가지 한계점을 보완하고자 질적 연구의 일환으로 공공부문 종사자를 대상으로 심층 인터뷰를 실시하였다. 본 연구를 통해 첫째, 개인-조직 적합성은 대인신뢰와 조직신뢰에 긍정적인 영향을 주는 것으로 나타난 반면, 개인-직무 적합성은 대인신뢰와 조직신뢰에 크게 영향을 미치지 않는 것으로 나타났다. 둘째, 대인신뢰와 조직신뢰 모두 직무만족에는 긍정적인 영향을

Purpose – The purpose of this paper is to investigate the role of non-profit service motivation (NPSM) as a cognitive dimension in the enhancement of managerial accountability of Korean NGO employees. Hypotheses and a research model were designed to determine the antecedent and consequence factors of NPSM from the perspective of the self-determinants theory, social learning theory, and social exchange theory. Design/methodology/approach – This study relies on quantitative data obtained from Kore

Scholars have noted that United States federal government reforms come in waves ( Barley and Kunda, 1992 ; Kettl, 2002 ; Light, 1998 ), often accompanied by values that alternate between rational and normative conceptions of public administration and service. The idea of alternation also suggests the importance of time in gauging the effect of new reforms when previous reforms have accumulated from the past (see Pollitt, 2008 ). Time is a necessary variable in implementing reforms; time is cruci

Abstract In order to maximize the value of human resources, today's reformers have abandoned traditional merit systems, calling instead for public personnel management systems based on a set of new principles known as managerialism. The study at hand, conceived within a principal–agent theoretical framework and using a confirmatory factor analysis (CFA), a hierarchical regression model and a structural equation model (SEM), probed four personnel reform effects in the state of Georgia: (1) a mone

This study identifies the antecedents of non-profit public service motivation (NPSM) and employee outcomes using Korean non-profit acceptance of performance appraisal system (APAS) survey data. We test an NPSM model and examine the concept through public service motivation (PSM) in the non-profit sector. We then apply findings on work motivation, PSM, and performance appraisal systems to quantitative research and test several hypotheses concerning how (1) the non-profit sector’s APAS affects and

Creativity is a focal area of interest in public administration because it is an important resource that helps organizations in the public sector respond effectively to complex and growing challenges. The impact of organizational leadership and employee empowerment on creative tendency was examined empirically using the 2013 Federal Employee Viewpoint Survey (FEVS) data. The findings suggest that organizational leadership factors have different impacts on the creative tendency. Furthermore, empl