What affects the turnover intention of civil servants: Evidence from Bhutan

IF 2.1 4区管理学 Q2 PUBLIC ADMINISTRATION

Australian Journal of Public Administration Pub Date : 2022-12-27 DOI:10.1111/1467-8500.12573

Assel Mussagulova, Mehmet Akif Demircioglu

{"title":"What affects the turnover intention of civil servants: Evidence from Bhutan","authors":"Assel Mussagulova, Mehmet Akif Demircioglu","doi":"10.1111/1467-8500.12573","DOIUrl":null,"url":null,"abstract":"<div>\n \n \n <section>\n \n <p>Research utilising self-determination theory (SDT) and, in particular, the concept of need satisfaction in public organisations has been increasing in recent years. At the same time, most studies are using insights from SDT, and are not really testing them. In fact, we still have limited knowledge on the outcomes of need satisfaction for civil servants. In this study, we aim to understand how need satisfaction affects the intrinsic motivation of civil servants, as well as their intention to leave the organisation in which they currently work. Using original data from 580 civil servants in Bhutan, this study finds that need satisfaction matters for intrinsic motivation and turnover intention. More specifically, this study finds that while need satisfaction has a positive effect on intrinsic motivation, it has a negative effect on turnover intention. Intrinsic motivation also mediates this relationship. To reduce turnover intention, policymakers may need to enhance public sector employees’ need satisfaction and their intrinsic motivation. These findings are consistent with Bhutan's context, in which happiness and human connection and fulfilment are more important than economic values.</p>\n </section>\n \n <section>\n \n <h3> Points for practitioners</h3>\n \n <div>\n <ul>\n \n <li>Civil servants of Bhutan whose needs are satisfied are more likely to be intrinsically motivated and less likely to express an intention to quit their jobs.</li>\n \n <li>To reduce turnover intention, policymakers may need to enhance public sector employees’ need satisfaction and their intrinsic motivation.</li>\n </ul>\n </div>\n </section>\n </div>","PeriodicalId":47373,"journal":{"name":"Australian Journal of Public Administration","volume":null,"pages":null},"PeriodicalIF":2.1000,"publicationDate":"2022-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Australian Journal of Public Administration","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/1467-8500.12573","RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PUBLIC ADMINISTRATION","Score":null,"Total":0}

引用次数: 2

Abstract

Research utilising self-determination theory (SDT) and, in particular, the concept of need satisfaction in public organisations has been increasing in recent years. At the same time, most studies are using insights from SDT, and are not really testing them. In fact, we still have limited knowledge on the outcomes of need satisfaction for civil servants. In this study, we aim to understand how need satisfaction affects the intrinsic motivation of civil servants, as well as their intention to leave the organisation in which they currently work. Using original data from 580 civil servants in Bhutan, this study finds that need satisfaction matters for intrinsic motivation and turnover intention. More specifically, this study finds that while need satisfaction has a positive effect on intrinsic motivation, it has a negative effect on turnover intention. Intrinsic motivation also mediates this relationship. To reduce turnover intention, policymakers may need to enhance public sector employees’ need satisfaction and their intrinsic motivation. These findings are consistent with Bhutan's context, in which happiness and human connection and fulfilment are more important than economic values.

Points for practitioners

Civil servants of Bhutan whose needs are satisfied are more likely to be intrinsically motivated and less likely to express an intention to quit their jobs.
To reduce turnover intention, policymakers may need to enhance public sector employees’ need satisfaction and their intrinsic motivation.

查看原文本刊更多论文

影响公务员离职意向的因素:来自不丹的证据

近年来，利用自我决定理论(SDT)的研究，特别是公共组织中需求满足的概念一直在增加。与此同时，大多数研究都是使用SDT的见解，而不是真正地测试它们。事实上，我们对公务员需求满足的结果了解仍然有限。在这项研究中，我们旨在了解需求满意度如何影响公务员的内在动机，以及他们离开目前工作的组织的意愿。本研究使用来自不丹580名公务员的原始数据，发现需求满意度对内在动机和离职倾向有影响。更具体地说，本研究发现需求满足对内在动机有正向影响，而对离职倾向有负向影响。内在动机也起到中介作用。为了降低离职倾向，决策者可能需要提高公共部门员工的需求满意度和他们的内在动机。这些发现与不丹的情况一致，在不丹，幸福、人际关系和成就感比经济价值更重要。从业人员得分不丹的公务员，其需求得到满足更有可能是内在的动机，不太可能表达辞职的意图。为了降低离职倾向，决策者可能需要提高公共部门员工的需求满意度和他们的内在动机。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Australian Journal of Public Administration PUBLIC ADMINISTRATION-

CiteScore

4.40

自引率

9.10%

发文量

期刊介绍： Aimed at a diverse readership, the Australian Journal of Public Administration is committed to the study and practice of public administration, public management and policy making. It encourages research, reflection and commentary amongst those interested in a range of public sector settings - federal, state, local and inter-governmental. The journal focuses on Australian concerns, but welcomes manuscripts relating to international developments of relevance to Australian experience.