Do high-PSM public employees like extrinsic rewards? A latent class analysis

IF 1.6 Q3 PUBLIC ADMINISTRATION
Chengwei Xu, Assel Mussagulova, Chung-an Chen, Ming-Feng Kuo
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引用次数: 2

Abstract

ABSTRACT Scholarship examining public service motivation (PSM) in multi-incentive settings is still insufficient. Though previous studies have extensively tested the nomological networks of PSM, they paid less attention to differences between individual preferences. Drawing on latent class analysis (LCA), this study addresses this gap by focusing on these differences in a multi-incentive setting instead of merely investigating relationships between variables. The analysis established a four-class model that classified 1286 Chinese respondents into four groups based on their PSM level and responses to three types of rewards (i.e., intrinsic, intangible extrinsic, and tangible extrinsic rewards). Results demonstrated that: among the respondents, (1) 32.49% with low PSM preferred tangible extrinsic rewards; (2) 19.3% with moderate PSM showed a preference for intangible extrinsic rewards; (3) 35.94% with high PSM reported a desire for tangible extrinsic rewards; and (4) 12.26% with high PSM showed a preference for all three types of rewards. Findings support the argument that PSM may be compatible with tangible and intangible extrinsic rewards.
高psm公务员喜欢外在奖励吗?潜在类分析
在多激励环境下研究公共服务动机(PSM)的学术研究仍然不足。虽然以前的研究已经广泛地测试了PSM的法则网络,但他们很少关注个体偏好之间的差异。利用潜在类分析(LCA),本研究通过关注多激励设置中的这些差异来解决这一差距,而不仅仅是调查变量之间的关系。分析建立了一个四类模型,将1286名中国受访者根据他们的PSM水平和对三种奖励(即内在奖励、无形奖励和有形奖励)的反应分为四类。结果表明:在被调查者中,(1)32.49%的低PSM者更倾向于有形的外部奖励;(2) 19.3%的中等PSM组表现出对无形外部奖励的偏好;(3) 35.94%的高PSM受访者对有形的外部奖励有渴望;(4) 12.26%的高PSM组对三种奖励均有偏好。研究结果支持PSM可能与有形和无形的外部奖励相容的论点。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
4.50
自引率
20.70%
发文量
25
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