组织声誉感知是否在公共服务动机、工作满意度和联邦雇员离职意向之间起到中介作用?

IF 3.1 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Leonard Bright
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引用次数: 21

摘要

民意调查一致表明,大多数美国人并不认为政府工作很有声望。这些负面形象可能会扼杀公共部门的招聘和留住努力。学者们认为,具有高水平公共服务动机(PSM)的个人更适合在这些环境中工作,但没有研究直接探讨PSM与公共雇员对公民对其组织的形象的看法之间的关系。本文试图通过探索组织威望(POP)的感知在多大程度上调解PSM与公共雇员的工作满意度和离职意向之间的关系来填补这一空白。本研究以俄勒冈州运输安全管理局联邦雇员为样本,发现POP在离职意向与离职意向之间具有完全中介作用,在离职意向与工作满意度之间具有部分中介作用。讨论了这些发现的意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Does Perceptions of Organizational Prestige Mediate the Relationship Between Public Service Motivation, Job Satisfaction, and the Turnover Intentions of Federal Employees?
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.
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来源期刊
CiteScore
6.00
自引率
3.30%
发文量
19
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