调查高参与度氛围和公共服务动机对公共部门参与度、绩效和意义的影响

IF 3.1 4区 管理学 Q2 MANAGEMENT
Alex J. Scrimpshire, Bryan D. Edwards, Durand H. Crosby, Scott Anderson
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引用次数: 2

摘要

尽管做了很多研究,但还是有太多的员工对工作不投入。因此,本研究使用公共部门设置来调查最有可能与敬业度相关的变量(例如公共服务动机和高参与氛围),并展示了与相关结果(例如工作绩效和感知意义)的概念和经验联系。设计/方法/方法在一个工作周内,作者分析了公共服务部门员工敬业度水平的驱动因素和结果,以及员工敬业度的中介效应。研究发现:员工敬业度在公共服务动机和高参与氛围的自变量与主管评价员工绩效和意义性的结果之间起着中介作用。所有直接和间接影响均具有统计学显著性和正性。研究局限性/启示作者的样本是一个非营利性政府机构,因此结果可能缺乏普遍性。虽然自决理论(SDT)指导了他们对变量和假设的选择,但他们并没有测量与SDT相关的特定需求满足(能力、相关性和自主性)。实践启示公共服务组织的管理者可能希望通过管理者技能培训招聘具有高公共服务动机的员工,并营造一种高度参与的氛围。原创性/价值本文对SDT进行了元分析,以测试自主动机确定形式下的变量的影响,并调查它们对敬业度和其他积极组织结果(例如工作绩效和感知意义)的影响。此外,作者还响应了将参与研究扩展到特定行业部门(如公共部门)的呼吁。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Investigating the effects of high-involvement climate and public service motivation on engagement, performance, and meaningfulness in the public sector
PurposeDespite much research, too many employees are disengaged in their work. As such, the present research uses a public sector setting to investigate variables (e.g. public service motivation and high-involvement climate) most likely associated with engagement and demonstrates a conceptual and empirical link to relevant outcomes (e.g. job performance and perceived meaningfulness).Design/methodology/approachAcross a work week, the authors analyze the drivers and outcomes of public service employees’ engagement levels and the mediating effect of employee engagement.FindingsEmployee engagement mediated the positive relationship between the authors’ independent variables of public service motivation and high-involvement climate and our outcomes of supervisor-rated employee performance and meaningfulness. All direct and indirect effects were statistically significant and positive.Research limitations/implicationsThe authors’ sample is a nonprofit government agency, so the results may lack generalizability. Although self-determination theory (SDT) guided their choice of variables and hypotheses, they did not measure the specific needs satisfaction (competence, relatedness, and autonomy) associated with the SDT.Practical implicationsManagers in public-service organizations may want to recruit those high in public service motivation and institute a high-involvement climate via manager skill training.Originality/valueThis article follows a meta-analysis call on SDT to test the impact of variables that fall under the identified form of autonomous motivation, and investigate their impact on engagement and other positive organizational outcomes (e.g. job performance and perceived meaningfulness). Additionally, the author followed calls to extend engagement research to focus on specific industry sectors, such as the public sector.
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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