Antecedents and outcomes of acceptance of performance appraisal system in Korean non-profit organizations

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 uniquely shapes non-profit workers’ motivation, (2) NPSM relates to organizational trust, and (3) organizational characteristics affect Korean non-profit employees. We discuss our findings’ implications for non-profit theory and practice.     

Examining public service motivation in the voluntary sector: implications for public management

Building on research about the nature of public service motivation (PSM) and its application outside the public sector, the authors provide a qualitative-based examination of PSM’s relevance to voluntary sector employees. In doing so, they explore how far their motivations extend beyond those encompassed within current conceptualizations of PSM and whether PSM research can be enriched through the adoption of qualitative methodologies. The findings suggest that PSM accounts for some, but not all, of the motives of voluntary sector employees and indicate that public sector managers involved in outsourcing public services need to be sensitive to their distinctive features.     

In Public Servants We Trust?: A behavioural experiment on public service motivation and trust among students of public administration,business sciences and law

Using a laboratory experiment with monetary rewards to explore the effect of self-reported public service motivation (PSM) on choosing to study public administration and on trust behaviour reveals that students of public administration behave more trusting and trustworthy than business sciences and law students. Self-reported PSM is positively associated with trust behaviour, but does not explain trust differences between the three groups. This indicates that the normative orientation that underlies self-reported PSM exerts a stronger influence on behaviour in a low-cost decision than in a high-cost decision with long-term consequences such as choosing a field of study.     

Public service motivation and customer service behaviour: testing the mediating role of emotional labour and the moderating role of gender

ABSTRACT

Prior research indicates that public service motivation (PSM) provides a motivational base for effective emotion regulation. This study extends this body of research by investigating how service workers in different gender groups regulate their emotions during service transactions. Analysis of survey data from public service workers in Thailand showed that ‘deep acting’ is the primary emotional labour strategy-linking PSM and customer service behaviour (CSB), whereas ‘surface acting’ does not play a mediating role. The results further revealed that PSM has a stronger association with male workers’ CSB only via deep acting. Theoretical and practical contributions are discussed.     

EVALUATING THE IMPACT OF LEGAL CHANGE ON NON-PROFIT AND FOR-PROFIT ORGANIZATIONS - The case of the Israeli longterm care insurance law

This article evaluates the impact of legal change on non-profit and for-profit organizations providing home care services mandated in the Israeli Long-Term Care Insurance Law, through the lens of neo-institutional and resource dependency theories. The findings of the study, which was conducted over a ten-year period, revealed that the distinctions between organizations in the two sectors are blurring due to coercive, mimetic, and normative isomorphism. Considerable dependence on government funding provided for in the law forces these organizations to adopt behavior that conforms to government policies and standards for service provision. Moreover, the growing tendency toward mimetic behavior and the increasing proportion of professional workers in both sectors causes for-profit and non-profit organizations to adopt similar bureaucratic behavior and organizational structures.     

Public service motivation- individual performance relationship: Does user orientation matter?

Many studies find positive associations between Public Service Motivation (PSM) and individual performance, but we know little about potential mediators and moderators.In this study, we test the mediating role of User Orientation (UO) - the motivation to benefit individual recipients of public services - and the moderating role of individual and work-related characteristics by collecting data from 618 teachers and 156 school principals working in all grades of state schools in southern Italy. After applying structural equation modeling and group comparisons, results show that individuals with a strong orientation to do good for others and for society (PSM) are also better oriented towards helping specific public service users, the students in our case. In turn, the desire to benefit students and satisfy their needs leads individuals to enhance their self-reported performance at work. Eventually, the implications of our findings and possible areas of future research are discussed.     

Discretionary HR practices and proactive work behaviour: the mediation role of affective commitment and the moderation roles of PSM and abusive supervision

Proactive work behaviour may drive public employees to proactively improve public service quality. This research seeks an insight into the role of discretionary human resource (HR) practices in fostering proactive work behaviour among public employees through the mediation mechanism of affective commitment. The data for the research variables were harvested from public employees and their direct managers from local governments at the district level in Ho Chi Minh City of Vietnam. The research results shed light on the positive association between discretionary HR practices and public employees’ proactive work behaviour, which was mediated by affective commitment. The research results also supported the role of public service motivation (PSM) as an intensifier and abusive supervision as a negative moderator for the effect of discretionary HR practices on affective commitment and proactive work behaviour. Our research model integrates discretionary HRM and proactive work behaviour research streams into public management literature.     

Towards A Better Understanding of Public Service Motivation and Mission Valence in Public Agencies

Abstract

Research has not fully considered how public service motivation (PSM) and mission valence may work together to influence job satisfaction, extra-role behaviours, and turnover intentions. As a result, a causal model was developed and tested on local, state, and federal government employees in the United States. The results indicate that PSM had a direct effect on mission valence and extra-role behaviours. They also revealed that mission valence fully mediated the relationship between PSM and job satisfaction and partially mediated the relationship between PSM and extra-role behaviours. On the other hand, mission valence did not mediate the relationship between PSM and turnover intentions. These findings are thoroughly discussed in this article.     

Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction

Research on motivation in the public sector has used public service motivation (PSM) and self-determination theory (SDT) interchangeably. This paper compares both theories, develops hypotheses pertaining to their assumptions, and empirically tests them in two public offices in Switzerland. We then explore their relationship with job satisfaction as an indicator of predictive validity. We find that SDT and PSM display conceptual differentiation and SDT has a strongest relationship to job satisfaction. However, moderation analysis suggests that employees with high levels of PSM have more stable job satisfaction compared to their low-PSM counterparts.     

Reforming public services: does service logic have anything to offer?

ABSTRACT

This article discusses what service management and the logic of service (SL) can offer to public service management. There are no real inbuilt differences between public and private service organizations and no reasons why public service organizations (PSOs) would be less efficient and less service-focussed and oriented towards service users than private service organizations. Good service management rather than privatization is required to make a PSO more efficient and effectively outward-oriented. Service-focussed value creation management and how service logic can be applied by PSOs to enable them to transform to outward-focussed service organizations are discussed. A change framework is presented.     

The influence of strategic HRM and sector on perceived performance in health services organizations

In this study, we examine a variety of management characteristics of for-profit and not-for-profit organizations in the health services (HS) industry. Data collected from Australian senior executives are used to test the relationships between managerial constructs such as employee commitment, customer demandingness, strategic HRM orientation and the adoption of human capital-enhancing human resource (HR) practices and perceived overall performance. Data analysis conducted using the Partial Least Square Modeling show a statistically significant path from commitment to employees, customer demandingness and strategic HRM orientation to the adoption of human capital-enhancing HR practices (such as selective staffing, comprehensive training, and performance appraisal) to perceived organizational performance. The results also show that private sector health service organizations have a higher level of perceived performance.     

Relationship risk perception and determinants of the collaboration fluency of buyer–supplier relationships in public service procurement

Public service procurement effectiveness has been emphasized as a major challenge in recent years. Well-managed partnerships between buyers and suppliers are needed in this domain to achieve collaboration fluency and improve the effectiveness of procurement. The main objective of this study is to determine which issues managerial teams must emphasize when aiming to create a solid partnership based on pre-existing collaborative relationships. The originality of this study lies in the domain approached (public service procurement in social and healthcare services), as well as the variable it attempts to explain (collaboration fluency). The study investigates two major issues: firstly, how collaboration risk perception influences communication, trust, and the governance of a collaboration and, secondly, how these factors (communication, trust, and governance) affect collaboration fluency. The study is performed via a survey regarding the collaboration of the public sector with organizations from the private and third (non-profit) sectors within public service procurement. The empirical evidence was gathered with a structured online questionnaire that was sent to organizations from the private and third sectors that provide services in the social and healthcare domain. The results indicate that in collaborative relationships in public service procurement, the higher the perceived relationship risks are, the more positive effects they will have in terms of increasing trust, communication, and the quality of collaboration management. Furthermore, communication, governance, and administration have strong influences on collaboration fluency.     

Relevant and Preferred Public Service: A study of user experiences and value creation in public transit

When public service success is dependent upon creating value that attracts users, public managers can benefit from adopting private sector principles. This article draws on the theory of attractive quality and strategic management research to focus on the theoretical and managerial implications of how organizations’ resource allocations affect user experiences. The present study shows how public transit organizations’ achievement of twenty-five different service requirements affected their offerings’ relevance and preference among 930 users. This article increases the understanding of how strategic choices and prioritization between various service requirements affect both the effectiveness and efficiency of (public) service offerings.     

Exploring the structure and meaning of public service motivation in the Turkish public sector: a test of the mediating effects of job characteristics

Using a data set consisting of 315 middle-managers at the district level in the Turkish public sector, we develop a structural equation model (SEM) for assessing the impact of empowerment and stewardship on public service motivation (PSM) through job characteristics. The results demonstrate that stewardship and empowerment are distinct ‘levers’ that managers can use in novel ways to influence PSM; and cultural context may factor into the manipulation of these levers. We find that job-based mediators may not compliment leadership styles and self-generating rewards, but, rather work separately in their appeal to PSM.     

Changes in hospital efficiency and size: An integrated propensity score matching with data envelopment analysis

Turkey has made huge investments in city hospitals. The distinguishing feature of these hospitals is that they are physically large. Although many studies have investigated the efficiency of public hospitals, there are a few studies on the effect of hospital size on efficiency. This study examines the effect of hospital size on changes in public hospital efficiencies. The analysis is made up of three steps. First, using a bootstrap data envelopment analysis (DEA), the pure efficiency scores of each hospital were calculated. Second, propensity score matching (PSM) was used to ensure that any differences could be attributed to a particular class of hospital size, and not be due to differences in sample characteristics between the intervention and control groups. To highlight a potential time difference between small and large hospitals, the efficiencies of hospitals were examined from 2014 to 2017. Third, the Mann–Whitney U test was used to conduct a robustness check of the DEA and PSM results. Fourth, logistic regression was used on balanced data to examine the determinants of the efficiency of public hospitals. There are remarkable differences in the results obtained before and after matching the groups based on the bed-occupancy rate. Additionally, urban location is a key predictor of efficient and inefficient hospitals. This study also highlights that integrating DEA and PSM is a useful strategy in accurately identifying predictors of efficiencies of hospitals by creating balanced groups. Health policymakers should consider the efficiency advantages of high workload and service burden in the planning of public hospitals.     

Does Public Service Motivation Mediate the Relationship between Goal Clarity and both Organizational Commitment and Extra-Role Behaviours?

Research has not considered how goal clarity can affect work attitudes through public service motivation (PSM). As a result, a model was developed to examine the relationship between goal clarity, PSM, and two employee work attitudes and behaviours (i.e., organizational commitment and extra-role behaviours). Several important findings emerged from the model. First, goal clarity was positively associated with PSM. Second, goal clarity was positively associated with both organizational commitment and extra-role behaviours. Finally, PSM was found to partially mediate the relationship between goal clarity and both organizational commitment and extra-role behaviours. The implications these findings have for theory and practice are discussed.     

Strategic Management in Hybrid Organizations

Many public service organizations have to deal with rapidly changing environments. Government offers less financial security than in the past and stimulates organizations to develop a market orientation. The focus of this article is explaining the shape of strategic management in public service organizations that have merely a public orientation (task organizations) and organizations that combine a public orientation with a market orientation (hybrid organizations). On the basis of four case studies it is concluded that task organizations also move in the direction of hybrid organizations. Strategic management in hybrid public service organizations is a dynamic process in which changing the organization context, i.e. metagovernance, seems to be the predominating dimension of strategic management.     

Agility,adaptability, and alignment: new capabilities for PSM in a post-pandemic world

Purchasing and Supply Management (PSM) was overwhelmed by a perfect storm during the Covid-19 emergency, in both the public and private sectors. Many organizations were caught unprepared, and it became evident that they did not have the capabilities needed to quickly react and respond to changes caused by the pandemic. This poses the questions of where and how PSM systems should evolve to better contribute to organizational responsiveness to crisis events in the future. In this Editorial, which introduces the “PSM learning from the pandemic: transforming for better crisis management” Notes and Debates special issue, the six contributions included in this issue are discussed. We relate the evidence included in the contribution to three critical capabilities of supply chains in the post-Covid-19 business environment – agility, adaptability, and alignment – and, in this editorial, we discuss how they can be conceptualized from a PSM perspective. From a theoretical perspective, we provide a starting point for future studies that want to focus on how these capabilities can be deployed in PSM, and how they impact the supply network design. From a managerial perspective, these definitions provide preliminary points of discussion on what organizations can do to enhance these capabilities in the future.     

Psychological safety climate and workplace bullying in Vietnam’s public sector

The bureaucratic and impersonal nature of public management can fertilize workplace bullying and risks for psychological health and safety. Psychological safety climate (PSC) is an important indicator to reduce psychological hazards. Yet, there have been few studies conducted to examine the existence of PSC in the public sector in non-Western economies. This study examined the implementation of PSC and its effects on 274 employees from six branches of a Vietnamese public sector organization. The results suggest that senior management in organizations should consider positive work conditions and an effective system of policies, procedures, and practices for the prevention of psychosocial hazards.     

When Does Public Service Motivation Fuel the Job Satisfaction Fire? The Joint Moderation of Person–Organization Fit and Needs–Supplies Fit

Abstract

This study takes a comparative approach to study the ‘outcome’ performance of a work-integration social enterprise (WISE) and a ‘for-profit’ work-integration organization that both provided employment enhancement programmes to NEETs. Participants at both organizations completed general self-efficacy questionnaires before and after engagement on the programmes. Additionally, semi-structured interviews and focus groups were held with the owners and staff at both organizations. The results revealed no significant difference between the ‘outcome’ performance of the WISE and for-profit organization. However, an analysis of the organizational aims, values and structures suggests that the ‘added value’ offered by the WISE came from the different induction policy that it operated.