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doi: 10.1177/0091026015597942pmid: N/A
The article examines whether intrinsic psychological orientations influence the attitudes of public servants toward homosexuality. Using Schwartz’s typology of psychological orientations, and based on data from 24 countries, collected in two waves by the World Values Survey, the article develops two models: an individual and an aggregate cross-country model. The article finds support in the individual model for the argument that intrinsic psychological orientations that facilitate openness to change (self-direction, hedonism) and self-transcendence (universalism) have positive impact, while psychological orientations that emphasize conservation (security, conformity, tradition) and self-enhancement (achievement, economic power) have negative impact, on attitudes toward homosexuality. Extrinsic factors show to be significant influences on attitudes toward homosexuality in both models, but particularly on the aggregate level. The study concludes that to improve the attitudes of public servants toward homosexuality, public personnel administrators should encourage cultural openness and familiarity-building practices that reduce existential anxieties.
doi: 10.1177/0091026015603206pmid: N/A
Since Miceli and Near’s seminal work, scholars and practitioners have sought to identify determinants of whistleblowing behaviors. For example, Miceli, Near, Rehg, and Van Scotter argued that proactive personality, less co-worker invalidation, and leverage in the specific situation lead to whistleblowing. Nevertheless, the decision to whistleblow is a complicated process, and relevant factors are still under exploration. This research seeks to answer the question “What factors influence whistleblowing intention within government agencies?” Investigating U.S. federal employees, this research tests the effects of several factors as determinants of whistleblowing, including perceived personal costs, public service motivation (PSM), education on whistleblowing, organizational support, and organizational protection. In examining the relationships among the variables, this research explores the mediating role of perceived personal costs. Using 2010 Merit Principles Survey data, this research conducts structural equation model analysis. The analysis result demonstrates that personal costs decrease whistleblowing intention, whereas PSM and education on whistleblowing increase the intention. Organizational support and protection contribute to enhancing whistleblowing intention by reducing perceived personal costs.
doi: 10.1177/0091026015592233pmid: N/A
The current study examines an underlying mechanism of value congruence effect transmitted via vision acceptance on work outcomes such as job satisfaction and affective commitment. It addresses two main research questions: (a) whether value congruence affects job satisfaction and affective commitment and (b) whether employees’ acceptance of organizational vision mediates the relationship between value congruence and outcomes, such as job satisfaction and affective commitment. As a result, the presence of value congruence effects on job satisfaction and affective commitment was not supported. However, the mediating effects of employees’ vision acceptance on the relationship between value congruence and the outcomes were supported.
doi: 10.1177/0091026015604447pmid: N/A
This research examined the extent to which job motivation, social support, public service motivation (PSM), and burnout are related to turnover intention and whether burnout serves as a mediator for these relations. Using data collected from local revenue officers in South Korea, this research found that intrinsic motivation was significantly and negatively related to employees’ intention to leave their organization, whereas self-sacrifice (one of the PSM elements) was positively associated with turnover intention. In addition, the analyses revealed mediating effects of emotional exhaustion and depersonalization (burnout) on both intrinsic motivation and self-sacrifice turnover intention. These findings are relevant for public organizations that are concerned about managing employee turnover intention caused by public reforms dealing with changing environment.
doi: 10.1177/0091026015607117pmid: N/A
Interactional justice is an important management issue for government agencies because it arises from daily interpersonal interactions and thus affects subsequent working outcomes of civil servants. This study is aimed to investigate the differential mediating effects of organizational identification and supervisor identification to explain why interactional justice affects both organization-focused and supervisor-focused outcomes. Specifically, we predicted that organizational identification would mediate the association between interactional justice and organization-focused outcome (organizational citizenship behaviors directed at the organization), whereas supervisor identification would mediate the association between interactional justice and supervisor-focused outcomes (supervisor evaluation and organizational citizenship behaviors directed at the supervisor). To examine our hypotheses, we carried out a filed survey study and collected data from local civil servants in Sichuan province of China. Results supported our hypotheses. We discussed our study’s conceptual contributions and its practical implications for human resource management in government agencies, and pointed out directions for further research.
Zhang, Yanyan; Xu, Baihua; Zhang, Jin
doi: 10.1177/0091026015607105pmid: N/A
The purpose of this research is to examine the impact of eight procedural characteristics on the justice perception of candidates taking Chinese civil servant recruitment exam. The effects of justice perception on candidate’s confidence in government and their recommendation intention were also tested. Four hundred twenty-one graduating students from 10 universities in Shandong province participated in this study. Among the eight procedural characteristics, predictive validity, interpersonal treatment, consistency, and feedback were supported to be predictor of the overall process justice perception. Whereas, content validity, opportunity to perform, property of questions, and information known did not show significant impact on the process justice perception. Results demonstrated the significant effect of candidates’ justice perception on their confidences in government and recommendation intentions. The practical implications and limitations of the present study are also discussed.
doi: 10.1177/0091026015607107pmid: N/A
A stable and efficient team of civil servants facilitates high performance for their government. With further standardization of civil servants’ salary and bonuses, the tendency of turnover becomes apparent in public service. Under this context, it seems to be a critical issue regarding how to reduce the turnover intention and how to motivate civil servants to improve their work performance. Hangzhou City in China has historically demonstrated high performance and a low turnover rate. We developed an instrument and conducted a mixed-methods research to measure the work values of 349 civil service employees from Hangzhou City. The results indicate that the work values of Chinese civil servants show a second-order structure, which includes self-actualization, interpersonal harmony, utilitarian orientation, personal growth, comfort, stability, autonomy, and flexibility. The results also show significant difference in the six factors of the work values of 349 civil servants who are from Hangzhou City. This study contributes to our understanding of the work values of Chinese civil servants and provides theoretical support to administrators who are making and implementing policies to reduce the turnover intention and enhance the performance of Chinese civil servants.
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