HRM Practices Sustaining PSM: When Values Congruency Matters

Details

Ressource 1Download: BIB_C726594EFF79.P001.pdf (216.74 [Ko])
State: Public
Version: Final published version
Serval ID
serval:BIB_C726594EFF79
Type
Article: article from journal or magazin.
Collection
Publications
Institution
Title
HRM Practices Sustaining PSM: When Values Congruency Matters
Journal
International Journal of Public Sector Performance Management
Author(s)
Giauque D., Anderfuhren-Biget S., Varone F.
ISSN
1741-1041
Publication state
Published
Issued date
02/2015
Peer-reviewed
Oui
Volume
2
Number
3
Pages
202-220
Language
english
Abstract
Abstract: This study aims at identifying the organisational antecedents of
public service motivation (PSM). It focuses on human resources management
(HRM) practices as one category of organisational factors that impact on PSM.
Concretely, this research questions how intrinsic and extrinsic HRM practices
are related to PSM and whether these relationships are direct or mediated by
person-organisation (P-O) fit. The empirical findings are based on a survey of
6,885 civil servants working in Switzerland. Regression analyses highlight that
intrinsic HRM practices are positively related to PSM, whereas extrinsic ones
are negatively related to PSM. Furthermore, mediation tests shows that only the
intrinsic HRM practices are mediated by PO fit. Thus, civil servants who value
intrinsic work incentives maintain a high PSM level when they perceive
congruence between their individual expectations and the values of their
organisation.
Keywords
public service motivation, human resources management, intrinsic incentives, extrinsic incentives, person-organisation fit
Open Access
Yes
Create date
17/03/2014 14:44
Last modification date
20/08/2019 16:42
Usage data