HRM Practices Sustaining PSM: When Values Congruency Matters

Détails

Ressource 1Télécharger: BIB_C726594EFF79.P001.pdf (216.74 [Ko])
Etat: Serval
Version: Final published version
ID Serval
serval:BIB_C726594EFF79
Type
Article: article d'un périodique ou d'un magazine.
Collection
Publications
Titre
HRM Practices Sustaining PSM: When Values Congruency Matters
Périodique
International Journal of Public Sector Performance Management
Auteur(s)
Giauque D., Anderfuhren-Biget S., Varone F.
ISSN
1741-1041
Statut éditorial
Publié
Date de publication
02/2015
Peer-reviewed
Oui
Volume
2
Numéro
3
Pages
202-220
Langue
anglais
Résumé
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.
Mots-clé
public service motivation, human resources management, intrinsic incentives, extrinsic incentives, person-organisation fit
Open Access
Oui
Création de la notice
17/03/2014 14:44
Dernière modification de la notice
09/05/2019 1:05
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