Abstract

The concept of public service motivation has drawn considerable research and practitioner interest as a useful behavioral construct that public sector leaders can use to motivate, attract, and retain employees. Indeed, Ritz and colleagues (2016 Ritz, A., G. A. Brewer, and O. Neumann. 2016. “Public Service Motivation: A Systematic Literature Review and Outlook.” Public Administration Review 76(3):414–26. doi: https://doi.org/10.1111/puar.12505.[Crossref], [Web of Science ®] , [Google Scholar]) find that among practitioner recommendations mentioned in public service motivation studies, using managerial and leadership practices to inculcate public service motivation is among the most frequently suggested interventions. Although single studies on leadership and public service motivation are important, we know little about how leadership and public service motivation cumulatively influence each other, especially across different national contexts. This study uses the PRISMA protocol (Preferred Reporting Items for Systematic Reviews and Meta-Analysis) to systematically identify patterns in past research to inform researchers and practitioners. In particular, it seeks to 1) provide a descriptive account of the state of leadership and public service motivation, 2) identify patterns of causality between leadership and public service motivation, 3) understand leadership style and its relationship to public service motivational outcomes, and 4) identify any contextual factors moderating leadership and public service motivation research

摘要

公共服务激励的概念作为一种有用的行为结构，公共部门领导者可以用来激励、吸引和留住员工，引起了相当多的研究和从业者的兴趣。事实上，Ritz 及其同事（2016 Ritz, A.、GA Brewer和O. Neumann。2016 年。“公共服务动机：系统文献回顾与展望。” 公共行政评论76(3): 414 – 26。doi：https://doi.org/10.1111/puar.12505。[交叉引用]、[Web of Science ®]  、[谷歌学术]) 发现在公共服务动机研究中提到的从业者建议中，使用管理和领导实践来灌输公共服务动机是最常被建议的干预措施之一。尽管关于领导力和公共服务动机的单一研究很重要，但我们对领导力和公共服务动机如何相互累积影响知之甚少，尤其是在不同的国家背景下。本研究使用 PRISMA 协议（系统评价和元分析的首选报告项目）系统地识别过去研究中的模式，以告知研究人员和从业者。特别是，它试图 1) 提供对领导状态和公共服务动机的描述性说明，