A plethora of research has extolled the benefits of public service motivation (PSM) in public organizations. However, much less empirical attention has focused on its relationship to work stress. Even though it has been theorized that high levels of PSM causes individuals to be more resilient in stressful public service work environments, empirical research has failed to provide support. Only one study has been conducted which has revealed that high levels of PSM is directly associated with high levels of job stress among public employees, but that its beneficial effects are partially mediated by person-organization (PO) fit. That is, employees with high levels of PSM and high levels of fit to their organizations did not appear to suffer from high stress. This study sought to add to this limited body of research and explore the extent to which person-job (PJ) improves the field’s understanding of the relationships among PSM, PO fit, and work stress. Based on a sample of federal employees in the United States, this study challenged and confirmed the findings of existing research. For instance, PSM had no direct relationship to work stress. However, PSM maintained an indirect relationship to stress through PO fit. The respondents with high levels of PSM reported that they had high levels of fit to their organizations which was associated with significantly lower levels of work stress. Similarly, PSM was not directly related to PJ fit, but was indirectly related through its association with PO fit. PSM was associated with high levels of fit between employees and public organizations, which was subsequently associated with high levels of fit with public service jobs and lower work stress. Above all, this research clarifies the process of how PSM influences work stress among public employees, through PO fit and PJ fit.

中文翻译：

---

人员组织适合度和人员职位适合度是否介导了美国联邦雇员的公共服务动机与工作压力之间的关系？

大量的研究都夸大了公共组织中公共服务动机（PSM）的好处。然而，很少有经验的注意力集中在它与工作压力的关系上。尽管从理论上讲，高水平的PSM会使个人在压力大的公共服务工作环境中更有弹性，但实证研究未能提供支持。只有一项研究表明，高水平的PSM与公职人员的高水平工作压力直接相关，但是其有益效果部分由人与组织（PO）的契合度介导。也就是说，具有较高PSM水平和高度适合其组织的员工似乎没有遭受很大的压力。本研究试图增加这一有限的研究范围，并探索人事工作（PJ）在多大程度上提高了该领域对PSM，PO适合度和工作压力之间关系的理解。基于美国联邦雇员的样本，该研究对现有研究的结果提出了挑战并证实了这一结论。例如，PSM与工作压力没有直接关系。但是，PSM通过PO拟合与压力保持间接关系。PSM水平较高的受访者表示，他们对组织的适应程度很高，这与较低的工作压力相关。同样，PSM与PJ拟合不直接相关，但通过与PO拟合的关联而间接相关。PSM与员工和公共组织之间的高度适应性相关，随后，这与高水准的公共服务职位和较低的工作压力有关。最重要的是，这项研究通过PO适合度和PJ适合度阐明了PSM如何影响公共雇员之间的工作压力的过程。