Although the relationships between public service motivation and work-related outcomes are contingent on an employee’s psychological state, little empirical evidence exists on whether psychological empowerment conditions the relationship between public service motivation and perceived organizational performance in public organizations. This study addresses this gap by examining data from the 2010 US Merit Principles Survey on psychological empowerment’s moderating role between public service motivation and the perceived achievement of organizational goals, as well as the perceived quality of work-unit products and services in the US federal government. First, the findings indicate that public service motivation and psychological empowerment improve both of these perceived organizational performance measures. Second, the findings indicate that the link between public service motivation and perceived organizational performance is slightly enhanced when public employees feel more psychologically empowered.

Points for practitioners

This article offers practical lessons for practitioners who are concerned about improving organizational performance. Emphasizing the importance of psychological empowerment in strengthening the link between public service motivation and perceived organizational performance, the article suggests a critical need to cultivate psychological empowerment in the public sector, which has been under heavy pressure to do more with less in a rapidly changing environment.

中文翻译：

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心理授权是否会限制公共服务动机对感知的组织绩效的影响？来自美国联邦政府的证据

尽管公共服务动机和与工作相关的结果之间的关系取决于员工的心理状态，但很少有经验证据表明心理授权是否会限制公共服务动机与公共组织中感知的组织绩效之间的关系。这项研究通过检查2010年美国优点原则调查中的数据来解决这一差距，该数据涉及心理授权在公共服务动机与组织目标的实现感之间的调节作用以及美国联邦政府对工作单元产品和服务的感知质量之间的调节作用。 。首先，研究结果表明，公共服务动机和心理授权可以同时改善这两种组织绩效指标。第二，

从业人员要点

本文为关注提高组织绩效的从业人员提供了实践课程。强调了心理授权在加强公共服务动机与感知的组织绩效之间的联系方面的重要性，该文章提出了在公共部门中培养心理授权的迫切需求，在迅速变化的环境中，这承受着巨大的压力，需要少花钱多办事。