ABSTRACT

This study is innovative in terms of theory and results as it gives a new perspective on public service motivation (PSM) consistent with the context of Vietnamese public universities. We construct a research model with adjusted scales to examines the mediating role of person–organization fit, through which four dimensions of PSM (the attraction to policy-making, commitment to the public interest, self-sacrifice, and compassion) affect both positive and negative aspects of employee outcomes (work effort, organizational citizenship behaviors, turnover intention, and work-related stress) in public higher education institutions in Vietnam. The results from 313 faculty and staff are randomly drawn from 45 Vietnamese public universities, demonstrated that PSM and person–organization fit have mixed effects on employee outcomes. Employees in public universities who commit to the public interest and are attracted to public policy-making will exert more effort in their work, but self-sacrifice and compassion do not directly affect their work effort. Additional, faculty and staff who have high PSM are more likely to be associated with the performance of organizational citizenship behaviors than individuals with low PSM. Furthermore, except for compassion, only three dimensions of PSM (self-sacrifice, commitment to the public interest, and attraction to policy-making) have a significant direct negative effect on public employees’ turnover intention. Besides, using structural equation modeling (SEM) point out that four dimensions of PSM purposely guidance on the manipulation of employee outcomes. In other words, four dimensions of PSM have significant positive relationships with person–organization fit, which in turn positively impacts work effort and organizational citizenship behaviors, also negatively impacts public employees’ work-related stress and their turnover intention. This research supplements very limited current literature and supposes several implications concerning higher education policies for public-sector managers in Vietnam.

摘要

这项研究在理论和结果方面具有创新性，因为它提供了与越南公立大学背景一致的公共服务动机（PSM）的新视角。我们构建了一个调整尺度的研究模型来检验人与组织契合度的中介作用，通过该模型，PSM 的四个维度（对决策的吸引力、对公共利益的承诺、自我牺牲和同情心）影响积极和越南公立高等教育机构员工成果的负面影响（工作努力、组织公民行为、离职意愿和与工作相关的压力）。来自 45 所越南公立大学的 313 名教职员工的结果表明，PSM 和人与组织的契合度对员工的成果具有混合影响。致力于公共利益并被公共政策制定所吸引的公立大学员工会在工作中付出更多努力，但自我牺牲和同情心不会直接影响他们的工作努力。此外，与具有低 PSM 的个人相比，具有高 PSM 的教职员工更有可能与组织公民行为的表现相关联。此外，除了同情心，只有三个维度的PSM（自我牺牲、对公共利益的承诺和对政策制定的吸引力）对公职人员的离职意愿有显着的直接负向影响。此外，使用结构方程模型（SEM）指出，PSM的四个维度有目的地指导员工成果的操纵。换句话说，PSM的四个维度与人-组织契合度具有显着的正相关关系，进而对工作努力和组织公民行为产生积极影响，同时对公职人员的工作压力和离职意愿产生负面影响。这项研究补充了非常有限的现有文献，并假设了有关越南公共部门管理人员高等教育政策的若干影响。