Does Person-Organization Fit Mediate the Relationship Between Public Service Motivation and the Job Performance of Public Employees?

By Leonard Bright. 2007

376 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/b775e7733a1de948eda2cf3133b70d6d6b58dfc3

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In Organizational Behavior and Human Resource Management

In Public Administration

Citations in the corpus

Public service motivation and job performance of public sector employees in the Netherlands (2009, background): “At the time that Brewer was writing, a number of researchers (Bright, 2007; Steijn, 2006, 2008) were just beginning to report research in which this fit concept was included.”
The Psychological Mechanisms of Public Service Motivation (2016, background): “To the best of our knowledge, four empirical studies (Bright, 2007, 2008; Coursey, Yang, & Pandey, 2012; Wright & Pandey, 2008) have explored the issue.”
When Does Public Service Motivation Fuel the Job Satisfaction Fire? The Joint Moderation of Person–Organization Fit and Needs–Supplies Fit (2015, background): “Previous studies have demonstrated that public service motivation is linked to important work-related outcomes, such as job satisfaction (Bright 2007; Kim 2012; Liu 2009; Liu and Tang 2011; Vandenabeele 2009; Wright and Pandey 2008), intentions to retain (Naff and Crum 1999; Steijn 2008), organizati”
Toward a Better Understanding of the Relationship Between Transformational Leadership, Public Service Motivation, Mission Valence, and Employee Performance (2014, background): “James Burns (1978), a political scientist, was the first to conceptualize transformational and transactional leadership, while chronicling the traits of world leaders.”
Public service motivation and job satisfaction in China: An investigation of generalisability and instrumentality (2008, background): “Recently, the public service motivation construct has been used to determine what motivates public servants in the West (Perry, 1996, 1997, 2000; Taylor, 2007; Bright, 2007; Perry et al., 2008).”
Testing the mediation effect of person–organization fit on the relationship between high performance HR practices and employee outcomes in the Egyptian public sector (2014, methodology): “The measure of P-O fit in the current study is based on four items taken from Cable and Judge (1996), Bright (2007) and Park, Monnot, Jacob and Wagner (2011).”
Exploring the Job Demands–Resources Model of Work Engagement in Government: Bringing in a Psychological Perspective (2017, background): “However, this effect might depend on the degree to which employees feel that a particular organizational environment allowed them to fulfill their public service motives (Bright, 2007).”
Person-organization Fit, Job satisFaction, and turnover intention: an emPirical study in the chinese Public sector (2010, background): “Our research findings also confirm the findings gained in previous studies that the degree of P-O fit has a significant positive effect on job satisfaction (Bright, 2007; Kristof, 1996).”
Work-Related Stressors and Health-Related Outcomes in Public Service (2015, neutral): “…consequences such as job satisfaction, intentions to retain, organizational commitment, citizenship behavior, and job performance (Alonso & Lewis, 2001; Bright, 2007, 2008; Christensen & Wright, 2011; Hsieh, Yang, & Fu, 2012; Naff & Crum, 1999; Perry, Hondeghem, & Wise, 2010; Taylor, 2008).”
The mediating effect of job satisfaction and organizational commitment on self-reported performance: more robust evidence of the PSM—performance relationship (2009, background): “Although a number of studies have concluded that PSM to some extent has a direct or indirect influence on the level of individual performance (Bright, 2007; Lewis and Frank, 2002; Naff and Crum, 1999), these studies could not remove the existing doubts about whether an actual performance effect of P”
Clarifying the Relationship Between Public Service Motivation and In-Role and Extra-Role Behaviors: The Relative Contributions of Person-Job and Person-Organization Fit (2017, methodology): “However, the effect sizes found are very similar to those in other studies in different countries (Bright, 2007; GouldWilliams et al., 2013) and thus our results may be fairly generalizable.”