Toward a Better Understanding of the Relationship Between Transformational Leadership, Public Service Motivation, Mission Valence, and Employee Performance

By J. Caillier. 2014

113 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/ca185da8bf0447d899409fcd3b9c409ba4fe13c1

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Management Information Systems

1. Trent Engbers
2. Wisanupong Potipiroon
3. Taha Hameduddin
4. M. Ford

In Organizational Behavior and Human Resource Management

1. Trent Engbers
2. Wisanupong Potipiroon
3. Taha Hameduddin
4. M. Ford

In Public Administration

1. Trent Engbers
2. Wisanupong Potipiroon
3. Taha Hameduddin
4. M. Ford

Citations in the corpus

• Soft Skills Needed for the 21st-Century Workforce (2019, unknown): “The organization leadership affects individual motivation (Caillier, 2014).”
• Leadership and public service motivation: a systematic synthesis (2021, background): “In terms of their operationalization (see Table 7), Perry’s (1996) public service motivation measures were among the most widely used (53.8%), either as the full 24-item scale (Camilleri and Van Der Heijden 2007), a 5-item global scale (Caillier 2014), or another adaptation (Bottomley et al. 2016).”
• The role of work motivation as a mediator on the influence of education-training and leadership style on employee performance (2020, background): “The importance of motivating civil servants in public organizations has been discussed in previous studies (Caillier, 2014; Mann, 2006; Paarlberg & Lavigna, 2010; Petrovsky & Ritz, 2014).”
• Does Public Service Motivation Always Lead to Organizational Commitment? Examining the Moderating Roles of Intrinsic Motivation and Ethical Leadership (2017, background): “Whereas past research has shown that perceptions of value-based leadership such as transformational leadership could interact with PSM to predict job performance (e.g., Bottomley, Mostafa, Gould-Williams, & León-Cázares, 2015; Caillier, 2014; Kroll & Vogel, 2014; Park & Rainey, 2008), we are not awa”