Does Person‐Organization Fit Matter in the Public ‐Sector? Testing the Mediating Effect of Person‐Organization Fit in the Relationship between Public Service Motivation and Work Attitudes

By Sangmook Kim. 2012

273 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/eae2039a20a5e0db3a7e92733f9bf7643339fd55

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In Organizational Behavior and Human Resource Management

In Public Administration

Citations in the corpus

When Does Public Service Motivation Fuel the Job Satisfaction Fire? The Joint Moderation of Person–Organization Fit and Needs–Supplies Fit (2015, background): “A key reason for the continuing interest, as many scholars insist, is that public service motivation has great potential to enhance individual and organizational performance through higher levels of employee satisfaction, commitment, citizenship behaviour, and job involvement (Kim 2012; Liu and Tang”
Work motivation and public service motivation: disentangling varieties of motivation and job satisfaction (2018, result): “This has been shown in numerous PSM studies, which demonstrate that higher levels of PSM are associated with higher levels of job satisfaction (Vandenabeele 2007; Vandenabeele 2009; Kim 2012).”
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): “Here, we have built upon previous studies that have included person-environment fit as an explanation for the relationship between PSM and performance (Bright, 2007, 2013; Kim, 2012; Leisink & Steijn, 2009).”
Public sector motivation ad fonts : Personality traits as antecedents of the motivation to serve the public interest (2017, background): “The second research stream relates to testing whether or not – and if so, in what direction – PSM affects a variety of individual and organizational variables (Christensen and Wright, 2011; Houston, 2011; Kim, 2012; Lee, 2012).”
Does Public Service Motivation Mediate the Relationship between Goal Clarity and both Organizational Commitment and Extra-Role Behaviours? (2016, methodology): “The underlying rationale is that ‘[a]s the levels of PSM in public employees increase, their loyalty and emotional identification with the organization that seeks public interests will also increase’ (Kim 2012b, 832).”
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, background): “To facilitate ‘fit’ on entry to the organization, HR managers in Egyptian organizations should provide job seekers with opportunities to learn about the culture and values of their organization in order for them to assess whether the organization is likely to fit well with their own personal values ”
Sense of community, sense of community responsibility, organizational commitment and identification, and public service motivation: a simultaneous test of affective states on employee well-being and engagement in a public service work context (2020, background): “Similarly, Kim (2012) found evidence that the role of PSM in predicting job satisfaction was partially mediated through increasing person-environment fit.”
National Culture and Social Desirability Bias in Measuring Public Service Motivation (2016, result): “PSM was positively correlated with job satisfaction in the vast majority of studies (Kim, 2012; Pandey & Stazyk, 2008).”
Toward a Better Understanding of the Relationship Between Transformational Leadership, Public Service Motivation, Mission Valence, and Employee Performance (2014, background): “As a result, it is commonly assumed that PSM is more prevalent in the public sector than the private sector (Perry, Hondeghem, & Wise, 2010; Rainey & Steinbauer, 1999) and that it is important in explaining the motivation of workers in government agencies (Anderfuhren-Biget, Varone, Giauque, & Ritz,”
High-Performance Human Resource Practices and Employee Outcomes: The Mediating Role of Public Service Motivation (2015, unknown): “Th ey will then be desirous of displaying attitudes and behaviors of beneﬁ t to the organization, as evidenced by their aﬀ ective commitment and displays of OCBs (Gould-Williams et al. 2014; Kim 2006, 2012; Leisink and Steijn 2009).”
A Meta-Analysis of Job Satisfaction Correlates in the Public Administration Literature (2016, background): “In some cases, these items measure the overall feeling through multiple questions (e.g., Brewer & Selden, 1998; Cho & Lee, 2011; Daley, 2007; Kim, 2012; Kim & Wright, 2007; Ryu, 2014; Taylor, 2013).”
What Drives Perceived Fairness of Performance Appraisal? Exploring the Effects of Psychological Contract Fulfillment on Employees’ Perceived Fairness of Performance Appraisal in U.S. Federal Agencies (2015, background): “Thus, this study may fail to account for causal relationships between independent and dependent variables in terms of endogeneity (Cho & Poister, 2014; Kim, 2012).”