摘要
在探讨公共服务动机影响效应时,“阳光面”与“阴暗面”的线性论断已然成为当前的主流观点。区别于先前的线性论断,本文基于非线性视角提出了公共服务动机“过犹不及”效应的假设。论文运用问卷调查法,对中国南方某一地级市的1407名公务员样本展开实证分析,进而验证提出的理论假设。研究结果显示:公务员的公共服务动机对其工作满意度、组织承诺和工作投入存在“过犹不及”效应,但对其吹哨意愿的“过犹不及”效应没有得到数据支持。研究结果丰富了公共服务动机理论的研究视角,突破了学界对公共服务动机影响效应一贯坚持的线性认识。
After the public service motivation(PSM)theory was put forward,scholars long believed that there is a bright-side effect of PSM.However,in recent years,a number of empirical studies have pointed out that PSM also has a dark-side effect,that is,a negative impact.However,scholars have always tended to use a linear perspective to explore the impact of PSM.Unlike the previous linear assertions,this paper proposes the hypothesis of“Too-Much-of-a-Good-Thing”effect(inverted U-shaped)of PSM from a nonlinear perspective,that is,PSM may have significant“Too-Much-of-a-Good-Thing”effect on job satisfaction,organizational commitment,job engagement,and whistleblowing intentions.This study used a survey method to obtain sample data and to examine the hypothesis.In order to control the impact of regional cultural,policy,and economic development on the follow-up results,we distributed a questionnaire to 1407 civil servants in a prefectural-level city in southern China in the first half of 2022.During this survey period,Chinese street-level public employees were facing great work pressures to cope with prevention and control of COVID-19.The results show that there was a“too much is as bad as too little”effect of PSM on job satisfaction,organizational commitment,and work engagement of civil servants,but there are no data to support the“too much is as bad as too little”effect on their willingness to blow the whistle.The findings enrich the research perspective of PSM theory,advancing academia's linear understanding of the effects of PSM.This not only enriches scholarly understandings of the impact of PSM but also expands application scenarios of the“Too-Much-of-a-Good-Thing”effect.Specifically,the results may contribute to existing theories in two ways:First,through empirical research,this study finds that the impact of PSM is not“black”or“white.”Instead,there is a“Too-Much-of-a-Good-Thing”effect,thus advancing the previous linear argument about PSM to provide a deeper understanding of the impact of PSM and to promote the development of PSM theory.Moreover,we can draw the conclusion that the theoretical framework of the“Too-Much-of-a-Good-Thing”effect also has strong explanatory power in the study of PSM,which will further enrich and expand the field of application and the scope of the“Too-Much-of-a-Good-Thing”theory.Such a study of organizational behavior in the public sector aims to provide useful guidance for the daily management practices of public organizations.Thus,the research results will assist the relevant departments in recognizing the complexity of motivational incentives for civil servants and in providing inspiration for their subsequent adoption of relevant incentive policies and measures.
作者
陈鼎祥
CHEN Dingxiang(Center for Governance Studies,Beijing Normal University)
出处
《公共管理评论》
CSSCI
2024年第1期117-139,共23页
China Public Administration Review
基金
国家自然科学基金青年科学基金项目“基于资源理论的公共服务动机双刃剑与非线性影响研究”(项目批准号:72304036)
国家社会科学基金重点项目“完善干部担当作为的激励机制研究”(项目批准号:20AZD020)
中央高校基本科研业务费专项“政策设计的公众行为基础与政策反馈机制研究”(项目批准号:1233300007)资助。
关键词
公共服务动机
工作满意度
组织承诺
工作投入
吹哨意愿
过犹不及
public service motivation
job satisfaction
organizational commitment
job involvement
whistleblowing intentions
Too-Much-of-a-Good-Thing
