Showing papers by "Paul Andrew Bottomley published in 2015"
TL;DR: In this article, the authors examined a process, namely person-organization fit, through which public service motivation (PSM) affects work-related stress, quit intentions, and organizational citizenship behaviors (OCBs).
Abstract: This article examines a process, namely person-organization (P-O) fit, through which public service motivation (PSM) affects work-related stress, quit intentions, and organizational citizenship behaviors (OCBs). Using a sample of 671 professionals in the Egyptian higher education and health sectors, a mediation model is outlined and tested empirically using structural equation modeling. Our results show that PSM positively affected P-O fit, which in turn had significant positive associations with OCBs and negative associations with work-related stress and quit intentions. Although P-O fit explained a high proportion of mediation in the relationship between PSM, stress, and quit intentions, it only explained a low proportion in the relationship between PSM and OCBs. In general, our findings suggest that if public managers are desirous of improving employee experience at work, then achieving congruence between employees’ and organizational values is important.
149 citations
TL;DR: In this article, the authors examine the mechanisms through which high-performance human resource practices (HPHRPs) affect employee outcomes using the theoretical lens of social exchange and process theories, and find that public service motivation partially mediated the relationship between HPHRPs and employees' affective commitment and organizational citizenship behaviors.
Abstract: This article responds to recent calls for research examining the mechanisms through which high-performance human resource practices (HPHRPs) affect employee outcomes. Using the theoretical lens of social exchange and process theories, the authors examine one such mechanism, public service motivation, through which HPHRPs influence employees’ affective commitment and organizational citizenship behaviors in public sector organizations. A sample of professionals in the Egyptian health and higher education sectors was used to test a partial mediation model using structural equation modeling. Findings show that public service motivation partially mediated the relationship between HPHRPs and employees’ affective commitment and organizational citizenship behaviors. Similar results were achieved when the system of HPHRPs was disaggregated to consider the individual effects of five human resource practices.
122 citations