Review of Public Personnel Administration 

About: Review of Public Personnel Administration is an academic journal published by SAGE Publishing. The journal publishes majorly in the area(s): Public sector & Human resource management. It has an ISSN identifier of 0734-371X. Over the lifetime, 927 publications have been published receiving 20918 citations. The journal is also known as: Public personnel administration & ROPPA.

Working for America: Does Public Service Motivation Make a Difference?

Abstract: Considerable research has asked whether public sector employees have different values and respond to different incen tives than private sector employees Recently, Jim Perry developed a scale design...

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

Abstract: Public service motivation (PSM) is argued to be a meaningful predictor of the performance of employees in public organizations. Many scholars predict that as the level of PSM increases, the performance of public employees will also increase. Unfortunately, existing research has yet to fully support this hypothesis. Two published studies that tested this hypothesis have come to different conclusions. This study investigated whether Person—Organization Fit (P—O Fit) mediates the relationship between PSM and the self-reported performance of public employees, using structural equation modeling. Using a sample of 205 public employees randomly drawn from three public organizations, this study found that PSM had no significant direct impact on the performance of public employees, when P—O Fit was taken into account. The implications of this study and areas of future research are discussed.

We Know the Yin—But Where Is the Yang? Toward a Balanced Approach on Common Source Bias in Public Administration Scholarship

Abstract: Surveys have long been a dominant instrument for data collection in public administration. However, it has become widely accepted in the last decade that the usage of a self-reported instrument to measure both the independent and dependent variables results in common source bias (CSB). In turn, CSB is argued to inflate correlations between variables, resulting in biased findings. Subsequently, a narrow blinkered approach on the usage of surveys as single data source has emerged. In this article, we argue that this approach has resulted in an unbalanced perspective on CSB. We argue that claims on CSB are exaggerated, draw upon selective evidence, and project what should be tentative inferences as certainty over large domains of inquiry. We also discuss the perceptual nature of some variables and measurement validity concerns in using archival data. In conclusion, we present a flowchart that public administration scholars can use to analyze CSB concerns.

Red Tape and Public Service Motivation: Findings from a National Survey of Managers in State Health and Human Services Agencies

Abstract: This article examines the relationship between red tape and public-service motivation. Using a recent national survey of public managers in various state health and human service organizations, the...

Antecedents, Mediators, and Consequences of Affective, Normative, and Continuance Commitment: Empirical Tests of Commitment Effects in Federal Agencies

Abstract: This study examines the constructs and the effects of three subdimensions of federal employees' organizational commitment—affective, normative, and continuance. Using the Merit Systems Protection Board (MSPB) 2000 survey instrument and employing an exploratory and confirmatory factor analysis, multivariate regression, and a structural equation model, the authors empirically test and measure (a) the dimensionality of the three commitment constructs, (b) how and to what extent antecedent variables would affect the three different commitment variables—affective, normative, and continuance— and (c) how these three commitment values differently influence several outcome variables. The authors confirm that there are three distinctive constructs of commitment to stay in federal agencies and that transformation-oriented leadership (TOL), empowerment, goal clarity, public service—oriented motivation (PSOM), procedural equity perceptions, and objective appraisal systems have direct and indirect effects on the commi...