心理赋权能调节公共服务动机对感知组织绩效的影响吗?——来自美国联邦政府的实证

Does psychological empowerment condition the impact of public service motivation on perceived organizational performance?Evidence from the US federal government

公共服务动机和工作相关成果间的关系取决于员工的心理状态,但在公共组织中,心理赋权是否会影响公共服务动机和感知组织绩效间关系,这一问题的相关实证研究还很少。本文通过分析2010年美国考绩原则调查数据,探讨了在美国联邦政府中,心理赋权在公共服务动机与感知组织目标实现、感知单位产品和服务质量间的调节作用,弥补了这一研究空白。首先,研究发现,公共服务动机和心理赋权对这两种感知组织绩效指标都有所改善。其次,研究结果还表明,当公共雇员感受到更大的心理赋权时,公共服务动机和感知组织绩效间的联系会略有增强。

Although the relationships between public service motivation and work-related out-\employee's psychological state,little empirical evidence exists on whether psychological empowerment conditions the relationship between public service motivation and perceived organizational performance in public organizations.This study addresses this gap by examining data from the 2010 US Merit Principles Survey on psychological empowerments moderating role between public service motivation and the perceived achievement of organizationaJ goals,as well as the perceived quaJity of work-unit products and services in the US federal government First,the findings indicate that public service motivation and psychological empowerment improve both of these perceived organizationai performance measures.Second,the findings indicate that the link between public service motivation and perceived organizational perfomuince is slightly enhanced when public employees feel more psychologically empowered.