CIVIC DUTY AND EMPLOYEE OUTCOMES: DO HIGH COMMITMENT HUMAN RESOURCE PRACTICES AND WORK OVERLOAD MATTER?

被引：60

作者：

Gould-Williams, Julian S. ^{[1
]}

Bottomley, Paul ^{[1
]}

Redman, Tom ^{[2
]}

Snape, Ed ^{[3
]}

Bishop, David J. ^{[4
]}

Limpanitgul, Thanawut ^{[5
]}

Mostafa, Ahmed Mohammed Sayed ^{[1
]}

机构：

[1] Cardiff Business Sch, Cardiff, S Glam, Wales

[2] Durham Business Sch, Durham, England

[3] Hong Kong Baptist Univ, Dept Management, Kowloon, Hong Kong, Peoples R China

[4] Corp Finance, PriceWaterhouseCoopers, London, England

[5] Kasetsart Univ, Fac Management Sci, Chon Buri, Si Racha, Thailand

来源：

PUBLIC ADMINISTRATION | 2014年 / 92卷 / 04期

关键词：

PUBLIC-SERVICE MOTIVATION; PERSON-ORGANIZATION FIT; JOB-SATISFACTION; NORMATIVE COMMITMENT; PERFORMANCE; SECTOR; HRM; DEMANDS; BURNOUT; ANTECEDENTS;

D O I：

10.1111/padm.12019

中图分类号：

D0 [政治学、政治理论];

学科分类号：

0302 ; 030201 ;

摘要：

This article tests the impact of two organization-relevant factors, high commitment human resource practices (HCHRP) and work overload on a component of public service motivation, civic duty and employee outcomes (job satisfaction, affective commitment, and quit intentions). Local government employees in Wales (n=1,755) were used to test our research hypotheses. Results show that both HCHRP and work overload had direct and indirect affects (via civic duty) on employee outcomes. The positive effects of HCHRP on employee outcomes more than compensated for the negative impact of work overload. However, given the modest relations between the organization-relevant factors and civic mindedness, firm efforts should perhaps focus primarily on recruitment and retention campaigns rather than training and socialization strategies.

引用

页码：937 / 953

页数：17

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