Lee Geon, Kim Chulwoo
Department of Public Administration, Hanyang University, Seoul, Republic of Korea.
Department of Public Administration, Gachon University, Seongnam, Republic of Korea.
Front Psychol. 2024 May 30;15:1378217. doi: 10.3389/fpsyg.2024.1378217. eCollection 2024.
This study examines the dynamics of public service motivation (PSM), organizational commitment, and perceived innovative culture and their collective influence on innovative behavior in public organizations. It uniquely focuses on intrinsic motivational factors, extends the scope of motivational studies to the public sector, and highlights the crucial role of organizational culture in fostering innovation.
A web-based survey was administered to 1,021 public servants in the central government of the Republic of Korea. Structured questionnaires were used to collect data, and structural equation modeling (SEM) was employed to analyze the relationships between the variables.
The SEM results confirmed positive correlations between PSM and both organizational commitment and innovative behavior. However, contrary to expectations, organizational commitment did not significantly predict innovative behavior. Additionally, no mediating effect of organizational commitment was observed. Notably, perceived innovative culture was found to moderate the relationship between PSM and organizational commitment, and between organizational commitment and innovative behavior, particularly in environments with a strong innovation focus.
These findings underscore the significance of PSM in spurring innovative behavior in the public sector, broadening our understanding of intrinsic motivation. This study also accentuates the influence of organizational culture on these dynamics. In practical terms, this suggests the importance of nurturing individuals with high PSM and fostering an environment that balances perceived innovative culture. While contributing to the fields of organizational psychology and public administration, this study has certain limitations and indicates the need for further research in various contexts.
本研究考察了公共服务动机（PSM）、组织承诺和感知到的创新文化的动态变化，以及它们对公共组织创新行为的共同影响。它特别关注内在动机因素，将动机研究的范围扩展到公共部门，并强调组织文化在促进创新方面的关键作用。
对大韩民国中央政府的1021名公务员进行了基于网络的调查。使用结构化问卷收集数据，并采用结构方程模型（SEM）分析变量之间的关系。
SEM结果证实了PSM与组织承诺和创新行为之间存在正相关。然而，与预期相反，组织承诺并未显著预测创新行为。此外，未观察到组织承诺的中介作用。值得注意的是，发现感知到的创新文化会调节PSM与组织承诺之间以及组织承诺与创新行为之间的关系，特别是在高度关注创新的环境中。
这些发现强调了PSM在激发公共部门创新行为方面的重要性，拓宽了我们对内在动机的理解。本研究还强调了组织文化对这些动态变化的影响。实际上，这表明培养具有高PSM的个体以及营造平衡感知到的创新文化的环境的重要性。在为组织心理学和公共行政领域做出贡献的同时，本研究存在一定局限性，并表明需要在各种背景下进行进一步研究。
