Advantages of feeling appreciated: An examination of how receipt of gratitude influences the linkages between PSM and behaviour
By: Davis, R.S., Stazyk, E.C. and Dickman, Z.T
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Material type: 
BookPublisher: Public Administration: An International Quarterly Description: 99(4), Dec,, 2021: p.723-739.
In:
Public Administration: An International QuarterlySummary: In this article, we examine several situational factors that condition the relationship between public service motivation (PSM) and organizational behaviours. Specifically, we examine how the receipt of gratitude and appreciation is associated with the complex relationships between PSM, work attitudes and turnover intent. We analyse the conditional indirect effects from PSM to turnover intent with a series of structural equation models using data from the 2010 US Merit Systems Protection Board. Our findings indicate that the relationship between PSM and blaming others for diminished performance capacity is moderated by feeling appreciated, which conditions the indirect relationship to turnover intent. In other words, increases in PSM appear to lead individuals to internalize diminished performance capacity and remain with their organization as long as they believe their work is appreciated. These findings provide guidance for structuring feedback to capitalize on the benefits of PSM. – Reproduced
| Item type | Current location | Call number | Vol info | Status | Date due | Barcode |
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Articles
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Indian Institute of Public Administration | 99(4), Dec,, 2021: p.723-739 | Available | AR127952 |
In this article, we examine several situational factors that condition the relationship between public service motivation (PSM) and organizational behaviours. Specifically, we examine how the receipt of gratitude and appreciation is associated with the complex relationships between PSM, work attitudes and turnover intent. We analyse the conditional indirect effects from PSM to turnover intent with a series of structural equation models using data from the 2010 US Merit Systems Protection Board. Our findings indicate that the relationship between PSM and blaming others for diminished performance capacity is moderated by feeling appreciated, which conditions the indirect relationship to turnover intent. In other words, increases in PSM appear to lead individuals to internalize diminished performance capacity and remain with their organization as long as they believe their work is appreciated. These findings provide guidance for structuring feedback to capitalize on the benefits of PSM. – Reproduced
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