Comparing affective commitment in the public and private sectors: A comprehensive test of multiple mediation effects

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Comparing affective commitment in the public and private sectors : A comprehensive test of multiple mediation effects. / Hansen, Jesper Rosenberg; Kjeldsen, Anne Mette.

I: International Public Management Journal, Bind 21, Nr. 4, 2018, s. 558-588.

Publikation: Bidrag til tidsskrift/Konferencebidrag i tidsskrift /Bidrag til avisTidsskriftartikelForskningpeer review

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@article{0d52998bc8fc40b88e3747c464790216,
title = "Comparing affective commitment in the public and private sectors: A comprehensive test of multiple mediation effects",
abstract = "Employees{\textquoteright} organizational commitment is associated with a number of positive outcomes, such as employee motivation, job satisfaction, productivity, and retention. But previous research has suggested that there may be important sector differences in both commitment and its explanations, yet results are very mixed. We study sector differences in affective organizational commitment among 1,043 public and private office workers who perform very similar tasks across sectors, testing the influence of factors thought to explain commitment and expected to vary between the sectors. We propose that the mixed results are due to different variables mediating the relationship between sector and organizational commitment. Conducting a multiple mediation analysis, we find that more hierarchy negatively mediates the relationship between public sector employment and organizational commitment. On the other hand, the relationship between public sector employment and organizational commitment is positively mediated by public service motivation and participatory management. This highlights the importance of not only studying simple sector differences, but also including relevant individual and organizational-level variables that can explain the mechanisms behind such differences.",
keywords = "COMMON METHOD BIAS, JOB-SATISFACTION, MANAGERS, MEASUREMENT ERROR, MEASUREMENT INVARIANCE, NORMATIVE COMMITMENT, ORGANIZATIONAL COMMITMENT, RED-TAPE, SERVICE MOTIVATION, WORK MOTIVATION",
author = "Hansen, {Jesper Rosenberg} and Kjeldsen, {Anne Mette}",
year = "2018",
doi = "10.1080/10967494.2016.1276033",
language = "English",
volume = "21",
pages = "558--588",
journal = "International Public Management Journal",
issn = "1096-7494",
publisher = "Routledge",
number = "4",

}

RIS

TY - JOUR

T1 - Comparing affective commitment in the public and private sectors

T2 - A comprehensive test of multiple mediation effects

AU - Hansen, Jesper Rosenberg

AU - Kjeldsen, Anne Mette

PY - 2018

Y1 - 2018

N2 - Employees’ organizational commitment is associated with a number of positive outcomes, such as employee motivation, job satisfaction, productivity, and retention. But previous research has suggested that there may be important sector differences in both commitment and its explanations, yet results are very mixed. We study sector differences in affective organizational commitment among 1,043 public and private office workers who perform very similar tasks across sectors, testing the influence of factors thought to explain commitment and expected to vary between the sectors. We propose that the mixed results are due to different variables mediating the relationship between sector and organizational commitment. Conducting a multiple mediation analysis, we find that more hierarchy negatively mediates the relationship between public sector employment and organizational commitment. On the other hand, the relationship between public sector employment and organizational commitment is positively mediated by public service motivation and participatory management. This highlights the importance of not only studying simple sector differences, but also including relevant individual and organizational-level variables that can explain the mechanisms behind such differences.

AB - Employees’ organizational commitment is associated with a number of positive outcomes, such as employee motivation, job satisfaction, productivity, and retention. But previous research has suggested that there may be important sector differences in both commitment and its explanations, yet results are very mixed. We study sector differences in affective organizational commitment among 1,043 public and private office workers who perform very similar tasks across sectors, testing the influence of factors thought to explain commitment and expected to vary between the sectors. We propose that the mixed results are due to different variables mediating the relationship between sector and organizational commitment. Conducting a multiple mediation analysis, we find that more hierarchy negatively mediates the relationship between public sector employment and organizational commitment. On the other hand, the relationship between public sector employment and organizational commitment is positively mediated by public service motivation and participatory management. This highlights the importance of not only studying simple sector differences, but also including relevant individual and organizational-level variables that can explain the mechanisms behind such differences.

KW - COMMON METHOD BIAS

KW - JOB-SATISFACTION

KW - MANAGERS

KW - MEASUREMENT ERROR

KW - MEASUREMENT INVARIANCE

KW - NORMATIVE COMMITMENT

KW - ORGANIZATIONAL COMMITMENT

KW - RED-TAPE

KW - SERVICE MOTIVATION

KW - WORK MOTIVATION

UR - http://www.scopus.com/inward/record.url?scp=85014549556&partnerID=8YFLogxK

U2 - 10.1080/10967494.2016.1276033

DO - 10.1080/10967494.2016.1276033

M3 - Journal article

VL - 21

SP - 558

EP - 588

JO - International Public Management Journal

JF - International Public Management Journal

SN - 1096-7494

IS - 4

ER -