جستجوی مقالات مرتبط با کلیدواژه « public service motivation » در نشریات گروه « پزشکی »

Service motivation is recognized as one of the most important ways of organizational development. On the other hand, establishing error management in the organization is a solution that has facilitated the desire to work. The aim of this study was to determine the correlation between error management and public service motivation and the mediating role of Work motivation and gender adjustment in nurses of Sirjan Social Security Hospital in 2019.

The present study is descriptive-correlational and the statistical population includes all nurses of Sirjan Social Security Hospital. The number of statistical samples was determined using Krejcie & Morgan table 140 people and the method was simple random sampling (lottery). Data collection instruments included; demographic questionnaire, “Error Orientation Questionnaire”, “Public Service Motivation Scale”, and “Work Engagement Scale”. Content validity and face validity by qualitative method and convergent validity, divergent validity, was measured. The reliability of the instruments was measured by internal consistency method by calculating the Cronbachchr('39')s coefficient and the combined reliability. Data analysis was performed in SPSS.22 and PLS. 23.

Error management by engaging with value (r = 0.372, t = 5.356); Also, engaging in public service motivation was correlated with the value of (r = 0.761, t = 25.276). In addition, public service-motivated error management through the mediating role of engagement in work with value (r = 0.510, t = 6,022), the role of womenchr('39')s gender adjustment between error management and engagement in work with value (r=0.348, t =3. 220) was correlated. 

Error management had a significant correlation with the motivation of public service and the mediating role of engaging in work with gender adjustment among female nurses of Sirjan Social Security Hospital. Therefore, it is suggested to use reward allocation and encouragement to increase error management and public service motivation in hospitals.

Over the past decades, studies related to motivation in government organizations called public service motivation (PSM) have caused significant changes in terms of explaining the positive results in relation to public service motivation with components such as performance and personal satisfaction. In light of the scientists' views, this study challenges the positive and transparent public service motivation by saying that "high levels of PSM may lead to negative outcomes." In this regard, few studies have been conducted on the negative effects or potential "dark spots" of public service motivation. Our goal is to fill this gap by proposing a model that helps develop public service motivation mechanisms. This is analyzed through the relationship between PSM and its dark spots at the individual and organizational levels by finding the negative consequences of public service motivation. The purpose of the research was fundamentally using the Delphi technique using a qualitative approach and the interview was conducted by purposive sampling method with 33 experts in government organizations. Leading to negative performance at individual and organizational levels was confirmed and 19 of the 32 influential variables were identified. Finally, suggestions were made that would lead to guidelines for future studies to understand the overall PSM from a different perspective, and government officials were asked to support the idea that PSM-based recruitment would inevitably lead to higher performance. To look.

Public service motivation (PSM) is one of the few motivational theories, which investigates the motivation and its organizational outcomes such as job performance in public and governmental sectors. By emphasizing on direct effect of PSM on job performance, previous studies led to contradictory results. In this study, it is supposed that the effect of PSM on job performance is indirect; thus individual-organization and individual-job proportion were investigated as mediator variables in this correlation. Since nursing is one of the best jobs that the PSM might be observed in, this study was conducted in governmental hospitals. Similarly, 103 nurses, who were employed in governmental hospitals of Isfahan, were randomly selected and then answered to PSM, individual-organization proportion, individual-job proportion and job performance questionnaires. Thereafter, the data were analyzed through SPSS AMOS™ structural equation modeling software. Findings indicated that the PSM had a significant and positive correlation with both individual-organization proportion (β = 0.371, P < 0.01) and individual-job proportion (β = 0.561, P < 0.001). In addition, positive correlation between individual-organization proportion and individual-job proportion with job performance was also significant (β = 0.367, P < 0.001) and (β = 0.482, P < 0.001), respectively. However, according to what was assumed and hypothesized for the individual-organization proportion and individual-job proportion, PSM did not have a significant correlation with job performance; therefore, the individual-organization proportion and individual-job proportion confirmed these two variables to serve as a mediator. While private organizations could rely more on material rewards such as financial aid for motivating their employees in the direction of employer’s goals and interests, governmental organizations should focus on requesting their employees in order to attempt for advancing the community goals as well as satisfying individual needs in order to increase their efficiency.