Stress and turnover intents in international organizations : social support and work–life balance as resources

This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations. It contextualizes the job resources and demands model within international organizations' specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work-life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate. In this context, the relationships between these work opportunities and turnover intention are partially mediated by stress. Contextualized HR management propositions are made to help organizations coping with these management challenges

Pursuing the common good in daily work: essays on public service motivation in Switzerland

Le concept de "motivation de service public (MSP)" rend compte de la volonté de modifier la réalité sociale par le biais de l'action publique, d'améliorer le bien-être social en travaillant pour l'intérêt public, d'aider de manière compassionnelle les gens dans le besoin, ou de se dévouer pour autrui. Cette thèse analyse, sur la base d'une enquête quantitative menée dans le contexte suisse au niveau cantonal et communal, la présence, les antécédents ainsi que les effets de la MSP. Elle démontre notamment que l'analyse empirique de la MSP requiert une conceptualisation rigoureuse. Mais aussi que les employés motivés par le service public valorisent les aspects intrinsèques de leur travail et attendent support et reconnaissance de la part de leur organisation. De plus, la MSP est une source directe de motivation au travail et indirecte de performance, alors que les attentes qu'elle suscite peuvent mener à la résignation

Motivation de Service Public : une Analyse qualitative

Le concept de "Motivation de service public" se focalise sur les motifs, décisions et actions qui ont pour finalité de « faire le bien» pour les autres, de développer le bien-être de la société dans son ensemble. Alors que la presque totalité des publications sur le sujet porte sur des données quantitatives et applique un instrument de mesure standardisé, peu de cas est fait de la manière dont les employés concernés par ce type particulier de motivation la conçoivent. Pour combler cette lacune, nous analysons 11 entretiens semi-directifs menés auprès d'agents municipaux de Suisse-Romande. Cette étude qualitative soulève des questions relatives à l'interprétation des termes clefs de la MSP et fait émerger les notions de "service aux usagers" et de "citoyenneté" en tant que complément de la MSP. Enfin, ce matériel qualitatif contient des éléments relatifs au parcours professionnel et personnel qui permettent d'interpréter des degrés particuliers de MSP

Profiles of Public Service-Motivated Civil Servants: Evidence from a Multicultural Country

This study analyses if and to what extent culture, associational membership, social trust, civic participation, and political ideology explain the PSM level of civil servants. On the basis of a representative sample of 3,754 municipal employees from the German- (79 percent) and the French-speaking (21 percent) parts of Switzerland, this study offers three striking pieces of empirical evidence. First, the social profile of the respondents is different for each PSM dimension: “Attraction to politics and policymaking” is mostly influenced by political participation and sympathy for political parties; “Commitment to the public interest ” by culture and social trust; “Compassion” by clear-cut political positioning; and “Self-Sacrifice ” by volunteering and religiosity. Second, socio-political variables add an important contribution to the explanation of the first three dimensions. And third, cultural belonging has an important effect on the level of PSM

Impacts of HRM Practices on Public Service Motivation

The present study aims to identify organisational antecedents of public service motivation (PSM). According to the current scientific literature, organisational antecedents of PSM have been understudied thus far. In order to fill this research gap, we question whether human resource management practices might be related to PSM. Our findings, based on a survey in an important Swiss municipality (N = 859), surprisingly highlight that extrinsic HRM practices are significantly related to PSM, whereas intrinsic ones are not. Furthermore, when taking into account work-related outcomes, such as job satisfaction and organisational commitment, there is evidence of full mediation effects towards extrinsic HRM practices from organisational commitment

Organisational PSM Antecedents. Do HRM Practices Matter? Testing the Mediating Role of Job Satisfaction and Organisational Commitment

The present study aims to identify organisational antecedents of public service motivation (PSM). Numerous research has been devoted to the identification of socio-demographic PSM antecedents, or to its outcomes. However, organisational antecedents are understudied thus far. In order to fill this research gap, we question whether human resources management practices, whether intrinsic or extrinsic ones, might be related to PSM. Drawing on person-environment fit theoretical assumptions, we depart from the idea that PSM may be developed or sustained by HRM practices, which might contribute to create an environment allowing public employees to fulfill their needs or personal aspirations. Based upon a survey in an important Swiss municipality (N = 859), our findings surprisingly highlight that extrinsic HRM practices are significantly related to PSM, whereas intrinsic ones are not. Furthermore, when taking into account work-related outcomes, such as job satisfaction and organisational commitment, there is evidence of full mediation effects towards extrinsic HRM practices from organisational commitment. Astonishingly, neither job satisfaction nor intrinsic HRM practices are significantly related to PSM

HRM Practices, Intrinsic Motivators, and Organizational Performance in the Public Sector

This article aims to determine the impact of human resource management (HRM) practices on public service motivation (PSM) and organizational performance. Based on a survey of Swiss cantonal public employees (N = 3,131), this study shows that several HRM practices may be considered as organizational antecedents of PSM and strong predictors of perceived organizational performance. Fairness, job enrichment, individual appraisal, and professional development are HRM practices that are positively and significantly associated with PSM and perceived organizational performance. Moreover, these results suggest that HRM practices are stronger predictors than either PSM or organizational commitment when explaining the individual perception of organizational performance