Developing a framework for assessing the influence of public service motivation on core work evaluation and counterproductive work behaviour

Abstract

This study’s primary aim was to develop a framework for assessing the influence of public service motivation on core work evaluation (job satisfaction, organisational commitment, work engagement) and counterproductive work behaviour among employees at 11 North-West Provincial Government departments. No previous research has investigated the influence of public service motivation (independent variable) on core work evaluations such as job satisfaction, organisational commitment, work engagement and counterproductive work behaviour (dependent variables) in the South African public service context. Therefore, this study filled the gap by developing a framework for assessing the influence of public service motivation on the core work evaluation of employees in the North-West Provincial Government departments. The study was conducted within the quantitative research paradigm using a cross-sectional correlational survey design. The population included 61 954 public-service employees. The study used a stratified random sampling method consisting of four subgroups: senior management, middle management, junior middle management and elementary employees. Descriptive statistics were used to determine the levels of perceived public service motivation, job satisfaction, work engagement, organisational commitment, and counterproductive work behaviour. The results revealed positive or above-average public service motivation and neutral job satisfaction levels. However, slightly low organisational commitment and moderate work engagement levels were reported. In addition, very low levels of counterproductive work behaviour were reported. The measuring instruments were reliable and valid in the North-West Provincial Government departments. Work engagement and job satisfaction significantly predict public service motivation. Also, work engagement and organisational commitment significantly predict counterproductive work behaviour. This study provides a theoretical and conceptual framework that public-sector managers can use to assess the impact of public service motivation on core work evaluation and counterproductive work behaviour. Ultimately this research contributes

to the theory, conceptualisation and establishment of relationships between organisational behavioural dimensions such as public service motivation, job satisfaction, organisational commitment, work engagement and counterproductive work behaviour.