Does Person‐Organization Fit Matter in the Public ‐Sector? Testing the Mediating Effect of Person‐Organization Fit in the Relationship between Public Service Motivation and Work Attitudes

Public service motivation theory suggests that public service motivation is positively related to work attitudes, but person‐organization fit theory assumes that person‐organization fit completely mediates the relationship between public service motivation and work attitudes of public employees. This article investigates which theory better predicts attitudes toward work, such as job satisfaction and organizational commitment of public employees, by testing hypotheses on (1) whether public service motivation directly influences work attitudes, or (2) whether person‐organization fit mediates the relationship between public service motivation and work attitudes, or (3) whether both hypotheses are true. Using survey data on civil servants in Korea, this article shows that public service motivation has not only a direct effect on but also an indirect effect on job satisfaction and ‐organizational commitment through its influence on person‐‐organization fit.     

Examining the Effects of Social Media Use on Job Satisfaction in the Australian Public Service: Testing Self-Determination Theory

The purpose of this study is to investigate the relationship between social media usage for work purposes and employee job satisfaction in the public sector. Because social media is a relatively recent phenomenon, the ways in which it affects employee attitudes such as job satisfaction are not well-known. Using self-determination theory (SDT) as a framework, this study tests whether perceived competence, relatedness, and autonomy mediate the relationship between social media usage for work purposes and employee job satisfaction. Data were obtained from the Australian Public Service Commission (APSC). Overall, results generated from the structural equation models support SDT, suggesting that employees using social media for work purposes have higher self-determination and higher self-determination increases their job satisfaction. In particular, the effect of competence to job satisfaction is very high. However, while social media usage for work purposes can enhance employees’ need for autonomy and competence, it does not have any statistical effect to employees need for relatedness. In addition, social media does not have any statistical and direct effect to job satisfaction. The results suggest that social media has an indirect effect to job satisfaction. This article discusses the implications of these findings.     

依法行政与政府工作法制化

依法行政的主体是各级政府机关。政府机关的工作要适应依法行政的要求 ,必须更新观念切实搞好政府法制工作 ,努力提高立法质量和行政执法水平 ,健全行政执法监督机制 ,加大行政执法监督力度 ,提高公务员法律素质     

Work Conflict as Predictor of Job Stress＂ The Case of an Italian Public Administration

Job stress is a pervasive problem for workers and employers in today＇s economy and it is a timely and important topic for organizational setting. Negative job stress may adversely affect an employee＇s mental and physical health. The aim of the present research is to explain why job stress in the public administrations is a theme of increasing interest and why many studies have analyzed its functioning and diffusion. The variables influencing job stress are numerous and often analyzed from different perspectives. Despite the influence of a number of different factors, job stress can be studied by looking at several aspects as physical environment or/and psychosocial environment. This preliminary study investigated the role of one psychosocial source, level of perceived work conflict, on job stress. A case study was presented. A survey instrument was used to collect information from a Regional Public Administration of South Italy. Data from 1,127 respondents, representing a 91.63% of response rate, were analyzed. Statistical correlations and hierarchical regression showed that work conflict was a predictive aspect of job stress and has the highest contribution to explain the phenomena. The present research has a multidisciplinary value, by linking business science, psychology, and social science.     

Cynicism about Change,Work Engagement,and Job Satisfaction of Public Sector Nurses

This paper uses the job demands‐resources theory to examine the consequences of changes on nursing work. Data were collected from 220 public sector nurses in Australia to test the model. We conducted a two‐wave data collection process where independent variables (organisational change, workload, job control, nursing administrative stressors, cynicism about organisational change, and demographic variables) were collected in Time 1. The dependent variables (nursing work engagement and job satisfaction) were collected 6 months later. Changes to nursing work were found to cause high workload and an increase of administrative stressors that leads to an increase in nurses’ change cynicism. Job control was needed to cope with the increase in workload and reduction in cynicism about change. Cynicism about organisational change was found to have a direct negative effect on nurses’ engagement which in turn was found to negatively impact job satisfaction. Our contribution to theory and practice arises from the discovery that the connections between organisational change, work environment variables, and job outcomes of nurses are more complicated than previous research suggests. Theoretical and practical implications will be discussed.     

Unionization and Work Attitudes: How Union Commitment Influences Public Sector Job Satisfaction

This article explores whether union commitment dampens public sector job satisfaction. By examining the connection between union commitment and two workplace attributes that are presumed to be more prevalent in public sector workplaces—perceptions of higher red tape and greater public service motivation—this article develops three hypotheses exploring the direct and indirect relationships between union commitment and public sector job satisfaction. The findings from a series of structural equation models indicate that union commitment directly increases members’ job satisfaction, but it more prominently increases members’ job satisfaction indirectly by reducing perceived red tape and enhancing public service motivation.     

Public Service Motivation and Interpersonal Citizenship Behavior in Public Organizations: Testing a Preliminary Model

ABSTRACT

A good deal of research has demonstrated how public service motivation (PSM) facilitates desirable organizational attitudes and behaviors such as job satisfaction, organizational commitment, and work effort. Other research has demonstrated that PSM predicts higher levels of social capital and altruistic behavior in society. Between these two strands of PSM research, there is a gap in knowledge about whether PSM matters to citizenship behavior internal to the organization. This article tests the direct and indirect relationship between individual levels of PSM and interpersonal citizenship behavior using a structural equation model. We also account for the effect of organizational environment by incorporating a measure of co-worker support. We find that PSM has a direct and positive effect on interpersonal citizenship behavior in public organizations, even when accounting for the significant role of co-worker support.     

Job–Worker Balance and Income Match in the United States

This study uses journey-to-work data from urban census tracts across the United States to investigate whether people living and working in the same area is related to job–worker balance or to the income from jobs. The results indicate that more people live and work in the same commute shed if there is job–worker balance and income matching.     

简述江泽民的"三农"思想

江泽民同志对做好农业、农村、农民工作提出了一系列重要论述，深刻理解江泽民同志的“三农”思想，对于我们在新世纪新阶段进一步做好“三农”工作，扎实推进社会主义新农村建设具有重要意义。     

Organizational Influences,Public Service Motivation and Work Outcomes: An Australian Study

ABSTRACT

This research examines the influence of organizational factors—intrinsic rewards, extrinsic rewards, work relations with management, and work relations with co-workers—on the relationship between public service motivation (PSM) and two work outcomes: job satisfaction and organizational commitment. Using data from the 2005 Australian Survey of Social Attitudes of over 2,200 employees in the Australian public and private sectors, this study found a direct and significant association between the two work outcomes and PSM (and the PSM-fit variable). Despite their significant and direct effects on the work outcomes, the organizational factors did not show any significant moderating effects on the relationships between PSM-fit and the two work outcomes.     

Dynamics of Public Service Motivation: Attraction‒Selection and Socialization in the Production and Regulation of Social Services

The literature on public service motivation (PSM) has typically focused on the relationship between motivation and public/private sector of employment, while the character of the work being performed has been neglected. Using panel surveys with pre‐ and postentry measures of PSM among certified Danish social workers, this article provides a unique design for investigating PSM‐based attraction?selection and socialization effects with respect to the choice between work related to service production or service regulation (controlled for public/private sector of employment). The article shows that the PSM profiles of social work students predict their preference for one of the two types of work tasks but do not predict first employment in the preferred job. Conversely, postentry shifts in social workers’ PSM profiles result from a complex interplay between influences from both work task and sector.     

Work-Family Balance and Job Satisfaction: The Impact of Family-Friendly Policies on Attitudes of Federal Government Employees

We use the 1991 Survey of Federal Government Employees to test a theoretical framework regarding the relationships between work and family demands, family-friendly policies, satisfaction with work-family balance, and job satisfaction for diverse groups of employees with different personal and family needs. We find that a variety of policies widely presumed to be "family friendly" were used to varying degrees by disparate groups of federal employees. The use of such policies had very diverse effects on both employee satisfaction with work-family balance and job satisfaction, within and across various groups of similarly situated employees. The assumptions underlying the provision of family-friendly policies and implications for the organization are examined.     

杜威对传统哲学的改造——基于对“二元论”的批判

杜威,实用主义的典型代表人物,其对传统哲学的批判在西方哲学史上称得上是独树一帜。他详尽剖析了传统哲学中"二元论"产生的原因及其后果,提出哲学要抛弃二元论,进行自身的改造,使哲学成为追求美好生活而不是终极知识的工具。他受达尔文生物进化思想的影响,提出了"新经验论",并用这一新经验的哲学观对传统哲学进行改造。通过杜威对传统哲学的支撑基础———"二元论"的批判,来分析其对哲学的批判和改造。     

"消灭哲学"与实现哲学——读《<黑格尔法哲学批判>导言》

在马克思的早期文献中，“哲学”一词如果不加区别的理解就会得出马克思对哲学存在非连续性和二重化的态度的结论。通过对相关文本群和《〈黑格尔法哲学批判〉导言》的研究发现马克思在使用“哲学”一词上存在双重涵义，即思辨哲学与革命哲学。那么，以此为基础进行解读，马克思的“消灭哲学”命题指的是，消灭黑格尔思辨哲学；实现哲学指的是把哲学理论与革命群众相结合、哲学革命与无产阶级革命相结合。     

The honour of Georges Canguihem

The sense of intellectual rigour that attacted so many readers to the work of Georges Canguihen in the 1960s goes hand in hand with a deep sense of personal honour. He at times hints that there is a direct and necessary connection between the two, and that connection is best illustrated by his comments on the life and work of Jean Cavailles. For Canguilhem, the implacable logic that Cavailles found at work in the history of mathematics provided the ispiration that led him to take up arms in the Resistance. Cavailles exampplifies the extreme point where rigorous philosophy and political action merge in an undertaking against death.     

Coming to Grips with Realism

Retrieving Realism renders the joint philosophical goals of Hubert Dreyfus and Charles Taylor into what is probably their final and most concise form. It has two main objectives: first, it aims to deconstruct the mediationalism that undergirds Western philosophy, and second, it endorses contact theory, or embodied/embedded coping, as an alternative. In this essay, I present the book’s most salient themes and reveal areas that are ripe for further philosophical consideration. I also direct the reader to the work’s genuine ontological challenge: how to come to grips with contact theory beyond the borders of epistemology.     

Employee Empowerment,Employee Attitudes,and Performance: Testing a Causal Model

The last three decades have witnessed the spread of employee empowerment practices throughout the public and private sectors. A growing body of evidence suggests that employee empowerment can be used to improve job satisfaction, organizational commitment, innovativeness, and performance. Nearly all previous empirical studies have analyzed the direct effects of employee empowerment on these outcome variables without taking into account the mediating role of employee attitudes. This article contributes to the growing literature on employee empowerment by proposing and testing a causal model that estimates the direct effect of employee empowerment on performance as well as its indirect effects as mediated by job satisfaction and innovativeness. The empirical analysis relies on three years of data from the Federal Human Capital Survey/Federal Employee Viewpoint Survey and a structural equation modeling approach, including the use of lagged variables. The results support the hypothesized causal structure. Employee empowerment seems to have a direct effect on performance and indirect effects through its influence on job satisfaction and innovativeness, two key causal pathways by which empowerment practices influence behavioral outcomes.     

Industry, occupation, and disability insurance beneficiary work return.

This article uses the New Beneficiary Data System to describe the first job held after award of Disability Insurance benefits, in terms of occupation and industry. It examines work activity within sectors of employment, and looks at the issues of whether work return in certain industries and occupations varies according to the demographic characteristics of the beneficiaries. The article also presents data on sector-specific employer accommodations that can aid in sustained work return. Postentitlement work was fairly evenly distributed across occupational and industrial sectors. Persons with higher levels of educational attainment were found to be in white-collar employment sectors. There were noticeable differences in the availability of employer accommodations across postentitlement occupations and industries.     

Core self-evaluations in the military context： Relative effects on job satisfaction and organizational commitment

This study validates the construct of core self-evaluations （CSE） and examines the relationship of CSE with global job satisfaction and organizational commitment in the military context. Analytical results from 114 sergeants in the military school are summarized as follows： （1） Analytical results validate the convergent and discriminant validity of the constructs; （2） CSE has significant positive relationships with global job satisfaction and organizational commitment. This study provides practical implications for management in both business and military organizations and suggestions for future studies.     

"中国哲学之合法性"问题的由来、实质及其对于相关讨论的期望

"合法性"的讨论,旨在完善"中国哲学"学科的方法与理念,而绝不是如某些学者所耸人听闻地表述的,是旨在颠覆"中国哲学"学科.目前"中国哲学史"的写作方式,一方面使我们隔绝和远离了传统中国人的生活经验,另一方面也对典籍文化的原生态造成很大破坏.