Thesis (Ph. D.)--University of Wisconsin--Madison, 1940. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 151-156).

Thesis (B.A.)--University of Minnesota, 1913. / "Awarded first prize in the Harris Political Science Prize Contest for the year 1912-1913." Includes bibliographical references (p. 42-44).

In a sector that has traditionally relied on intrinsically motivated employees, research has shown that public employees care more about serving society than reaping personal gains. Recently, the public sector implemented extrinsic rewards available to their workforce. Understanding the impact extrinsic rewards has on individuals employed in the public sector should be studied and interpreted before more personal rewards are offered by public institutions. This study examined the public service motivation (PSM) of faculty at Mississippi State University (MSU) hired between October 1, 2007 – October 1, 2016. Quantitative methods were used to analyze differences in PSM among faculty with outstanding student loan debt and those lacking debt. This study used a partial measurement of James Perry’s PSM measureable scale. By measuring self-sacrifice levels, this study determined the levels faculty at MSU are willing to substitute their personal interest for the good of society. Specifically, this study focused on the Public Service Loan Forgiveness (PSLF) program offered by the U.S. Department of Education. Data were collected through MSU’s class climate electronic survey system. In addition to the 8 items on Perry’s PSM self-sacrifice dimension, closed-ended and multiple choice questions were asked to collect demographic information related to age, household income, student loan debt, and awareness/interest in the PSLF. The results did not reveal any statistically significant difference between faculty with outstanding student loan debt and those without student loan debt. However, the results revealed beneficial information that can be used to understand the motivation of faculty and their desire to reap extrinsic rewards. The majority of respondents indicated that they did not have outstanding student loan debt and the level of interest in PSLF was less than half of the respondents. PSLF was designed to relieve public sector employees of their student loan burdens as well as motivate individuals to seek careers in public service. The literature and data collected in this study suggest that the public sector is still dominated by intrinsically motivated employees. Future research studies should expand this quantitative analysis over various populations of public sector employees and implement the findings into the future practices of public administrations.

No description available.

Within the next 15 years, a significantly large percentage of adults will exit the U.S. public sector workforce, taking their experience and knowledge with them. This considerable number of departures from the public sector workforce is expected to create a crisis of sorts for society as it grapples with how to ensure the public sector is not without its most important feature – public servants. The immediate crisis relates to how we, in record time, recruit and retain a new and highly qualified workforce that can quickly fill the gaps left by the exodus. Recently coming into their adult age, our youngest and quickly becoming our largest cohort of workforce-eligible adults, commonly referred to as “Gen Z,” are alarmingly underrepresented in the public sector. Underrepresentation is forecasted to continue and may grow. Nascent literature on Generation Z describes them as valuing the importance of public service and so the current lack of representation is puzzling and potentially points to an issue in motivation to serve in the public sector – or factors related to those motives. With permission to use Public Service Motivation (PSM) scholar Sangmook Kim’s revised public service motivation instrument, this study sets out to measure the public service motivation in a stratified random sample of Generation Z adults (Kim, 2012). Hypothesizing that Generation Z has a high level of public service motivation but is dissuaded from serving due to their perception of public sector culture, the study will introduce and examine other variables associated with organizational culture. The idea is that organizational culture – specifically the public sector’s culture – may play a role in Gen Z’s current underrepresentation. With a new generation of young adults showing signs of motivation to serve in the public sector, realizing the possibility that public sector organizational culture is getting in the way should influence a significant drive towards scholarship and practice related to public sector cultural transformation.

No description available.

The objective of this thesis is to provide both empirical evidence and theoretical explanations that will show the positive and negative effects of intrinsic motivation and reputational concerns in the public sector. The thesis argues that by having intrinsically motivated individuals in the public sector (i.e. individuals that are public service motivated), the government can provide higher quality public goods and services at a lower cost. The thesis finds empirical evidence for the existence of public service motivation and also finds that high extrinsic rewards in the public sector deter individuals with high levels of public service motivation from joining the public sector. There is also empirical evidence showing that individuals remain public service motivated in the long term. This thesis also investigates whether the reputational concerns of a principal (government) can lead to under provision of quality improving effort by contracted firms in procurement contracts. The thesis finds that reputational concerns cause the decision maker to intervene in procurement projects more frequently than is optimal. This then results in the contracted private firm exerting less effort to produce quality improving firm specific investments. Since public service motivation can improve the delivery of public goods and services, these findings lead us to conclude that governments must find ways to recruit a larger proportion of public service motivated individuals into the public sector. These findings also highlight the importance of reputational concerns in the decision making process of governments. They show us that reputational concerns can have very negative effects on procurement contracts.

Public service motivation (PSM) encompasses self-sacrifice (SS), compassion (COM), commitment to public values (CPV), and attraction to public participation (APP) as part of a public service ethic. The public and non-profit sectors are purported to consist of individuals possessing other-directed, communal values, rather than self-directed, agentic values characterizing private sector organizations. However, PSM’s positive, or prosocial bias often discounts self-interested motives and mixed motives. Garnering insights from personality psychology may further the development of PSM from multidisciplinary angles. Malevolent personalities in organizations have been evidenced by decades of research in the private sector. Yet, similar efforts delineating malevolent types in public and non-profit organizations remain lacking. While a battery of personality scales access general personality disorders, none has been administered across sectors to determine if disordered individuals are more likely to be found employed in a particular sector. The communal narcissism scale is distinct from other malevolent scales because it measures communal traits as a function of domain specificity. Unlike the agentic version of narcissism, in which self-aggrandizement is almost immediately apparent to others, in communal narcissism, the self-aggrandizement component is hidden by a ‘saint-type bias’ and self-proclaimed other-orientation. Some communal narcissism traits may mimic dimensions of the PSM scale. If a malevolent personality can mimic public service motivation, then this research would be among the first to illustrate a dark side of PSM, as recently suggested by PSM scholars. This research found that CNI was, indeed, associated with PSM, particularly the self-sacrifice, public participation, and compassion dimensions. Additionally, PSM was positively associated with the non-profit sector and negatively associated with the private sector. CNI, in contrast, was indirectly influenced by sector. Specifically, CNI was positively associated with non-profit sector and negatively associated with the private sector. An empirical analysis of two studies is presented and future research directions are discussed. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2018. / FAU Electronic Theses and Dissertations Collection

Syftet med studien är att ta reda på vilka hänsyn som måste tas när underhållningsprogram, bl.a. de som är baserade på utländska format, produceras för att visas i Public Service-kanaler.I studien, som ...

In today¡¦s competitive global market, which emphasizes efficiency, fast service, and innovation, the functions of the government should be adjusted in order to face the challenge of adapting to fast changing information technology. Government institutions could apply information technology to improve the efficiency of government services, to facilitate communication with citizens, and to lower the costs of services. The promotion of e-government can become a main strategy, for developed countries, to improve their national competitiveness. It is also an important indicator when evaluating national competitiveness by the World Economic Forum and other international organizations. Since governments have limited resources, including finances, it has become a trend to allow the private sector to join in the building and operation of the government¡¦s information system. Therefore, the most effective use of private sector innovation and management, in developing e-government, becomes an important strategy in the promotion of e-government. The objective of this paper is to develop the criteria that relate to the basic theory of outsourcing tasks for building and operating an e-government information system. According to the principles issued by the Executive Yuan in 2002, there are five practical ways that the information systems of government could be authorized to private enterprises. Based on these criteria, I tried to establish a way to measure the most suitable way to outsource to deliver public service e-government.