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- W3202017538 endingPage "600" @default.
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- W3202017538 abstract "Research has not given enough attention to the contextual factors that interact with public service motivation (PSM) and moderate its impact (i.e. enhance or suppress its virtuous effects). The management of those factors is fundamentally a question of how PSM interacts with particular HR practices. As such, this study tests the differential effects of PSM on organizational commitment as a function of differing practices. Utilizing survey data from a Central Illinois municipality, it examines the moderation effects of job fulfilment (i.e. job fit evidence), high-performance HR, and high-empowerment HR. The findings show that high-empowerment practices strengthen the PSM – organizational commitment relationship." @default.
- W3202017538 created "2021-10-11" @default.
- W3202017538 creator A5030581861 @default.
- W3202017538 creator A5047452969 @default.
- W3202017538 creator A5083524624 @default.
- W3202017538 date "2021-09-27" @default.
- W3202017538 modified "2023-09-23" @default.
- W3202017538 title "Job-fit and high-performance versus high-empowerment HR: moderators of the PSM—organizational commitment relationship" @default.
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- W3202017538 doi "https://doi.org/10.1080/14719037.2021.1985317" @default.
- W3202017538 hasPublicationYear "2021" @default.
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