Civic duty and employee outcomes: Do high commitment human resource practices and work overload matter?

Julian S. Gould-Williams; Paul Bottomley; Tom Redman; Ed SNAPE; David J. Bishop; Thanawut Limpanitgul; Ahmed Mohammed Sayed Mostafa

doi:10.1111/padm.12019

Civic duty and employee outcomes: Do high commitment human resource practices and work overload matter?

Julian S. Gould-Williams, Paul Bottomley, Tom Redman, Ed SNAPE, David J. Bishop, Thanawut Limpanitgul, Ahmed Mohammed Sayed Mostafa

Research output: Contribution to journal › Journal article › peer-review

63 Citations (Scopus)

Abstract

This article tests the impact of two organization-relevant factors, high commitment human resource practices (HCHRP) and work overload on a component of public service motivation, civic duty and employee outcomes (job satisfaction, affective commitment, and quit intentions). Local government employees in Wales (n=1,755) were used to test our research hypotheses. Results show that both HCHRP and work overload had direct and indirect affects (via civic duty) on employee outcomes. The positive effects of HCHRP on employee outcomes more than compensated for the negative impact of work overload. However, given the modest relations between the organization-relevant factors and civic mindedness, firm efforts should perhaps focus primarily on recruitment and retention campaigns rather than training and socialization strategies.

Original language	English
Pages (from-to)	937-953
Number of pages	17
Journal	Public Administration
Volume	92
Issue number	4
DOIs	https://doi.org/10.1111/padm.12019
Publication status	Published - 1 Dec 2014

Scopus Subject Areas

Sociology and Political Science
Public Administration

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abstract = "This article tests the impact of two organization-relevant factors, high commitment human resource practices (HCHRP) and work overload on a component of public service motivation, civic duty and employee outcomes (job satisfaction, affective commitment, and quit intentions). Local government employees in Wales (n=1,755) were used to test our research hypotheses. Results show that both HCHRP and work overload had direct and indirect affects (via civic duty) on employee outcomes. The positive effects of HCHRP on employee outcomes more than compensated for the negative impact of work overload. However, given the modest relations between the organization-relevant factors and civic mindedness, firm efforts should perhaps focus primarily on recruitment and retention campaigns rather than training and socialization strategies.",

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AU - Bishop, David J.

AU - Limpanitgul, Thanawut

AU - Mostafa, Ahmed Mohammed Sayed

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AB - This article tests the impact of two organization-relevant factors, high commitment human resource practices (HCHRP) and work overload on a component of public service motivation, civic duty and employee outcomes (job satisfaction, affective commitment, and quit intentions). Local government employees in Wales (n=1,755) were used to test our research hypotheses. Results show that both HCHRP and work overload had direct and indirect affects (via civic duty) on employee outcomes. The positive effects of HCHRP on employee outcomes more than compensated for the negative impact of work overload. However, given the modest relations between the organization-relevant factors and civic mindedness, firm efforts should perhaps focus primarily on recruitment and retention campaigns rather than training and socialization strategies.

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Civic duty and employee outcomes: Do high commitment human resource practices and work overload matter?

Abstract

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