Civic duty and career outcomes in a career-based system:a two-wave, multisource study

Link:
Autor/in:
Erscheinungsjahr:
2021
Medientyp:
Text
Schlagworte:
  • Public Service Motivation
  • Red Tape
  • Public Employees
  • Work
  • Personality
  • Psychology
  • Public Service Motivation
  • Red Tape
  • Public Employees
  • Work
  • Personality
  • Psychology
Beschreibung:
  • Since research on career trajectories in the public sector is rare, little is known about who continues a public-sector career and is promoted to higher-level positions. Building on social exchange theory, this study examines whether civic duty in t1 prevents public servants from leaving and is reciprocated in terms of promotions, how this relationship is mediated by career commitment, and how promotions impact career commitment in t2. We gathered responses from 1,490 members of the Federal Armed Forces Germany in a two-wave survey and matched them with objective data on turnover and promotions. The results show that civic duty has no direct effect on turnover and only slightly increases the likelihood of promotions. This may explain why promotions have no effect on career commitment in t2. We draw conclusions regarding retention and career management and discuss the implications in light of the criticism of career-based systems in the public service.
  • Since research on career trajectories in the public sector is rare, little is known about who continues a public-sector career and is promoted to higher-level positions. Building on social exchange theory, this study examines whether civic duty in t1 prevents public servants from leaving and is reciprocated in terms of promotions, how this relationship is mediated by career commitment, and how promotions impact career commitment in t2. We gathered responses from 1,490 members of the Federal Armed Forces Germany in a two-wave survey and matched them with objective data on turnover and promotions. The results show that civic duty has no direct effect on turnover and only slightly increases the likelihood of promotions. This may explain why promotions have no effect on career commitment in t2. We draw conclusions regarding retention and career management and discuss the implications in light of the criticism of career-based systems in the public service.
Lizenz:
  • info:eu-repo/semantics/closedAccess
Quellsystem:
Forschungsinformationssystem der UHH
Interne Metadaten
Quelldatensatz
oai:www.edit.fis.uni-hamburg.de:publications/1a24f60c-32cb-4954-8fc4-b224aaebe21a