공무원의 공공봉사동기와 인적자원관리

Although many factors have been found to significantly influence the public service motivation of public employees, the majority of previous studies have paid little attention to the impact of human resources management factors on their public service motivation. Accordingly, this study empirically analyzes the effect of diverse human resources management factors on public service motivation with a sample of public employees in central and local governments. The results of this study show three important findings. First, four human resources management factors, that is promotion, educational training, job competency, and leader's support, are positively associated with the public service motivation of public employees. Specifically, job competency among these factors was found to be the strongest predictor of their public service motivation. Second, compared to the impact of these human resources management factors on public service motivation between public employees in central governments and public employees in local governments, educational training, job competency, and leader's support have positive impacts on their public service motivation in both governments while promotion is positively associated with the public service motivation of public employees in only central governments. Finally, gender and age among personal factors show statistical significance in regards to the public service motivation of public employees. That is, male and older public employees show higher levels of public service motivation than female and younger public employees. Through empirical tests, this study has implications in that it recognizes the significance of human resources factors on the public service motivation of public employees and provides public organizations with the strategies and alternatives of human resources management for intensifying their public service motivation.