Hoa Dinh Nguyen; Phuong Thanh Thi Do; Quyen Thuc Vo Huynh
A icle
Imp o ing job pe o mance in he s a e sec o by public
se ice mo i a ion and job-pe son i owa d sus ainable
de elopmen
O ganiza ions and Ma ke s in Eme ging Economies
P o ided in Coope a ion wi h:
Facul y o Economics and Business Adminis a ion, Vilnius Uni e si y
Sugges ed Ci a ion: Hoa Dinh Nguyen; Phuong Thanh Thi Do; Quyen Thuc Vo Huynh (2024) :
Imp o ing job pe o mance in he s a e sec o by public se ice mo i a ion and job-pe son i
owa d sus ainable de elopmen , O ganiza ions and Ma ke s in Eme ging Economies, ISSN
2345-0037, Vilnius Uni e si y P ess, Vilnius, Vol. 15, Iss. 2, pp. 288-304,
h ps://doi.o g/10.15388/omee.2024.15.14
This Ve sion is a ailable a :
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O ganiza ions and Ma ke s in Eme ging Economies ISSN 2029-4581 eISSN 2345-0037
2024, ol. 15, no. 2(31), pp. 288–304 DOI: h ps://doi.o g/10.15388/omee.2024.15.14
Imp o ing Job Pe o mance in he S a e
Sec o by Public Se ice Mo i a ion and
Job–Pe son Fi owa d Sus ainable
De elopmen
Hoa Dinh Nguyen (co esponding au ho )
Facul y o Labo Rela ions and T ade Unions,
Ton Duc Thang Uni e si y, Vie nam
[email p o ec ed]. n
h ps:// o .o g/01d q0835
Phuong Thanh Thi Do
Facul y o Labo Rela ions and T ade Unions,
Ton Duc Thang Uni e si y, Vie nam
h ps:// o .o g/01d q0835
Quyen Thuc Vo Huynh
Facul y o Labo Rela ions and T ade Unions,
Ton Duc Thang Uni e si y, Vie nam
h ps:// o .o g/01d q0835
Abs ac . Job pe o mance in he s a e sec o is essen ial o he sus ainable de elopmen o an economy.
Howe e , p e ious s udies on he ela ionship among public se ice mo i a ion (PSM), pe son–job i
(PJF), and job pe o mance ha e yielded inconsis en esul s. The e o e, his s udy aims o explo e he
co ela ions be ween PSM, PJF, and job pe o mance, wi h a pa icula ocus on he s a e sec o . A e an
ex ensi e li e a u e e iew, his s udy u ilized quan i a i e me hods o examine he co ela ion be ween
PSM, PJF, and job pe o mance. The da a we e analyzed employing S uc u al Equa ion Modeling
(SEM), u ilizing a sample o 263 pa icipan s who wo k a social insu ance agencies, which a e he s a e
public o ganiza ions ha se e employees o social insu ance and heal h insu ance. P elimina y esul s
indica e ha PSM posi i ely in luences bo h in- ole job pe o mance and ex a- ole job pe o mance
Recei ed: 21/6/2024. Accep ed: 24/9/2024
Copy igh © 2024 Hoa Dinh Nguyen, Phuong Thanh Thi Dom, Quyen Thuc Vo Huynh. Published by Vilnius Uni e si y
P ess. This is an Open Access a icle dis ibu ed unde he e ms o he C ea i e Commons A ibu ion Licence, which pe -
mi s un es ic ed use, dis ibu ion, and ep oduc ion in any medium, p o ided he o iginal au ho and sou ce a e c edi ed.
Con en s lis s a ailable a Vilnius Uni e si y P ess
289
Hoa Dinh Nguyen, Phuong Thanh Thi Do, Quyen Thuc Vo Huynh. Imp o ing Job Pe o mance
in he S a e Sec o by Public Se ice Mo i a ion and Job–Pe son Fi owa d Sus ainable De elopmen
wi hin he s a e sec o . Mo eo e , he esul s also indica e he media ing ole o PJF in he co ela ion
be ween PSM, in- ole job pe o mance and ex a- ole job pe o mance. The esea ch con ibu ions
p o ide heo e ical e idence ha PSM is one o he key ac o s in inc easing job pe o mance in he
s a e sec o . In addi ion, he p ac ical implica ions a e discussed o assis manage s in imp o ing job
pe o mance o he coun y’s sus ainable de elopmen .
Keywo ds: public se ice mo i a ion, pe son-job i , in- ole job pe o mance, ex a- ole job pe o mance
1. In oduc ion
PSM has been desc ibed as a mo i a ion o con ibu e o socie y, which can mo i-
a e employees o ac i ely pe o m meaning ul public se ices (Nguyen e al., 2023).
In he public managemen ield, he PSM has been conside ed as a key de e minan
o employee beha io and o ganiza ional e ec i eness. Many empi ical s udies ha e
p o ided he e idence ha PSM posi i ely ela es o o ganiza ional commi men , job
sa is ac ion, job pe o mance (Vandenabeele e al., 2018), ex a- ole job pe o mance
(Gould-Williams e al., 2013) and e en as a measu e o job pe o mance (Ande sen
e al., 2014).
O e he yea s, schola s ha e in es iga ed he ela ionship be ween PSM and em-
ployee beha io s. Mos s udies ound he PSM o ha e a posi i e impac on in- ole job
pe o mance. Howe e , he ole o PSM as a ac o o inc ease di e en ypes o job
pe o mance is s ill being deba ed. The ole o PSM in he ela ionship wi h job pe -
o mance should be in es iga ed in a speci ic s udy con ex and speci ic ype o pe -
o mance (Van Loon e al., 2015; W igh , 2015). The e o e, he limi a ion o p e ious
s udies is ha hey jus ocus on in es iga ing he di ec impac o PSM on in- ole job
pe o mance and do no pay a en ion o he ex a- ole job pe o mance, which is a
posi i e beha io ha also con ibu es o public se ice quali y.
Ano he gap o p e ious s udies is ha hey ha e no in es iga ed he indi ec ela-
ionship be ween PSM wi h in- ole job pe o mance and ex a- ole job pe o mance.
PSM is di ec ly and s ongly ela ed o employee pe o mance uncondi ionally, bu
PSM can also be in luenced by he pe son–en i onmen i (Van Loon e al., 2017).
PJF is one ype o pe son–en i onmen i ha can be de ined as employee abili y, p e -
e ence and he demand ma ch o job equi emen s (Syl a e al., 2017). Some p e ious
schola s p edic PJF o ha e an impo an media ing ole be ween PSM and employee
job pe o mance (B igh , 2007; Kim, 2006; Leisink & S eijn, 2009).
E en hough p e ious s udies p o ed ha PSM s ongly inc eases posi i e employ-
ee beha io s, some schola s also wa n ha PSM is no an ou s anding ac o ha gen-
e a es desi ed ou comes and hey he e o e sugges e alua ing he ole o PSM depend-
ing on a pa icula si ua ion (Vandenabeele e al., 2018). Thus, he in es iga ion o he
ole o PSM in he di ec ela ionship wi h employee job pe o mance and he indi ec
ela ionship wi h job pe o mance in one sec o , e.g., social insu ance agencies in he
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eme ging economy, is necessa y o p o ide mo e e idence ega ding he ole o PSM in
a di e en con ex .
Vie nam is an eme ging coun y in he p ocess o e o ming public sec o manage-
men o inc ease sa is ac ion o he public cus ome s. The social insu ance agencies a e
impo an public sec o s ha need a e o m o se e he employees and en e p ises
be e o imp o e he quali y o li e and wellbeing o he ci izens. The social insu ance
agencies ha e he unc ions o implemen ing he policies o social insu ance and heal h
insu ance and managing he social insu ance and heal h insu ance unds. The social
insu ance agencies a e in he p ocess o e o ming se ice quali y. Cu en ly, social in-
su ance agencies ace challenges when downsizing he wo k o ce while se ing mo e
cus ome s, e.g., he e a e 145,200 social insu ance eco ds wai ing o p ocessing. This
si ua ion needs o push he PSM o inc ease in- ole job pe o mance and ex a- ole job
pe o mance. Howe e , p ac ical s udies o he ela ionship be ween PSM and in- ole
job pe o mance and ex a- ole job pe o mance ha e no been conduc ed.
This s udy will explo e he ela ionship be ween PSM and in- ole job pe o mance
and ex a- ole job pe o mance di ec ly in he social insu ance agencies. Addi ionally,
we also es he media ing mechanism o PJF in he ela ionship be ween PSM and in-
ole job pe o mance and ex a- ole job pe o mance. Th ough an empi ical s udy, his
s udy aims o ha e bo h heo e ical and p ac ical implica ions. By es ing he hypo h-
eses on he ela ionship be ween PSM, PJF, and job pe o mance, his s udy p o ides
he implica ions o manage s in he social insu ance agencies on how o push PSM o
inc ease he in- ole job pe o mance and ex a- ole job pe o mance o se e public
cus ome s e ec i ely.
2. Li e a u e Re iew
2.1 S udy concep s
2.1.1 Public Se ice Mo i a ion
Public Se ice Mo i a ion (PSM) is de ined as he in insic mo i a ion o employees
o se e public communi ies and enhance socie al well-being (Van Loon e al., 2017).
PSM e lec s a commi men o public se ice, d i ing beha io s ha bene i socie y.
Employees wi h high PSM a e o en mo e sa is ied wi h hei jobs, pa icula ly in he
public sec o , whe e hei alues align wi h o ganiza ional goals (Ri z e al., 2021). PSM
is an in e nal mo i a o ha inc eases job sa is ac ion, o ganiza ional commi men , and
suppo o e o m and ci ic beha io (Pandey e al., 2008; Taylo , 2014). I is unde -
s ood as a willingness o con ibu e o he public good wi hou p io i izing sel -in e es
(Vandenabeele e al., 2018).
Acco ding o Ri z e al. (2021), PSM in ol es h ee main mo i a ional ca ego ies:
a ional mo i es (e.g., pa icipa ion in policy-making), no m-based mo i es (e.g., com-
muni y se ice, loyal y, and equali y), and a ec i e mo i es (e.g., bene olence and
cha i y). PSM is ac i a ed by alues ha p io i ize socie al in e es s o e pe sonal gain,
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in he S a e Sec o by Public Se ice Mo i a ion and Job–Pe son Fi owa d Sus ainable De elopmen
measu ed h ough ou dimensions: a ac ion o public policy, commi men o public
in e es s, compassion, and sel -sac i ice (Liu & Pe y, 2016).
2.1.2 Job Pe o mance
Job pe o mance is a widely used e m ac oss a ious scien i ic ields, pa icula ly in
managemen science. I e e s o he beha io s and ou comes p oduced by indi iduals
in hei jobs, encompassing he p oduc s, consequences, and esul s o hei wo k. This
pe o mance is demons a ed h ough employees’ abili y o pe o m speci ic asks us-
ing hei knowledge, ools, and echniques, which is c ucial o pe o mance app aisals
ha assess ask comple ion and po en ial o de elopmen (Taylo , 2021). Job pe o -
mance, ini ially a p i a e sec o concep , has become p e alen in he public sec o due
o new public managemen e o ms. In he public sec o , job pe o mance is e alua ed
h ough mul iple dimensions such as e iciency, e ec i eness, apid eedback, and jus-
ice (B ewe & Walke , 2010).
E ec i eness, e lec ing he a io be ween ac ual ou comes and desi ed objec i es,
is pa icula ly impo an in public sec o e alua ions (Taylo , 2021). This s udy ocuses
on employee beha io and job ou comes wi hin public o ganiza ions, ca ego izing job
pe o mance in o in- ole and ex a- ole pe o mance (Van Loon e al., 2017). Employ-
ees con ibu e o o ganiza ional goals h ough ask pe o mance and helping colleagues,
bo h o which a e c ucial in public sec o job pe o mance app aisals (Gould-Williams
e al., 2015; Van Loon e al., 2017).
2.1.2.1 In-Role Job Pe o mance
In- ole job pe o mance e e s o how employees ul ill hei job esponsibili ies ac-
co ding o hei ole and mee equi ed s anda ds (Ri z e al., 2021). I a ies based
on he job’s na u e, wi h asks like su ge y equi ing s ic p ocedu e adhe ence, unlike
eaching. In- ole pe o mance in ol es comple ing du ies ou lined in he job desc ip-
ion (Van Loon e al., 2017; Adil e al., 2019). I can be measu ed by supe iso a ings,
employee pe cep ions, and goal a ainmen (Ri z e al., 2021). This s udy emphasizes
how employees pe cei e hei pe o mance in mee ing o ganiza ional asks.
2.1.2.2 Ex a-Role Job Pe o mance
Ex a- ole job pe o mance e e s o olun a y beha io s whe e employees help o h-
e s in he o ganiza ion wi hou i being pa o hei job desc ip ion (Van Loon e al.,
2017). These ac ions a e c ucial o achie ing he o ganiza ion’s mission, as simply ul-
illing assigned asks is no always enough. Fo example, an expe ienced su geon aiding
a new colleague in hospi al ou ines is i al, e en i i is no equi ed (Rai e al., 2018).
While hese con ibu ions imp o e o ganiza ional pe o mance, hey o en go un ecog-
nized in compensa ion sys ems (Mihalca e al., 2023).
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2.1.2.3 Pe son–Job Fi
Pe son–job i (PJF) is he alignmen be ween employee skills, abili ies, alues, and
job equi emen s (B igh , 2021). I ocuses on ma ching indi idual s eng hs and job
demands, leading o imp o ed pe o mance and success (Zhu e al., 2018). Acco ding
o oca ional pe sonali y heo y, indi iduals ha e di e en ai s, so manage s mus se-
lec hose whose cha ac e is ics align wi h job equi emen s (Kim e al., 2020). PJF is
c ucial in human esou ce managemen , emphasizing ec ui men based on job com-
pa ibili y. Van Loon e al. (2017) a gue ha PJF is mo e impo an han pe son–o gan-
iza ion i in media ing he ela ionship be ween Public Se ice Mo i a ion (PSM) and
in- ole job pe o mance, wi h PJF in luencing bo h in- ole and ex a- ole ou comes.
2.2 Hypo heses
2.2.1 The Rela ionship Be ween PSM and Job Pe o mance
Van Loon e al. (2017) demons a ed a posi i e ela ionship be ween Public Se ice
Mo i a ion (PSM) and in- ole job pe o mance, as employees wi h high PSM exe
mo e e o when hei goals align wi h o ganiza ional objec i es. Ri z (2021) e iewed
26 s udies, inding ha 15 con i med he di ec impac o PSM on in- ole job pe o -
mance. PSM encou ages employees o achie e o ganiza ional goals while bene i ing so-
cie y (Vandenabeele e al., 2014). Empi ical esea ch consis en ly shows a posi i e link
be ween PSM and in- ole pe o mance (Im e al., 2016; Van Loon e al., 2017). How-
e e , some s udies did no es ablish his connec ion (Ri z e al., 2021). Recen indings
suppo ha employees wi h high PSM end o imp o e in- ole job pe o mance in
public o ganiza ions (Jensen e al., 2019). Based on his e idence, we hypo hesize:
H1. PSM posi i ely impac s in- ole job pe o mance in he public sec o .
PSM is expec ed o ela e o ex a- ole job pe o mance in public o ganiza ions,
whe e employees olun a ily ake on asks beyond hei o icial du ies (Ri z e al.,
2021). S udies consis en ly show a posi i e ela ionship be ween PSM and ex a- ole
pe o mance (Gould-Williams e al., 2015). Employees wi h high PSM o en engage in
ex a- ole beha io s, d i en by a desi e o con ibu e o socie y (Van Loon e al., 2017).
Recen esea ch suppo s a s ong posi i e link be ween PSM and ex a- ole pe o -
mance (Gould-Williams e al., 2015; Van Loon e al., 2017). Ri z e al. (2021) also no -
ed ha PSM enhances bo h in- ole and ex a- ole pe o mance. The e o e, we p opose:
H2: PSM posi i ely impac s ex a- ole job pe o mance in he public sec o .
2.2.2 The media ing ole o pe son–job i
Schola s ha e a gued ha pe son–job i (PJF) plays a media ing ole in he ela ion-
ship be ween public se ice mo i a ion (PSM) and employee beha io s (Bellé, 2013;
Taylo , 2015). PSM, which can be seen as a need o con ibu e o socie y and exp ess
onesel , enhances PJF, leading o imp o ed job pe o mance, pa icula ly in- ole pe o -
mance (B igh , 2021). Resea ch has shown ha PJF can ully o pa ially media e he
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Hoa Dinh Nguyen, Phuong Thanh Thi Do, Quyen Thuc Vo Huynh. Imp o ing Job Pe o mance
in he S a e Sec o by Public Se ice Mo i a ion and Job–Pe son Fi owa d Sus ainable De elopmen
ela ionship be ween PSM and job pe o mance (Gould-Williams e al., 2015). Ri z e
al. (2021) discussed ha PJF, de ined as he alignmen be ween an employee’s abili ies
and alues wi h job equi emen s, is c ucial in media ing he PSM–job pe o mance
link. PSM impac s job pe o mance bo h di ec ly and indi ec ly h ough PJF. Howe e ,
while PJF is shown o media e he e ec o PSM on in- ole pe o mance, i does no
media e he ela ionship be ween PSM and ex a- ole pe o mance (Van Loon e al.,
2017). We ag ee wi h p e ious indings ha employees whose abili ies, alues, and a -
i udes i hei job a e mo e likely o excel in hei oles and ake on addi ional asks.
Thus, we p opose:
H3: PJF media es he ela ionship be ween PSM and in- ole job pe o mance in he public sec o .
H4: PJF media es he ela ionship be ween PSM and ex a- ole job pe o mance in he public
sec o .
Based on hypo heses ha include H1, H2, H2, H3, and H4, we p opose he esea ch
model as ollows (Figu e 1):
Figu e 1
The S udy F amewo k
PSM
In- ole job
p
e o mance
PJF
Ex a- ole
job pe o mance
3. Me hodology
3.1 Su ey Responden s
Acco ding o Hai e al. (2019), he ecommended sample is a leas i e pa icipan s
pe independen a iable, and an ideal a io is 15 o 20 esponden s pe independen
a iable in he esea ch model. Ou s udy model included wo independen a iables;
hus, we selec ed 263 employees who wo k in he social insu ance agency, which al-
lowed o da a analysis by AMOS-SEM. The employees in he s udy sample wo k in
11 social insu ance agencies wi h di e en oles such as insu ance inspec ion, social
insu ance paymen , social insu ance collec ion, and adminis a ion o ice. The social
insu ance agency has unc ions o p o ide social insu ance se ices o en e p ises and
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employees, such as social insu ance collec ion and paymen o pension bene i s, heal h
insu ance, and unemploymen insu ance. We conduc ed a pilo s udy wi h employees
o social insu ance agencies o ensu e ha he i ems, a e being ansla ed by us in o
Vie namese, a e clea o employees pa icipa ing in he su ey. This helps ensu e mo e
accu a e esponses o he ques ionnai e. The e o e, we asked he esponden s whe he
he e we e any i ems in he ques ionnai e ha hey do no ully unde s and, and how
hey unde s and he con en o each i em lis ed below. The esul s showed ha we did
no need o adjus he wo ding o he i ems in he ques ionnai e.
We selec ed he sample using a con enience sampling me hod, ensu ing ha i
was s ill ep esen a i e o he o e all s udy popula ion. We chose 11 social insu ance
agencies, ep esen ing mo e han 17% o p o incial-le el social insu ance agencies, o
he su ey. A each agency, we dis ibu ed 25 ques ionnai es, o aling 275 ques ion-
nai es ac oss 11 social insu ance agencies. A each agency, we su eyed o e 20% o
he employees om all depa men s, including depa men s such as human esou ces,
accoun ing, insu ance collec ion, insu ance paymen , and inspec ion. On a e age, we
dis ibu ed 3–5 ques ionnai es pe depa men . We asked he managemen o he so-
cial insu ance agencies o assis in dis ibu ing he ques ionnai es o employees in all
depa men s and collec ing hem wi hin wo mon hs. We ecei ed 263 alid esponses,
achie ing a esponse a e o 95.63%, wi h he numbe o esponses om each depa -
men o e 15% o he depa men ’s employees.
3.2 Va iable Measu e
The s udy included ou a iable dimensions, each assessed using a 5-poin Like scale,
anging om 1 ( o ally disag ee) o 5 (comple ely ag ee). The PSM scale had se en ob-
se ed i ems: “I hink pa icipa ing in ac i i ies o sol e he social p oblem is impo an ”,
“I hink he equali y chance o esiden s is impo an ”, “I is impo an ha he esiden s
could use he con inuous se ice", “The ca e o he esiden bene i and happiness is
impo an ”, “I empa hize wi h o he s who a e acing di icul ies“, “I suppo good plans o
imp o e he li es o he poo , e en i hey a e cos ly o me“, and „I am willing o sac i ice
pe sonal in e es s i i helps o he s“. The PSM scale, which has one dimension adap ed
om Kim e al. (2013) and W igh e al. (2013), had a C onbach’s alpha o 0.855.
JPF scale included i e obse ed i ems: “The job cha ac e is ics ha I desi e could
be ound a my cu en job”, “My job allows me o do e e y hing ha I like”, “My job
o e s me he chance o a ain my a ge s ha I hink a e impo an ”, “I I hink abou
wha I wan o a ain, I hink ha I chose he igh job”, “My job ha I am doing is my
a o i e”. JPF scale, which was adap ed om Van Loon e al. (2015), had C onbach’s
alpha o 0.823.
In- ole job pe o mance consis ed o h ee obse ed i ems: “I always ob ain he o -
icial equi emen on ou comes in my job”, “I de o edly pe o m my du ies o each he
expec ed ou comes”, and “I always ca y ou he main du ies well”. I had C onbach’s
alpha o 0.839. The ex a- ole pe o mance consis ed o h ee obse ed i ems: “I help
295
Hoa Dinh Nguyen, Phuong Thanh Thi Do, Quyen Thuc Vo Huynh. Imp o ing Job Pe o mance
in he S a e Sec o by Public Se ice Mo i a ion and Job–Pe son Fi owa d Sus ainable De elopmen
my colleagues i hey ha e wo k”, “I help my new colleagues e en i hey do no eques ”,
and “I will pause o sha e in o ma ion wi h my colleagues i hey need”. The in- ole and
ex a- ole job pe o mances we e adap ed om Meie and O’ Toole (2013), wi h C on-
bach’s alpha o 0.874.
3.3 Common Me hod Bias and Da a Tes s
This s udy employed he Ha man me hod o assess po en ial bias p oblems. All s udy
a iables we e consolida ed in o a single ac o o es he co ela ion be ween measu ed
cons uc s. The explo a o y ac o analysis (EFA) es e ealed a a iance ex ac ed o
32.45%, alling below he 50% h eshold, sugges ing he absence o common me hod
bias in he su ey da a. P io o da a analysis, scale eliabili y was assessed, ensu ing
ha co ec ed i em- o al co ela ions we e below 0.3 and C onbach’s alpha exceeded
0.6 (Hai e al., 2019).
To e alua e model i and alidi y, con i ma o y ac o analysis (CFA) was conduc -
ed using AMOS 24. Accep able i c i e ia included a χ2/d a io below 3, Compa a i e
Fi Index (CFI) abo e 0.9, Goodness o Fi Index (GFI) exceeding 0.9, Tucke -Lewis
Index (TLI) su passing 0.9, and he RMSEA es was used o measu e he goodness
o i o s a is ical models wi h alues below 0.08 (Hai e al., 2019). Addi ionally, he
CFA was assessed, equi ing Composi e Reliabili y (CR) abo e 0.7 and A e age Va i-
ance Ex ac ed (AVE) exceeding 0.5 (Hai e al., 2019).
S uc u al Equa ion Modeling (SEM) was employed o e alua e model i , u ilizing
he same c i e ia as in CFA: χ2/d a io below 3, CFI abo e 0.9, GFI exceeding 0.9, TLI
su passing 0.9, and RMSEA below 0.08. Hypo heses es ing conside ed signi icance
le els a bo h 0.05 and 0.1 h esholds (Hai e al., 2019).
4. Resul s
4.1 The Demog aphic S a is ic
The s udy sample included 108 male esponden s, 41.06% o whom we e male, and
155 we e emale esponden s ep esen ing 58.94% o he sample. In e ms o age, 75
esponden s belonged o he age g oup below 30 yea s old (28.52%), 96 esponden s
we e in he ange be ween 30 and 40 yea s old (36.50%), and 92 esponden s (34.98%)
we e abo e 40 yea s old. The s udy sample included 214 esponden s wi h bachelo
deg ees (81.37%), 11 esponden s wi h pos g adua e educa ion (4.18%), and 38 e-
sponden s wi h college deg ees (14.45%). Rega ding he leng h o se ice, 60 espond-
en s (22.81%) had been in se ice o less han i e yea s, 124 esponden s (47.15%)
had been wo king be ween 5 and 10 yea s, and 79 esponden s (30.04%) had spen
mo e han 10 yea s in se ice. Thus, he s udy sample was ep esen a i e o he pop-
ula ion o social insu ance agencies as he i in ol ed di e se gende s, ages, educa ion
le els and wo king expe ience wi h a signi ican a io.
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We conduc ed his s udy wi hin a speci ic sec o , ocusing on social insu ance agen-
cies. Howe e , we did no unco e any speci ic indings ela ed o social insu ance agen-
cies. We selec ed he esponden s wi h con enience sample selec ion, so he sample
is no a gene aliza ion. The nex esea ch should ha e la ge sample sizes wi h a ious
public o ganiza ions, and he esponden s should be selec ed by he andom me hod o
ensu e he sample size is mo e ep esen a i e. Second, we used PSM wi h one sho ened
dimension, so we did no disco e di e en dimensions’ impac on job pe o mance.
The nex esea ch should es ou dimensions o PSM in he co ela ion wi h job pe o -
mance. Mo eo e , he s udy did no disco e he an eceden s o PSM, such as he public
o ganiza ion mission, he ans o ma ion leade ship and public o ganiza ion cul u e. In
u u e s udies, we will es he e ec o hese a iables on bo h he di ec co ela ion wi h
job pe o mance and he indi ec co ela ion h ough he media ing ole o PSM. Finally,
we p opose ha u u e esea ch should explo e whe he PJF se es as a mode a o a he
han a media o . Addi ionally, u u e esea ch should in ol e a ec i e a iables, such as
job sa is ac ion and o ganiza ional commi men , in o he esea ch model.
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