User talk:HuzaniJ/sandbox

Annotated Bibliographies

Yung, Betty. "Differential public service motivation among Hong Kong public officials: a qualitative study." Public Personnel Management Dec. 2014: 415+. Health Reference Center Academic. Web. 9 Oct. 2015. In Yung’s Article she did a qualitative study of government employees in Hong Kong and how public service motivation affected their job performance. Keeping in mind that the primary requirements for government employees are competency and a sense of responsibility concerning what your post is. The study did not give out a blanket reward but it depending on how much of a workload you had, you were given more or less PSM. As a result of her study we were able to deduce that government workers in Hong Kong did not need primarily need PSM in order to do their jobs. What the employees were more concerned about themselves and the security of their jobs, any type of PSM just serves as a bonus. This article is very beneficial to me because unlike all of my other articles it study's people who don't live in the United States and it helps give an Idea on how public service motivation works in other countries.

Park, Sung Min, and Jessica Word. "Driven to service: intrinsic and extrinsic motivation for public and nonprofit managers: an earlier version of this manuscript was presented at the International Public Service Motivation (IPSM) Research Conference, June 7-9, 2009, Bloomington, Indiana." Public Personnel Management Winter 2012: 705+. Health Reference Center Academic. Web. 9 Oct. 2015. In this text there is a study being conducted to address the motivational relationships and differences between public and nonprofit sector employees. This research found that the two types of employees are similar in many ways. The importance of intrinsic motivation weighed heavier on the hearts of the employees they didn't need any type of big bonus or trophy just the satisfaction that they were able to assist in the progress of a community or someone's life was enough motivation for them. which lead to the assumption that ethics and morals was what made the employees do well, not extrinsic motivation of any sort. This particular article is different from the others I was able to find because it is the only one that compares two different types of motivation, both intrinsic and extrinsic.

Mann, Gregory A. "A motive to serve: public service motivation in human resource management and the role of PSM in the nonprofit sector." Public Personnel Management Spring 2006: 33+. Health Reference Center Academic. Web. 9 Oct. 2015. In Mann’s article he conducted research among public and private sector employees as well as non profit employees. He came to a conclusion that although there is a dichotomy with the public/private sector the mindset of the employees are the same. They don’t function solely out of desire but would like to receive some sort of compensation for their good deeds, while majority of nonprofit employees claimed that they did their work out of desire, and wanting to help so even if their paychecks were shorted they would still return to work and do their jobs with the same enthusiasm. This Article was the only one that focused on non profit employees and it may be a bit bias because most non profit employees are already doing their jobs because they have passion and compassion and aren't looking for any type of extrinsic motivation in order to do what they already believe is the right thing to do.

Rosenblatt, Michael. "The use of innovation awards in the public sector: individual and organizational perspectives." Innovation: Management, Policy, & Practice 13.2 (2011): 207+. Health Reference Center Academic. Web. 9 Oct. 2015. Rosenblatt’s article focuses on the use of innovation awards in the public sector. After looking at both intrinsic and extrinsic motivation and its links to innovation Rosenblatt found that intrinsic motivation was most likely to lead to innovation and this is probably because this sort of motivation comes from the work itself while extrinsic motivation comes from the pay. He claimed that we shouldn’t completely discredit extrinsic motivation either because it was the same coin just a different side, and it is possible that it could lead to innovation it just wouldn’t be as genuine. This article is a bit different in the its approach. This article was focusing on whether or not motivation would lead to innovation and I believe it is a win-win situation because if someone is passionate about their work it will lead to motivation, and if your encourage them it would also lead to innovation.

Ertas, N. (2015). Public Personnel Management. Turnover Intentions and Work Motivations of Millennial Employees in Federal Service, 401-423. In Etras article his study focused on two types of federal employees, millennials and older employees. What he realized was that there was a high turnover rate among millennial employees and older employees tended to exhibit a higher sense of personal gratification with meaningfulness of work. His study also showed that the best way to keep your millennial employees was to offer them some sort of financial motivation, but this is simply because of where these employees are in their lives. Etras makes a suggestion to human resource managers in his article, that in order to retain more of these millennial employees they ought to offer more types of extrinsic motivation awards. This particular article wasn't focused on job performance and motivation but more on job turnover and motivation it was actually the most interesting article in my research because I myself will soon fall into the category as a millennial professional and it had me looking into the issue more critically than the other articles did.