Job-fit and high-performance versus high-empowerment HR: moderators of the PSM—organizational commitment relationship
研究调查了公共服务动机（PSM）与组织承诺的关系如何受工作匹配、高绩效人力资源和高授权人力资源实践的调节，发现高授权实践能增强这一关系。
Research has not given enough attention to the contextual factors that interact with public service motivation (PSM) and moderate its impact (i.e. enhance or suppress its virtuous effects). The management of those factors is fundamentally a question of how PSM interacts with particular HR practices. As such, this study tests the differential effects of PSM on organizational commitment as a function of differing practices. Utilizing survey data from a Central Illinois municipality, it examines the moderation effects of job fulfilment (i.e. job fit evidence), high-performance HR, and high-empowerment HR. The findings show that high-empowerment practices strengthen the PSM – organizational commitment relationship.