Supervisory autonomy support: does it strengthen the PSM—Employee engagement relationship?
研究发现主管自主支持水平较低时，公共服务动机与员工敬业度的关系更强，高支持环境下敬业度对动机的依赖减弱，呈现“拉平效应”。
In the public and non-profit sectors, many associate public service motivation with heightened levels of employee engagement. Yet, the evidence supporting this connection is inconsistent, and the factors that strengthen the relationship are unclear. Using the job-demands resources framework, this study examines how different levels of supervisory autonomy support influence the relationship. Contrary to expectations, moderation analyses of survey data showed that the PSM – engagement relationship was stronger at lower levels of support, and it weakened as perceptions of support increased. The findings suggest a levelling effect, where engagement is less reliant on PSM in highly supportive work conditions.