International Journal of Academic Research in Business and Social Sciences

search-icon

Social Support and Career Motivation in Public Service

Open access
The quality of public service is very much depending on the motivation level of public servants. Even though career motivation is one of the important aspects of the public service, only a few studies were conducted to cover this topic. Most studies on public servants were conducted to address public service motivation rather than career motivation. Therefore, this article is an attempt to delve into the meaning of career motivation in public service as well as some common issues related to the level of career motivation among public servants. The enhancement of career motivation level could mean the major improvement of the quality of the public service. The arguments were arranged to highlight on the key findings from the previous studies that have been conducted on career motivation among public servants to serve as a contribution to the body of knowledge in the area of career motivation in human resource management in public service. The authors also investigated the role of social support on career motivation level among public servants. It was suggested from previous literature that focusing on social support could enhance career motivation among employees. To conclude, some suggestions for future studies were also conferred in this article.
Abalkhail, J. M., & Allan, B. (2015). Women ’ s career advancement?: mentoring and networking in Saudi Arabia and the UK. Human Resource Development International, 18(2), 153–168.
Abalkhail, J. M., & Allan, B. (2016). “Wasta” and women’s careers in the Arab Gulf States. Gender in Management: An International Journal, 31(3), 162–180. Retrieved from http://dx.doi.org/10.1108/GM-02-2015-0006
Achour, M., Mohd Yusoff, M. Y. Z., & Mohd Nor, M. R. (2013). Moderating Effects of Supervisory Support between Work-Family Demands and Life Satisfaction among Malaysian Female Academicians. In Proceedings Book of ICEFMO (pp. 564–572).
Afiouni, F. (2014). Women’s careers in the Arab Middle East: understanding institutional constraints to the boundaryless career view. Career Development International, 19(3), 4. https://doi.org/10.1108/CDI-05-2013-0061
Alniacik, U., Alniacik, E., Kultigin, A., & Erat, S. (2012). Relationships between career motivation , affective commitment and job satisfaction. Procedia - Social and Behavioral Sciences, 58, 355–362. https://doi.org/10.1016/j.sbspro.2012.09.1011
Berman, E. M. (Ed.). (2011). Public Administration in Southeast Asia: Thailand, Philippines, Malaysia, Hong Kong and Macao. Taylor and Francis Group. Florida, USA: CRC Press.
Borzaga, C., & Tortia, E. (2006). Worker motivations, job satisfaction, and loyalty in public and nonprofit social services. Nonprofit and Voluntary Sector Quarterly, 35(2), 225–248. https://doi.org/10.1177/0899764006287207
Chan, I. Y. S., Leung, M. Y., & Liang, Q. (2018). The roles of motivation and coping behaviours in managing stress: Qualitative interview study of Hong Kong expatriate construction professionals in mainland China. International Journal of Environmental Research and Public Health, 15(3). https://doi.org/10.3390/ijerph15030561
Che Embi, M. S., Romle, A. R., Mohd Udin, M., Mohamad Zabri, M. A. H., Mohd Zahid, S. Z., & Mat Isa, N. H. (2016). The Level of Motivation Amongst Public Service Servant in Penang Malaysia. World Applied Sciences Journal, 34(4), 458–464. https://doi.org/10.5829/idosi.wasj.2016.34.4.15681
Georgellis, Y., Iossa, E., & Tabvuma, V. (2011). Crowding out intrinsic motivation in the public sector. Journal of Public Administration Research and Theory, 21(3), 473–493. https://doi.org/10.1093/jopart/muq073
Heimler, R., Rosenberg, S., & Morote, E.-S. E. E.-S. E. (2012). Predicting career advancement with structural equation modelling. Education + Training, 54(2/3), 85–94. https://doi.org/10.1108/00400911211210215
Hirschi, A. (2012). The career resources model?: an integrative framework for career counsellors, 40(4), 369–384.
Karami, R., Ismail, M., Omar, Z., Abdul Wahat, N. W., & Badsar, M. (2012). Organizational Support and Achievement Motivation in Leadership Role of Extension Agents. American Journal of Applied Sciences, 9(5), 633–640.
Kashif, M., Zarkada, A., & Thurasamy, R. (2017). The moderating effect of religiosity on ethical behavioural intentions: An application of the extended theory of planned behaviour to Pakistani bank employees. Personnel Review, 46(2), 429–448. https://doi.org/10.1108/
Kim, J., & Wiggins, M. E. (2011). Family-Friendly Human Resource Policy: Is It Still Working in the Public Sector? Public Administration Review, 71(5), 728–739. https://doi.org/10.1111/j.1540-6210.2011.02412.x
Kossek, E. E., Pichler, S., Bodner, T., & Hammer, L. B. (2011). Workplace Social Support and Work – Family Conflict: A Meta-Analysis Clarifying the Influence of General and Work – Family-Specific Supervisor and Organizational Support. Personnel Psychology, 64, 289–313. Retrieved from http://www.kpchr.org/workplacenetwork/.
Kuan Heong, W. (2018). Public Employment: Attractiveness, Representativeness, and Performance. International Journal of Public Administration, 41(8), 604–618. https://doi.org/10.1080/01900692.2017.1292284
Lavigna, R. (2014, November). Why Government Workers Are Harder to Motivate. Harvard Business Review, 5. Retrie
In-Text Citation: (Mustapa, Noor, & Mutalib, 2019)
To Cite this Article: Mustapa, N. S., Noor, K. M., & Mutalib, M. A. (2019). Social Support and Career Motivation in Public Service. International Journal of Academic Research in Business and Social Sciences, 9(2), 1034–1043.