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Social norms are regarded as customary rules that govern behavior in society but little is known about how social norms affect PSM and prosocial behavior. The purpose of the current study is to figure out the role of social norms on PSM and prosocial behavior through testing two theoretical models: one hypothesizes that social norms moderate the relationship between PSM and prosocial behavior; another predicts that social norms directly affect both PSM and prosocial behavior. Using the two waves of online survey data from Korea (n = 1,519), it confirms only the direct effect model. We can say that social norms may influence PSM and prosocial behavior directly because members of a society have learned from social norms what attitudes and behaviors are expected of them in various situations. This study provides support for the institutional perspective on PSM. [ABSTRACT FROM AUTHOR]

Kim et al. (2013) developed a four-dimensional 16-item measure of public service motivation (PSM), but it failed to achieve metric invariance across the 12 countries studied. When metric invariance is at least partially established, empirically tested antecedents and outcomes of PSM in one country can be compared with those in other countries. This study re-tests the cross-country equivalence of the international PSM measure, using the same dataset and the same processes as used in Kim et al. (2013). The result provides support for partial metric invariance of the international PSM measure across the countries when releasing only one item (APP7 or COM6) among the 16 items. It means that predictive relationships (i.e., the strength of the relationships between PSM and other variables) can be meaningfully compared among the countries: Australia, Belgium, China, Denmark, France, Italy, Korea, Lithuania, the Netherlands, Switzerland, United Kingdom, and the USA. [ABSTRACT FROM AUTHOR]

Significant research has been conducted to understand public service motivation (PSM) in the past decades using either multidimensional or unidimensional measures. This creates uncertainty in the review process about whether findings using one approach hold when other measures are used. PSM research faces the challenge of developing a better understanding of different PSM measures and the relationships between them. This paper compares a multidimensional to a unidimensional measure of PSM, assessing the predictive validity of PSM on job satisfaction, organizational commitment, and person–organization fit. The empirical test shows that there is no significant difference in the predictive capacities of PSM on the work attitudes within the data set when using the different PSM measures. It provides some evidence that unidimensional and multidimensional measures of PSM are of comparable utility, at least within the data set used. [ABSTRACT FROM AUTHOR]