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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]

This study attempts to resolve two issues in social trust research: the negative or positive effect of particularized trust (PT) and the causality between institutional trust (IT) and generalized trust (GT). It analyzes two types of data from South Korea: pooled data of cross-sectional national probability surveys; and online experimental three-wave panel data. Analyses of cross-sectional data suggest new classifications of trust types, family trust (FT) qualitatively different from PT, and the covariates of GT. Panel data analyses bolster the findings from cross-sectional data analysis and confirm a causal antecedence and lagged effects of IT. These findings imply that keys to achieving a high trust society are overcoming intense FT, expanding the radius of PT, and enhancing IT. [ABSTRACT FROM AUTHOR]

Public service motivation theory suggests that public service motivation is positively related to work attitudes, but person-organization fit theory assumes that person-organization fit completely mediates the relationship between public service motivation and work attitudes of public employees. This article investigates which theory better predicts attitudes toward work, such as job satisfaction and organizational commitment of public employees, by testing hypotheses on (1) whether public service motivation directly influences work attitudes, or (2) whether person-organization fit mediates the relationship between public service motivation and work attitudes, or (3) whether both hypotheses are true. Using survey data on civil servants in Korea, this article shows that public service motivation has not only a direct effect on but also an indirect effect on job satisfaction and organizational commitment through its influence on person-organization fit. [ABSTRACT FROM AUTHOR]