Promoting Sustainable Work Contentment Among Public Servants: A Perspective Through the Lens of Public Service Motivation
Maintaining employees' work contentment is crucial for public organizations because it directly impacts productivity, retention, and overall organizational performance. Content employees are more likely to be engaged, motivated, and committed to their roles, leading to higher-quality public service delivery. Additionally, job satisfaction reduces turnover rates, saving organizations the costs of recruiting and training fresh staff. Employee Contentment also raises a positive workplace culture, encouraging collaboration, innovation, and effective teamwork. Ultimately, ensuring employee satisfaction aligns with the broader goal of creating a sustainable and efficient public sector that meets the community's needs. The current research proposes a mediated study paradigm and investigates the relationships among transactional leadership, sustainable work contentment, and public service motivation in public organizations. The research explicitly investigates how transactional leadership could sustain employees' work contentment in the public sector. This study collected data from 371 employees of public organizations using a cross-sectional survey design to assess research hypotheses. Andrew and Hayes' Process Macro was applied to analyze this research, whereas mediation analysis utilizes SPSS statistical program. The insights offer an understanding of how transactional leadership can motivate employees to work within public organizations, thereby enhancing their sustainable work contentment. Moreover, the study rigorously highlights the correlation between transactional leadership and sustainable work contentment, mediated by public service motivation. The research offers a comprehensive analysis of the findings and their practical and policy implications for public organizations. The study also recognizes its limitations and provides recommendations for future studies that could expand on these preliminary conclusions to improve the knowledge of leadership dynamics and sustainable work contentment within public organizations.
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