THEORETICAL EVIDENCE ON THE EFFECT OF MOTIVATION ON INDIVIDUAL AND PUBLIC ORGANIZATION PERFORMANCE

Abstract

Main goal of this paper is to make evidence on how motivation as one of the most important practices on human resources has a great impact on individual performance of the public servant in one hand as a organizational level factors and on the other hand as individual level factor and in this case is called public service motivation. Lastly this paper through its a modest contribution tries to emphasize the importance that the public servant performance has on public organization and the great importance that the performance of public organizations has on representing the state face to public. Although that is a growing evidence that high performance work practices affect organizational performance, varying sample characteristics, research designs, practices examined, and organizational performance measures used has led extant findings to vary dramatically, making the size of the overall effect difficult to estimate. So first thing done in this paper is to give the evidence of and different approaches on organizational performance and the presence, sometime directly sometime indirectly of the human resources as an important element of the organizational performance equation. The aim of this paper is to give a overall information that testimonies that there is a strong positive effect of human resources practices on the public organization performance, and also that the individual level factors that influences the individual public servant performance are important in the contribution they give on public organization performance.