The interactive influence of public service motivation, perceived reward equity, and prosocial impact on employee engagement: a panel study in Pakistan

Figures & data

Table 1. Means, standard deviations (SD), and correlation coefficients.

Measures	Mean	SD	1	2	3	4	5	6	7	8
(1) Female	.095	.294	–
(2) Tenure	10.72	3.951	.212	–
(3) PSM	4.307	.609	.126	.175	–
(4) Reward Equity	2.965	1.295	.096	.063	.348	–
(5) Supervisor Support	2.826	.850	−.044	.211	.219	.348	–
(6) Procedural Constraints	4.090	1.762	−.097	−.167	−.146	−.339	−.394	–
(7) Workload	3.919	1.245	−.073	−.109	−.182	−.304	−.313	.628	–
(8) Prosocial Impact	6.034	.737	.077	.027	.200	.221	.293	−.184	−.229	–
(9) Work Engagement	5.574	.836	.072	.040	.385	.233	.252	−.140	−.151	.502

All correlations greater than ± .12 are statistically significant at p < .05

Table 2. HLM results.

Variables	(1)	(2)	(3)	(4)	(5)
Female		−0.059	−0.095	−0.130	−0.134
		(0.324)	(0.331)	(0.336)	(0.335)
Tenure		−0.039	−0.033	−0.023	−0.025
		(0.073)	(0.074)	(0.070)	(0.070)
Region 2		0.038	0.034	−0.015	−0.014
		(0.192)	(0.197)	(0.201)	(0.201)
Region 3		−0.347	−0.375	−0.372	−0.377
		(0.233)	(0.233)	(0.213)	(0.213)
Reward equity (RE)		0.138	0.133	0.178	0.178
		(0.103)	(0.104)	(0.104)	(0.104)
PSM		0.268*	0.263*	0.236*	0.237*
		(0.086)	(0.087)	(0.087)	(0.087)
Supervisor Support			0.215*	0.210*	0.234*
			(0.062)	(0.062)	(0.053)
Workload			0.018	0.023	0.027
			(0.039)	(0.039)	(0.037)
Procedural constraints			−0.042	−0.044	−0.040
			(0.032)	(0.032)	(0.031)
Prosocial impact (PSI)			0.304*	0.324*	0.419*
			(0.103)	(0.105)	(0.109)
PSM x RE				−0.164	−0.162
				(0.089)	(0.089)
PSM x PSI				0.052	−0.067
				(0.050)	(0.040)
PSM x RE x PSI					−0.231*
					(0.058)
Intercept	5.584*	5.648*	5.651*	5.725*	5.726*
	(0.088)	(0.141)	(0.142)	(0.156)	(0.156)
Residual Variance	0.437*	0.287*	0.305*	0.282*	0.284*
	(0.044)	(0.032)	(0.032)	(0.030)	(0.029)
Intercept Variance	0.242*	0.255*	0.189*	0.188*	0.174*
	(0.020)	(0.024)	(0.012)	(0.012)	(0.010)

N = 51 supervisors and 274 observations; robust standard errors in parentheses; *p < .05

Table 3. The marginal effects of PSM on work engagement at low and high levels of perceived reward equity and prosocial impact.

Reward Equity	Prosocial Impact	dy|dx(PSM)	95% Confidence Intervals
Mean – 1 SD	Mean – 1 SD	.236	−.059, .531
Mean – 1 SD	Mean + 1 SD	.563*	.294, .832
Mean + 1 SD	Mean – 1 SD	.383*	.087, .659
Mean + 1 SD	Mean + 1 SD	−.222	−.494, .049

N = 51 supervisors and 274 observations; *p < .05

Figure 1. Marginal Effects of PSM with 95% CIs.

Figure 2. Marginal Effects of Reward Equity with 95% CIs.