深化行政体制改革, 建设服务型政府使得如何发展公务员公共服务能力, 合理提升公务员绩效, 推动政府公共服务质量提升成为了当下需要思考的重要问题。本文基于公共服务动机理论和自我决定理论, 研究公务员服务动机与公务员工作绩效的关系, 以及公共部门中组织信任与组织激励在其中的中介作用。通过问卷调查法, 对Credamo平台上的在职公务员及重庆大学2023级MPA学生进行为期一周的数据调查, 对问卷数据 (N=418) 进行描述性统计、回归分析及中介作用检验, 得出以下结论: (1) 公务员的服务动机、工作绩效、组织信任、组织激励均处于较高水平, 但仍有提升空间。此外, 不同年龄、工龄、职务的公务员在服务动机和工作绩效上存在显著性差异; (2) 公务员服务动机、组织信任、组织激励与公务员工作绩效之间呈现显著正相关; (3) 公共服务动机可以通过组织信任、组织激励及二者的链式中介作用三条间接路径预测公务员工作绩效; (4) 公务员服务动机的公共层面与个人层面在组织信任与组织激励介入下均与公务员工作绩效存在链式中介效应; (5) 公务员服务动机在组织信任与组织激励的介入下不存在与任务绩效的链式中介效应, 但存在与关系绩效的链式中介效应。公务员服务动机仅在组织信任的介入下存在与任务绩效的中介效应。本研究揭示了公务员服务动机与公务员工作绩效间的内在机制, 为提升公务员工作绩效水平提供了新思路。

Deepening administrative system reform. and building a service-oriented government have made it important to consider how to develop the public service capabilities of civil servants, reasonably improve their performance, and promote the improvement of government public service quality. This article is based on the theories of public service motivation and self-determination, studying the relationship between the service motivation of civil servants and their job performance, as well as the mediating role of organizational trust and organizational motivation in the public sector. Through a questionnaire survey method, a one week data survey was conducted on in-service civil servants and 2023 MPA students from Chongqing University on the Credamo platform. Descriptive statistics, regression analysis, and mediation tests were conducted on the questionnaire data (N=418) , and the following conclusions were drawn: (1) The service motivation, work performance, organizational trust, and organizational motivation of civil servants are all at a high level, but there is still room for improvement. In addition, there are significant differences in service motivation and job performance among civil servants of different ages, years of service, and positions; (2) There is a significant positive correlation between civil servant service motivation, organizational trust, organizational incentives, and civil servant work performance; (3) The motivation for public service can predict the work performance of civil servants through three indirect paths: organizational trust, organizational incentives, and the chain mediation effect of the two; (4) There is a chain mediation effect between the public and individual levels of motivation for civil servants􀆳 service and their job performance under the intervention of organizational trust and incentives; (5) There is no chain mediation effect between the motivation of civil servants to serve and task performance under the intervention of organizational trust and organizational motivation, but there is a chain mediation effect between it and relationship performance. The motivation of civil servants to serve only has a mediating effect on task performance with the intervention of organizational trust. This study reveals the intrinsic mechanism between the service motivation of civil servants and their job performance, providing new ideas for improving the level of job performance of civil servants.