the survey questionnaire of public sector employees

Research instrumentAll scales used in this study have been used by Chinese researchers and have been shown to have good reliability in the Chinese context.Job impact Job impact was measured using the Relational Job Characteristics Scale developed by Grant [14], which consists of six items. Three items measured the magnitude of JI. Sample items were “My job gives me the chance to make a significant positive difference in others’ lives” and “My job has the potential to make others’ lives much better”. Three items measured the frequency of JI. Sample items were “My job allows me to have a positive impact on others almost every day” and “My job frequently improves the lives of others”. The scale is a seven-point scale ranging from “strongly disagree” to “strongly agree.” The internal consistency coefficient for this scale in this study was 0.753.Job contact In accordance with Grant’s study, six items were used to measure job contact [14]. Three items measured the depth of JC, such as “My job gives me the opportunity to have meaningful interactions with those who benefit from my work” and “My job enables me to build close relationships with the people affected by my work”. Three items measured the frequency of work contact, such as “My job often gives me the opportunity to get to know people who benefit from my work” and “My job enables me to interact regularly with the people who benefit from my work”. The scale is a seven-point Likert scale, with 1-7 representing “strongly disagree” to “strongly agree”. The internal consistency coefficient for this scale in this study was 0.862.Public service motivation PSM was measured using the scale developed by Wright et al. [38]. The scale consists of five items, such as “Meaningful public service is very important to me” and “Making a difference in society means more to me than personal achievements”. It is rated on a scale ranging from 1 (strongly disagree) to 5 (strongly agree). The internal consistency coefficient for this scale in this study was 0.684.Work calling The unidimensional WC scale developed by Dobrow [39] was used. The scale consists of 12 items, including “I am passionate about my job” and “My job is a vital part of my life”. The scale is a five-point Likert scale, with 1 to 5 representing the range from “strongly disagree” to “strongly agree”. The higher the score is, the greater the degree of WC and the more the individuals see their current job as an integral part of their life. The internal consistency coefficient of this scale in this study was 0.780.Proactive service behavior Rank’s proactive service behavior scale [4] was used. It consists of seven items, such as “I take ownership by following through with the citizen interaction and ensures a smooth transition to other service representatives” and “I actively create partnerships with other service representatives to better serve citizen”. The scale is a five-point Likert scale ranging from “strongly disagree” to “strongly agree”. Higher scores indicate higher levels of PSB. The internal consistency coefficient of the scale in this study was 0.667.Control variablesThe demographic variables in this study included gender, level of education, marital status, age, whether they were established, and job tenure in the current organization. Establishment status was used as a control variable because established public sector employees typically have strong social interests. Holland’s theory of vocational choice and adjustment suggests that individuals with strong social interests exhibit high prosocial motivation (e.g., WC) and prosocial behavior (e.g., PSB) [40].

研究工具 本研究采用的所有量表均已被中国研究者使用，并已被证实在中国情境下具备良好的信度。
工作影响（Job impact） 采用Grant[14]开发的关系型工作特征量表（Relational Job Characteristics Scale）进行测量，该量表共包含6个题项。其中3个题项用于评估工作影响强度，示例题项包括"我的工作有机会对他人的生活产生显著积极影响"与"我的工作有潜力大幅改善他人的生活质量"；另外3个题项用于评估工作影响发生频率，示例题项包括"我的工作几乎每天都能让我对他人产生积极影响"与"我的工作时常改善他人的生活"。该量表采用7点计分法，计分区间为"完全不同意"至"完全同意"。本研究中该量表的内部一致性系数为0.753。
工作接触（Job contact） 参照Grant[14]的研究范式，采用6个题项测量工作接触。其中3个题项用于评估工作接触深度，示例题项包括"我的工作为我提供了与受益于我工作的人群开展有意义互动的机会"与"我的工作让我能够与受我工作影响的人群建立亲密联结"；另外3个题项用于评估工作接触频率，示例题项包括"我的工作时常让我有机会结识受益于我工作的人群"与"我的工作让我能够定期与受益于我工作的人群开展互动"。该量表为7点李克特量表（Likert scale），1至7分别对应"完全不同意"至"完全同意"。本研究中该量表的内部一致性系数为0.862。
公共服务动机（Public service motivation, PSM） 采用Wright等[38]开发的量表进行测量，该量表共包含5个题项，示例题项包括"富有意义的公共服务对我而言至关重要"与"对社会产生积极影响比个人成就更让我在意"。量表采用5点计分法，1代表"完全不同意"，5代表"完全同意"。本研究中该量表的内部一致性系数为0.684。
工作使命感（Work calling, WC） 采用Dobrow[39]开发的单维度工作使命感量表，该量表共包含12个题项，示例题项包括"我对自身工作充满热忱"与"我的工作是人生不可或缺的重要组成部分"。量表采用5点李克特计分法，1至5分别对应"完全不同意"至"完全同意"，得分越高则工作使命感越强，个体越会将当前工作视为人生的核心组成部分。本研究中该量表的内部一致性系数为0.780。
主动服务行为（Proactive service behavior, PSB） 采用Rank[4]开发的主动服务行为量表，该量表共包含7个题项，示例题项包括"我会主动跟进与民众的互动流程，确保顺畅转接至其他服务代表以履行职责"与"我会主动与其他服务代表建立合作关系，以更好地为民众提供服务"。量表采用5点计分法，计分区间为"完全不同意"至"完全同意"，得分越高则主动服务行为水平越高。本研究中该量表的内部一致性系数为0.667。
控制变量 本研究的人口统计学控制变量包括性别、学历水平、婚姻状况、年龄、是否拥有编制以及在当前组织的任职年限。将编制身份作为控制变量的原因在于，公共部门编制内员工通常具备较强的社会兴趣。霍兰德的职业选择与调适理论指出，具备较强社会兴趣的个体往往表现出较高的亲社会动机（如工作使命感）与亲社会行为（如主动服务行为）[40]。