Abstract
Motivation/Background: The aim of this research to evaluate that Public Perception on the Factors that Affecting Turkish Public Administrators' Manager Choice in Turkey.
 Method: Quantitative research method was used in the research and the data obtained from the survey method were analyzed with SPSS (SPSS 16.0 for Windows, SPSS Inc. Chicago, IL, USA).
 Results: According to public perception, Turkish public administrators act in a favorable manner in the selection of managers.
 Conclusions: According to the result of the research, participants think that the administrators in Turkish public sector mostly pay attention to the criteria for manager choice: relationship and citizenship factors, external influences and political factors and ethnicity and sect factors but they do not take representation and capability factors and merit criteria into account.
Highlights
Managers' merit [1] is very important as it contributes to achieving managerial function and organizational goals
According to the results obtained from the dimensions of the research, the public perception about the factors that affecting Turkish public administrators' manager choice can be summarized as follows: The public perception about the Merit Factor: According to the public perception, the Merit Factor is not a determinative factor for Turkish public administrators' manager choice
The public perception about the External Influences and Politics Factor: According to the public perception, the External Influences and Politics Factor is a determinative factor in Turkish public administrators' manager choice
Summary
Managers' merit [1] is very important as it contributes to achieving managerial function and organizational goals. Zaccaro and Banks [2] state that the desired managers' merit is the sum of the managers' experience, knowledge, skills and social positions as a whole. According to Shirazi and Mortazavi [3], merit should be a criterion in the evaluation process of the desired managers that the organizations seek to achieve their goals. It is clear that the public manager selections that made in the direction of similarity or dissimilarity criteria (separatist tendency) do not meet the principles of meritocracy and would not lead to achieve managerial and organizational goals
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