Unlocking the Judiciary: Predictive Determinants of Actual and Potential Access to Brazilian State Courts

Introduction. An important prerequisite of civil servants' work efficiency in the conditions of social tension is their self-actualization, which largely depends on civil servants' personal characteristics. This problem is poorly highlighted in the psychological literature. Aim. To find out the level of development of civil servants' personal characteristics and to analyze the relationship between civil servants' personal characteristics and the features of their self-actualization Methods: R. McCrae and P. Costa Big Five and E. Shostrom Self-Actualization Test (SAT). Results. In an empirical study, the author measured the levels of development of civil servants' personal characteristics and found that almost every second civil servant had high levels of self-control and affection for people, every fifth civil servant had high levels of expressiveness and extroversion, and the smallest number of civil servants had highly developed emotional stability. A correlational, statistically significant relationship, both positive and negative, was found between a number of civil servants' personal characteristics and civil servants' self-actualization features. The largest number of positive correlations was found between civil servants' emotional stability (emotional instability) and almost all civil servants' self-actualization features. Conclusions. The obtained results can be helpful in designing a civil servants' personal qualities development training program and building a model of individual psychological counseling to optimize civil servants' self-actualization.

The article deals with the periods of formation of generations in the context of civil servants. The distribution of the number of civil servants by gender, age and categories of posts has been analyzed. The modern development of society is characterized by large-scale transformational processes that apply to all spheres of activity. Thus, key factors such as globalization, development of information and communication technologies, knowledge management and the need to support and regulate the diversification of content, forms, methods of training to ensure accessibility and equal opportunities, professional development of public servants create and dictate completely different requirements for training public service. It is clear that today, to ensure the effective reform of the public administration system, one of the important tasks is the formation of a new generation of employees.Public service reform aims to reset the essence of public administration and build a European society oriented towards society. A new civil servant is a person who thinks out of the box, who knows how to make non-standard decisions. The basis of such reform is the Law of Ukraine “On Civil Service” adopted in 2016, which aims to reduce the gender gap, protect the civil servant, the effectiveness of performance appraisal and more. The importance of the study is to take into account the characteristics of the generations of XYZ in the public service.This determines a paradigm shift in both teaching and learning due to the need to take into account the professional requirements of new generations of civil servants.Public service reform requires a fundamentally new class of professional and competent officials needed to realize the national interests of Ukraine as a democratic, social state with a developed market economy. This is also explained by the change of generations that occurs in public administration. After all, the development of Ukrainian society depends on the successful activation and integration of young people (representatives of Generation Z) into the sphere of public administration.The main task of the study is to confirm the hypothesis of the dependence of effective public service reform on effective interaction and cooperation of all generations of public servants. To solve this goal, the following tasks were set: to track the dynamics of changes in the number of civil servants in Ukraine, to analyze the composition of civil servants by gender and age and to predict changes in the age ratio in the number of civil servants in Ukraine by 2020. The tendencies of change of the share of civil servants under the age of 35 till 2020 are investigated. The main common and differentiated features of generations are systematized. The main directions and key guidelines for the activities of the state institution in which the employees of the new generation will work will be highlighted.The study allowed to establish that in the conditions of reform for the public service of Ukraine it is extremely important to change the vector of development of civil servants, their mobility and innovation, efficiency of response to the challenges of the state and society to provide quality services. Based on the analysis, in order to ensure the effective transformation of the structure of the public service of Ukraine, it is necessary to form effective mechanisms for cooperation between representatives of different generations, as this will contribute to the effectiveness, efficiency and effectiveness of the public service.Another important conclusion of the study is that the results of research show differences in the opinions of generations, which relate to the fact that technology helps or hinders the work, the older generations consider them an obstacle. While Generation X people consider technology to be a helper. Generation Z speaks of the benefits of technology. However, representatives of all three generations agree that the future lies in digital capabilities.Thus, in accordance with the main activities of the public authority, in which the new generation of employees will work, will be innovation-oriented. The key guidelines are the encouragement of creativity, freedom, non-standard approach to tasks. And the main motivation is the opportunity to work in important and interesting projects, for example, the creation of unique technologies to solve global problems, and so on.

For a lengthy period, governments worldwide believed that civil servants should be linked to the authority of the state and could not be compared to employees in the private sector. This group of public employees were perceived as agents of the “Leviathan” (Hobbes), intended to uphold the rule of law and to implement government policies. In this conception, where the state was separated from society and citizens, it was inconceivable that civil servants could be compared to other employees. Towards the end of the 20th century, in almost all countries worldwide, reform measures have encouraged the change, deconstruction and decentralization of the civil service on all fronts. In the meantime, there are now as many different categories of public employees as there are different public functions, organizations, and tasks. Overall, the number of civil servants has decreased and some countries have abolished traditional civil service features. Moreover, working conditions and working life have changed. Thus, whereas for a long time, civil servants were very different from the employees of private companies, this distinction is much less clear in the early 21st century. Such a situation had been unthinkable 10 years earlier. Consequently, the traditional concept of the civil service as a distinct employment group and status is slowly disappearing. In addition, current organizational reform trends have made public administration as such into a somewhat heterogeneous body. In the early 21st century, civil services have become more diverse, less hierarchical and standardized, more flexible, diverse, representative and less separated from the citizenry than they were traditionally. Whereas the term “bureaucracy” had represented clear values (hierarchy, formalism, standardization, rationality, obedience etc.), new reforms have brought with them new values, but also more conflicting ones, and value dilemmas. Whereas most governments still agree that human resource management (HRM) policies should continue to be based on rational principles such as the rule of law, equity, and equality, the increasing popularity of behavioral economics and behavioral ethics and the trend toward the delegation of responsibilities to employees through different concepts such as engagement, lifelong learning, and competency development, illustrate that current trends run counter to classical bureaucratic styles. Moreover, digitalization and flexibilization trends are changing work systems and leading to an individualization of HR practices by facilitating the monitoring and measuring of individual efforts and engagement practices. Thus, the problem with this description of administration in the 21st century is obvious. Whereas the terms “bureaucracy” or “civil service” can be defined and broken down into concrete definitions, this is much less the case with the new civil service systems and new administrative models. However, stereotypes around public organizations and civil servants continue to survive, even though they were shaped in a world that no longer exists. Even in the early 21st century, many people still have the perception that civil servants work in an environment that is clearly separated from the private sector. Also, most public-service motivation theories start from the assumption that civil servants are different because they are civil servants.

The amount of employee expenditure burden in the State Budget (APBN) increases from year to year, the increase needs to be observed whether it is due to the rapid growth in the number of Civil Servants (PNS) or other causes such as recent government policies in terms of improving PNS income and welfare by adjusting PNS salary rates. This study aims to determine whether the increase in employee expenditure is more due to the increase in the number of PNS or PNS salary rates. The purpose of this study is to explain whether there is a significant influence between employee composition and salary rates on employee expenditure. This study is a quantitative study with statistical analysis. The data collection method used is through document and literature review methods, based on the source, the document is included in the secondary data category. The data testing method uses a normality test with the One-Sample Kolmogorov-Smirnov Test method. The data analysis method uses descriptive statistical analysis and hypothesis testing uses Multiple Linear Regression. Based on the results of the study with a significance level of 5%, the following conclusions were obtained: (1) There is a positive but insignificant influence between the number of PNS group I on employee expenditure; (2) There is a positive but insignificant influence between the number of PNS group II on employee expenditure; (3) There is a positive but not significant influence between the number of class III civil servants on employee expenditure; (4) There is a positive and significant influence between the number of class IV civil servants on employee expenditure; (5) There is a positive and significant influence between class I salary rates on employee expenditure; (6) There is a positive and significant influence between class II salary rates on employee expenditure; (7) There is a positive and significant influence between class III salary rates on employee expenditure; (8) There is a positive and significant influence between class IV salary rates on employee expenditure; (9) There is a positive but not significant influence between employee composition and salary rates; (10) There is a positive and significant influence on the number of class I civil servants, the number of class II civil servants, the number of class III civil servants, the number of class IV civil servants, class I salary rates, class II salary rates, class III salary rates and class IV salary rates together on employee expenditure.

<p>В статье рассмотрена динамика численности работников российских органов государственного управления в 1984–2014 гг. Выдвинута гипотеза о том, что численность кадров является важным индикатором эффективности реформирования государственной службы. Данные о соотношении численности различных групп государственных служащих, доле государственных служащих в общей численности населения страны и среди занятых в экономике способны пролить свет на тенденции реформирования аппарата государственной службы, изменение ее места и роли в российском обществе.</p><p>Ввиду высокой инертности системы государственной службы изменения в ней происходят медленно, изучать их следует на больших промежутках времени начиная от нескольких десятилетий. Объектом изучения в данной работе являются кадры центральных (федеральных) министерств и ведомств, так как именно они составляли ядро системы государственной службы и в годы социализма, и в новейший период.</p><p>Разработана и апробирована методика определения численности государственных служащих по сопоставимым группам с точки зрения исполняемых функций, которая позволяет преодолевать различия в правовом содержании понятия государственной службы в хронологических рамках исследования. На основании материалов статистических наблюдений собраны и классифицированы данные о численности различных групп государственных служащих. Прослежена их динамика, выявлены общие тенденции. Отмечено возрастание бюрократизации российского общества в 1990-е и особенно в 2000-е годы. Вместе с тем доказано, что численность государственных и муниципальных служащих в 1984 г. практически равнялась аналогичному показателю2014 г.</p><p>Обнаружено существование положительной связи между общей численностью населения, числом занятых в экономике и численностью государственных служащих, а также между численностью государственных служащих и динамикой среднедушевого ВВП. Это свидетельствует о том, что изменение численности государственных служащих исторически происходит в общем русле социально-экономического развития страны.</p><p>Выявленные тенденции могут быть использованы при проведении дальнейших исследований. В частности, перспективным представляется проведение сопоставительного анализа динамики численности государственных служащих и динамики оплаты их труда, а также исследование численности аппарата на фоне изменения количества государственных функций. Подобный анализ позволит выработать методологические основания для проектирования конкретных мероприятий по повышению эффективности реформирования государственной службы с учетом выявленных эмпирических закономерностей ее развития.</p>

This research on the workload problem of Civil Servants is based on the number of Civil Servants who exceeds the number of public functional positions (JFU) at the Secretariat of the Office of Public Works, Housing and Energy of Mineral Resources of DIY Province, namely 13 general functional positions and with 29 employees Civil Affairs.
 The purpose of this study was to determine the suitability between workloads for existing job assignments and to find out the needs of Civil Servants needed to handle 13 general functional positions that have been established. This study uses a descriptive qualitative research design, using the Full-Time Equivalent (FTE) method. This method compares the amount of time the task is multiplied by the workload compared with the amount of effective work time.
 The results of this study indicate that there is a mismatch between workload on office duties and a shortage of employees in the general functional position of the Secretariat of the Office of Public Works, Housing and Energy of Mineral Resources of DIY Province. This is indicated by the normal workload in general functional positions as much as 13 employees or 45% of the normal amount of 100% but there are still general functional positions where the workload is underloaded by 9 employees or 31% of the normal amount and 7 employees are overloaded or 21% of the total normal. While the number of employees to handle 13 general functional positions is 29 Civil Servants, according to the results of the analysis for future staffing planning, it is necessary to optimize employee performance by changing the composition of the workforce by adding 4 Civil Servants to 33 Civil Servants.

nformation and Communications Technologies( ICT) are transforming our world on a daily basis. In a fast-moving global economy, international trade, by adopting electronic technologies, could save billions of dollars every year. ICT development which has lead to faster, cheaper and more efficient modes of trade by reducing transactions costs. Due to the network characteristic of ICT, trade enhances when both trading partners have advanced ICT developments. The study analyzes empirically this theoretical argument. A gravity model is applied to assess the impact of ICT development on trade in Persian Gulf countries. In this study, it was tried to investigate the impact of ICT on business in the neighboring countries to the Persian Gulf. The obtained results from the gravity model assessment using panel data method for the countries of Iran, Bahrain, Iraq, Saudi Arabia, Oman, Kuwait, Qatar, and UAE from 2001 to 2009 showed that the better ICT development infrastructures the countries have, the more their business exchanges increase. In fact, for country business partners to increase business exchanges, it is imperative to have proper ICT development.

The growth in the number of PPNPN at Domine Eduard Osok Airport is significantly higher than the number of civil servants. addition to balance effectiveness in the work environment of Class I Airport Domine Eduard Osok Sorong, West Papua. Affective commitment is a person's emotional attachment to work or organization. The existence of emotional attachment felt by Government Employees Non Civil Servants triggers the emergence of loyalty, where this loyalty has an impact on their desire to devote themselves to the agency. This study uses quantitative methods with a total of 30 respondents. The data collection technique uses a questionnaire which is distributed to the sample, namely Government Employees, Non-Civil Servants. In his confirmation, validity and reliability tests were carried out, simple linear regression tests, and the coefficient of determination using IBM SPSS Statistics 26. Based on the hypothesis regarding the effect of affective commitment on the loyalty of Government Employees Non Civil Servants, the calculated f value was 32,802 with a significance of 0,000 and from the results of the coefficient test determination to obtain a correlation value between variables of 0.734 and an r2 value of 0.539 or 53.9% and 46.1% which are influenced by other variables outside this study.

Departments form the building blocks of British government. The capacity for ministers to determine policy has been increasingly constrained by external pressures, but ministers remain significant players in policy-making. The number of civil servants in a department will sometimes run into many thousands. Departments have press officers, but ministers may also use their special advisers to brief journalists. Press officers are civil servants. Special advisers, as we have seen, are political appointees. Junior ministers are appointed by the Prime Minister, although sometimes after consulting the minister heading the department. Traditionally, one route to reaching junior ministerial office has been through serving as a parliamentary private secretary (PPS). A PPS is appointed to assist a minister. Like junior ministers and PPSs, the number of special advisers has grown in recent years. The Permanent Secretary is answerable to the minister for what goes on in the department.

The article shows the legislative framework of the professional qualification component of human potential formation in the system of civil service of Ukraine. In particular, the laws of Ukraine on public service, decrees of the President of Ukraine, subordinate legal acts, which created conditions for the development of the national civil service system in 1991-2018, were analyzed. The analysis of Ukraine legislation about government service gives an opportunity to find out not only the conditions of development of national government service system in 1991-2017, but also conceptualize an experience of human potential formation in the system of government service of Ukraine. The author showed the transition from the labor to the public concept of relations in the civil service system of Ukraine, which implies a different view of the identification of workers and employees. This was typical of the countries with the socialist system of law, according to the doctrine of which, every person participates in society, regardless of the scope of his/her work. It was justified that the process of further development of the civil service in Ukraine requires the attention of scientists and legislators on such issues, as strengthening legal guarantees, social and moral protection of civil servants in their professional duties, improving the mechanism of accountability of civil servants, consistent with the rules of administrative, civil, financial, labor and criminal law. The next reform tasks are to improve the system of criteria for evaluating the activities of civil servants. The author also analyzes the means and capabilities of reports on the civil service system in Ukraine. This allows to get statistics and conduct quality analytics. The article contains statistical data on the number of civil servants

How do IT investments interact with other resources to improve innovation?

Impact of the adoption of information and communication technologies on firm efficiency in the Tunisian manufacturing sector

Effects of investment in information and communication technologies on productivity of courts in Brazil

On the expiration of the 99‐year lease, on 30 June 1997, Hong Kong will revert to the control of China and become a special administrative region (SAR) under Chinese Sovereignty. Civil servants in the British colony will continue to play a vital role to ensure the smooth transfer of sovereignty in 1997. In the period of political change, they are facing a number of critical issues that may affect their careers and morale. Sources of discontent include: slow growth in the number of civil servants; in some cases even a reduction in size through privatization; pension payment beyond 1997; the localization process; career path and tension between specialisst and generalists; and increasing conflict between the upper and lower grade civil servants. Increasing intervention from the PRC Government makes the job of civil servants more difficult. Discusses views from civil servants concerning their careers.

Contributing towards improving knowledge about access to health services in Colombia following health-sector reform, highlighting the main results and gaps in research. Original papers were systematically reviewed through a comprehensive search and analysis of original papers published between 1994 and 2009. After selection criteria had been applied, 27 papers were included in the review. Analysis was based on Aday Aday & Andersen and Gold's theoretical frameworks, distinguishing between potential and actual healthcare access and considering the characteristics of the population, health services and insurers influencing service use. There was little explanatory analysis of service use applying determinant models; this was also partial (limited to geographical areas, diseases or specific groups). Likewise, only a few studies analysed contextual factors influencing service use (health policies and health providers and insures) or social actors' perspectives. The available studies did not seem to indicate increased actual access (except for subsidised system users) but, on the contrary the existence of barriers relating to population (insurance coverage, income and education) and health service factors (geographic and organizational accessibility and quality of care). This review led to identifying important limitations in the analysis of healthcare access in Colombia and highlighted the need for further research on actual access and the better incorporation of context variables and actors perspectives in understanding the impact of reform on health service use.