Bangladesh Civil Service Research Articles

The influences of psychosocial work environment on the turnovers of civil service cadre officers in rural Bangladesh: an empirical study

PurposeThe purpose of this study is to determine the effects of the psychosocial work environment on the turnover of civil service cadre officers in rural areas in Bangladesh.Design/methodology/approachPhysical intimidation, mental health and well-being, organisational impediments, decision latitude, psychological job demands and social interaction were developed as variables to examine in relation to job satisfaction and turnover. This study gathers 406 responses from Bangladesh Civil Service (BCS) cadre officers in rural areas to test the hypotheses.FindingsThe findings indicate that physical intimidation increases employee turnover, whereas psychosocial job demand decreases it. Physical intimidation reduces job satisfaction, whereas decision flexibility and social interaction enhance job satisfaction, hence reducing the turnover of civil service cadre officers in rural Bangladesh.Originality/valueThis research contributes to the creation of context-specific and targeted public sector support, particularly the interventions and policies addressing the work environment in rural areas.

Challenges Prevailing in Bangladesh Civil Service: A Brief Analysis

Civil Service is a critical component of a country's governance structure, and responsible for implementing government policies and delivering public services, and Bangladesh is not an exception to this. In the parliamentary democracy, ministers lay down policy, and the 'civil servants', which are often termed as 'bureaucrats' carry it out, therefore, successful delivery of services by the bureaucrats remains an inevitable pre-requisite to ensure good governance in a country. After the emergence of Bangladesh through a blood-shedding political turmoil in 1971, the country is gradually improving in terms of her political stability and good governance, though the trend of such improvement is not always seen stable in the true sense due to some factors, i.e. lack of political will and commitment, in absence of transparency and accountability, 'push and pull' factor among the civil servants, lack of powerful and effective regulatory board, and so on that hinder its effectiveness and contribute to poor governance, and corruption that undermine public trust in government institutions, leading to social unrest and economic stagnation. To address these challenges for promoting economic growth, reducing poverty, and ensuring that citizens have access to quality public services, government needs to take a holistic approach that includes reducing political interference, establishing clear mechanisms for accountability and transparency, providing greater autonomy to civil servants, and conducting regular training programs. This study aims to identify some of the major challenges currently prevailing in the Bangladesh Civil Service and prescribe some recommendations that may help ensure quality public services in the country.

GENESIS AND DEVELOPMENT OF THE BANGLADESH CIVIL SERVICE - A REFORM PERSPECTIVE

This paper focuses on the historical context of Civil Service Reform (CSR) in Bangladesh. Specifically, it explores the genesis and development of the Bangladesh Civil Service (BCS) Administration cadre, with reference to different reform programs that have been undertaken since independence. This paper will place an emphasison civil service reform in contextual perspective. In Bangladesh it has been a practice for every new political regime to initiate reform planning through commissions and committees. Nevertheless, most of their recommendations have remained unimplemented for several reasons. As many as 20 committees and commissions on public administration (PA) reform were formed since 1971. International donor agencies have also conducted several inquiries and studies. Both government and donor agency recommendations have called for reforming public sector management, in general, and for reforming different CSR issues, in particular— such as recruitment, training, career management, performance management and retirement. These are the main focal areas in the BCS HRM structure that are within the scope of this paper.

The Influence of Politics in Public Administration: A Case Study on Bangladesh Civil Service

The Influence of Politics in Public Administration: A Case Study on Bangladesh Civil Service

Career Preferences of Bangladeshi Public University Business Students

Planning a career can be defined as a sequence of processes that build up a career. Choosing the right career is essential for business graduates, especially in this competitive age. This study aims to identify the career preferences of business background students of Public Universities in Bangladesh and the factors that influence their career choice, which will help the business policy maker. Both the structured and the semi-structured questions containing pre-coded and open-ended questions were used to development of the questionnaire. Likert scale and multiple-choice were also used in the questionnaire. For this study, we have 97 respondents as our sample size. We have done frequency analysis, ratio analysis, percentages, and means to reach our objective. The result shows that most business students prefer Government/Public sector jobs, especially Bangladesh Civil Service (BCS). Teaching is the second choicest profession for graduates. The key factors influencing career choice are authority and power, social recognition, job security, mental satisfaction, and payment. The most common constraints graduates face when choosing a career are a lack of practical education, subject-specialized jobs, practical education systems, unfair hiring process, and experience needed at an entry-level position. However, the findings of our study will help both students and policy maker about career-related issues. Furthermore, the in-depth extracted policies are recommended to bring more insight into the matter.

Gender bias in bangladesh civil service: a case study from 12 different cadres

This study attempts to identify the core reasons for gender bias in the Bangladesh Civil Service. The purpose is to learn about the current state of such bias and whether and to what extent women civil servants are impacted by it, as well as its consequences in terms of career growth. For this study, the researcher employed qualitative methodologies, relying mainly on primary data acquired through a questionnaire survey of 111 civil servants. Results demonstrate that in the civil service, women are subjected to a greater degree of gender bias than males, followed by the third gender. It also shows that social attitudes and lack of child care facilities are two of the key reasons for such bias and gender stereotyping, underrepresentation of women, the existing gender gap, insufficient paid maternity leaves, biased rules, and a lack of awareness might be regarded as minor sources of gender bias in this sector. Gender bias has a significant impact on postings, leadership positions, major project assignments, and challenging roles, as well as a moderate impact on other variables such as promotion, recognition for equal work, performance review, obtaining mentors and training opportunities, compensation and awards, recommendations, and recruiting, according to the data.

Efficacy and Concerns of Technical Project in Bangladesh: An Assessment of the Managing at the Top 2 (MATT2) Project

Least-Developed Countries (LDCs) and developing countries receive various supports for their development and technical projects from developed nations and development partners. Bangladesh is no exception. Managing at the Top 2 (MATT2) is a technical development project that was designed in collaboration with the governments of the UK and Bangladesh and carried out in Bangladesh with funding of the UK. The primary aim of the project was to provide practical training for approximately 2000 top-level officials of the Bangladesh Civil Service to enhance their efficiency in developing and implementing innovative projects to deliver public services. In this paper, the purpose, process and results of the project are analyzed using a qualitative approach to understand the benefits and barriers of the project. It was found that MATT2 produced remarkable success, with 305 performance improvement projects (PIPs) were developed and implemented by the participating bureaucrats. Government employees were benefitted from practical knowledge on project preparation, skill development and the citizens were benefited from the outputs. Although the project claims 100% success in terms of implementation, projects were influenced by some bottlenecks that include unsuitability of PIPs, lower reform value, monetary motivation and selection of project area out of the participants’ jurisdiction. The authors suggest considering the intended and unintended consequences of the MATT2 to undertaking similar projects in the future.
 Keywords: Bangladesh; Civil servants; Development; Experiential learning; PIPs; Skill development

The Influence of Organisational Culture on Employee Commitment: An Empirical Study on Civil Service Officials in Bangladesh

The purpose of this study is to determine the effect of organisational culture on the commitment of officers in the Bangladesh Civil Service (BCS; Administration) cadre. The study examines the relationships between four organisational cultural characteristics and a three-component commitment model. The quantitative data analysis was conducted using data collected via a survey from 211 respondents. The research findings indicate that mission, one of the organisational cultural traits, has a significant impact on the affective, normative and continuing commitment of the BCS (Administration) cadre. Only normative commitment is strongly influenced by involvement, another organisational cultural characteristic. This study’s findings will contribute to the body of knowledge about organisational culture and employee commitment in public organisations. This result can be used to increase officer commitment by top management or the responsible departments. If officers remain committed to the service, this will ultimately result in an increase in productivity, performance and efficiency, as well as a decrease in absenteeism and an increase in officer morale. This will ultimately add value to the services provided to the general public in Bangladesh, as the administration cadre is critical in formulating and implementing public policies.

Advancing Public Service Innovation Through Empathy: An Analysis of Bangladesh’s Intrepid Approach

This study attempts to understand, explore and analyse how Bangladesh public administration has made considerable progress in fostering public service innovation (PSI) by instilling empathy among the public bureaucrats through the Empathy Training Programme (ETP). By employing qualitative methods, this study collected data from both primary and secondary sources. The empirical findings of the study suggest that ETP has been able to change the paternalistic and colonial mindset of public bureaucrats. In addition, the study further reveals that public bureaucrats are bringing this knowledge of empathy-led innovation to their workplaces, where they are effectively practising it, indicating that the ETP has not only been able to generate a cultural change in the Bangladesh Civil Service (BCS) but also has created a sense of responsiveness and self-accountability among public bureaucrats. However, there are still areas of concern in terms of the sustainability of the ETP approach. The study also identified some critical building blocks, which have been considered responsible for the limited scaling up of the pilot projects. Finally, the study has come up with a set of recommendations for making this intrepid approach to Bangladesh public administration more effective.

Person–Organisation Fit and Occupation Selection in Bangladesh: A Study on Bangladesh Civil Service Applicants

Using the tenets of the theory of planned behaviour (TPB), this study aims to investigate the role of person–organisation (P–O) fit in predicting the job-seeking intentions of university graduates in Bangladesh. There is a lack of adequate research into the theoretical phenomenon in career-related literature, especially in light of inconsistent findings for the suggested relationships under the TPB framework. This may be one of the pioneer studies that examines the role of perceived P–O fit in the association between the TPB core constructs (i.e., subjective norms, self-efficacy and attitudes) and job-seeking intentions. Based on data collected from 239 unemployed university graduates in Bangladesh, this article examines the hypothesised relationships among the study variables with structural equation modelling. The results indicated that P–O fit significantly predicted job-seeking intentions, both directly and indirectly, through the influence of attitudes. Additionally, attitudes partially mediated the association between self-efficacy and job-seeking intentions. Notably, although subjective norms could not influence job-seeking intentions, the boundary conditions of P–O fit perceptions on the relationship between subjective norms and job-seeking intentions appeared significant. Based on the findings, there is a discussion of practical implications for career counsellors and recruitment policymakers. Finally, the study’s limitations and possible research directions are highlighted.

The Impact of Overseas Training on the Performance of Bangladesh Civil Service: The Case of AIT Extension Training, Thailand

Public administration has to compete with private sectors in terms of quality service delivery to citizens. In this context, civil service training, especially overseas training, has been considered the most significant requirement to increase the performance of the Bangladesh Civil Service. This article tries to explore the impact of overseas training on the performance of the Bangladesh Civil Service. To achieve this objective, this study interviewed Bangladesh Civil Servants who participated Asian Institute Training (AIT) Extension training programme from 2016 to 2018. A mixed-method was applied to analyse the collected data. It found that Bangladesh Civil Servants, who have received AIT Extension training, were satisfied with the training management of AIT. Participants believed that such overseas training positively contributes to enhancing the performance of the Bangladesh Civil Service. However, this study also disclosed that fewer overseas training opportunities for young civil servants, lack of need-based training, and poor management of overseas training policy are the main obstacles in Bangladesh Civil service management. This article strongly recommends that there must be a detailed overseas training policy management and more collaboration with international training institutes to get better performance from the government officers in Bangladesh.

Analysis of Performance Appraisal System of Bangladesh Civil Service and Scope of Its Improvement

Analysis of Performance Appraisal System of Bangladesh Civil Service and Scope of Its Improvement

Information Systems, Service Delivery, and Corruption: Evidence from the Bangladesh Civil Service

Information Systems, Service Delivery, and Corruption: Evidence from the Bangladesh Civil Service

Evaluation of Speakers by the Participants at a Training Academy in Bangladesh: Issues, Insights and Recommendations

Consistent evaluation of speakers is an integral part of any training program. Bangladesh Civil Service Administration Academy imparts training primarily for newly recruited administrative civil servants. Depending on both primary and secondary data, this study examines various issues related to the lack of credibility of the speaker-evaluation by the participants to provide deep insights and potential solutions. Secondary data was collected from 300 evaluation forms and the academic backgrounds of 20 regular speakers. A questionnaire-led survey was conducted among 36 participants of a training program to obtain primary data. Although the regular speakers are usually highly educated and professionally experienced, the one-sided subjective feedback remains critical to this evaluation process. The statistical analysis of both primary and secondary data shows that the participants do not invest enough time and thought for completing the evaluation. A reluctance to put descriptive observations makes the outcome of the evaluation lose some of its credibility. Participants have also pointed out a few critical limitations of the form. Findings suggest that adding qualitative measures to the form can be useful to provoke qualitative views from the participants and to obtain constructive suggestions for the speakers. Further insights from the speakers can be valuable to complement the outcome of this study. This study concludes that the Academy must combine planned and incidental evaluations to revitalize the effectiveness of the process.

HRM practices and performance management in public service organizations in Bangladesh: An empirical study

This paper assesses the effects of HRM practices on the management performance of public service organizations as public service is believed to safeguard the national property for allocating goods and services timely, and reasonably to the inhabitants of the country especially in a developing country like Bangladesh. The question circling whether the HR practices in public service are sincere for equal and equitable distribution of products and services effectively. In doing so, this study investigated the effectiveness of HR practices and methods on the performance management of public service. The study, through a mixed-method approach, conveniently surveyed a sample of 142 respondents and interview drawn from seven key informants of two Bangladesh Civil Service (BCS) cadre from Chittagong, the second-largest city of the country. The study shows the differences in the effects of HRM practices that employee training positively and commensurate compensation negatively predict employee performance, respectively, however, performance appraisal feedback is not a significant predictor. The study drawn the implications for HRM practices in BCS organization and encouraged future scholars to further examine these differences.
 IIUC Studies Vol.16, December 2019: 9-34

CHALLENGING MOVES OF CIVIL SERVANTS FOR EFFICIENT SERVICE DELIVERY IN BANGLADESH

If a country's bureaucrats face difficulties during their activities, people will not get better public services. Unfortunately, civil servants of Bangladesh face barriers at their different service delivery levels. The study focuses on the challenges of civil servants in Bangladesh that they frequently face during their activities due to the various 'push and pull' factors. Also, it explores how those challenges are affecting the efficient service delivery system. The quantitative method was adopted, and data was collected via existing survey reports, official statistical records, and published sources. The study's result revealed that civil servants are fighting with immense challenges, and they are also manipulating the service delivery system. Using the 'push and pull' factors, the tendency of affecting the delivery system divided into the three streams, and Bangladesh civil service level of standing also identified. Therefore, the study recommends that all stockholders of government at all levels should care about the challenges of civil servants for ensuring more committed, good, and efficient public services.

Can a Higher Wage Attract Better Quality Applicants without Deteriorating Public Service Motivation? Evidence from the Bangladesh Civil Service

ABSTRACT Although the civil service plays a critical role in economic development, it performs poorly in many countries, partly due to civil servants’ low salaries. Therefore, in 2015, the Bangladesh government doubled the salary of civil servants. However, the reform may worsen public service delivery by attracting those who have lower public service motivation (PSM). Using the data of applicants to the Bangladesh civil service (BCS), this study examines the effect of the 2015 pay-scale reform on PSM. Taking a difference-in-difference approach, this study finds that the BCS officers hired after the reform are both academically smarter and more motivated to public service than those hired before the reform. Our results suggest that salary increases can be an effective for recruiting higher-quality officers.

Quest for Improving Performance and Quality of Bangladesh Civil Service: Contemporary Practices and Recommendations

Civil Service has a task to secure, support and improve the nation it serves. All over the world, each and every public and civil servant plays a vital role in fulfilling this task and so improving the lives of their corresponding citizens. Over the generations civil service has helped successive governments to overcome exclusive and complex challenges. Hence, performance and quality of civil service is very important. Improving performance quality of civil service is a public personnel management process by which the public organizations determine how effectively the employees are performing the job and improve performance to achieve the ultimate goals. Public sector organizations are playing an increasingly important role towards development of Bangladesh by providing a range of services. Bangladesh started promoting quality of civil service under the rubric of the ‘Structural Adjustment’ in the era of New Public Management. This paper attempts to analyze the present state and limitations of performance management and provide some suggestions to promote quality of civil service in order to improve the overall performance of the Government of Bangladesh.

Psychological Implications of Unemployment Among Bangladesh Civil Service Job Seekers: A Pilot Study.

Background: Recent trends suggest that university graduates seeking jobs are more susceptible to common mental disorders, such as depression, anxiety, or stress. However, the mental health issues among unemployed graduates has not been explored in Bangladesh yet. Aims: This study aimed to assess for the first time the prevalence and associated risk factors of depression, anxiety, and stress among Bangladesh Civil Service (BCS) job seekers. Three hundred four graduates residing in Rajshahi, Bangladesh, who were preparing to attend the 40th BCS examination, the most sought-after employment opportunity in the country, were surveyed. Methods: Measures included socio-demographics, field of study, and career-related variables, and the Bangla Depression Anxiety Stress Scale (DASS-21). Chi-square test, Fisher exact test, and binary logistic regression with “depression,” “anxiety,” and “stress” as the dependent variables were carried out to identify the factors associated with these. Results: Overall, the prevalence of moderate to extremely severe depression, anxiety, and stress was 49.3%, 53.6%, and 28.3%, respectively, with no detectable differences between genders. Insecurity related to a BCS job (OR = 0.41; CI = 0.26–0.65, p < 0.001; ref: job insecurity), family and social pressure to obtain a BCS job (OR = 4.58; CI = 1.67–12.56, p < 0.001), and stress (OR = 8.33; CI = 4.47–15.51, p < 0.001) emerged as independent predictors for depression. In addition, having part-time job was associated with anxiety (OR = 2.38; CI = 1.34–4.23, p = 0.003), and security in a BCS job and serving the nation through this job were negatively associated with stress (OR = 0.59; CI = 0.35–0.98, p = 0.042 vs. OR = 0.59; CI = 0.36–1.00, p = 0.05). Conclusion: The relatively high rates of depression, anxiety, and stress among graduate job seekers should prompt implementation of market force initiatives that incorporate interventions related to the major risk factors uncovered herein.

Influence of Individual Characteristics, Organizational Support System and Learning Organizational Practices in Post-program Transfer of Training: A Study on Management Development Programs of Bangladesh Civil Service

Management development programs of Bangladesh Civil Service are traditionally seen as a piecemeal approach; no linkage is found among program performance, transfer performance and career advancement of trained officials. Moreover, no effective mechanism is found in public organization to assess or monitor the issue of post-program transfer of training. The study employed an in-depth investigation into factors affecting post-program transfer of training. It made a detailed investigation into ultimate effectiveness of management development programs by examining contribution of three sets of influencing factors under individual characteristics, work environment (social and logistic support), and learning organizational practices on post-program transfer of training. The study was conducted on two management development courses like Advanced Course on Administration and Development (ACAD) and Senior Staff Course (SSC) by administering survey on purposively selected 212 graduated participants of both the courses. The findings of the study suggest that the predictors like post-program motivation and self-efficacy to transfer, peer support, learning organizational practices like collaboration and team learning and strategic link of transfer performance with career advancement have direct and positive influence on post-program transfer of training. The findings of the study would guide the policy planner to formulate prudent HRD policy and strategy linking training performance (performance of learning acquisition as well as post program transfer) and career advancement (placement and promotion).