Civil Service System Research Articles

Organizational Commitment of Officers in Nakhon Si Thammarat Provincial Governor's Office

Background and Aim: As a result of the reform of Thailand's civil service system, officers of the Nakhon Si Thammarat Provincial Office must act efficiently and effectively according to both agency and individual indicators. This causes some officers to perform their duties under stressful conditions. As a result, the agency's officers are frequently changed in and out. This research, therefore, aims to (1) study the level of the work environment of organizational commitment of officers in the Nakhon Si Thammarat Provincial Office. And (2) compare factors of organizational commitment among officers. Nakhon Si Thammarat Provincial Office is classified by operating environment, Quality of life at work, corporate culture, Motivation for work, and job satisfaction. Materials and Methods: This research used quantitative research methods to study. The tool used to collect data is a questionnaire. Data analysis, according to objective 1, uses statistics on frequency distribution, percentage, mean, and standard deviation to analyze data. As for data analysis according to objective 2, one-way ANOVA test statistics were used to test statistical hypotheses. At the statistical significance level of .05 Results: The study results found that the officers 's organizational commitment in the Nakhon Si Thammarat Provincial Office is at the highest level overall. To consider each aspect, it was found that organizational culture at a high level is first, followed by job satisfaction. At a high level, organizational commitment, a high level of quality of life at work at a high level, and motivation in practice are the last. The results of comparing organizational commitment factors of officers in the Nakhon Si Thammarat Provincial Office found that officers with a quality of life at work Motivation for work, and job satisfaction are different and Have ties to different organizations at the significance at 0.05 level. Conclusion: The study emphasizes that a strong organizational culture and job satisfaction are the main factors driving the high organizational commitment among officers in the Nakhon Si Thammarat Provincial Office. Additionally, there is a strong correlation between variations in officers' organizational commitment and differences in job satisfaction, motivation, and quality of life at work.

Gender inequality in Chinese Civil Service System: Dilemma Faced by the Female in the VUCA world

The role and socio-economic status of women in the public/private sphere are deeply influenced by a country’s historical, political, economic, and social policy development. In today’s VUCA era, the pattern of gender inequality still highlights women’s disadvantages in education, employment, social security treatment, and political participation. In such a volatile, uncertain, complex, and ambiguous era, Asian women prefer the relative stability and security of the civil service in their employment choices. Still, they are often disadvantaged in the workplace due to gender discrimination. Despite the measures taken by the Chinese government, the important goal of achieving social equality between men and women has remained an unfinished political agenda due to the lack of a holistic redistributive mechanism that promotes gender equality. In the future, the awakening of women themselves and the development of gender mainstreaming strategies and social policies will have a profound impact on the realization of gender equality in China.

Application of Career Management in Improving the Job Satisfaction of Civil Servants

As the backbone of the nation and society, the work satisfaction of civil servants holds paramount significance in enhancing the quality of public services. However, in recent years, the civil service system has encountered challenges such as talent attrition and professional burnout, leading to an overall decline in job satisfaction. There is an urgent need to identify effective management strategies to ameliorate this situation. The concept and practice of career management can provide systematic support and guidance for the development of civil servants. Through clear career planning and personalized development opportunities, civil servants can not only discover avenues for realizing their self-worth but also bolster their sense of belonging and accomplishment in their work. Fostering awareness of career management will not only contribute to the enhancement of civil servants' professional competencies but also ignite their passion for public service, thereby significantly improving overall job satisfaction.

Features of Legal Regulation of Labor Relations in Civil Service

The purpose of the research is to analyze the legal regulation of labor relations in the civil service system, to identify the features that characterize civil service as a special type of professional labor activity, and to study the experience of the Republic of Azerbaijan and some foreign countries in this field. In the course of the research, theoretical-conceptual perspectives and legal acts regarding the legal regulation of labor relations in civil service are reviewed, civil service is characterized as a special type of professional labor activity, and civil service is analyzed as one of the opportunities of exercising citizens’ constitutional right to work. The results of the research indicate that the foundation of the professional activities of civil servants is labor legal relations. The labor-legal character of the activities of civil servants directly stems from the content of civil service. Labor legal relations exist within the civil service system, and the labor-legal subjectivity of civil servants is inevitable. It is considered impossible to implement civil service without labor legal relations. The foundation of civil service relations is labor legal relations. Civil service acts as a component of labor legal relations.

When Individual Politics Become Public: Do Civil Service Protections Insulate Government Workers?

This paper examines whether the civil service system protected state bureaucrats from political interference following a recall petition against the governor of Wisconsin. I find that most classified workers, who were covered by the state civil service laws, were paid equally by signing status following the public disclosure of the petition list. Conversely, signers in the unclassified service, a smaller set of government positions, were paid about 3 percent less annually relative to nonsigners in the postdisclosure period. These results indicate that the civil service insulated qualified bureaucrats, while uncovered workers faced retribution. (JEL D72, D73, H75, H83, J31, J45)

Attracting young people to the civil service: analysis of the problems and necessary measures

The article is devoted to solving the problem of reducing the number of young specialists in the civil service system of the Republic of Kazakhstan. Currently, the task of attracting talented and young specialists to the civil service is one of the priority and strategic in the framework of the ongoing professionalization of the state apparatus. This is due, firstly, to the growing shortage of qualified specialists in many areas of public service activities, and secondly, to the increased competition in the labor market for young and talented staff. In these conditions, public bodies have to compete with organizations of private and quasi-public sectors, which often offer more attractive financial conditions when hiring employees. In this regard, in order to overcome the possible negative consequences of these trends, as well as to effectively attract and retain talented personnel in the civil service, it is necessary to work comprehensively, providing not only for the introduction of advanced approaches to entering the civil service, but also for the creation of attractive conditions for being in it. The purpose of this study is to analyze the domestic practice of stimulating the attraction of young people to the civil service, as well as to develop recommendations aimed at increasing the attractiveness of civil service for talented young people. This study reviews domestic and foreign literature on the subject, analyzes the current model of attracting young people to the civil service, identifies the problems of staffing the civil service and career preferences of young people, as well as recommendations to improve the attractiveness of public service and prevent the outflow of talented young personnel.

SOCIAL AND ECONOMIC STATUS OF PUBLIC SERVANTS: EXAMINING THE CASES OF THE UK, CANADA, GERMANY, NEW ZEALAND, AND KAZAKHSTAN

Civil servants play a crucial role in the management and functioning of modern society. Their social and economic status reflects not only their well-being but also broader trends in government structures. This research article examines the socioeconomic status of civil servants in five different countries: Canada, Great Britain, Germany, New Zealand, and Kazakhstan. Through a comparative analysis of policy, practice, and empirical data, this study aims to clarify the factors influencing the status of civil servants, as well as their consequences on the implementation of public policy, the provision of public services, and the development of society. The purpose of the article is to determine the socioeconomic status of civil servants in five countries: Canada, Great Britain, Germany, New Zealand, and Kazakhstan, as well as to identify job satisfaction. The results show that civil servants in Canada, Germany, and New Zealand are more likely to be satisfied with their socio-economic status and service in the public service system. Those who work in the civil service in the UK and Kazakhstan are less satisfied with their work in the civil service system. The study also highlights the unique challenges and opportunities faced by civil servants in each country, emphasizing the importance of context-oriented approaches to enhance their status and promote effective public administration.

러시아연방의 공무원 제도

The current civil service system in the Russian Federation was established and operated after the collapse of the Soviet Union, going through the first civil service reform in 1995 and the second civil service reform in 2002. The Civil Service Act of the Russian Federation is an individual administrative law in the administrative law system of the Russian Federation and forms a unique area and system of administrative law (Институт государственной службы), and its disciplinary system is related to the state affairs system of the Russian Federation, which is the basic law in the civil service law system. It consists of related general laws and special laws based on federal laws and the status and scope of activities of public officials. When referring to civil servants under the Civil Service Act of the Russian Federation, it refers only to state civil servants (Государственный служащий), which are equivalent to career civil servants in Korea. Therefore, the concept of public affairs does not exist in the civil service law of the Russian Federation, and the concept of national affairs (Государственная служаба) is commonly used. National affairs are defined as workers who are employed by a state agency and granted State Council status, and where a natural person provides labor for the purpose of performing specific affairs for state agencies and public officials as a state in the practical sense. In the Russian Federation, administrative jurisdiction exists at the federation, federation constituent, and local government levels. Persons who perform affairs at each level are called state secretaries in a formal sense, and are specifically divided into federal state secretariat, federal constituent state secretariat, and local government officials. They are classified, and it is no exaggeration to say that among all levels of office work, federal office workers are the standard for office workers at other levels. The types of Federal Secretariat are: ㉠ General State Council (Государственный служащий), ㉡ Military Council (Военнослужащий), ㉢ Special State Council (Специальный г) The State Council for Justice, the State Council for Foreign Affairs, And then ㉥ It is classified as the Prosecutor's Office (Государственный служащий прокуроского работника).

Enforcement of Asn Discipline Laws Based on The Online Personnel System Application And Its Impact on Performance In The Office of The Lubuk Sikarah District, Solok City

This research examines disciplinary law enforcement through the Online Civil Service System (KEPO), its obstacles and impact on ASN discipline. This type of research is normative juridical supported by empirical juridical. The data used is secondary and primary data. Secondary data was obtained from document studies and primary data was obtained by interviews. The data obtained was analyzed qualitatively, presented in a qualitative descriptive manner. First research results: In general, enforcement of disciplinary law through the KEPO system for ASN at the Kantor Camat Lubuk Sikarah is less effective. Even though discipline has been enforced by reducing or cutting additional employee income in accordance with Solok Mayor Regulation Number 17 of 2022 concerning Providing Additional Income to Regional ASN Employees. Second, the obstacles in enforcing disciplinary law through the KEPO system are: a) the legal factor is still weak: regulating the presence of a 50 meter radius, b) the law enforcement factor is still reluctant, c) the server facility factor is inadequate, d) the community understanding factor ASN in Kantor Camat Lubuk Sikarah regarding KEPO, e) Cultural Factors in the work environment in Lubuk Sikarah District, ASN's culture is reticent. Another finding from the research: there are ASNs who do not yet have an Android cellphone (camera) and a stable internet network. Meanwhile, the impact of implementing or enforcing ASN disciplinary laws on ASN performance in general has relatively increased, although it is still not effective.

Adopting and assessing the vulnerability of the civil service system of Ukraine to crisis situation on the example of the COVID-19 pandemic and martial law

Adopting and assessing the vulnerability of the civil service system of Ukraine to crisis situation on the example of the COVID-19 pandemic and martial law

헌법상 공무원 조항의 해석

The current constitution bestows upon public officials the position of servants to the entire nation, emphasizing their responsibility to the people while simultaneously ensuring their status and political neutrality. Derived from the constitutional position held by public officials as servants to the entire nation, they are obligated to realize the public interest. Obligations such as the prohibition of bias and procedural fairness can be derived from this duty to realize the public interest. The constitutional duties imposed on public officials include obligations such as compliance with laws, integrity, and the duty to perform their duties fairly, which are concretized as legal obligations. The assurance of status and political neutrality for public officials can be understood as guaranteed through the professional civil service system. The professional civil service system, by ensuring the status and political neutrality of public officials, is closely connected to protecting the constitutional rights of public officials, particularly the constitutional right of public neutraltiy. However, when the obligation of political neutrality, derived from the constitutional position granted to public officials as servants to the entire nation, constitutes an element of the professional civil service system, the professional civil service system and the duty of political neutrality are separated. If the professional civil service system is closely linked to the duty of political neutrality, the criteria for assessing the constitutionality of legislation that concretizes the professional civil service system should be consistent with the criteria for assessing the constitutionality of legislation that concretizes basic rights. When evaluating the constitutionality of legislation that concretizes the professional civil service system, excluding the obligation of political neutrality that can be included as an element of the professional civil service system, the constitutional principle of proportionality should be applied as the criterion for assessing the constitutionality of legislation that concretizes basic rights.

Historical evolution of civil service in Ukraine

The article investigated the processes of establishment, continuous development, and transformation of the civil service in Ukraine from the period of the establishment of Kyivan Rus to the present-day Ukrainian state. The historiographical components of the formation and institution of the civil service were identified, and the objective principles and significant differences in its developmental periodization were characterized. The methodological framework of this research was based on the institutional and structural methods, normative-legal description of events, the method of communicative support of historical consequences and facts, the functional and structural methods, and the professional and cultural substantiation of historical and state-building results. It was demonstrated that the progressive and complex development of the civil service system accompanied the physical development of the state. The research confirmed that the civil service and governance system received a significant impetus during the period of convergence and subsequent integration with the Russian Empire. The article proves that significant changes in the civil service system were introduced by the Austro-Hungarian Empire. It is determined that the institutional framework of the civil service appeared in Ukraine between 1917 and 1921 due to the activities of Hetman Petro Skoropadskyi. The authors substantiated the pathways and prospective consequences of modernizing and developing the civil service of independent Ukraine.

Current state of legal regulation of incentives for civil servants

The article examines the current state of legal regulation of incentives for civil servants. Since the current state of legal regulation of civil service and civil servants in Ukraine lags behind the needs and functions of a democratic society, and therefore requires urgent improvement within the framework of the initiated reform of the entire civil service system. In particular, measures of incentives that can be applied to civil servants for certain achievements in professional activity need improvement. It has been established that the general legal principles of encouraging civil servants are enshrined in the Constitution, the Labor Code of Ukraine and the Law of Ukraine “On Civil Service”, which opens up opportunities for further detailing them in other normative legal acts. The significance of the provisions of the analyzed normative legal acts regarding the encouragement of civil servants is extremely important, because the efficiency and quality of solving national and local problems depends on each employee of the state body (depending on the field). It is emphasized that all normative legal acts are interrelated and each separately regulates an important part of relations in the field of encouraging civil servants as subjects of labor law. At the same time, attention was drawn to the fact that the legal regulation of incentives for civil servants needs further study and improvement, especially in today’s conditions. Since the current labor legislation does not contain a definition of the concept of “incentive”, even in the projects of new codified acts in the field of labor relations, it is also absent. Attention is drawn to the fact that the profile law on civil service does not contain it, which ultimately complicates law enforcement in the relevant sphere of relations, creates prerequisites for a subjective approach to its interpretation. The situation is the same with determining the grounds and criteria for the application of incentives in general, the application of one or another type of incentive in particular, there is a lack of uniform and clear rules for the application of such measures, etc. The proposal of other researchers of the issue under consideration regarding the normative consolidation of the definition of incentives in the basic law on civil service, as well as in labor legislation, is supported.

Reforming the Civil Service System of Japan

The article deals with the issue of reforming the Japanese civil service. Japan's civil service system was reformed in 2014 by amending the National Civil Service Law. The amended law covers a wide range of areas, but the main issue is the new procedure for appointing leaders. The introduction of this new process has fundamentally changed the relationship between the prime minister and the executive branch. This article first describes aspects of the Japanese government's civil service reform and analyzes the content and process of this reform in two dimensions (i.e., transformational factors and transactional factors). It then explains how the reform changed the relationship between the prime minister and the executive branch.

The Role of Flexible Work Schedule in Improving Workers’ Performance Quality in Jordanian Government Sector in Light of the COVID-19

Productivity is a major governing variable for social progress, real economic growth, and the improvement of a country’s standard of living. Productivity determines the extent to which international products are competitive, both internationally and domestically. A country’s productivity is lower than that of other countries that produce the same commodity. The aim of the paper was to highlight the role of the flexible work schedule in improving the performance of workers in the government sector in light of the coronavirus outbreak (COVID-19). In order to achieve the goals, the analytical descriptive approach was followed using a questionnaire designed for research purposes, distributed to a random sample of Jordanian government sector workers, and the SPSS program was used. The paper showed that there was a positive and moral impact of the flexible work schedule on improving the quality of performance of workers in government security. The results of the paper also showed that COVID-19 has had a modified effect on the relationship between flexible work schedules and improving the quality of performance of workers in the Jordanian government’s consent to flexible working hours in the civil service, Clarification of the methods of calculating the number of working hours in accordance with the instructions of the civil service system The results of the paper also helped policymakers to take a different approach, such as flexible work schedules, which could serve to improve the quality of staff members’ work.

International anti-corruption concepts and their implementation in Ukraine

The relevance of the research is that Ukraine needs eliminating corruption. A large number of measures have already been implemented; however, Ukraine still lags behind other countries concerning corruption indicators. The corruption does not depend on the political or economic regime. This phenomenon can be found in almost any country since the corruption is a general aspect of the exercise of state authority in the form of specific actions of civil servants. Having analyzed corruption in the civil service of Ukraine, it seems necessary to pay attention to the foreign experience in anti-corruption activities. This circumstance is attributed to many reasons. One of the reasons for applying foreign experience is that developed countries have a more advanced system of civil service. Therefore, the article is focused on the analysis of statistical indicators on corruption in different countries. The aim of the study is to analyze the specifics of tackling corruption in various countries. As a result, the dynamics of corruption in Ukraine are studied. In particular, the creation of specialized anti-corruption bodies and their effectiveness are analyzed. Finally, measures have been developed that would have a positive impact on the effective fight against corruption.

Perbandingan Sistem Kepegawaian Di Indonesia Dan Jepang

One of the discussions on the comparison of public administration is about the comparison of staffing system. This journal discusses a comparison between the Indonesian and Japanese staffing systems in the recruitment, promotion and rotation system. This aims to deepen knowledge related to the civil service system both in Indonesia and in Japan and to find some good lessons for the civil service system in Indonesia. This study uses a type of literature review and secondary data sources that describe theories and information both past and present.

Legal means of fight against corruption in the civil service system

In the article, the authors study the legal means of fight against corruption in the context of modern requirements, including all components that directly or indirectly affect the reduction of its level: anti[1]corruption policy is reflected as a consistent and systematic activity of the state and civil society institutions aimed at the development and sustainable implementation of comprehensive measures to prevent, limit and eliminate this negative phenomenon. Reducing the manifestations, causes and conditions that cause corruption; the creation of law is considered as the final stage of legal formation, during which the main goal is to analyze and evaluate the existing legal reality, views and concepts about the future of Legal Regulation, the formation of the legal foundations of anti-corruption policy. Implementation of law as a targeted activity of subjects of anti-corruption legal relations to implement the norms of anti-corruption legislation; legal incentives as a means of influencing corruption manifestations; the conceptual apparatus of legal restrictions, which perform the function of deterrence when influencing corruption relations, has been clarified. It is proposed to define the definitions of “corruption”, “anti-corruption policy”, “legal instruments”. Considering the nature, dual nature of corruption, the direction of systematization of the types and forms of its manifestation is determined. In the fight against corruption, the formulation of the purpose and content of its basic principles and legal means of fight against corruption was considered, allowing to determine specific areas of activity of the state and society.

Disciplinary Guarantees for Public Employees in Jordanian Legislation

The study aims to illustrate the availability of appropriate disciplinary guarantees in Jordanian legislation that ensure the protection of the public employee from the encroachment and abuse of the disciplinary authority in exercising its disciplinary rights in accordance with the law. The Jordanian legislator has identified a set of disciplinary penalties in the civil service system that the administration exercises against the public employee in the event of his breach of the duties assigned to him or his failure to perform his duties as required.
 I have reached several results, including, despite the development in the Jordanian civil service system and the Administrative Judicial Law, there are still some aspects that need attention and scrutiny, the most important of which is the issue of impartiality. The study also showed that the expiration of the period for submitting a complaint without being answered by the competent authority means rejecting it. This is an escape from the administration to not answer the complaint until it relieves itself from having to give a reason for rejecting the complaint.
 The study recommends that the Jordanian legislator develop clear provisions that effectively guarantee the principle of impartiality as a disciplinary guarantee for public employees in real life and issue the Code of Administrative Procedure, especially considering the Administrative Judiciary Law, under which the administrative judiciary has become two-tier.

Evaluation for Promotion System in Government Sector

One of the most important activities in Human Resource Management is the Promotion System (PS) (HRM). This study aims to identify government promotion in the government sector with an emphasis on ethics and cultural perspectives, as well as a key indicator in understanding issues and challenges in Malaysia's public sector promotion system and ways to improve the system, which are organisational culture, ethics, and bureaucracy. Organizational culture is defined as a shared perception shared by organisational members. There are differences in the rules and policies governing tenure and seniority in Malaysia's public service. In government and agencies, a civil servant is designated before the promotion board considers the grant of promotion. This implementation is good among Malaysian civil servants and should be maintained as a criterion for promotion in the Malaysian public service. As a result, monitoring and evaluation can be carried out, typically at the end of each year, using the KPI monitoring system. The grades are being used to determine whether the individuals should be promoted or face disciplinary action. Most disciplinary actions will be warnings or notices before more serious actions such as termination are taken. The current system of civil service is insufficient and can be improved with the suggestions in this paper. A thorough examination is required to comprehend the breadth of issues that have arisen in recent years.