Employees Of Public Organizations Research Articles

Job Commitment Model (as Part of Professional Ethics) in Employees of Public Organizations

Job Commitment Model (as Part of Professional Ethics) in Employees of Public Organizations

Investigating the moderating effect of humble leadership behaviour on motivational factors and knowledge-sharing intentions: evidence from Jordanian public organisations

PurposeThe purpose of this paper is to empirically investigate the moderating effect of humble leadership on the relationship between different intrinsic and extrinsic motivational factors and employee’s knowledge-sharing intention.Design/methodology/approachResponses of 236 employees in public organisations in the country of Jordan were collected via the completion of an online survey. The study data was analysed using structural equation modelling.FindingsThis study found that humble leadership support positively moderated the effect of intrinsic motivational factors (i.e. self-efficacy and enjoyment) on KS intention, while such leadership does not moderate the relationship between extrinsic motivational factors (i.e. rewards and reciprocity) and KS intention.Originality/valueThis study increases the understating of the conditions under which employees’ knowledge-share by exploring the moderating effect of humble leadership behaviour on motivational factors and KS intention in public organisations, particularly in the context of a developing country.

Effect of Workplace Physical Environment on the Productivity of Employees in Public Organization: A Study of the Central Bank of Nigeria, Jalingo Branch, Taraba State

This study sought to identify the effect of workplace physical environment on the productivity of employees. A case study approach was employed in this study and the Central Bank of Nigeria, Jalingo Branch served as the study area. The population of this study comprised of all the permanent staff of the Central Bank of Nigeria, Jalingo Branch which is made up of 70 employees; (executive’s staff cadre 10, senior staff 35 and Junior staff 25. The probability sampling technique was adopted to select elements from each cadre to give a sample frame of 60. Questionnaire that was validated and tested for reliability served as data collection instrument. Collected data were presented in frequency and percentage tables, and this formed the basis for data analysis. The null hypotheses were tested using Chi-Square statistical tool aided by SPSS version 23. Findings indicate that: Spacious physical work environment increases the productivity of employees. The productivity of employees increases in a work environment with availability of suitable equipment. Lastly, findings show that workplace environment with open communication increases employee productivity. Following the findings of this study, it is proposed that: organizations should provide spacious workplace physical environment for their employees because this substantially increases employees’ productivity. For the fact that the productivity of employees increases in a work environment with availability of suitable equipment, it means that organizations should act in accordance with this finding if they are to achieve employee productivity. Following the findings that work place environment with open communication increases productivity, it behooves on organizations to create work place environment charged with open communication and supportive to team spirit.

Examining relationship between service quality, user satisfaction, and performance impact in the context of smart government in UAE

Governments attempt to use all forms of information technologies including Internet and mobile computing to be able to transform relationships with citizens. However, there is a clear gap between the indicator of the impact of technology innovation output and government’s vision in UAE (United Arab Emirates). In this regard, investigating the relationship between service quality, user satisfaction, and performance impact may help the government to mark its current progress and milestone achievement. This research proposed a model based on Delone & McLean IS success model by considering the research context. The modeling of structural equations via PLS (Partial least squares) regression was applied to evaluate the model within the context of public sector in the UAE. The data was collected from a sample of 147 employees in public organizations using a questionnaire. Results demonstrated that the quality of service has a significant effect on user satisfaction. In addition, quality of service and user satisfaction positively influences the staff performance. The outcome of this research helps to enhance the understanding of the impact of smart government applications.

EMPLOYEE ATTITUDES TOWARD CHANGE IN PUBLIC SECTOR ORGANIZATION

This research aim to examine four constructs that represent employee attitudes towards organizational change; readiness for change, commitment to change, openness to change and cynicism about organizational change. This research would help the public organization to overcome changes.. This research is a type of descriptive research that aims to describe the nature of something that is ongoing at the time the research is conducted and examine the cause of a particular symptom. The population in this study are employees of public sector organizations that are undergoing organizational changes in the Province of West Sumatra. The sampling technique in this study uses purposive sampling where the sampling technique is based on a certain criterion. In this case the criteria for sampling are employees with organizations that are undergoing changes. The data collection technique used was a survey by distributing questionnaires to employees of public sector organizations in West Sumatra. The number of respondents in this study were 100 respondents. The result shows that openness to change have the highest mean, followed by readiness to change, commitment to change and cynicism about organizational change. It means that employees in public organization in West Sumatra are willing to accommodate and accept change. Keywords: employee attitudes towards organizational change; readiness for change; commitment to change; openness to change; cynicism about organizational change

Activating job crafting in public services: the roles of discretionary human resource practices and employee use of normative public values

ABSTRACT The purpose of this study is to examine how and when discretionary human resource (HR) practices contribute to the emergence of job crafting behavior among employees in public organizations. The data for this research were collected from employees and managers working in wards (local level governments) in Vietnam. The results lend credence to the role of employee use of normative public values in mediating the relationship between discretionary HR practices and employee job crafting. This study further finds that empowering leadership and public service motivation moderate the relationship between discretionary HR practices and employee use of normative public values.

The Effect of Paternalistic Leadership on Organisational Ethical Climate: The Role of Organisational Justice As A Moderating Variable

This study examines the effect of paternalistic leadership on organisational ethical climate and the role of organisational justice as a moderating variable. The relationship of paternalistic leadership and ethical climate is explained through social learning theory. The respondents used in this study are employees of public organisations as an alternative to the for-profit organisations that previous empirical studies have tended to use. The testing of this model uses the hierarchical regression analysis. The findings of this study confirm the results of earlier studies that paternalistic leadership has a positive and significant impact on organisational ethical climate, particularly in public organisations. The results also show that organisational justice has a moderating role in strengthening the positive influence of paternalistic leadership on organisational ethical climate. The contribution of this study is that, based on contextual factors, effective paternalistic leadership influences the ethical climate in public organisations. Keywords: organisational ethical climate, organisational justice, paternalistic leadership, public organisations

The effect of employee happiness on performance of employees in public organization in United Arab Emirates

Employee happiness has received less attention compared with other constructs. This study aims to examine the effect of employee happiness on employee performance in the public sector in the United Arab Emirates (UAE). study operationalized employee happiness into performance appraisal, flexible working hours, promotion, rewards, and recognition, income, peer and supervisor support, workload, and workplace environment. data was collected from 319 employees working in Abu Dhabi and Dubai using a questionnaire The effect of employee spirituality and emotional wellness toward the relationship between employee happiness and employee performance 2019. findings were derived using Smart Partial Least Squares (PLS). findings showed that performance appraisal, income, workplace environment, promotion, reward, and recognition, and peer and supervisor support are significant predictors of employee performance. Flexible Working Hours (FWH) and workload have insignificant effect on employee performance. Findings were discussed and decision makers are advised to increase employee happiness among employees in UAE.

Celebrating differences while reserving commonality: work values of Chinese public organization employees

While the profound and rapid changes currently occurring in China may influence and differentiate how work values are structured by employees working in different sectors, limited efforts have been made to address this issue. Drawing on institutional theory and the social psychological perspective, this study collects and analyzes data from Chinese public organization employees, to compare the work values of employees from the state sector, public sector, and state‐owned enterprise. The results reveal some noteworthy patterns in employee work values in each sector, and interesting similarities and differences in employee work values across sectors. This study contributes to the knowledge on employee work values in China by uncovering their characteristics in the broad institutional and organizational context. It also provides practical implications for the three sectors in China and for other developing and transition economies.

The Impact Of Emotional Intelligence On Leadership Excellence Of Executive Empoloyees In Public Sector Organizationin Ampara District Of Sri Lanka

Emotional Intelligence is play a vital role to decide leadership excellence. So this paper to study the impact of emotional intelligence on leadership excellence of executive employee in public sector organization.Hence the objective of this research is to identify the impact of emotional intelligence on leadership excellence of executive employee in Public Sector Organization in Ampara districtof Sri Lanka.emotional intelligence includes the verbal and non-verbal appraisal and expression of emotion, the regulation of emotion in the self and others, and the utilization of emotional content in problem solving. Cook (2006)[1]. Emotional intelligence is one of the essential skill for leaders to manage their subordinate. Accordingly although there is some research done under “Emotional intelligence on leadership excellence of the executive employee in the public organization in Ampara district so this study full filed the gap. Based on the analysis, Self-awareness, Self-management, Social-awareness and Relationship management are the positively affect to the Leadership excellence. So, executive employees should consider about the Emotions of their subordinators when they completing their targets. leaders should pay the attention for recognize the situation, hove to impact their feelings for the performance & recognized their own feelings. Leaders should consider and see their own emotions when they work with others by listening carefully, understand the person by asking questions, identifying non-verbal expressions and solving problems without helming someone’s. Leadersshould consider their subordinators emotions when they find a common idea, government should give to moderate freedom to executive employees in public organization to take the decision with competing the private sector organizations.

Social Media Affordances and Information Sharing: An Evidence from Chinese Public Organizations

The study aims to reveal the role of social media and its influence on information sharing within public organizations and emphasis on the distribution affordance to facilitate information processes. Existing literature emphasized different aspects of social media in the public sector to promote the relationship between government and citizens or provide better public service, for example, innovation, policies, openness, and communication. However, there is a wide gap in the literature to investigate social media use and information sharing within public organizations. The current study tries to accomplish the goal by conducting semi-structured interviews with 15 employees in public organizations in Chaohu city, China and applying content analysis on the interviews. Despite the existing literature, the targeted group for this study is divided into three levels (i) senior-level, (ii) middle-level, and (iii) junior-level employees to get a better view of social media. The study is based on grounded theory for coding analysis. We provide an overview of social media use within Chinese public organizations and discuss five social media affordances involved in the public organizations. Finally, we provide the implications, limitations, recommendation, and future research of this research area.

The birdcage is open, but will the bird fly? How interactional and institutional trust interplay in public organisations

ABSTRACTIn the wake of New Public Management reforms, the prospect of increasing task performance by building trust within public organisations has awoken renewed interest in the public sector. The focus has, however, predominantly been on strengthening leaders’ trust in employees by offering the latter greater autonomy, while employees’ decisions to accept and return trust have received less attention. The purpose of this article is to develop a conceptual framework for studying how interactional and institutional trust interplay when employees in public organisations respond to leaders’ attempts to build trust by offering them greater autonomy. The conceptual framework is applied to a case study conducted in Copenhagen Municipality, which is actively engaged in a reform to strengthen trust. The results support the proposition that the optimal conditions for employees to accept offers of greater autonomy occur when they experience both high interactional and high institutional trust. However, the case study also illustrates that other factors such as horizontal trust, professional confidence and available resources also affect employees’ willingness to accept offers of greater autonomy.

Studi Persepsi Meningkatkan Kinerja Pegawai dengan Employee Engagement dan Iklim Organisasi

Abstract: The success of achieving organizational goals is largely determined by the roles and responsibilities of employees in it. Employees are required to be able to support and be involved in every activity to achieve goals in the organization. The inability of employees to do work optimally will cause problems in employee performance. Employee performance can affect an organizational performance which has an impact on the realization of the organizational goal. This article provides a numerical study of 1) the effect of employee engagement on performance, and 2) the effect of organizational climate on performance. This research employed verificative study through an explanatory survey using sampling amounting to 84 employees in public organization as respondents through questionnaires. The data were analyzed by using multiple linear regression technique through Statistical Product for Service Solutions (SPSS) 24.0 for windows. The results of the research indicate that the 1) employee engagement has an effect on performance by 49% or in the moderate category, 2) organizational climate has an effect on performance by 76,6% or in the strong category. This result indicated that higher employee engagement will be higher performance, as well as the organizational climate, the better the climate in the organization will be the higher employee performance and vice versa.

An exploratory study of subjective well-being in organizations–A mixed method research approach

ABSTRACTSubjective well-being (SWB) has been widely found to have a profound impact on the individual, yet the process of its occurrence in public organizations remains unexplored. So the primary purpose of this paper is to explore the determining factors affecting the process of employee’s subjective well-being in public organizations using mixed methods research. Qualitative analysis using the grounded theory methodology reveals the effective factors that affect the process of employee’s subjective well-being in public organizations. Quantitative hypotheses are then developed based on a qualitative investigation. Survey data were collected from employees of public organizations in one of the provinces of Iran. Analysis of Moment Structure is used for data analysis. The results of the research revealed that both individual and organizational factors (as causal factors) influence the employees’ subjective well-being process (life satisfaction and positive affect). This phenomenon leads to the use of strategies which are affected by intervening and contextual factors. The consequences of this process are to change the attitude and behavior of individuals and improve the efficiency and effectiveness of the organization. This paper is among the first known to examine subjective well-being in public organizations using mixed methods research. The mixed methods approach offers a better insight to understanding effective factors affecting subjective well-being compared to the use of either a qualitative or quantitative method alone.

CIDADANIA ORGANIZACIONAL, SUPORTE E BEM-ESTAR NO TRABALHO EM ORGANIZAÇÕES PÚBLICAS

O objetivo deste estudo é descrever a relação entre comportamentos de cidadania organizacional, suporte organizacional e percepção de bem-estar no trabalho para funcionários de organizações públicas. Para isto, foi realizada uma pesquisa quantitativa-descritiva do tipo survey com 195 funcionários de prefeituras. As análises confirmaram as hipóteses da influência do suporte organizacional na percepção de cidadania e da influência dos comportamentos de cidadania no bem-estar no trabalho. Constatou-se também que o suporte organizacional é um mediador da relação entre cidadania e bem-estar, reforçando a interrelação entre aspectos subjetivos e organizacionais para o surgimento de ações de cidadania nas organizações públicas.

Perceptions of leader transformational justice and job satisfaction in public organizations

PurposeTransformational leadership (TL) is one among the leadership behaviors that is important in a period of uncertainty and continuous change. The behavior affects employees’ job satisfaction (JS) and performance. Nevertheless, there is an inconclusive debate over how organizational justice (OJ) can help transformational leaders to influence employees’ (JS). Therefore, the purpose of this paper is to investigate the role of OJ on the relationship between TL and employees’ JS.Design/methodology/approachThe study employed a quantitative research design based on cross-sectional strategy. Structured questionnaires were distributed and data were collected from a sample of 418 middle managers of public organizations in Nigeria. Multiple regressions aided by structural equation modeling were employed to test four hypotheses.FindingsThe regression results support the mediating role of OJ, such as distributive, procedural, interpersonal and informational justice between TL and JS. Equally, the relationship between TL and JS, TL and OJ, and OJ and JS are all positive and significant. Overall, the influence of TL and OJ has a strong explanatory effect on JS.Originality/valueThis study adds to the literature of human resource management and organizational behavior by empirically validating and integrating TL theory with the four dimensions of OJ theory. The study will be beneficial to the top management and middle-level employees in public organizations.

Work Stress Toward Work Environment, Management Support, and Employee Satisfaction among Employees of Public Organizations

Work stress has been rampant among employees in most organizations. Moreover, work stress could impact employees’ work life and organization performance. Unfortunately, employees of the public organization also are not exempted from experiencing work stress. The objectives of this paper are to understand the relationship between work stress toward work environment, management support, and work satisfaction; and also to determine the impact of work stress on work environment, management support, and work satisfaction among employees in the public organizations. Questionnaires were distributed among employees in the public organizations in consideration of the tools by various scholars on work stress, work environment, management support, and employee satisfaction. The paper had a response rate of 75.7% from the participation by those employees. Data analyses were done using SPSS specifically on correlation and regression. Results indicated that work stress had no impact on work environment, management support, and employee satisfaction. On the other hand, work environment had a positive relationship toward management support and employee satisfaction. Meanwhile, management support and employee satisfaction had a positive relationship. Finally, the public organizations’ top management could learn that work stress had an impacted on their employees’ work environment which subsequently will affect organizations’ performance.

Effect of similar-to-me effect on job satisfaction and organizational trust

The present study intended to investigate the effect of managers’ similar-to-me bias on the job satisfaction and organizational trust between public organizations staff. The current study is a descriptive-correlational applied research with quantitative data collection (questionnaire). The results of structural equation modeling analyses conducted for 80 employees of Public organizations in Ardabil, Iran, offered strong support for the proposed model. The results indicated that there was a statistically significant relationship between similar-to-me effect and job satisfaction; furthermore, organizational trust mediated the relationship between similar-to-me effect and job satisfaction. It is worth noting that there was a positive relationship between organizational trust and job satisfaction.

Key Success Factors that Affecting Knowledge Transfer among Public Organization Employees: A Conceptual Framework

Knowledge transfer is a process that comprises one group that affected by the experience and knowledge by the other group as it involves the two parties together meanwhile the effectiveness of knowledge transfer in organisations can be assessed by measuring changes in the knowledge of the recipient unit. This paper aims to identify the key success factors influencing the knowledge transfer effectiveness in the public organisation and it will discuss more details on the factors that affect the process of knowledge transfer. Based on the framework, the three independent variables was identified which are organisational cultural practise, information technology and leadership. The dependent variable is knowledge transfer which has been adopted from the previous model and scholarly literatures. This study will be a significant in understanding the important of knowledge transfer in public organisations in order for employees to have an adequate information and knowledge to serve people. Besides, this study provides benefit and useful for the public organisation's employees, manager, top management and also for a researcher by providing a study that establishes the overview about the factors influencing knowledge transfer.

The Impact of Accountability on Organizational Performance in the U.S. Federal Government: The Moderating Role of Autonomy

It is often assumed that a greater level of accountability will positively affect the performance of public organizations; however, this relationship has not been studied extensively in public administration. This study provides quantitative evidence regarding the impact of accountability on organizational performance in the U.S. federal government. Specifically, we examine the association between the levels of organizational performance and accountability in three functions of human resource management (HRM)—staffing, performance evaluation, and compensation—as perceived by employees of public organizations. Further, we test whether the level of autonomy perceived by the employees influences the association between accountability and performance. The findings suggest that the levels of accountability manifested in staffing, performance evaluation, and compensation all positively and significantly affect organizational performance. Moreover, employee autonomy tends to amplify the positive impact of accountability on performance in two HRM functions—staffing and compensation.