Employees Of Public Organizations Research Articles

The Impact of Leadership Styles on Employee Retention: A Case Study of High School Teachers in Battambang, Cambodia

The study of leadership styles plays a crucial role in understanding how effective leadership can influence organizational success and employee satisfaction. This study aims to 1) examine the influence of democratic leadership, transformational leadership, and laissez-faire leadership on public organization employees' retention; 2) search for the perceptions of civil servants, comparing male and female staff, regarding the variability of democratic leadership, transformational leadership, laissez-faire leadership, and employee retention; and 3) study the views of civil servants on leadership variability in the three types of leadership styles in public organizations in Battambang Province. The quantitative research method employed questionnaires with 261 civil servants working at ministries, universities, and high schools in Battambang Province. The results revealed that democratic leadership (β = .247, T = 2.299, P = .022, P < 0.05) and transformational leadership (β = .901, T = 8.19, P = .000, P < .001) had positive effects on the retention of staff and civil servants. However, laissez-faire leadership harmed the retention of staff and civil servants (β=.165, T=2.465, P=.014, P<0.05). This study concluded that democratic and transformational leadership positively influence employee retention in public organizations in Battambang Province, whereas laissez-faire leadership has a negative impact. Ministries, universities, and institutions should foster democratic and transformational leadership styles through targeted training programs and minimize laissez-faire leadership practices to improve employee retention.

Contribution of Biometric Fingerprint in Reducing Prevalence of Unauthorized Absenteeism among Employees in Public Organizations in Moshi Municipality

This study investigated the contribution of biometric fingerprint technology in reducing unauthorized absences among employees in public organizations within Moshi Municipality, Tanzania. Grounded in the Social Control Theory, the research utilized a convergent parallel mixed-methods approach. The target population consisted of 3,218 public employees from 45 organizations, with a sample of 356 respondents. The study collected qualitative and quantitative data, ensuring validity and reliability through content, face validity, and Cronbach's alpha. Quantitative data was analyzed using descriptive statistics in SPSS, while qualitative data underwent context analysis. Ethical guidelines were strictly adhered to. The findings revealed that public servants in Moshi Municipality perceived biometric fingerprint technology as a reliable solution for addressing unauthorized absences in the workplace. Implementation of this biometric has created a secure and accountable work environment. The study concludes that the use of biometric fingerprint technology has positive contributions to attendance management, accountability, and productivity of public organization employees. Further, it was recommended that public organizations prioritize clear communication with employees about the purpose, benefits, and safeguards of biometric fingerprint technology. Additionally, further research is suggested to explore the challenges faced by employees in utilizing this technology, with the aim of contributing to the existing knowledge base on biometric fingerprints in public organizations.

Perceptions and Attitudes toward Staff Training Practices among Employees in Public Organizations in Tanzania: A Case Study of the Higher Education Students' Loans Board Headquarters in Dar es Salaam

This paper explores the less well-known perceptions and attitudes regarding staff training practices among employees of public organizations in Tanzania. The study, conducted at the Higher Education Students’ Loans Board (HESLB) Dar es Salaam Office, aimed to address three specific objectives: first, to examine the perceived roles of staff training practices among public organization employees; second, to assess employees’ attitudes toward these training practices; and third, to identify factors affecting the implementation of staff training practices in the study area. Utilizing a descriptive research design, data was collected from sixty (60) respondents through observations, interviews, and questionnaires. The study, guided by Human Capital Theory, revealed that the perceived roles of staff training practices included managing the risk of asset loss, ensuring reasonable job assurance, restructuring for future growth, compliance with laws and regulations, achieving organizational objectives, building a resilient competitive environment, ensuring financial reliability, and enhancing stakeholder value. The target population comprised 289 employees of HESLB, including both higher officials and regular employees. A simple random sampling technique was used to select a sample of 60 employees, representing approximately 5% of the total population, with 30 employees from each of the two selected departments: the Department of Administration and Human Resources and the Department of Loan Repayment and Recovery. Data analysis involved both quantitative and qualitative methods, with quantitative data analyzed using descriptive statistics and inferential analysis through SPSS software and qualitative data analyzed via thematic analysis. The study concluded that the majority of respondents viewed staff training practices as extremely useful and identified several individual, institutional, and economic factors influencing their implementation. Based on these findings, the study recommends that both private and public organizations regularly conduct human resources training and development practices to enable employees to continuously and effectively contribute to organizational performance and productivity.

Joining in With Leadership? A Survey of Leadership Behaviour and Identity of Non-Managerial Employees in Public Organizations

Although non-managerial employees are increasingly seen as valuable sources of leadership in public organizations, their leadership behavior is rarely studied. This study zooms in on the leadership behavior of non-managerial employees and assesses whether leadership identity and previous experience in formal leadership positions affect their engagement in leadership. According to identity theory, seeing oneself as a leader may be a crucial component in behaving as one. Survey data collected among public servants ( n = 976) in The Netherlands show that non-managerial employees with a more central leadership identity use all types of leadership behavior from the repertoire more often, which can partially be explained by their experience. This demonstrates that leadership identity is a meaningful lens to explain why this group engages in leadership behavior. Leadership development can be stimulated by helping non-managerial employees identify with a leadership role.

Who will take the bait? Using an embedded, experimental study to chart organization-specific phishing risk profiles and the effect of a voluntary microlearning among employees of a Dutch municipality

Abstract Phishing can lead to data leaks or infiltration of computer networks. Protection against the risks of phishing is particularly important for public organizations such as municipalities, that process a large amount of sensitive personal information and whose operational processes can have major societal impact. This makes phishing a direct threat to operational continuity and the reputation of the organization and raises the question of how public organizations can combat this effectively and which resources they can deploy to mitigate the risks of phishing. In this experiment, two test phishing emails were sent to the total population of one of the 15 largest Dutch municipalities. We performed an embedded experiment, with employees experiencing the risks of phishing first hand with extensive attention for the ethics of this approach. Senior and middle-aged employees clearly run the biggest risk of becoming victims of phishing at this specific organization, but they are not automatically prepared to do an online, educational microlearning on phishing. This is also the case for young staff. Less voluntary education should be aimed at these groups of employees in this organization to make them and the organization, more resilient to the risks of phishing. Also, the microlearning did not have an effect on the results of our participants. We advocate a tailor-made approach of offline training to raise awareness and resilience against phishing among employees of public organizations, municipalities, and organizations in general. Our experimental design can be reused in this direction. We conclude to also look at how never-clickers think and act, with further theoretical substantiation and research into the application of the human-as-solution approach..

Identifying Specific Human Resource Management Practices for Aging Workforce in Public Organizations

Introduction: The main capital of any organization is its human resources(HR). Organizations invest substantial costs in attracting, retaining, and training individuals. Therefore, it is essential to identify and implement appropriate practices to preserve and enhance HR. Aging of employees is an inevitable phenomenon that poses challenges to all organizations, irrespective of specific geographical locations, because the employees will get old and leave the organization. This research aims to identify HR management practices for aging employees in public organizations in Jahrom City, Fars Province, Iran, in the year 2022.
 
 Methods: This study utilizes meta-synthesis and Delphi methods to extract and identify management practices for aging HR. In the meta-synthesis section, the library method was used and community under study in the Delphi section included 28 academic (university professors with doctorate degrees in HR or organizational behavior) and organizational (senior managers and HR managers of public organizations in Jahrom) experts. The research tool used in the Delphi section was a questionnaire conducted in 3 rounds.
 
 Results: Through the study of the sources using meta-synthesis method, a total of 79 organizational practices were identified, categorized into 11 main dimensions. After three rounds, a consensus was reached on 60 practices, organized into 9 main dimensions, and the Delphi rounds were concluded. In the final round, no new practices were suggested or removed. Due to the minimal differences in the Kendall coefficient among the different rounds, the Delphi rounds were concluded.
 
 Conclusion: It is necessary to plan and implement all these practices in parallel and simultaneously. However, as the most crucial management measure is planning, there is a need for planning, coordination, and harmonization at the legislative, administrative, and recruitment levels. Implementing the proposed practices through organizational experts, HR managers, and the active participation of aging employees in implementing practical practices will lead to better execution.

The Role of Transformational Leadership, and Knowledge Sharing on Innovative Work Behavior of Public Organization in the Digital Era

Purpose: This study aims to analyze the role of Transformational Leadership on Innovative Work Behavior, and Transformational Leadership on Knowledge sharing and Knowledge sharing on Innovative Work Behavior of Public Organizations in the digital era. Design/Methodology/Approach: This research uses quantitative research methods. The dimensions of transformational leadership are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration). & The variable dimension of knowledge sharing is knowledge donating and knowlede collecting. The dimensions of innovative behavior are idea exploration, idea generation, idea championing, and idea implementation. The population in this study are senior employees of public organizations. Respondents in this study were 454 senior employees of public organizations who were determined by simple random sampling method. Data was collected through an online questionnaire using a Likert scale using a scale of 7. Data analysis in this study used Partial Least Square structural equation modeling (SEM) with the SmartPLS 3.0 software data processing tool. The stages of data analysis begin with testing the validity and reliability of the instrument, determination and finally testing the hypothesis. Findings: Transformational leadership has a significant positive effect on behaviour Innovative, transformational leadership has a significant positive effect on knowledge sharing, knowledge sharing has no significant effect on innovative work behavior. Practical implications: The findings of this study can be used by public organizations to attract innovative work behavior. Moreover, for academics, it can support new knowledge as well as supporting theories. Original/Value: A significant contribution to the body of knowledge is achieved through testing and subsequent confirmation of the effects of Transformational Leadership on Innovative Work Behavior, Transformational Leadership on Knowledge sharing and Knowledge sharing on Innovative Work Behavior of Public Organizations in the digital era.

Learning from intersectoral initiatives to respond to the needs of refugees, asylum seekers, and migrants without status in the context of COVID-19 in Quebec and Ontario: a qualitative multiple case study protocol

BackgroundRefugees, asylum seekers, and migrants without status experience precarious living and working conditions that disproportionately expose them to coronavirus disease 2019 (COVID-19). In the two most populous Canadian provinces (Quebec and Ontario), to reduce the vulnerability factors experienced by the most marginalized migrants, the public and community sectors engage in joint coordination efforts called intersectoral collaboration. This collaboration ensures holistic care provisioning, inclusive of psychosocial support, assistance to address food security, and educational and employment assistance. This research project explores how community and public sectors collaborated on intersectoral initiatives during the COVID-19 pandemic to support refugees, asylum seekers, and migrants without status in the cities of Montreal, Sherbrooke, and Toronto, and generates lessons for a sustainable response to the heterogeneous needs of these migrants.MethodsThis theory-informed participatory research is co-created with socioculturally diverse research partners (refugees, asylum seekers and migrants without status, employees of community organizations, and employees of public organizations). We will utilize Mirzoev and Kane’s framework on health systems’ responsiveness to guide the four phases of a qualitative multiple case study (a case being an intersectoral initiative). These phases will include (1) building an inventory of intersectoral initiatives developed during the pandemic, (2) organizing a deliberative workshop with representatives of the study population, community, and public sector respondents to select and validate the intersectoral initiatives, (3) interviews (n = 80) with community and public sector frontline workers and managers, municipal/regional/provincial policymakers, and employees of philanthropic foundations, and (4) focus groups (n = 80) with refugees, asylum seekers, and migrants without status. Qualitative data will be analyzed using thematic analysis. The findings will be used to develop discussion forums to spur cross-learning among service providers.DiscussionThis research will highlight the experiences of community and public organizations in their ability to offer responsive services for refugees, asylum seekers, and migrants without status in the context of a pandemic. We will draw lessons learnt from the promising practices developed in the context of COVID-19, to improve services beyond times of crisis. Lastly, we will reflect upon our participatory approach—particularly in relation to the engagement of refugees and asylum seekers in the governance of our research.

Utilizing Information Technology in Knowledge Sharing to Enhance the Performance of Public Organizations

This study aims to investigate the utilization of information technology in knowledge sharing as a means to improve the performance of public organizations. The background of the research emphasizes the growing importance of knowledge sharing in enhancing organizational performance in the public sector. With the rapid advancement of technology, leveraging information technology platforms has become crucial for effective knowledge management and sharing. The research employs a mixed-methods approach, combining qualitative and quantitative methods. The qualitative phase involves a comprehensive literature review to explore the theoretical foundations and best practices of knowledge sharing and the role of information technology in the public sector. Additionally, interviews and focus group discussions with key stakeholders from various public organizations will be conducted to gain insights into current knowledge sharing practices and the potential challenges faced. In the quantitative phase, a survey questionnaire will be administered to a sample of public organization employees to assess their perceptions of knowledge sharing practices and the impact of information technology on organizational performance. The collected data will be analyzed using appropriate statistical techniques to identify correlations and patterns between the variables. The anticipated findings of this research will contribute to a deeper understanding of the utilization of information technology in knowledge sharing and its impact on organizational performance in the public sector. The results will provide valuable insights for public organizations seeking to enhance their knowledge sharing practices and leverage technology effectively to achieve improved performance outcomes.

New Patterns of Internal Communication in Public Organization: A Case Study of Saudi Arabia

Given the nature of public organizations environments compared to private organizations, integrating the use of social media platforms in internal communication follows a slow-based trend compared to private organizations. This paper examines the use of new patterns instead of traditional ways of communication for internal communication within public organizations from employees’ perspective. Using a quantitative research approach and adopting the systems theory, which offers a means of conceptualizing the functions within an organization, this research uses Saudi Arabia as a case study to survey selected sample of public employees in the country and to test the hypotheses of the relationship between the new pattern of communication (i.e. social media) and work efficiency, productivity and employee engagement, as well as whether public organization employees prefer to use modern / new pattern of communications in all aspects of internal communication. This paper establishes three main findings which are: there is a significant positive relationship between the use of modern/new pattern of communication and work efficiency and productivity, public organizations’ employees prefer to use modern/new pattern of communication in all aspects of internal communication and there is no significant positive relationship between employee engagement through social media and improved relationships in the organization. A list of recommendations based on the study’s findings were established to be considered by public administration leaders (specially in Saudi Arabia). Finally, limitations of this study along with future research suggestions were provided.

The role of performance measurement and management systems in changing public organizations: An exploratory study

IMPACT The most recent administrative reforms aim not only to open up public organizations to citizens but also to encourage other organizations to take similar initiatives, namely in collaboration, transparency and the availability of information. So they need performance measurement and management systems (PMMS) that allow them to be closer to their stakeholders and dynamically promote effective organizational change. This article shows that a PMMS can be a mediation instrument in the effective implementation of administrative reforms. It will help managers and employees of public organizations understand how to improve performance measurement processes and mitigate dysfunctional behaviours that cause unintended effects on organizational performance. ABSTRACT In recent decades, governments worldwide have used administrative reforms to change public organizations. The initial concerns were to increase their efficiency but, more recently, it has been their openness to society. Performance measurement and management systems (PMMS) have been used on this changing path to support public managers’ decision-making, although not always successfully. This study contributes to the current debate on using PMMS to align public organizations with the needs of citizens and remaining stakeholders.

Understanding employees’ voluntary pro-environmental behavior in public organizations – an integrative theory approach

PurposeThis paper aims to investigate the impact of situational factors and internal psychological states on employees’ decisions to perform voluntary pro-environmental behavior. This study used a model combining the theory of planned behavior, norm activation model and comprehensive action determination model. This stud also explored the moderating role of habit (HAB) on the relationship between intention and actual voluntary pro-environmental behavior.Design/methodology/approachData were collected through three waves of time-lagged survey questionnaires from 519 employees of public organizations in Abu Dhabi, United Arab Emirates.FindingsEmployees’ perceptions of corporate social responsibility (CSR) had a significant impact on intention to perform voluntary pro-environmental behavior, as did all other variables except perceived behavioral control. HABs related to pro-environmental behavior enhanced the relationship between intention and actual behavior.Practical implicationsThe main factors influencing employees’ voluntary pro-environmental behavioral intentions were perceived CSR, personal moral norms, organizational citizenship behaviors toward the environment and attitude. Public organization planners, managers and practitioners can use these findings to improve their organization’s environmental performance, leveraging nonmandated actions.Social implicationsEmployees can achieve a better work–life balance in organizations with flexible CSR policies and which sponsor social activities to improve public well-being and individuals’ life quality. Positive sense-making of corporate social activity helps employees develop social interactions with stakeholders, increasing their involvement in society and decreasing work stress.Originality/valueThis study sheds light on the factors influencing employees’ voluntary pro-environmental behavior. To the best of the authors’ knowledge, this is the first study of its kind to combine these three models to explain the variables affecting intent to perform voluntary pro-environmental behavior in the workplace.

Determinants of Russian Attitudes Toward a Green Economy During the Covid-19 Pandemic

Background. The development of environmental consciousness is a necessary part of the full development of society. The pandemic caused by COVID-19 has increased attention to the problems of man’s relationship with nature, and the green behavior of both the consumer and the producer. Attitudes toward a green economy are especially important to study in countries rich in natural resources, as they have more opportunities to overcome the contradictions between economic growth and green innovation. Objective. The purpose of this study was to identify the determinants of Russian attitudes toward a green economy during the COVID-19 pandemic. The main hypothesis was that demographic factors determine attitudes toward a green economy in different ways, including the willingness to take actions in support of it, and acknowledgement of the connection of the need for green transformations with the pandemic. Design. Subjects were given the questionnaire “Green Economy” which contains 19 statements with which they needed to express their degree of agreement on a 5-point Likert scale. Potential determinants of their attitudes toward a green economy were collected using an additional questionnaire, which included indicators of gender, age, family and professional status, religiosity, income level, education level, and place of residence (locality). The study involved 874 respondents from the Russian Federation (62.4% female; 37.6% male; the average age was 37.34 years). Results. The results of a regression analysis showed that women, people with increased religiosity (but not too religious), younger people, and students and employees of public organizations (as opposed to employees of state and commercial organizations), as well as people from small towns or rural areas, were more positive about the idea of transition to a green economy. Conclusion.The belief that the pandemic situation has reinforced the need for a transition to a green economy was influenced by gender, degree of religiosity, and place of residence. Women, to a greater extent than men, as well as people who were more religious and lived in small towns and rural areas, were more acutely aware of the impact of the pandemic on the actualization of environmental problems.

Exploring the role of digital leadership and digital transformation on the performance of the public sector organizations

Previous studies rarely discuss how digital leadership influences the performance of public organizations. So far, those who have conducted research only discuss the performance of public organizations. The purpose of this research is to analyze the relationship between digital leadership and organizational performance, digital leadership and digital transformation and the relationship between digital transformation and organizational performance in public government organizations. The research method is a quantitative survey, research data obtained by distributing online questionnaires to 765 employees of public organizations. Data analysis used a structural equation model (SEM) with SmartPLS 3.0 software. The stages of data analysis are validity, reliability and significance tests. The sampling technique used is non-probability sampling. The questionnaire used in this study uses a Google form distributed to respondents. The questionnaire measurement method uses a Likert scale of 5. The independent variables used in this study are digital leadership and digital transformation. The dependent variable used in this study is the performance of the public organizations. The results of this study indicate that digital leadership had a positive and significant effect on organizational performance, digital leadership had a positive and significant effect on digital transformation and digital transformation had a positive and significant effect on organizational performance.

Who are leading? A survey of organizational context explaining leadership behaviour of managers and non-managerial employees in public organizations

ABSTRACT Changing bureaucratic structures and increasing collaboration within public service delivery create new questions for leadership. With formal authority becoming more dispersed and various actors increasingly involved, revised expectations as to who contributes to organizational coordination are emerging. We investigate how both managers and non-managerial employees use leadership behaviours and how characteristics of the organizational context affect their engagement in leadership. Analyses of survey data collected among public servants (n = 1,266) in the Netherlands show that employees both with and without formal leadership positions demonstrate more leadership behaviour in situations of higher environmental complexity, but the latter group faces more bureaucratic constraints.

Assessing Digital Transformation Acceptance in Public Organizations’ Marketing

Digital transformation has a substantial impact on the activities of public organizations. The way public organizations conduct marketing has also changed due to digital transformation. This paper evaluates how digital transformation influences public organizations’ marketing activities in their employees’ perception and examines the changes triggered by digital technology in public marketing. The research results are based on the literature review empirical studies based on a survey conducted among 425 employees of public organizations in Romania in the marketing field. Using the technology acceptance model and structural equation modeling to analyze and interpret the data, the paper demonstrates that digital technologies have a substantial impact on marketing, in the perception of technology users, in helping to build relationships with the public, and in increasing citizens’ trust in public organizations. Digital technologies, by their significant characteristics (innovativeness, social influence, accessibility, and rapidity), have a significant impact on all public marketing activities. However, they are substantially transforming quantitative marketing research activities due to the digitization of financial accounting and managerial information systems, as well as interactive and transparent communication and public relations activities. Public organization managers must explain the benefits of digital marketing to employees from the internal branding perspective as well as the effectiveness of public marketing activities.

The Effect of Authentic Leadership and Job Insecurity on Turnover Intention:

This research aimed to determine the effect of authentic leadership and job insecurity on turnover intention. Turnover intention still becomes one of the issues in public service organisations. Despite the fact that Indonesian employees in public organizations are more stable than their business counterparts, many employees develop the intention to quit their job as public service providers. This study recruited 231 employees from public organisations in Indonesia (hospitals, schools, et cetera.), with 87 males (38%) and 144 females (62%). The participants' average age is 32.39 (SD = 13.37), they have 10 years of service (SD = 10.52), and the most recent education is a diploma and/or bachelor's degree (64%). Hierarchical multiple regression was used to analyse the data. The findings revealed that job insecurity affected turnover intention, while authentic leadership had no effect. According to the study's findings, employees of public organisations who feel comfortable at work are likelier to stay and have a low desire to quit. Therefore, public organisations must pay attention to factors that may lead to job insecurity for employees to survive.

Self-Efficacy, Demographic Characteristics and Organizational Citizenship Behavior among Management Employees in Public Organizations in Kenya

Purpose: Government institutions through it employees play a vital role in steering and implementing government’s vision and policy for the benefit of the citizens. However, the work habits of many government employees to have failed to meet public expectations thus perennial complaints. Globally, Self-efficacy and Organizational Citizenship Behavior are concepts commonly researched and practiced among private sector organizations for better work performance. Although, these constructs have not received favorable consideration among public sector scholars and practitioners in the Africa, entrenching positive work behavior among employees for improved service delivery is universal and widely advocated for in the literature. It is a day today responsibility of managers, however studies have bestowed this role in the organization in general rather than the actual drivers of positive work behavior. The purpose of this study was to examine whether self-efficacy and the demographic characteristics of senior public officers influence their engagement in citizenship behaviors.
 Methodology: Guided by social exchange theory and social cognitive theory, the study adopted a cross sectional quantitative survey design. Target population was the middle level employees in public service in Kenya. Data was collected using questionnaires, (N=389) determined by stratified sampling procedure and analyzed to derive descriptive and inferential statistics using SPSS computer software. From the multiple regression model (1), R2 = 0.042 showing that demographic characteristics accounted for 4.2% variation in OCB, while model (2) shows R2 =0.17 indicating that Self-efficacy accounted for 17.1% of OCB. Self-efficacy had significant relationship with Organizational citizenship behavior (β1= 0.362, p<0.05). Age had a positive significant relationship (β= .204, p<0.05) with OCB. Tenure was found to relate negatively with OCB (β= -.183 (p<.05).
 Findings: The findings showed that Self-efficacy and age were strong determinant of OCB, thus the higher the employees’ age and psychological and emotional self-belief the higher their tendency to exhibit extra role behavior at the work place. Employee’s practice of discretionary behaviour to help colleagues solve organizational or personal problems is not just a matter of chance but a fully conscious decision informed of ones’ personal characteristics.
 Unique Contribution to Theory, Practice and Policy: The study affirmed the applicability of the social exchange and social cognitive theories among public sector workers. As such, managers in public institutions should strive to identify, promote and nurture employee’s personal traits that contribute to practice of positive work behaviours like citizenship behaviour at the work place in their endeavor to improve public service delivery.
 

Determinants influencing performance of employees in public organizations: The case of Ho Chi Minh City

Ho Chi Minh City is a socioeconomic center in Vietnam with more than 122,111 public employees estimated in 2020. With the purpose of increasing performance of public servants, the research concentrates on public employees' perception of factors affecting their performance in the public sector in this city. From April 1st to April 30th, 331 survey forms were delivered to the low and middle public employees by two ways including 251 online and 80 offline surveys. Only 256 questionnaires were considered appropriate for analysis. The research used a quantitative approach and utilized descriptive statistics, reliability analysis, EFA, Pearson correlation analysis, and multiple linear regression via SPSS version 20. This study show that there is a statistically significant (0.05) relationship between the factors of recruitment and selection process, leadership, organizational culture, and reward management have a statistically significant impact on employee performance while there was no evidence to depict any association between working environment, training and development, and employee performance (p > 0.05). This study concludes that more attention and readjustment to reward management factors, organizational culture, recruitment and selection processes, and leadership are able to improve employee performance in public organizations.

Authentic Leadership on Employee Coping and Its Impact on Psychological Vulnerable: Survey on Public Organization in Bandung, Indonesia

The study tested the preceding research model to develop theories regarding aspects of authentic leadership and employee coping in public organizations. Researchers conducted a survey on public organizations with 198 respondents whose task is providing services to the community. Researchers used the convenience sampling technique to take samples of respondents who work in public organizations in Bandung, Indonesia. To test the proposed research model, researchers used a non-parametric approach to predict the model of research. The result of this study indicates there is a connection between authentic leadership and psychological vulnerability mediated by proactive coping in uncertain situations, especially during COVID-19. The study result contributes to filling the research gaps, which shows the effectiveness of authentic leadership in encouraging proactive behavior of employees in dealing with stress and reducing the impact of psychological vulnerability on employees of public organizations. The research implication recommends that leaders of public organizations encourage the employees' proactive behavior by providing direct support. Thus, the employees can be more effective in dealing with uncertain situations to decrease the impact of psychological vulnerability.
 
 Received: 17 April 2022 / Accepted: 19 August 2022 / Published: 2 September 2022