Civil Service Employees Research Articles

Current Trends Influence on Performance of Civil Service Employees

The current vector of the development of human resources potential in the civil service is turning to greater flexibility and adaptation of modern management practices, which require the existence of certain specific competences for civil servants. The purpose of this study was to access the perceptions of civil servants with regards to the efforts of existing contemporary trends on motivational techniques adopted by government for sustainable productivity. The study sample was made up of employees randomly selected from ministries. A four-point Likert-type scale questionnaire was designed by the researchers and used for data collection. The findings showed significant differences in the degree of influence exercised by contemporary trends on employees' job satisfaction and productivity as perceived by the employees. The expected contribution to theoretical and practical implementation includes additional quantifiable arguments for developing and implementing incentive-based policies for the management of human resources in the public service. It also contributes to the practical implementation of performance-based evaluations and assessments of public administration in terms of output per employee of the public service.

GENERAL ASSUMPTIONS CHARACTERISING EMPLOYMENT IN LOCAL SELF-GOVERNMENT (A COMPARISON WITH THE PRINCIPLES OF FUNCTIONING OF THE CIVIL SERVICE CORPS)

The study presents the assumptions of the general legal regulation concerning persons employed in local self-government, confronted with the purpose and principles of the civil service. The first part shows the mutual relations between the legislation concerning the status of local self-government employees and the acts on the civil service from a historical perspective. The second part comprises comments on the legislation in force at present, including constitutional regulations. It was emphasised that the similarities between the regulations on local self-government and civil service are significant. This also applies to the principles on which employment in local self-government and civil service is based. In the case of regulations concerning local self-government, only the principle of political neutrality was not included, which may raise doubts.

PENGARUH MOTIVASI KERJA DAN BEBAN KERJA TERHADAP KEPUASAN KERJA PEGAWAI BADAN PENGELOLAAN KEUANGAN DAN ASET DAERAH (BPKAD) KOTA BIMA

This study aims to determine the effect of work motivation and workload on job satisfaction of employees of the Regional Financial and Asset Management Agency (BPKAD) in Bima City. This research uses associative research with a quantitative approach. For sampling technique (purposive sampling) was used by determining the sample as respondents were all 76 the State Civil Service (ASN) employees in the office of the Regional Financial and Asset Management Agency (BPKAD) Bima City. Data collection techniques using observations, questionnaires (questionnaires) with a Likert scale. Technical Analysis using Validity Test, Reliability Test, Classical Assumption Test which consists of: Normality Test, Multicollinearity Test, Test, Heteroscedasticity and Autocorrelation Test. Multiple linear regression analysis, coefficient test, multiple correlation, determination coefficient test (R2), partial test (T test), simultaneous test (F test). The results showed that motivation has a significant effect on employee job satisfaction, work load has a significant effect on employee job satisfaction, motivation and workload has a significant effect on employee job satisfaction.

PENGARUH KOMPENSASI DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KABUPATEN BIMA

This study aims to determine the effect of compensation and work discipline on the performance of the employees of the Department of Population and Civil Registration of Bima Regency. The type of research used is associative with a population of 144 respondents. The sampling technique used was purposive sampling, with the research sample being all employees of the State Civil Service (ASN) at the Department of Population and Civil Registration of Bima Regency as many as 38 respondents. Collecting data using a questionnaire with a Likert measurement scale. The analytical method used is validity test, reliability test, classic assumption test, multiple linear regression then processed using SPSS 23 for window. The results of this study indicate that compensation and discipline have a significant effect on the performance of the population and civil registration employees of Bima Regency. Compensation does not have a significant effect on the performance of the civil service employees of the Bima Regency. Work discipline has no effect on the performance of the civil service employees of the Bima Regency.

Perceived information communication and technology (ICT) demands and psychological well-being among Gabon civil servants: The moderating role of social support and organisational support

This study examined the role of social and organisationnal support in the relationship between emloyee perceptions of information communication and technology (ICT) demands and psychological well-being. Civil service employees (N = 162) in a large public institution in Gabon were participants (female = 38.3%; managers = 31.5%; age range 25 to 42 and over; mean period of tenure = 20 years, SD = 1.05 years). They completed surveys on perecievd ICT demands and psychological well-being, social support, and organisationnal ICT support. Following hierarchical regression conditional process analyses, the results showed organisational ICT support moderated the relationship between perceived ICT demands and psychological well-being, so that those perceiving higher organisational ICT support had higher psychological well-being. Similarly, those self-perceiving with higher social support had higher psycological well-being, managing ICT demands on them. Organisational ICT Support explained psychological well-being more. We conclude that interventions for the psychological well-being of civil service employees should consider their self-perceptions of organisational ICT support and social support coping with ICT demands in the digital age.

Effect of Locus of Control and Job Satisfaction on Employee Performance through Organizational Citizenship Behavior (OCB) on Accounting Department Personnel of Naval Base V Surabaya

This study aims to determine the effect of Locus of Control and Job Satisfaction on Organizational Citizenship Behavior (OCB) and Employee Performance and to determine the effect of OCB as an intervening variable on Employee Performance on personnel of Lantamal V Surabaya (Naval Base V Surabaya) Accounting Department. This research model uses a type of causal research with quantitative methods. The sampling technique taken was saturated sampling technique. The data source used in this research is primary data in the form of a questionnaire. The data analysis technique used in this study was Partial Least Square. Factors that support research activities, namely the accounting staff of Lantamal V Surabaya totaling fifty people consisting of the military ranks Tamtama (Enlisted Officer), Bintara (Non Commisioned Officer), Perwira (Officer) and PNS AL (Civil Service Employee of Naval Force). Evaluation of the Organizational Citizenship Behavior (OCB) behavior in the staff of the Lantamal V Surabaya Accounting staff is very important because this behavior is the absolute responsibility of a Navy soldier in each work unit wherever they serve. In addition, an important thing for a staff in carrying out their work is the existence of Job Satisfaction. The importance of having human resources with good and optimal performance is expected by the staff of the Lantamal V Surabaya Accounting department. This cannot be separated from the perspective of the staff members of the Lantamal V Surabaya Accounting department in controlling the perceptions that each individual has to see the events that occur in his life both internally and externally. The results showed that: (1) Locus of Control has no significant effect on Organizational Citizenship Behavior (OCB); (2) Job satisfaction affects Organizational Citizenship Behavior (OCB); (3) Locus of Control and Job satisfaction affect Employee Performance; (4) Organizational Citizenship Behavior (OCB) has no effect on Employee Performance; (5) Locus of Control and Job satisfaction do not have a significant effect on Employee Performance through Organizational Citizenship Behavior (OCB).

Perception of Organizational Politics and its Impact on Job Performance

This paper aims to examine the understanding of organizational politics and its impact on the job performance of Nepal's civil service employees. The research design adopted in this study consists of a descriptive and causal-comparative research design. Based on a multi-stage random sampling, 250 civil servants in five ministries of the Nepal Government were selected as sample. The response rate was 76.40 percent. The findings of this research indicate that strong organizational politics exist at government offices. Mainly, over politics exist in the case of pay and promotion policies. Likewise, going along to get ahead and general political behavior are also common at these offices. The job performance level, however, was found at an average level. The inferential results indicate that there is a significant negative impact of organizational politics (in terms of going along to get ahead, pay and promotion policies, and general political behavior) on the job performance of employees. Therefore, leaders and administrators of ministries and other government offices need to keep an eye open in such realities and try to reduce unnecessary politics at workplaces so that the civil servants can focus on delivering effective services to the general public.

MPA/MPP programmes and the future of work: Does MPA curriculum align with civil service requirements

In recent decades civil services worldwide have experienced exogenous forces that are transforming their work and workplace. In turn, these changes are altering the skills set associated with civil service employment. As professional degrees oriented towards careers in civil service these changes can have important ramifications on the curriculum. Focusing on member schools of the Canadian Association of Programmes in Public Administration (CAPPA) our research explores whether and how the postgraduate public administration and public policy programmes (MPA and MPP) curriculum has adapted to changes in the natural labour market for their graduates. Our threefold findings are that: A lack of alignment exists between the MPA/MPP currently taught and the requirements of civil services; a recognition by programme heads that some degree of curriculum alignment is indeed necessary; and that engagement between schools and civils services exists, but is typically informal and conducted through intermediary bodies. Our findings further highlight the necessity for civil services to engage with MPA and MPP programmes to ensure that future civil servants possess the skills relevant at a time of significant change in the nature of work.

Exploring general practitioners\u2019 perceptions about the primary care gatekeeper role in Indonesia

BackgroundIn the current healthcare delivery system funded by National Health Insurance (NHI) in Indonesia, the gatekeeper role of primary care services is critical to ensuring equal healthcare access for the population. To be effective, gatekeeping relies on the performance of general practitioners (GPs). However, the perceptions held by Indonesian GPs about their gatekeeper role are not yet well documented. This study describes the self-perceived knowledge, attitudes and performance of Indonesian GPs with respect to the gatekeeper role and explores associated factors.MethodsWe conducted a cross-sectional study of all primary care facilities (N = 75) contracted by the regional NHI office in the Banyumas district. The 73 participating GPs completed a written questionnaire that assessed their knowledge, attitudes and performance in relation to the gatekeeper role. Personal and facility characteristics were analysed in a generalised linear model as possible associating factors, as well as for the association between GPs’ knowledge and attitude with performance as gatekeepers.ResultsGPs scored relatively high in the domains of knowledge and performance but scored lower in their attitudes towards the gatekeeper role of primary care. In the full-adjusted model, no factors were significantly associated with the knowledge score. Work experience as GPs, private or civil service employment status and rural or urban location of the primary care facility were linked to attitude scores. Full- or part-time employment and type of facility were factors associated with the performance score. Attitude scores were positively associated with performance score.ConclusionGPs in Indonesia are knowledgeable and report that they adequately perform their function as gatekeepers in primary care. However, their attitudes towards the gatekeeper function are less positive. Attitudes and performance with respect to the primary care gatekeeper role are likely influenced more by contextual factors such as location and type of facility than by personal factors. Efforts to address contextual issues could include improvements in practice standards for privately practising physicians and public information campaigns about gatekeeping regulations. Such efforts will be crucial to improving the gatekeeper role of primary care in Indonesia and assuring efficient access to high-quality care for all.

Сравнительный анализ трудоустройства на государственную службу в РФ и США

Сравнительный анализ трудоустройства на государственную службу в РФ и США

The Relationship between Toxic Leadership Behavior and Employee Silence: A Quantitative Study

This study examined the relationship between toxic leadership and employee silence among the Department of Defense civil service employees located in the southeastern region of the United States. Hobfoll’s (1989) conservation of resources theory provided the theoretical foundation for this study. The researcher used a non-experimental correlational research design. The researcher collected 130 completed surveys via an online survey platform (Survey Monkey©). The results from this study showed there was a significant positive relationship between toxic leadership and employee silence. This study suggests that employees who experience or witness toxic behaviors by leaders tend to withhold valuable information that may impact the performance or productivity of an organization.

Preventing Corruption in the Judicial System of the Russian Federation: Opportunities for Corruption Connected with the Discretionary Powers of the Court Chairperson

At the present moment, corruption crimes committed by civil service employees not only interfere with the work of public officials endowed with authority, but they also undermine the credibility of state power, the trust and respect of people for state institutions and, primarily, for equitable justice. The article describes the experience of counteracting corruption in the practice of courts and judicial bodies, including the High Qualification Board of Judges, the Councils of Judges of the Russian Federation and of its regions. Adhering to the requirements of international law and taking into consideration the national law systems, the authors based their research on the inter-disciplinary systemic approach, which is necessary for the effective prevention of corruption in the court system. The theoretical results of the research were reflected in determining both the general regularities of combating corruption in the court system and the specific characteristics that take into consideration the structural and functional features of court power and the legal status of public officials. The practical results include suggestions on optimizing the organization of corruption prevention in the court system, the cooperation of courts and judicial bodies with other state bodies and public institutions on counteracting corruption while preserving the independence of the judicial power. The practical conclusions could be used for optimizing the work of courts and judicial bodies connected with the organization and implementation of anti-corruption measures.

Transformation of the organizational culture of civil service employees

The work investigates trends in the activities of state civil servants. The roles that a civil servant should play in modern conditions are determined. Revealed the need to change the skills of officials. The problems of culture of civil servants and directions of its improvement are identified.

Bridging the gap with a gender lens: How two implementation research datasets were repurposed to inform health policy reform in Kenya.

Policies as they are written often mask the power relations behind their creation (Hull, 2008). As a result, not only are policies that appear neat on the page frequently messy in their implementation on the ground, but the messiness of implementation, and implementation science, often brings these hidden power relations to light. In this paper, we examine the process by which different data sources were generated within a programme meant to increase access to quality private healthcare for the poorest populations in Kenya, how these sources were brought and analyzed together to examine gender bias in the large-scale rollout of Kenya’s National Hospital Insurance Fund (NHIF) beyond public hospitals and civil service employees, and how these findings ultimately were developed in real time to feed into the NHIF reform process. We point to the ways in which data generated for implementation science purposes and without a specific focus on gender were analyzed with a policy implementation analysis lens to look at gender issues at the policy level, and pay particular attention to the role that the ongoing close partnership between the evaluators and implementers played in allowing the teams to develop and turn findings around on short timelines. In conclusion, we discuss possibilities for programme evaluators and implementers to generate new data and feed routine monitoring data into policy reform processes to create a health policy environment that serves patients more effectively and equitably. Implementation science is generally focused on programmatic improvement; the experiences in Kenya make clear that it can, and should, also be considered for policy improvement.

Attitudinal Implications and Behavioral Preferences to Electricity Consumption and Conservation in Putrajaya, Malaysia

The future demand of energy, mostly electricity, has been anticipated to escalate consequently as a result of the driving forces such as population growth, construction of buildings, endless appetites for economic growth and infrastructural developments. Therefore, this study assessed the influence of attitudes and behavioural preferences to electricity consumption and conservation among the civil service employees of the various ministries in Putrajaya, Malaysia. This study also attempted to relate attitudinal influence and actions of the civil service employees to the trends of electricity consumption in Putrajaya. The information derived from questionnaire survey conducted among the civil service workers of the ministries revealed that: (i) the civil service employees have positive attitudes towards electricity consumption and they practice favourable actions which promote green policy through electricity conservation; (ii) majority of the civil service employees have negative perceptions about population growth control; (iii) yearly electricity consumption trend in Putrajaya shows persistence increase in electricity consumption which affirms the predictions about future increase in electricity demand; (iv) annual increase in electricity consumption trend in Putrajaya after the implementation of green growth policy indicates that this policy is gradually working.

Sistem Informasi Aplikasi Penyusunan Sasaran Kerja Pegawai (SKP) pada Kanwil Kementerian Hukum dan Ham Aceh

The design of the Information Systems Application System for Employee Work Target Compilation (SKP) is based on the method of evaluating civil servant work performance systematically combining the Civil Service Employee Work Target assessment with work behavior assessment. Performance appraisal consists of two elements, namely SKP and Work Behavior, with an assessment weighting of SKP elements at 60% and work behavior at 40%. From the depiction of the service mechanism at the KEMKUMHAM Aceh, an integrated information system is needed to assemble the existing subsystems into a mutually supportive unit given the still not optimal role of the computerized system in the existing service mechanism. The purpose of this study was to design an Information System for Employee Job Target Compilation (SKP) Application at the Regional Office of the Ministry of Law and Ham Aceh using Visual BASIC.NET. The design of the system used by the Rapid Application Development (RAD) method, a software development process model classified as incremental (multilevel) techniques. RAD emphasizes short, short, and fast development cycles, and data collection techniques using research methods by observation, interview, and literature study. The tools used are Microsoft Visual Basic .NET as an application in interface design and Microsoft Office Access as a DBMS. The test results of this application are the systems that are built already meet the needs, the input data process has met the needs and the resulting report has met the needs.Keywords:Information Systems, SKP, Visual Basic .NET.

CHALLENGES WOMEN FACE IN LEADERSHIP POSITIONS: A QUANTITATIVE APPROACH IN CYCLES’ 1 AND 2 SCHOOLS IN OMAN

This quantitative study explores the challenges that face Omani women in becoming cycle 1 and cycle 2 school principal. The problem is that; Omani women occupy only 9% of the leadership positions among civil service employees. Oman is ranked 127th out of 135 countries, and was given a 0.587 score, regarding the women participation in the labor market. The society’s perception of women as having weak qualities compared to men, the community looks at women as being emotional and unable to make decisions. This study is implemented in both Cycle 1 and Cycle 2 female schools in four regions: (Al-Batina, Al-Dhahira, Al-Sharqia and Al-Dakhalia). An online questionnaire with (30) paragraphs has been used as a tool for data collection. Thirty female school principals were the research participants in the current study. (11) from cycle 1 schools and (19) from cycle 2 schools. The findings revealed that: Firstly, the majority of responses confirmed that women have the right and ability to have a job at leadership positions in Oman. Secondly, cultural barriers do not hinder females in becoming school principals. Thirdly, the study revealed that women may receive support from their families to take leadership positions. On the other hand, it detected that the personal challenges such as limited ambition, less motivation as well as less desire to reach leadership positions and the traditional views towards women role in Omani society; have the biggest impact on preventing Omani women to take leadership roles. It is also evident from the study that women are overcoming gender related challenges by taking up education and working hard to be as good as the men in Oman.

Supporting Public Health Employee Engagement and Retention: One U.S. National Center's Analysis and Approach.

Background: Employee engagement, exemplified by positive perceptions of supervisors, workplace, and job, improves productivity and employee retention. We identified the extent of and barriers to employee engagement at Centers for Disease Control and Prevention's (CDC) National Center for HIV/AIDS, Viral Hepatitis, STD, and TB Prevention (NCHHSTP). Methods: In 2015, NCHHSTP's leadership collected baseline data through a centerwide Employee Engagement Pulse Survey (EEPS) from NCHHSTP's full-time Civil Service employees, U.S. Public Health Service Commissioned Corps officers, and Title 42 service fellows. EEPS included six demographic questions; nine Likert-type scale questions measuring 26 perceptions related to immediate supervisors, the work environment, and job satisfaction; and four open-ended questions soliciting recommendations for improvement. Findings: Among 727 of 1,171 staff (response rate = 62%), positive perceptions of supervisors ranged from a high of 94% (supervisor conducts performance reviews) to a low of 63% (supervisor assists employees with career development). Perceptions of work experience ranged from 98% (respondents were willing to put in extra effort to get a job done) to 68% (respondents' talents were used well in the workplace). Perceptions of job satisfaction ranged from 87% (support from their coworkers) to 69% (satisfaction with opportunities to learn or grow professionally). Conclusion/Application to Practice: Overall, NCHHSTP staff have positive perceptions of their work, their leaders, and the agency. Other public- and private-sector employers might be able to improve their employees' engagement and retention by listening to their opinions and needs and frequently recognizing their individual achievements. NCHHSTP's workforce development initiatives can be used as a model for assessing a baseline of their employees' engagement.

ممارسة التعلم التنظيمي في الأجهزة الحکومية السعودية The Practice of Organizational Learning in Saudi Government Agencies

هدف الدراسة: التعرف على مستویات ممارسة التعلم التنظیمی فی الأجهزة الحکومیة فی المملکة العربیة السعودیة.منهجیة الدراسة: تم تطویـر استبانة خاصة بها استنادا على أبعاد التعلم الخمسة المستخدمة فی نموذج خـریطة تقییم التعلم الاستـراتیجـی الذی یتکون من محاور التعلم الفردی والتعلم الجماعی والتعلم التنظیمی وتدفق التعلم من التغذیة الأمامیة وتدفق التعلم من التغذیة الراجعة.البیانات وعینة الدراسة: جمعت البیانات باستخدام المعاینة الطبقیة العشوائیة من مجتمع الدراسة الذی یتکون من جمیع موظفی الخدمة المدنیة. وتم توزیع الاستبانة على جمیع أفراد العینة البالغ حجمها (600) موظف، وبلغ عدد الاستبانات المستـردة الصالحة للتحلیل الإحصائی (528) استبانة، بنسبة استجابة (88%).نتائج الدارسة: توصلت الدراسة إلى عدد من النتائج ومن أهمها أن مستوى ممارسة التعلم التنظیمی فی الأجهزة الحکومیة السعودیة فوق الوسط، وأن ممارسة التعلم الفردی فی الأجهزة الحکومیة السعودیة تتصدر ممارسات التعلم التنظیمی تلیها ممارسة التعلم الجماعی.الخاتمة: قدمت الدراسة عددا من التوصیات، من أهمها العمل على نشر ثقافة التعلم وتبنی السیاسات وإجـراءات العمل الداعمة للتعلم. Study objectives: The main of the study is to identify the levels of organizational learning (OL) practice in Saudi government agencies. Moreover, the study also aims to determine whether there are in OL practices with respect to type of government agency and the demographic characteristics of civil service employees. Study Design: To achieve the study objectives, a questionnaire was developed based on the five learning dimensions of Strategic Learning Assessment Map Model (SLAM). Sample and Data: The study data were collected using a stratified random sampling from the study population which consists of all civil employees. A total of 528 questionnares returned from 600 questionnaires distributed to the sampled employees, giving 88% response rate. Result: The study results showed that the levels OL practices in Saudi government agencies were above moderate, and that individual learning was the most commonly practiced followed by group learning. Moreover, the study results showed that there were no significant differences in OL practices between government agencies, and also there were no signficant differences in OL practices with respect to demographic variables except with education. Conclusion: Based on the study results, a number of recommendations are made, the most important of which is to spread the learning culture and adopt policies and working procedures that support learning.

Implementation of Federal Character Policy in Nigeria Civil Service

Disturbed with the disparity in the employment distribution in the civil service, the Nigerian government enacted the Federal Character Policy to ensure equality in employment distribution in the country’s civil service. Unfortunately, the policy appears to be unsuccessful in its implementation because disparity still characterizes employment distribution in the Nigerian civil service. This has led to the rivalry, disharmony, and discontent in the service. This paper explores measure aimed at ensuring implementation of the Federal Character Policy in the Nigerian civil service employment distribution. In order to meet the objective of the paper qualitative research method adopted while purposive sampling used in selecting the informants interviewed while the relevant document was equally analyzed. Interpretative Phenomenological Analysis was adopted for data analysis. The paper found that the implementation of the policy can be ensured with committed leadership, orientation and training. The paper provided valuable strategies that will ensure the implementation of the Federal Character Policy in the Nigerian civil service employment distribution and importantly it provided helpful insight for policies that are facing similar implementation setback