Management Of Public Organizations Research Articles

The Impact of Environmental Volunteering on Employees, Companies, and Local Communities: A Case Study on Romanian Companies.

This paper addresses the importance of organizational environmental volunteering as part of the corporate social responsibility (CSR) strategies of organizations. If more organizations support their employees' involvement in such projects, there can be hope for mitigating climate change and making the transition to a more sustainable world. We used partial least squares structural equation modeling to analyze the impact of management support on organizational environmental volunteering and of the latter on the employees' well-being and productivity. Making environmental volunteering part of an organization's CSR strategy can help the environment, the employees, and the organization itself. The results show a direct and positive relationship between management support and organizational environmental volunteering and between the latter and both the well-being and productivity of employees. The findings will help managers in both public and private organizations to better shape their strategies and encourage their employees to get involved in projects meant to reduce pollution and the carbon footprint.

Factors Affecting the Implementation of Risk-Based Internal Auditing

This paper aims to investigate the factors affecting risk-based internal audit (RBIA) implementation in public sector organizations in Saudi Arabia. This paper utilized 234 usable answered questionnaires from internal audit managers, internal auditors, accountants, and executives working in Saudi public sector agencies. The gathered data were analyzed by applying partial least squares–structural equation modeling (PLS-SEM). Results show that management support, internal auditor role, risk management system, and training in risk management all positively and significantly influence the RBIA. Improved internal auditing procedures and an efficient internal monitoring system will significantly curtail any risks impeding the organization’s goals, diminish the temptation to fabricate financial data or statistics, and enhance the accuracy of financial reporting/statements. Moreover, this study’s results have crucial implications for managers of public sector organizations, heads of internal audit departments, internal auditors, and accountants seeking to improve the reliability of internal audits and other aspects of financial information. Published research on what variables are influencing RBIA implementation is scarce. This study adds to the nascent literature by focusing on Saudi Arabian public sector organizations, establishing empirical variables based on an in-depth review of the relevant research and conducting an empirical investigation of the factors associated with RBIA implementation in the Saudi economy. By concentrating on public sector organizations in Saudi Arabia, this paper sheds light on other nations with comparable systems for governance policies and processes in their government-run entities.

The mediating effect of data literacy competence in the relationship between data governance and data-driven culture

PurposeThis research investigates the critical role of data governance (DG) in shaping a data-driven culture (DDC) within organizations, recognizing the transformative potential of data utilization for efficiency, opportunities, and productivity. The study delves into the influence of DG on DDC, emphasizing the mediating effect of data literacy (DL).Design/methodology/approachThe study empirically assesses 125 experienced managers in Indonesian public service sector organizations using a quantitative approach. Structural Equation Modeling (SEM) analysis was chosen to examine the impact of DG on DDC and the mediating effects of DL on this relationship.FindingsThe findings highlight that both DG and DL serve as antecedents to DDC, with DL identified as a crucial mediator, explaining a significant portion of the effects between DG and DDC.Research limitations/implicationsBeyond unveiling these relationships, the study discusses practical implications for organizational leaders and managers, emphasizing the need for effective policies and strategies in data-driven decision-making.Originality/valueThis research fills an important research gap by introducing an original model and providing empirical evidence on the dynamic interplay between DG, DL, and DDC, contributing to the evolving landscape of data-driven organizational cultures.

Issues Influencing Performance Management of Public Organisations in Tanzania. Experience from Medical Stores Department Headquarters

his study researched on issues influencing performance management of public organizations in Tanzania was done at Medical Store Department (MSD) Headquarter Dar es Salaam and 75 respondents participated. The general objective was to explore issues influencing performance management of public organisations in Tanzania. Specific objectives were; to determine the influence of leadership in the performance of public organisations and to determine the influence of strategic plan in the performance of public organisations. The study used a qualitative research approach and used both primary and secondary data. Primary data collected through key informant interview and secondary data collected through documentary review. The study revealed that organisations which have leaders with good leadership skills, well-structured and cooperative strategic plan are likely to have good performance management. Moreover the study found that good leadership is the major influence of performance management in any organisation. Organisations might have structured and cooperative strategic plan but without having good leaders with high leadership skills it will not work out. Furthermore, the study exposed that there are other issues like motivation and personal attitudes which can influence organization performance management. The study recommends that MSD should have a leaders’ succession plan and conduct several leadership skills trainings so as to empower leaders with important skills to carry out their day to day errands in an effective and efficient manner. Also they have to make sure that their strategic plan is communicated to all level of employees for easy implementation. Not all that but also employees should be motivated and encouraged to have good attitudes which have positive relationship with organisation performance.

APPLICATION OF PROGRESSIVE MANAGEMENT THEORIES FOR THE DEVELOPMENT OF THE MODERN UKRAINIAN MANAGEMENT MODEL

The importance of public management, especially in transitional systems or emergency situations, the problem of institutional adaptability to the realities of management has a priority basis. Of course, the development of a management approach in public administration should not be considered as a panacea, it also has quite fundamental limitations arising from the remaining rather serious differences between management in public and commercial organizations and the criteria for evaluating their performance. Thus, in public institutions, such a criterion, along with efficiency and effectiveness, is social justice, which has a valuable nature that goes beyond management.
 In addition, there is one fundamental difference related to the huge impact of politics on public administration, without taking into account public management turns into only a rather narrow set of management technologies, the application of which can have rather limited consequences. Traditional management was built only on the principles of bureaucracy, while modern management is oriented towards adaptive systems that can create innovations in response to today's challenges.

Human Capital Dimensions Influencing Knowledge Hiding in the Public Sector: Evidence from Italy

The aim of the current study is to investigate the influence of human capital dimensions on knowledge hiding behaviour of public sector employees. A simple random sampling technique was used, and data were collected through a survey from 336 individuals working in different companies within the Italian public sector. The results show that, in most cases, the influence of human capital dimensions on knowledge hiding behaviour was significant. Furthermore, these findings contribute to identifying and highlighting how gender also plays a significant role in the way people hide their knowledge. The work is novel in the context of investigating the factors that may influence knowledge hiding behaviour in the public sector and seeks to contribute to the development of knowledge risks strand and, more generally, to the research on knowledge management in public sector organisations. It also encourages managers to consider the potentially harmful effects of this practice.

Construction and validation of reputation metrics for human resource management in Brazilian public organizations

Construction and validation of reputation metrics for human resource management in Brazilian public organizations

Strategic Human Resource Planning and Service Delivery in County Governments in Kenya

Strategic human resource management in public sector organizations enables governance arrangements that promote efficient service delivery. However, service delivery in county governments in Kenya gets stymied by both human resource and funding constraints. Due to contextual gaps in the strategic human resource management practises in county governments in Kenya, the study evaluated the role played by strategic human resource planning on service delivery in Kenya. The study adopted a descriptive design and systematically examined the HRM practises by sampling 140 respondents (47 county secretaries, 47 county directors of HRM and 46 municipality managers from municipalities based at the county headquarters of 46 counties) through interviews and questionnaires. The respondents were selected based on their operational and functional human resource management roles in various units in the 47 counties. The research instrument was validated through a review by a panel of supervisors and a pilot testing exercise. The qualitative reports indicated that the county governments can attract qualified and competent persons with critical skill sets to match the various job descriptions and optimally sustain service provisions at the county level. The correlation analysis indicated that service delivery positively correlated with strategic HR planning practises (r = 0.6510, p< 0.05) at 0.05 significance levels, while the regression analysis indicated that strategic HR planning practises explains about 41.61 % variance in service delivery with an effect size (β1 = 0.6451 (t = 8.97, p< 0.05). Based on the findings, the study concludes that strategic human resource planning practises hold a positive and significant potential impact on service delivery in county governments in Kenya. The study recommends proactive planning and proper structuring of the county workforce based on knowledge, skills, abilities, and other characteristics

Human resource management and community health services outcome - unravelling relationships in public healthcare organizations

Introduction/Objective. Human resource management and related practices represent a broad research arena in the context of healthcare organizations. Adapting human resource management practices to current labor market conditions and achieving organizational goals in the domain of satisfactory health service quality represent significant current challenges and research gap. The aim of the study is to examine the relationship between human resource management practices and health service outcomes of public healthcare organizations. Methods. The research was designed as a cross-sectional study. A structured questionnaire was used as an instrument to collect primary data. The sample consists of 257 healthcare workers employed in healthcare organizations in the public sector. To assess the statistical significance of relationships in the research model, the method of PLS-SEM is used. Results. Our study revealed the competitive salary (CS) is negatively related to community health service results (CHSR) (? -0.177, p < 0.05) of public healthcare organizations. Study results noted that employment security (ES) is positively related to community health service results (CHSR) (? 0.296, p < 0.001), as well as training and development (TD) (? 0.359, p < 0.001). Conclusion. The results of the study noted theoretical implications through the contribution of human capital theory and resource-based theory of the firm. The identification of HR practices that positively contribute to health services outcomes provides clear practical implications for managers of public health organizations.

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.

Reformasi Birokrasi Melalui SOP Layanan Pengaduan Berdasarkan Prinsip-Prinsip Good Governance dI Disdikbud Kota Samarinda

Bureaucracy is an administrative system in an organization that has the function of administering government and serving the community by carrying out daily tasks in a structured manner in a clear hierarchy. Bureaucratic reform is carried out in order to realize good governance.. Implementing Good Governance is one of the goals in improving government governance, which is the public's demand for the management of public sector organizations. In implementing the SOP for Complaints Services at the Samarinda City Education and Culture Office, there are several problems such as differences in understanding and variations in the format of the SOP documents produced, and there are even regional organizations that have not implemented this regulation. This research aims to describe the realization of bureaucratic reform through Complaint Service SOPs based on the principles of Good Governance in the Samarinda City Education and Culture Office. The research method used in this research is descriptive qualitative with data collection techniques through interviews and observation. The data analysis technique is carried out with the data obtained and then written in the form of a detailed report, then the report will be focused according to the problem formulation, as well as drawing conclusions. The results of the research show that the Samarinda City Education and Culture Office has demonstrated a significant commitment to improving public services through the implementation of the Complaint Service SOP. Concrete steps such as transparency through the official website, accountability in responding to and resolving complaints, as well as efforts to maintain legal certainty are positive things that have been taken to support bureaucratic reform.

Effects of Job Design Dimensions on Organizational Performance: A Study of Cross River State Internal Revenue Service, Calabar

This study investigated the effects of job design dimensions on organizational performance of public sector organization in Cross River State using Cross River State Board of Internal Revenue Service, Calabar, for the study. The study sought to examine the extent to which skill variety, task identity, task significance, task autonomy as well as feedback significantly affects organizational performance (employees’ motivation, job satisfaction, employees’ commitment, employees’ involvement) of public sector organizations in the state. The study adopted survey research design. The population of the study was four hundred (400). The sample size was 196 respondents from the Cross River State Board of Internal Revenue Service, Calabar, determined by Krejcie and Morgan Table of 1970. The study revealed that skill variety, task identity, task significance, task autonomy as well as job feedback significantly affects organizational performance of public sector organizations in the state. Based on the findings, the study recommended that the government and management of public sector organizations should at all times design jobs based on skill variety, task identity and task significance in order to increase organizational performance continuously. The government as well as management should also be granting task autonomy to workers while performing their routine jobs and responsibilities, for this will in turn enhance employees as well as organizational performance steadily.

Managing Cybersecurity Threats and Increasing Organizational Resilience

Cyber security is high up on the agenda of senior managers in private and public sector organizations and is likely to remain so for the foreseeable future. [...]

How do local government strategies advance social accountability? The challenges from environmental management of Slaughterhouse in Semarang City, Indonesia

ABSTRACT This study aimed to analyze local government strategies in advancing social accountability regarding the environmental impact of Slaughterhouses in Semarang City, Indonesia. It also highlighted the significant challenges experienced by managers in fulfilling social accountability. This social accountability is necessary because it relates to SDGs (Sustainable Development Goals), which have become a global commitment, with a particular focus on point 11 concerning sustainable cities and communities. The data were obtained through semi-structured interviews, observation, scientific literature, government official reports, and actual news using a qualitative approach case study. This study identified several policy problems, including the technical requirements for a hygienic, clean, and healthy environment that had not been met at the Semarang City Slaughterhouse. In addition, there was no preventive mechanism from the manager to identify diseases in animals before being slaughtered. The institutional changes of the slaughterhouse, through several regional regulations, had also not succeeded in realising social accountability due to the negative environmental aspects caused. The community lacked a bargaining value and the right channel to pressure the slaughterhouse to carry out social accountability for environmental management. Therefore, this study suggested that the institutional approach and emphasis from CSOs/NGOs will have more impact in realising social accountability for environmental management in public organisations.

Employee perception of electronic human resource management and COVID-19 restrictions in public organizations: the experience of Ghana Revenue Authority, Bono Region

AbstractThe purpose of this study was to find out what measures were taken to manage human resources during the COVID-19 pandemic by the Ghana Revenue Authority in Ghana. This was necessary because, even though electronic human resource practices have been implemented in most public organizations in the country, it was uncertain whether or not these practices were vital in delivering public service during the peak of the pandemic at the regional level due to government restrictions implemented to curb the spread of the virus. The study used 78 employees of the Ghana Revenue Authority in the Bono Regional Office of the Ghana Revenue Authority. The study used inferential statistics by employing Pearson correlation and multiple regression techniques to test the effect of employee perceptions, electronic human resource management practices, and COVID-19 practices on electronic human resource adoption. The findings revealed that e-human resource practices had the strongest effect on e-human resource adoption with a beta value of 0.781 and a p value of 0.000, followed by employee perception with a beta value of 0.272 and a p value of 0.004. Significantly, the entire effect of the COVID-19 practices was statistically insignificant yet positive. Overall, the four regression models were significant (p < 0.01), with the fourth model indicating R2 to be 0.677 points. Based on the findings, the study recommends that the Ghana Revenue Authority focuses more on transformational human resource management strategies to increase employee adoption of electronic systems. Furthermore, it is suggested that the organization includes employees in new technologies that improve their performance. Our findings are significant because the outbreak of COVID-19 made scholars focus more on flextime, health and safety, and remote working practices. Little has been done to determine whether or not the new normal has impacted how electronic human resource practices have been implemented in public sector organizations compared to the private sector. So, this study stands out as one of the critical studies in electronic human resource management practices in sub-Saharan Africa. Graphical Abstract

The role of dynamic capabilities on the effectiveness of organizational changes in public sector

PurposeGovernments worldwide have used administrative reforms to align public organizations with the needs of their key stakeholders. However, despite successfully implementing them, they do not consistently achieve the desired organizational performance. This paper aims to explore the relationship between the implementation of administrative reforms and the performance of public organizations from a comprehensive perspective. For this purpose, the authors analyze the mediation role of three crucial dynamic capabilities.Design/methodology/approachThis research used a survey-based methodology. Structural equation modeling (SEM) was used to analyze the data obtained from a sample of public officials and managers working in public organizations in the State of Ceará (Brazil).FindingsThe results of this study suggest that dynamic capabilities can have a decisive role in implementing government policy proposals and helping public organizations align their outcomes with stakeholders' needs. In addition, they indicate the existence of two levels of capabilities and identify a road map for their implementation.Practical implicationsFrom a practical point of view, by identifying these capabilities and their interrelationship, this study provides a roadmap to reduce the complexity of their use and help managers of public organizations deliver desired outcomes relating to the quality of individual and collective stakeholders.Originality/valueThis study makes important contributions to the literature, enabling scholars and practitioners to see the result of government policy proposals beyond the efficient use of public resources. It shows the role of dynamic capabilities as mediation instruments for changing public organizations, which can be used in administrative reform implementations and continuous improvement processes. Finally, it provides empirical research on the interaction between the three dynamic capabilities in the context of public organizations, differentiating these capabilities into two levels, which provides a road map for their implementation and development by public managers.

Knowledge risk management in banks - An area for improving organizational performance

Research on the topic of knowledge risks and their management in organizations is still very scarce, this also applies to empirical studies. However, to avoid the uncritical acceptance of empirical results, replication studies play a crucial role in science. Therefore, this study represents a replication study of the type of empirical generalization of the paper by Durst et al. (2019) which studied knowledge risk management (KRM) in private and public organizations. Considering the KRM and performance assumptions underlying the original study and the methodology used, the results at that time are reviewed using new data from 103 Italian cooperative banks. This paper contributes to the study of risks related to knowledge and its theoretical development by providing new empirical evidence from a different cultural, geographical and institutional context. Furthermore, it emphasizes the importance of replication studies for knowledge accumulation and theory development in management science.

Entrepreneurial attitudes of women in the management of public organizations: a systematic literature review

With the aim of understanding how entrepreneurial attitudes of women in public organizations contribute to their empowerment and advancement in management positions, a systematic review of the literature was conducted. As a result, it was observed that even with challenges in the quest for gender equity, organizations are valuing traditionally feminine characteristics, boosting diversity and innovation. The resilience and adaptability of women, combined with entrepreneurial attitudes, are playing a pivotal role in overcoming obstacles and progressing in their careers. Training, networking, communication, and confidence strengthen the path for women to leadership roles, emphasizing the importance of inclusive policies and education from an early age. The study highlights women's potential to redefine leadership and promote a sustainable future, suggesting the need for further research on cultural, intersectional, and digital aspects of the topic.

Characteristics of Current Teaching Kitchens: Findings from Recent Surveys of the Teaching Kitchen Collaborative.

Teaching kitchens are physical and virtual forums that foster practical life skills through participation in experiential education. Given the well-supported connection between healthy eating patterns and the prevention and management of chronic diseases, both private and public organizations are building teaching kitchens (TKs) to enhance the health and wellness of patients, staff, youth, and the general community. Although implementation of TKs is becoming more common, best practices for starting and operating programs are limited. The present study aims to describe key components and professionals required for TK operations. Surveys were administered to Teaching Kitchen Collaborative (TKC) members and questions reflected seven primary areas of inquiry: (1) TK setting(s), (2) audiences served, (3) TK model(s), (4) key lines of operations, (5) team member who manages or directs the TK, (6) team member(s) who performs key operations and other professionals or partnerships that may be needed, and (7) the primary funding source(s) to build and operate the TK (among various other topics). Findings were used to articulate recommendations for organizations seeking to establish a successful TK as well as for TKs to expand their collective reach, research capacity, and impact.

Investigating the Role Transformational Leadership, Innovative Work Behavior, and Team Member Exchange on Public Service Organization Performance

Purpose: This study aims to analyze the effect of transformational leadership on performance in public service organizations, analyze the relationship between innovative work behavior and performance and analyze the exchange of team members on performance in public service organizations. Theoretical framework: The foundation for building a theoretical framework is Leader-member exchange is a specific approach that is used to develop leadership relationships between the leaders of an organization and its members with various kinds of actions that organizational leaders can take based on their exchanges and interactions such as providing high dedication and education to members with the aim of establishing relationships. public sector policy innovation emphasizes organizational capacity to create conceptual ideas and implement them in a policy action or simply public sector innovation involves the creation, development and application of practical ideas to achieve benefits to the public. Transformational Public Sector Leadership is a leadership model that has advantages in restoring, maintaining and building public trust in the government. So that transformational leadership is more suitable for public sector leadership models Methods: This research method is a quantitative survey, research data obtained by distributing questionnaires online to 765 employees of public service 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 which will be distributed to respondents. This questionnaire measurement method uses a Likert scale of 5, namely Strongly Disagree (STS), (2) Disagree Answers (TS), (3) Neutral Answers (N), (4) Agree Answers (S), Strongly Agree (SS) The independent variables used in this study are as follows: transformational leadership, innovative work behavior, exchange of team members. The dependent variable used in this research is performance. Results and conclusions: The results of this study are that transformational leadership has a positive and significant effect on performance, innovative work behavior has a significant positive effect on performance, exchange of team members has a positive and significant effect on the performance of public service organizations. Finding implication: The results of this study have theoretical implications, namely strengthening the theory that transformational leadership, innovative work behavior, and team member exchange have a positive and significant contribution to public service organization performance. The practical implication of this research is to improve performance, the management of public service organizations encourages transformational leadership, innovative work behavior, and team member exchange. Uniqueness/value: The novelty of this research is the relationship model of transformational leadership, innovative work behavior, and team member exchange on public service organization performance which has never been analyzed by previous studies.