Performance Of Public Organizations Research Articles

THE The Relationship Of Achievement Motivation And Transformational Of Leadership Style With Public Organizational Performance

This study determines the relationship between achievement motivation and transformational leadership style with public performance. The object of this research is the state civil apparatus with an unlimited population who work for Indonesian Government Ministries and Institutions located in the city of Jakarta and its surroundings. The research method uses descriptive quantitative research, namely the analysis technique using multiple linear regression. Aims to describe and explain the characteristics of a situation at a certain time in order to summarize the relationship that occurs between achievement motivation and transformational leadership style with performing public organizations. While the number of samples taken by convenience was as many as 70 participants with data collection using a Likert scale. The results showed that there was a relationship between achievement motivation and performing public organizations with a value of (r) = 0.366. And there is a relationship between transformational leadership style and performing public organizations with a value of (r) = 0.286. Then achievement motivation and transformational leadership style with the performance of public organizations with a value of (R2) = 0.136, this shows that there is a simultaneous relationship.

Sustainable Performance Measurement in Public Sectors - A Systematic Literature Review

This paper provides a systematic review of the literature on how sustainable performance is measured and reported in the public sector. Analyzing 22 studies published in a period of 5 years (from 2017 to 2021), the author addresses two simple but meaningful questions: How is the recent stream of literature on environment sustainability reported on in the public sector? And, what are the common measurement methods for the phenomenon? The findings indicate that public organizations mostly choose to adopt the Global Reporting Initiative (GRI) to report their sustainable or environmental performance; and given the crucial role, researches on environmental and sustainable performance of public sectors are still much lagging behind compared to the private sectors. The author also proposes several insights for public organizational performance improvement.

Performance Analysis Using Balance Score Card (BSC) at the Banyuwangi State Treasury Service Office: A Phenomenology Study

This study aims to explore the application of the four perspectives of the Balanced Scorecard in evaluating the performance of the Treasury Service Office (KPPN) Banyuwangi. The findings of this research are expected to contribute theoretically to the development of management science and serve as a reference for future research, particularly on the fourperspective Balanced Scorecard model for assessing the performance of public sector organizations (government agencies). This qualitative research employs a phenomenological approach to examine the concept of the Balanced Scorecard in evaluating the performance of one government agency under the Ministry of Finance, namely KPPN Banyuwangi. Data were collected directly through interviews and observations, as well as indirectly through performance reports, survey results, and various supporting references. The results of the research indicate that KPPN Banyuwangi achieved good performance based on the Balanced Scorecard with Key Performance Indicators in 2022, which include four analytical aspects: stakeholder perspective with a weight of 30% and a total score of 105.91, customer perspective with a weight of 20% and a total score of 104.30, internal perspective with a weight of 25% and a total score of 109.81, and learning and growth perspective with a weight of 25% and a total score of 112.04. Overall, the Organizational Performance Indicator Achievement Index in 2022 reached 108.09%, with all Key Performance Indicators (KPIs) surpassing the set targets.

The Influence of Operations Strategy, Innovation and it Readiness on Smart City Implementation in Serang City and its Impact on Public Organization Performance

Globalization and an increase in population have changed urban demography in various countries in the world, including Banten Province, especially in Serang City as the capital of Banten Province. One of the variables that can drive this performance increase is the implementation of smart cities which are considered as a solution to solving current urban problems. The research was conducted on 15 public apparatus organizations using a purposive sampling technique and using as many as 50 indicators to measure each latent variable. The method of analysis in this study uses descriptive index numbers and SEM PLS as inferential analysis. The results showed that 8 hypotheses were accepted while 2 hypotheses were rejected. The operational strategy has a significant effect on the implementation of smart cities and the performance of public organizations.

MANAGEMENT STRATEGY OF THE SUMEDANG REGENCY REGIONAL PUBLIC DRINKING WATER COMPANY IN REALIZING CLEAN WATER SUPPLY

In an effort to realize better performance of government organizations in providing services to the community, implementing strategic management for public sector organizations is very important to increase performance effectiveness. After the change in form from a Regional Drinking Water Company (PDAM) to a Regional Public Company (Perumda), the Tirta Medal Sumedang drinking water company was very active in making management improvements. Especially when this company was assessed by the Sumedang Regency DPRD in 2019 as having experienced mismanagement, resulting in losses of up to billions of rupiah. This research aims to understand the application of strategic management in realizing the performance of public sector organizations in Sumedang Regency. Research on strategic management implemented after experiencing losses is very interesting and very important to do. This research uses a qualitative approach. The research results show that in the last two years the strategic management implemented has focused on efforts to restore the trust of the community as customers, the Regional Government as owners, and company employees as implementers. This is carried out simultaneously through: strategies for improving the quality, quantity and continuity of services, increasing service coverage, and realizing Full Cost Recovery, as well as increasing more professional human resources.

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.

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.

IMPACT OF LEADERSHIP STYLES ON THE PERFORMANCE OF PUBLIC SECTOR EMPLOYEES IN ZANZIBAR

The focus of the research is on how different types of leadership affect the productivity of public sector workers. The purpose of this study is to analyze the relationship between leadership styles and the productivity of chosen public sector organizations. The study had three main goals: to catalog the different types of leadership used to affect worker productivity, to analyze the efficacy of management policies in this regard, and to assess the impact of leadership style routines on productivity in government agencies. The researchers used an exploratory approach to the investigation. Respondents in Zanzibar provided the data used to develop fresh understanding of the island. The information was collected from the 200 employees who took part in the corresponding case study by means of questionnaires. SPSS was used to analyze the data collected. Employee performance in the public sector is influenced by a combination of leadership styles, including democratic, authoritarian, paternalistic, and transformational, with the Laissez-faire style dominating. In addition, the leadership practices and policies of public agencies have an effect on worker productivity. As things now stand, it's clear that a leader's approach to management has a significant impact on the output of public sector workers. For significant change to occur that has an effect on employee performance in public organizations, the study suggests that laissez faire leadership, which have previously dominated practice and established the pattern of actions among employees, must be eradicated and fought.

Pengaruh Sistem Pengendalian Internal terhadap Intensitas Inovasi dan Kinerja Organisasi Sektor Publik di Surabaya dengan Kepemimpinan Transformasional sebagai Variabel Moderasi

This study examines the relationship between the ICS and the performance of public sector organizations in Surabaya, with the mediation model of innovation intensity and the moderation model of transformational leadership. The population of this research is public sector organizations in Indonesia, which are 17.307 organizations. The sampling selected using a purposive sampling method. This type of research is quantitative with primary data obtained from research questionnaires. The analytical method used is SEM-PLS with Smart PLS 4. The results show that the ICS has a direct effect on the performance of public sector organizations, but has no effect when the innovation intensity mediation model is added, the intensity of innovation does not affect the performance of public sector organizations, and moderating of transformational leadership model does not affect the relationship between ICS and performance of public sector organizations, ICS and innovation intensity, innovation intensity and performance of public sector organizations. The results of this study emphasize the importance of implementing an ICS in public sector organizations and the role of policymakers in encouraging the implementation process.
 Keywords: Internal Control System, Performance of Public Sector Organization, Innovation Intensity, Transformational Leadership

The Influence of Human Resource Management Practices on Service Organization Performance Public Through Involvement and Development Competence of Government Employees Southeast Sulawesi Province

This research aims to determine the influence of human resource management practices on the service performance of public organizations through the involvement and development of competency of employees within the Southeast Sulawesi Provincial Government.Human resource management is the process of acquiring, training, assessing, providing compensation, paying attention to work relationships, health, security and justice issues (Dressler, 2015:2). Human resource management is specifically required to focus on all activities related to humans (Ivancevich, 2014:34). Human resource management is related to the organization's formal planning system to determine the effectiveness and efficiency of employee talents to realize organizational goals (Malthis and Jackson, 2011: 14). Human resource management in an organization is a key factor in organizational continuity and future development.The location of this research is the Southeast Sulawesi Provincial Government. This research uses a combination of descriptive statistical analysis and inferential statistical analysis to analyze the data. The population of interest for this research is all Regional Apparatus Organizations (RAO) within the scope of the Southeast Sulawesi Provincial Government, consisting of a total of 50 RAO. The sample in this study consisted of 100 employees who held high-level leadership and administrative positions responsible for human resource development in the Regional Government Organization of Southeast Sulawesi Province.This study found that good and appropriate human resource management practices contribute significantly to increasing employee participation, involvement and cooperation in the organization. However, this research also found that human resource management practices alone cannot directly improve employee competency development. Practices such as increasing skills, motivation and opportunities were found to be ineffective in increasing employee competency development.The lack of direct impact on competency development results in the inability of competency development to mediate the influence of human resource management practices on improving organizational performance in public services within the Southeast Sulawesi Provincial Government. Therefore, the study concludes that while human resource management practices play an important role in increasing employee participation and cooperation, they do not directly contribute to improving employee competency development and organizational performance in the public service sector.The findings of this research have an impact on organizations in the public service sector, especially within the Southeast Sulawesi Provincial Government, in terms of human resource management practices and employee competency development. This study also emphasizes the importance of considering the mediating role of employee competencies in the relationship between human resource management practices and organizational performance. Future research could explore other potential mediators or moderators to gain a deeper understanding of this relationship. Overall, the findings suggest that a comprehensive approach to human resource management, including competency development practices and initiatives, is critical to improving organizational performance in the public service sector.This study contributes to the existing literature by examining the relationship between human resource management practices, employee competency development, and organizational performance in the public service sector. It adds to knowledge with a special focus on the Provincial Government of Southeast Sulawesi, providing insight into the unique context of this region. This research uses a combination of quantitative and qualitative research methods, including document analysis and Likert scale measurements, to collect data and analyze the relationships between variables. It acknowledges and builds on previous relevant studies, such as those by Tensay and Singh (2020), Sivapragasam and Raya (2017), Rich et al. (2010), Kehoe and Wright (2013), Sun et al. (2007), and Kuvaas (2008), to provide a comprehensive understanding of the topic.

Public Sector Organizational Performance in Nigeria: A Benefit-Cost Involution Implementation of Treasury Single Account (TSA)

The study examined the benefit-cost involution of the implementation of treasury single account in respect to public sector organizational performance in Nigeria. As a descriptive research work with heavy dependence on secondary data, after due introduction and conceptualization of the key concepts of the research study - Treasury Single Account and Public Sector Organization, retrospect of Nigerian public sector organizations, rational for the adoption of TSA in public sector organizations in Nigeria, preconditions for setting up TSA, functions of TSA, types of account under a TSA System, and operation of TSA in public sector organizations in Nigeria were examined. The findings of the study revealed that the operation or implementation of TSA in public sector organizations in Nigeria has its own benefits and costs. Therefore, for the benefits of implementing TSA in public sector organizations in Nigeria to over poise the costs, the study recommended that the federal government should show the political will to assure the policy's long-term viability, as well as tenaciously push TSA implementation at both state and local government levels across the country to ensure the success of TSA policy in promoting public sector organization performance in Nigeria among others.

Top executives’ discretion and organizational performance: Analysis of quasi-governmental organizations in Korean government

This study has examined the impacts of top executives’ discretion on organizational performance in public organizations. We analyzed longitudinally collected data from quasi-governmental organizations in Korea. The results show that top executives’ managerial discretion has an inverted U-shape relationship with the overall performance of organizations. The marginal effect of top executives’ discretion on organizational performance was negative. This suggests that the benefits from top executives’ discretion decrease as the level of managerial discretion increases. The greater discretion of top executives in project management was more likely to yield desirable outcomes for organizations. Top executives’ discretion did not significantly affect customer satisfaction and transparency of organizations. Points for practitioners This study has empirically shown that there exists an inverted U-shape relationship between managerial discretion and organizational performance. It is necessary to let public managers exercise their discretion in managing their businesses given that flexibility and innovativeness in decision making serve key roles in effective organizational management in highly turbulent organizational contexts. It will also be important to properly monitor public managers’ discretionary authority to avoid unintended negative consequences of discretion.

Analysis of Service Quality Factors of the Regional Planning Agency of Aceh

Objective: This study examines how collaborative public innovation, transformational leadership, knowledge acquisition, employee competencies, innovative climate, and organizational performance affect service quality at the Regional Planning Agency of Aceh. Methods/Analysis: The study used quantitative analysis, qualitative interviews, and surveys. The data were analyzed using the SERVQUAL model and scatter analysis approaches. The correlation between variables was analyzed by Spearman rho correlation, while Kruskal-Wallis analyzed the significance between variables. Finding: The SERVQUAL model shows the Regional Planning Agency of Aceh provides good quality services; 98% of respondents gave an excellent rating, and 12% were good. Scatter analysis shows that the agency consistently meets expectations. Spearman rho correlation analysis shows that all determinant factor variables have a strong relationship with improving service quality and are also significant between variables (p<0.05). Novelty/Improvement: Improving the quality of the organization (Regional Planning Agency of Aceh) is primarily determined by the knowledge acquisition factor, which is followed by collaborative public innovation, transformational leadership, employee competencies, and an innovative climate. Doi: 10.28991/ESJ-2023-07-05-017 Full Text: PDF

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.

Unlocking the Power of Employee Engagement: Unveiling the Key Indicators in Public Sector Organizations

This article proposes to explore the concept of employee engagement in the context of regional government, finding out its antecedents and implications for organizational performance, with a case study on the Provincial Government of South Sulawesi, Indonesia. This study used a quantitative approach with a survey method to collect data from South Sulawesi Provincial Government employees with 3,799 total respondents. This study implies descriptive quantitative analysis methods in analyzing data to find out the variables that contribute to the rigorous concept. This study analyses six main indicators in measuring the quality of Employee Engagement, namely supervisor evaluation, teamwork, growth opportunities, work-life balance, behavioral fairness, and effective communication. The results showed a high level of Employee Engagement among South Sulawesi provincial government employees, with an average overall percentage of 79.46% and the category "very high." These results indicate high levels of employee satisfaction and engagement in achieving organizational goals. This research provides important insights into the potential and relevance of Employee Engagement in improving performance and public services in public sector organizations. These findings provide a foundation for public sector organizations to better understand and utilize employee engagement as a key to achieving excellence in public services and achieving overall organizational goals.

Perilaku Cyberloafing Pegawai Pemerintahan Kecamatan di Aceh Barat

Cyberloafing is a form of social-loafing that reduces joint performance within an organization. As a reluctance to provide equal effort to communal work, cyberloafing is much more covert because an individual can hide behind their electronic work device. In the form of service work that demands teamwork, this behavior interferes with the performance of public service organizations. This study aims to see how this behavior exists in an organizational institution. This study took the research locus in sub-district offices throughout West Aceh Regency. A total of 73 research respondents consisting of government employees with the status of civil servants were examined for their responses from the main point of view of The Theory of Reasoned Action. The results of the partial least square test on the research construct indicate that the behavioral intention is based on the environment around which the individual interacts. The perceived behavioral control variable does not affect cyberloafing behavior.

Institutional design and biases in evaluation reports by international organizations

AbstractGovernments spend hundreds of millions on evaluations to assess the performance of public organizations. In this article, we scrutinize whether variation in the institutional design of evaluation systems leads to biases in evaluation findings. Biases may emerge because influence over evaluation processes could enable the bureaucracy to present its work in a more positive way. We study evaluation reports published by nine international organizations (IOs) of the United Nations system. We use deep learning to measure the share of positive assessments at the sentence level per evaluation report as a proxy for the positivity of evaluation results. Analyzing 1082 evaluation reports, we find that reports commissioned by operative units, as compared to central evaluation units, systematically contain more positive assessments. Theoretically, this link between institutional design choices and evaluation outcomes may explain why policymakers perceive similar tools for evidence‐based policymaking as functional in some organizations, and politicized in others.

Perception About Applying Acquired Knowledge and the Relationship with Work Performance

Knowledge management is an important topic for different types of organisations, since one of the results of applying knowledge can be an increase in work performance. However, the process of knowledge creation and acquisition is complex and depends on several factors to make an impact on the performance of activities. This study aims to verify the relationships between the perception of knowledge value, acquisition and the impact on work performance in public organisations. The relationship between knowledge creation, organisational learning and work performance was also observed. An empirical study was carried out through a survey, using an electronic questionnaire as a data collection instrument, which obtained a sample of 49.3% of 136 Master’s graduates from a Professional Master’s Program focussed on public organisations. These graduates had gained knowledge that can be applied to work, addressing the use of the knowledge obtained in the Program and the relationship with their work performance. After analysing the research results using the PLS–SEM (Partial Least Squares–Structural Equation Modelling) technique, the proposed model was assessed and validated. The results support that when knowledge is understood as having more value, there is greater potential for acquiring this knowledge. Acquisition positively impacts knowledge creation, and this, in turn, has a positive relationship with organisational learning. Both knowledge creation and organisational learning positively impact work performance. Additionally, it was observed, through a multigroup analysis, that the relationships between knowledge creation and organisational learning, and between perceived value of knowledge and knowledge acquisition are greater for employees who had worked for less time in the institution and who were younger, identifying greater knowledge application, perception of knowledge creation impact and organisational learning by people who have worked for less than 10 years in the same institution.

Strategies for employees to effect change to improve performance of public organizations

Seventy percent of organizations fail in their organizational change initiatives because of failure to involve employees in the change process. Some managers lack the strategies to implement change initiatives successfully. Using Kotter’s eight-step change model as the conceptual framework, this qualitative case study was conducted to explore public sector managers’ strategies to include employees in implementing organizational change. Semi-structured interviews were used to identify public sector managers’ strategies that include employees in implementing organizational change. Interviews were conducted with eight participants who met the inclusion criteria for this study. Data analysis included methodological triangulation and Yin’s five-phase data analysis. The five resulting principal themes are effective communication, creating and sustaining employee engagement, leadership style effect, developing training programs and processes, and strengthening organizational culture. The findings indicate that managers should focus on how well their subordinates understand the overarching goals of the vision and mission of change initiatives. These findings have potential implications for positive social change that include catalyzing employees to have a healthier attitude at work, have a better sense of work–life balance, and have a sense of belonging. Understanding the contribution of an engaging workforce may enable organizations to improve performance and profits by catalyzing monetary and non-monetary contributions to benefit citizens.

Impact of Social Network Usage on Employees’ Work Performance in Public Organizations: Evidence from Vietnam

Abstract This study aims to improve understanding of the relationship between social media usage and work performance in the Vietnamese public sector by examining the roles of trust, network ties, shared vision, and knowledge transfer. By using the Media Synchronicity Theory as the theoretical framework, the study suggests that the use of social networks within public organizations can lead to increased trust among employees, which in turn can improve communication and collaboration. Additionally, social networks can help to promote a shared vision among employees and foster strong network ties, which can facilitate knowledge transfer and lead to enhanced work performance. The findings of this study provide empirical support for the importance of trust, network ties, shared vision, and knowledge transfer in understanding the connection between social media usage and work performance in Vietnam's public sector.