Performance Of Public Sector Organizations Research Articles

Geographic information systems adoption model: A partial least square-structural equation modeling analysis approach

The ability of Geographic Information System (GIS) to organize, analyze, visualize and integrate spatial data has been at the top of its primary uses among professional industries. However, considering the extensive adoption of Information System (IS) throughout history for government organizations’ or citizens' disaster response, the implementation of geographical elements is still minimal. Previous GIS models and framework studies, particularly in developing countries, were affected by pandemic pressure, competitiveness pressure, change management, and security factors. Thus, this study aims to develop a model for the successful adoption of GIS using the Technology Acceptance Model (TAM), and De Lone and Mc Lean Information Success Model and analyze the applicability of the existing factors to enhance the performance of Public Sector Organizations (PSOs). From the study, a new conceptual framework was proposed to examine the effects of factors on GIS adoption that impact performance among PSOs from the perspective of Saudi Arabia. Quantitative methods were used to collect data through a questionnaire distributed to 350 respondents from PSO, and only 272 were found to be valid. Partial Least Square Structural Equation Modeling (PLS-SEM) validated the GIS model. The finding revealed that system quality, service quality, change management, competitiveness pressure, perceived ease of use, perceived usefulness, and security factors significantly and positively affected GIS adoption. The study also showed that GIS adoption substantially affected PSO performance. The proposed model provides insight into how GIS adoption can eventually enhance performance among PSOs. In essence, the study contributes to the running of PSO and the decisions taken by policymakers.

Does Motivation Impact Employees' Job Performance in Public Sector Organizations? A Myth or A Reality

This study's objective was to identify the impact of intrinsic and extrinsic motivation on the job performance of the employees of public sector organizations. To conduct the study, employee engagement was incorporated as a mediating variable, and the working environment was incorporated as a controlled variable. The study's research methodology was explanatory, with a deductive approach and positivist research philosophy. The study data was cross-sectional and collected through convenience-based sampling from respondents with a grade level of BPS-16 and above. The collected data was analyzed using hierarchical regression analysis through IBM-SPSS. The findings showed intrinsic and extrinsic motivation's direct and indirect contribution to job performance by mediating employee engagement. The study's originality to the literature remained the utilization of employee engagement and working environment as mediating and controlled variables to assess the impact of motivation.

Career Development and Employee Performance in Public Sector Organizations in Tanzania: A Case of Kondoa District Council

Career Development and Employee Performance in Public Sector Organizations in Tanzania: A Case of Kondoa District Council

The Effect of Leadership Styles on Employee Motivation and Organizational Performance in Public Sector Organizations

The Effect of Leadership Styles on Employee Motivation and Organizational Performance in Public Sector Organizations

KONTRIBUSI PEGAWAI DALAM MANAJEMEN SEKTOR PUBLIK TERHADAP PENGELOLAAN BERKAS RUMAH TANGGA BIRO UMUM SETDA PROVINSI JAWA TIMUR

Nowadays the modern management system involves a wider role on the performance of public sector organizations. In developing a management system, it also requires good human resources and is able to carry out all the tasks for which it is responsible. The ability of human resources can be influenced by their educational background. Because the form of the ability of each human resource is taaught and obtained from the level of Education. These human resources will be able to influence the implementation of an effective and efficient management system. If the management system runs effectively and efficiently, the goals of each organization can be realized to the maximum. In this article discusses the management system in File Management in government agencies at the regional level, namely the East Java Provincial Secretariat Agency. After research found several things that have a relationship with the contribution of employees. Employees also have a contribution in building involvement and empowerment in the field of file management. Not only that, employees are also required to be able to encourage new ideas in the field of file management. And finally, employees can also contribute to creating an environment to realize personal goals and develop skills and abilities in file management. In this study aims to determine the role of employees in contributing to create good management in the process of file management in the household sub-division of the Bureau of General Secretariat of East Java. This study uses descriptive qualitative research methods with literature reviews and interviews with household employees of the East Java Secretariat General Bureau. The role of employees is very important for the development of management systems in a public sector organization. Keywords: Public Sector Organizations; Management; Employees

Analysis of Financial and Non-Financial Performance of Public Sector Organizations

Analysis of Financial and Non-Financial Performance of Public Sector Organizations

Pengaruh Budaya Berorientasi Hasil terhadap Kinerja Organisasi Sektor Publik dengan Akuntabilitas Keuangan sebagai Variabel Intervening

Purpose – This research aims to empirically test the mediating role of financial accountability in the relationship between results-oriented culture and the performance of public sector organizations in Tanjung Jabung Timur Regency.Methodology – This research uses quantitative methods with survey techniques. The survey sample of 130 respondents came from employees who work in the Regional Apparatus Organization (OPD) of Tanjung Jabung Timur Regency. The sampling technique uses purposive sampling. Data analysis in the form of CMB test, descriptive statisticsFindings – The research results show that a results-oriented culture has a positive impact on organizational performance, and financial accountability plays a mediating role in the relationship between a results-oriented culture and the performance of public sector organizations in the OPD of Tanjung Jabung Timur Regency.Originality/value – This research was first carried out in Indonesia within the scope of public sector organizations in developing countries and made several contributions. First, filling the gap in the literature by providing empirical evidence about the influence of a results-oriented culture on the performance of public sector organizations through financial accountability, especially in Indonesia. Second, it supports NPM theory in confirming the positive influence of a results-oriented culture on financial accountability and performance of public sector organizations.Limitations/implications – The scope of the research is still limited, so the research results cannot be generalized. In addition, collecting data using surveys allows for honesty factors from respondents which can influence data quality. Future research could expand the research sample and add interview methods. This research provides practical implications for public sector organizations, especially for the Tanjabtim Regency OPD who want to improve their performance through implementing a results-oriented culture and effective financial accountability.

Does Psychological Capital Mediate the Relationship Between Transformational Leadership and Adaptive Performance of Civil Servant?

The Fourth Industrial Revolution (4.0) and the advent of the Society 5.0 era, have ushered us into a VUCA (volatility, uncertainty, complexity, and ambiguity) environment. The adaptability of employees has become paramount, necessitating organizations to focus on managing and enhancing adaptive performance alongside routine task completion. Consequently, employee adaptive performance has emerged as a critical aspect of human resource management in both private and public sectors. This study aims to explore the relationship between transformational leadership, psychological capital, and adaptive performance, drawing on the Conservation of Resources Theory and Self-Determination Theory. Additionally, the research seeks to address whether psychological capital mediates the connection between transformational leadership and adaptive performance. Utilizing questionnaire data collected from 317 civil servants at the Ministry of Communication and Informatics of the Republic of Indonesia, the results reveal that 1) transformational leadership does not significantly impact adaptive performance, 2) psychological capital significantly and positively influences adaptive performance, 3) transformational leadership significantly and positively affects psychological capital, and 4) psychological capital fully mediates the relationship between transformational leadership and adaptive performance. These findings contribute to the development of a theoretical framework for fostering adaptive performance in public sector organizations and offer a fresh perspective in human resource management.

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.

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.

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 Role of Human Resource Competence in Supporting the Performance of Public Sector Organizations in Palu City

This research originates from the role of human resource competence within an institution being crucial, as it acts as the driving force and manager of the system. To ensure smooth functioning, its handling must consider important aspects such as training, development, and motivation. The purpose of this research is to understand the role of human resource competence in supporting the performance of the public sector organization. The objectives of this research are (1) to understand and analyze the Role of Human Resource Competence in Supporting the Performance of Public Sector Organizations in Palu City. The qualitative method, which is based on data and information from informants using a phenomenological pattern, was employed. The research findings indicate that both supportive and hindering factors play a crucial role in the development of human resource competence in the public sector of Palu City. There is a positive impact of training access, management support, and performance assessment on employee motivation. However, hindering factors such as excessive workload, dynamic demands, and limited access to new information can constrain competence development efforts due to the rapid changes in the public sector environment.

Human Resource Management Practices and Organizational Performance in Public Sector Organizations: with reference to Development Officers in the Colombo District in Sri Lanka

Human Resource Management Practices and Organizational Performance in Public Sector Organizations: with reference to Development Officers in the Colombo District in Sri Lanka

Talent management and performance in the public sector: the mediating role of line managerial support

PurposeThis study investigates the relationship between talent management and individual work performance in public sector organizations and evaluates the influence of line managerial support on mediating the link between talent management and individual work performance.Design/methodology/approachData were collected from 128 respondents working in public sector organizations in the United Arab Emirates. SPSS was used to perform multiple regression analysis to analyze direct relationships between talent management and line managerial support on individual work performance. Using PROCESS mediation analysis, this study also investigates the mediating effects of line managerial support.FindingsThe present study reveals that line managerial support insignificantly influence the individual work performance. Moreover, the findings indicate a substitution effect between talent management and line managerial support, suggesting that public sector organizations may spend their money on relieving line managers of their responsibilities for talent development so that they may focus on other duties.Practical implicationsMore dynamic perspectives on TM in the public sector are necessary to understand better how the TM agenda changes in response to changes in the strategic trajectories of public sector organizations and the interconnection between TM and performance in the public sector.Originality/valueThis study contributes to talent management research in the public sector domain of developing nations by emphasizing the crucial role of line managers in applying TM practices.

The Effect of Human Resource Management on Performance of Employees with Mediating Effect of Work-Life Balance in Nigeria

This paper examined the effect of human resource management on the performance of public sector organizations with the mediating effect of the work-life balance of the Nigerian Federal Inland Revenue (FIRS). The specific objectives of the study were to ascertain the practices of Human Resource Management (HRM) regarding work-life balance and to examine the level of effectiveness of Human Resource Management of FIRS regarding work-life balance. The study also investigated the challenges of work-life balance faced by Human Resource Management in FIRS and suggested probable measures to improve the HRM system at FIRS. The study was hinged on the Easton System theory of 1979. The study adopted a quantitative survey with data collected from one hundred and thirty-two (132) respondents from the Federal Inland Revenue Service, Kaduna state, Nigeria. Findings from the study reveal that there is an average level of practices of HRM regarding work-life balance in FIRS. Further, the findings revealed that the level of effectiveness of Human Resource Management of FIRS regarding work-life balance is poor. It also revealed that challenges include employers’ difficult policies and practices, lack of duty control, unsupportive employee relationships, inadequate human resources, increasingwork–life pressures, and high-stress levels. The study, therefore, recommends that the organization employs strategies that will boost staff morale, motivate workers, reduce absenteeism, and improve organizational productivity. This can be done through an efficiently managed work-life balance among employees at FIRS. Keywords: Human Resource Management, Performance, Public Sector, Work-life Balance, and Nigerian Federal Inland Revenue Service.

Correlation of Teacher Professionalism and the Role of Parents with Learning Achievement of Al-Qur’an Hadith Class X MAN 10 Jombang Academic Year 2021/2022. We have encountered many studies that discuss learning. However, research discussing the influence of teacher professionalism and the role of parents on learning achievement of the Al-Qur’an Hadith class X students at MAN 10 Jombang for the

Positive biases dominate much leadership research by focusing on the attributes of the desired leader. In reality, many leaders misbehave and cause significant harm to the organization. This study aims to determine the role of mental health mediation on the relationship between destructive leadership and job performance in public sector organizations, using the JD-R theory approach. The data collection used a questionnaire distributed online, with a total of 218 respondents. The hypothesis was tested using PLS-SEM. The results of this study show that destructive leadership has a positive and significant effect on employee mental health but does not affect job performance. Mental health does not mediate the relationship between destructive leadership and job performance. The practical implication of this research is for management to periodically evaluate the behavior of leaders in their organizations so that the organization’s health is maintained, namely having high performance and the mental health of its employees is maintained.

Leadership Practices, Stakeholder Involvement and Performance of National Government Departments in Kenya

The performance in most of the National Government departments in Kenya has been average over the years leading to disparities in access to resources and quality services. There is scanty literature on leadership practices and the performance of the departments available. Thus, this study assessed the influence of leadership practices on the performance of the departments moderated by stakeholder involvement. The study adopted quantitative and qualitative mixed research design guided by positivism research philosophy. It used a validated semi – structured questionnaire for data collection from a sample of 195 respondents drawn from National Government Heads of Departments in the Counties. The resultant data was analyzed to generate descriptive and inferential statistics which were used to draw inferences. The study established that leadership practices significantly influence the performance of departments in the National Government of Kenya moderated by stakeholder involvement. To improve on the performance, the management should review the stakeholder involvement management and the leadership practices adopted with a view of re – engineering the implementation process to provide for a performance improvement framework. The respondents were drawn from the National Government Departments in the Counties which excluded the views of Heads of Departments based at the headquarters of the National Government Departments. This is the first study on leadership practices, stakeholder involvement and performance of the National Government departments in Kenya to the best of the researchers. It added knowledge on the leadership practices and stakeholder involvement influence on the performance of public sector organizations.

Public administration reform: a managerial perspective

The reform of public administration is often designed and implemented by would-be reformers rooted in perspectives ranging from public law to political science to sectoral disciplines (social work, health, education, arts and culture, etc.). The value of the insights provided by these perspectives must undoubtedly be acknowledged; for reforms to deliver on their intended goals, though, they should rely on public management, i.e. the only discipline that puts improving the performance of public sector organizations at the centre of its concerns. This article outlines the key tenets of public management, explains its role in rolling out effective change and discusses the importance of fostering public management skills among civil servants.

Efficacy of selected human resource management practices on performance of public sector organizations: A study of public water utilities in Tanzania

The purpose of this study was to analyze the efficacy of selected human resource management practices on organizational performance in the public sector organizations: A study of water utilities in Tanzania. The descriptive correlation design was used, and both qualitative and quantitative approaches were adopted. Simple and purposive random technique was used in selecting 370 respondents including 15 other managers, 5 human resource managers and 5 managing directors from five selected public water utilities included Dare s Salaam water and sewerage corporation (DAWASCO), Morogoro urban water supply and sewerage authority (MORUWASA), Lindi urban water supply and sewerage authority (LUWASA), Tanga urban water supply and sewerage authority (TAUWASA), Mtwara urban water supply and sewerage authority (MTUWASA). Questionnaire, interview, observation and documentary tools were used in collecting data and SPSS 20.0 version through T – test analysis; multiple regression analysis, descriptive statistics and content analysis were used to analyze the data. Pearson moment correlation coefficient and ANOVAs Analysis were used in measured the relationship between human resource management practices (human resource planning, recruitment and selection, training and development, compensation and benefits, and performance appraisal) and organizational performance. The findings revealed that, there is a positive relationship between human resource management practices and organizational performance. In this multiple regression analysis revealed that organizational performance will rise up when human resource management practices such as human resource planning, recruitment and selection, training and development compensation and benefits and Performance Appraisal were implemented effectively. The study suggested that, in order to increase and ensure efficacy of human resource management practices on performance of public water utilities in Tanzania. Water utilities’ management should consider employees participation on formulating matters related to HRMP so as to simplify the operationalisation of human resource management practices, board of directors and management should adopt ethical practices on recruitment and selection process by avoiding political interference; also Tanzanian government should formulate a harmonized operational scheme of service that can be used in all public water utilities in Tanzania.