Public Employees Research Articles

What is the role of cognitive-behavioral career coaching in mitigating work anxiety and depression among public employees?

This editorial explores the study by Mkpoikanke Sunday Otu and Maximus Monaheng Sefotho on the use of cognitive-behavioral career coaching (CBCC) to reduce work anxiety and depression among public employees. Public sector workers often face significant psychological stressors, leading to mental health issues that impair well-being and job performance. The study employed a group-randomized trial design, involving 120 public employees diagnosed with severe anxiety and depression. Participants were divided into a treatment group, receiving CBCC, and a control group with no intervention. Results showed a significant reduction in anxiety and depression levels in the treatment group, sustained through follow-up assessments. The findings underscore the clinical relevance of CBCC as an effective intervention for improving mental health among public employees. Future research should explore the scalability of CBCC across different sectors and cultural contexts, as well as its integration with other mental health interventions. This editorial advocates for the broader implementation of CBCC practices in public service to enhance employee productivity and psychological well-being. By addressing cognitive distortions and fostering adaptive coping mechanisms, CBCC can help public employees navigate complex professional environments, ultimately contributing to a healthier and more efficient workforce.

Administrative Penalties for Electronic Administrative Work for Sustainable Development Goals: a Comparative Study

Objective: This study aims to shed light on the disciplinary penalties as a result of the default violation committed by a public employee while carrying out his job duties and know how the management authority, when supervising administrative work, assesses the severity of the electronic violation for sustainable development goals. Theoretical Framework: There are several designations to indicate the act committed by the public employee while carrying out his work electronically that makes him subject to punishment, such as the term disciplinary error, disciplinary crime, disciplinary guilt, etc. Method: The use of the descriptive approach and the analytical and comparative approach in this study. Results and Discussion: This study found principles governing violations and electronic disciplinary sanctions are the same as those found in their traditional counterparts, including the legality of disciplinary sanctions, the principle of proportionality between them, and others. Also, the assessment of the electronic administrative violation is carried out through the discretionary power of the disciplinary administrative authority, similar to that of traditional violations. Research Implications: The presence of the term “electronic administration" would cause the public employee to practice his work electronically, and this may result in the occurrence of a specific act of that employee that may affect his job duties. Originality/Value: The commission of a public employee for an electronic violation leads to imposing a penalty on him to deter him and prevent him from returning to committing it. That punishment affects his job position and may lead to the imposition of the maximum penalty, which is dismissal if the violation is of a high degree of seriousness or gravity.

High-Performance human resource practices: implications for discretionary work behaviour in higher educational institutions

Purpose Higher education institutions discretionally participate in THE training of citizens for a sustainable world. Empirical evidence argues the synergetic effect of high-performance human resource practices (H-PHRPs) on its outcomes. Scholars have, however, questioned the appropriateness and applicability of H-PHRPs in developing economies, one of the eye-catching debates being the implicit universality of H-PHRPs. Literature has also banded the H-PHRPS and established the antecedent role of H-PHRPS on its outcomes. This study aims to examine the relative importance of H-PHRPs on discretionary work behavior (DWB) using a sample from public university employees to confirm the external validity of H-PHRPS constructs by replicating the findings in an Eastern setting and, more so, a developing nation like Uganda. Design/methodology/approach In the study, the authors used relative analysis to determine the role of H-PHRPs in enhancing DWB. The authors examined performance-based compensation, employee training and development, employee empowerment, competence-based performance appraisal and merit-based promotion as the H-PHRPs. The authors selected a sample of employees from Ugandan Universities used an explanatory study design to test the antecedent role of H-PHRPs on DWB. Findings The research results show that individual H-PHRPs significantly affect DWB. As regards the relative importance of H-PHRPs on DWB, the findings further reveal that H-PHRPs predicts DWB over and above its individual components. Research limitations/implications The authors gathered the data from public universities; therefore, when applied to a scenario of private universities, the conclusions might not hold up. Therefore, to confirm the results of the current study, future research can take private universities into account. Although, the study was cross-sectional, high performance human resource strategies in an organization may evolve over time. This work paves the way for future longitudinal studies in the same field of study. Practical implications This research presents an understanding justification for human resources management strategies. Organizations’ managers should improve the morale of their employees through various management practices by strategically devising human resource practices geared toward enhancing employee DWB. Organizational managers ought to prioritize the high-performance practices in order of relative importance in enhancing employee DWB. By prioritizing human resource practices, like training and pay for performance, universities are able to proportionately direct distinctive focus on human resource practices that enhance employee behaviors. Originality/value The findings of the research have both empirical and theoretical significance. This is an innovative study that aims to determine the relative relevance of H-PHRPs on DWB by using a sample taken from Ugandan public universities which is a developing nation. From a theoretical standpoint, the study enhances the practicability of the social exchange theory by establishing that employees exhibit DWB to reciprocate the organization for the H-PHRPs provided by the organization.

Religiosity and corruption acceptability in a developing country: does patriotism mediate the relationship?

Purpose Religiosity is believed to have an effect on corruption acceptability but the mechanism by which its effect is realized is not fully known. In this study, we explore the potency of patriotism as a mediating variable on the relationship between religiosity and corruption acceptability in a developing context. Design/methodology/approach We use cross-sectional data from the World Values Survey on Ghana which was collected from 1,552 respondents. We analyse the data using descriptive statistics, correlation and macro PROCESS model in SPSS. Findings We ascertain that while religiosity has a significant direct negative effect on corruption acceptability, it has no significant direct effect on patriotism or indirect effect on corruption acceptability. However, patriotism has a positive significant effect on corruption acceptability. Furthermore, the findings reveal that private-sector employees, as compared to public sector employees, are more likely to perceive corruption as unacceptable. Similarly, females are more likely than males to perceive corruption as unacceptable. We conclude that patriotism does not mediate the relationship between religiosity and corruption acceptability. Originality/value Our findings have bridged the gap in extant literature by revealing that patriotism is not an effective mediator in the relationship between religiosity and corruption acceptability in developing country context. Therefore, we provide evidence for building a strong link between religiosity and socio-moral conduct, where the conscience of citizens will be developed against the acceptability of corruption.

Performance appraisal mechanism and employee productivity in public hospitals in Mbeya – Tanzania: the mediating roles of working environment and management style

PurposeThe main purpose of this paper is to investigate the effect of performance appraisal mechanisms on employee productivity in public hospitals in Mbeya – Tanzania, when mediated by working environment and management style.Design/methodology/approachUsing a sample of 338 employees, a cross-sectional design was adopted; questionnaires and interviews were used to collect primary data. Partial least squares structural equation modelling (PLS-SEM) was used to determine the relationship between the variables, and Sobel’s test was performed to test the mediation effects.FindingsAstudy found a strong association between performance appraisal mechanisms and employee productivity (p < 0.05). Goal setting significantly enhanced employee productivity (p < 0.05). Performance planning negatively impacted employee productivity, especially when combined with the working environment (p < 0.05). Assessment criteria had a significant positive effect on employee productivity when mediated by working environment and management style (p < 0.001).Originality/valueThis is the first study to examine how a performance appraisal system influences the productivity of public hospital employees in Tanzania. The study further explores the potential mediating effects of the work environment and management style on this relationship. By analysing the interplay between these variables and their impact on productivity, organizations can develop targeted strategies to boost employee performance and achieve superior results.

Navigating labor-market transitions: an eco-social policy toolbox for public employment services

Current societies are heavily reliant on employment as a cornerstone of prosperity, both in terms of individuals’ access to income and social security and to finance welfare states through tax revenues. At the same time, work is often linked to environmentally harmful activities and not necessarily oriented toward meeting human needs. Against this background, work emerges as a key lever for a social-ecological transformation, and public employment services (PES) as key actors in labor-market policy – an area that has largely ignored environmental objectives until now. This article contributes to the small but growing field of research on eco-social labor-market policies by developing a novel set of 15 measures for eco-social labor. These indicators are grouped into six key thematic clusters of action for PES: (1) information and consultancy; (2) eco-social retraining and qualification; (3) sustainable mobility; (4) working time distribution; (5) livelihood provisioning; and (6) ecological eligibility criteria for unemployment benefits. The proposed policy measures are PES-oriented and offer concrete options toward transformation. While the policy toolbox has been developed in the context of Austria, it can also be used as a framework for other countries.

Differences in Job Satisfaction among Public and Private Sector Employees in Taiwan: Sector-specific Tenure as a Moderator

Differences in Job Satisfaction among Public and Private Sector Employees in Taiwan: Sector-specific Tenure as a Moderator

Innovative Work Behavior in Response to Technology Readiness: The Role of Career Adaptability in the Ghanaian Public Sector

Background: In an era where technological advancements are reshaping the global workforce, understanding the dynamics of technology adoption within the public sector becomes paramount. This study examines how employees in the Ghanaian public sector respond to technology readiness (TR) in terms of their career adaptability (CA) and innovative work behavior (IWB). The uniqueness of this research lies in its empirical investigation of how TR’s motivational and inhibitory dimensions influence CA and, subsequently, IWB, within a context marked by rapid digital transformation. This study is essential due to the key role of Ghana’s public sector employees in national development, especially with ongoing digitization. It fills a research gap by assessing how these employees’ psychological readiness for technology affects their careers and innovation. Method: The study used a cross-sectional survey design and collected data from 484 public sector employees and their supervisors. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses. Results: Findings reveal that optimism, insecurity, and discomfort — components of TR — exert a significant influence on CA, which in turn fosters IWB. Interestingly, innovativeness did not predict CA, suggesting a nuanced interplay between TR dimensions and adaptability. Implications: By elucidating the factors that drive CA and IWB in response to TR, this study offers valuable insights for policymakers and organizational leaders seeking to enhance employee adaptability and innovation amidst technological changes. It underscores the importance of nurturing an optimistic and secure technological environment to cultivate a resilient and forward-thinking public sector workforce. Originality/Value: This study pioneers the exploration of TR’s impact on CA and IWB, utilizing the career construction model of adaptation as a theoretical lens. The findings provide actionable strategies for bolstering the public sector’s technological and innovative capacity, informed by the empirical evidence from the surveyed sample.

Strategi Public Relations dalam Pemasaran di PT. Duta Putra Wisata Palembang

This study aims to analyze Public Relations Strategies in Marketing at PT. Duta Putra Wisata Palembang. The research focuses on how public relations strategies are implemented in the company’s marketing efforts, as well as the supporting and inhibiting factors in marketing the company to the public. This study was conducted at PT. Duta Putra Wisata Palembang using a descriptive qualitative research method. The informants in this research were public relations personnel, company leaders, and employees. Data was collected through observation, interviews, and documentation. Data analysis involved data reduction, data presentation, and drawing conclusions. The validity of the data was ensured using source triangulation and technique triangulation. The analysis results indicate that public relations strategies in marketing at PT. Duta Putra Wisata Palembang are being implemented but have not yet reached their full potential. Continuous improvements to the strategies in use are necessary. With optimized strategies, it is hoped that PT. Duta Putra Wisata Palembang will grow further and be able to compete with other companies

دور العلاقات العامة في تعزيز المسؤولية الاجتماعية للقطاع الاقتصادي في المنطقة الشرقية

This study aimed to evaluate the role of public relations departments in the economic sectors in promoting social responsibility, as the efforts in this field are considered one of the main functions that contribute to building a positive and interactive image of companies and institutions among the internal and external public. The researcher used the survey method, content analysis tools and questionnaire to answer the problem of his research by collecting and analyzing data from a sample of 300 individuals including public relations employees and social responsibility employees in companies and institutions and members of the parent community: institutions of the economic sector in the Eastern Province. The researcher divided the study into two chapters, the first chapter was entitled: (Theoretical Framework of the Study), while the second chapter was entitled: (Methodological Procedures of the Study), and the two chapters included many topics, followed by the most important results, recommendations and conclusion, a list of sources, references, indexes and study appendices. The study came out with a set of results, including that economic institutions in the Eastern Province focus on performing public relations functions related to improving the mental image as a priority in their work. It also confirmed that the majority of economic sector institutions in the Eastern Province implement many community partnerships, but some of them are few and unsustainable, while they do not exist in a few of them. Among the results is that community work is carried out by a large percentage of public relations departments in economic institutions in the Eastern Province according to a strategy and plans prepared to enhance community partnerships. The implementation of social programs and initiatives by public relations departments in many economic institutions in the Eastern Province also contributes to the effective implementation of social programs and initiatives within the context of their tasks and functions.

INFLUENCE OF ORGANIZATIONAL SUPPORT AND JOB COMPLEXITY ON WORK VALUES IN BANKING INDUSTRY

Strong organizational supports are positively correlated with work values. Organizational support has developed positive work values, thereby reducing stress in the work place. The study reveals influence of organizational support and job complexity on work values among public sector bank employees. A survey was conducted among 132 public sector bank employees in Tamilnadu. The impact of influence of organizational support and job complexity on work values and organizational effectiveness was measured through SEM. The results designate that job complexity not influences work values. Work values significantly influence organizational effectiveness. Job complexity not influences organizational effectiveness. Organizational support significantly influences work values and organizational effectiveness. Organizational support of bank industry is greatly affected by the employees’ values, employees’ knowledge, employees’ attitudes, employees’ habits and employees’ willingness to do work of the management.

In Pursuit of AI Excellence in Public Employment Services: Identifying the Requirements

Abstract The modern labor market faces complex challenges stemming from various factors, such as demographic shifts, the far-reaching impacts of digital and technological evolution, changing job profiles, and job losses due to automation and the green-economy transition. As labor market challenges escalate, it becomes increasingly vital for public employment services (PES) to gain a deeper understanding of their clients and the specific labor markets in which they operate. Although, in their current form, these services often help only unemployed people, implementing AI technologies has the potential to significantly broaden PES support for the wider public. Unfortunately, the EU’s PES sector has been slow to implement AI technologies to support clients with services such as skills extraction from CVs and job offers, jobseeker matching, and recommending relevant jobs or training. This study examines the perspectives of a PES’ external user groups and internal stakeholders to establish a baseline for implementing such technologies into existing self-services. The findings emphasize that while AI has transformative potential, deploying it effectively necessitates a holistic understanding of the existing PES ecosystem and a strategic approach to requirement gathering.

Передумови та тенденції розвитку системи професійного навчання службовців органів публічної влади в Україні

This article is devoted to the theoretical substantiation of the prerequisites and tendencies in the development of the system of professional training of civil servants and employees of local self-government bodies (public authorities) in Ukraine. Within this article is a proposal for a hypothesis that the professional training provided by the relevant system is currently becoming the only factor capable of compensating for the needs of public authorities for employees who are able to effectively perform the functions and powers assigned to these bodies. It is determined that the prerequisites for the development of the system for professional training of public authority employees are the conditions for the existence of the components (parts) of the system for professional training existing at the time of its reform (within the framework of this article, at the beginning of 2024), and the tendencies in the development of the system of professional training of public authority employees are the main directions of targeted changes in its components (parts) during certain periods of its functioning. Based on the analysis of strategic documents (strategies, concepts, plans) for the management bodies of the civil service and local self-government system, the general and specific prerequisites and tendencies in the development of the system of professional training for civil servants and local self-government officials in Ukraine are identified. Based on the analysis of statistical data (needs of public authorities' employees in vocational training for 2024–2027, the amount of funding for vocational training of employees at the expense of the state budget for 2021–2024), the author identifies the correspondence between the priority issues of training, as the needs of employees, and the use of funds for it. At the same time, it is established that the State is not able to financially meet all the priority needs of employees in professional training, which requires the search for new mechanisms for the development of the professional training system, one of which is proposed to be the receipt of an annual certificate for professional training by employees. It is substantiated that, given the prerequisites and tendencies in the development for the system of professional training for public authority employees in Ukraine, it should be based on a combination of the principles of centralisation and decentralisation for each of its parts

Attractions and Repulsions: How Competitive is the Hungarian Civil Service Today?

Purpose: The aging of civil servants poses the greatest risk for public institutions in Europe, making it increasingly difficult for employers to offer a suitably motivating atmosphere and attractive working conditions for different generations. Lately, research has been focusing on the tools and human resource (HR) and communication strategies that can help retain talented workforce and increase their loyalty. The purpose of the study is to investigate the competitiveness of the Hungarian civil service through a literature review, exploring how attractive or repulsive a civil service career is in the Hungarian labour market. Finally, the article presents some suggestions on how governments can proactively attract and retain the talented next generation of civil servants.Design/Methodology/Approach: The article is partly descriptive and synthesizing, drawing on extensive, comprehensive knowledge and systematization of domestic and international literature and legislation.Findings: The greatest challenge in public administration HR management today is replacing the older generation, transferring knowledge and practical experience, as well as winning over generations Y and Z and creating attractive working conditions for them. The article summarizes the options to address these staffing challenges based on the literature and practice offering numerous solutions to recruitment and retention issues.Practical Implications: Public administration has always been considered a special field, with operating principles and processes differing significantly from those of the private sphere. A wide range of specialized literature has researched, through the explanation of generational change, the HR tools necessary for attracting and retaining today’s employees. Some of the proposed tools and measures may differ from the traditional organizational culture of the public administration. This article lays the grounds for the next empirical phase of research, which will investigate the main motivators for public administration employees and the factors that drive their commitment. This phase will also examine whether the motivators and commitment factors differ from those in the private sector and how the unique characteristics of public administration manifest in this field. By presenting development trends in Hungary, this study aims to contribute to the scientific discourse on the specific characteristics of this issue in Central and Eastern Europe.

The Role of Organisational Culture and Situational Factors in Predicting Workplace Deviation Among Public Employees

Purpose – This study examined the influence of situational factors on organisational deviance and how organisational culture could mediate these factors among public employees. Aims(s) – The study aimed to identify predictors of workplace deviant behaviour in the public service and the mediatory roles of organisational cultures in these predictors. Design/methodology/approach – The study employed a quantitative approach using a cross-sectional survey design to collect data from 430 participants; the analysis included regression analysis and structural equation modelling to examine the mediating effect of organisational culture. Findings – The results of the structural equation modelling adopted in the data analysis revealed that injustice, stress, and lack of support were responsible for the increased observed organisational behaviour. The result also revealed that perceived organisational injustice and work stress levels significantly predict deviant behaviour among the studied group, while the organisation's culture mediated the influence of justice and stress predictor variables. Limitations of the study – The study outcome may not be free of sampling error and non-response error due to self-reported surveys that could be subject to bias. The sample may be limited to public service, thus limiting the generalisation of the findings to other sectors. Practical implications and Originality/value – The study contributes to the literature on the mediating role of organisational culture in deviant work behaviour. It also shows how the organisational culture could be used to control or prevent this cankerworm called workplace deviation among employees who implement policies within the organisation.

How digital government capabilities strengthen public sector workforce resilience

ABSTRACT Digital platforms are transforming the way public employees share knowledge, seek peer support, and stay connected. While these digital tools are believed to help employees navigate uncertainties, their impact often hinges on an individual’s digital literacy. This study analyses how the digital government capacity and social media competency may drive employee resilience. Based on survey data from public sector employees, the regression analysis show that strong digital skills and work-related use of social media are found to be instrumental for thriving as well as surviving amidst change. Public service motivation is found to be a significant contributor, which suggests the role of intrinsic purpose in adapting to challenges. These findings suggest the need for targeted digital training and motivation-driven strategies to cultivate a resilient workforce. This article offers recommendations that emphasize the integration of digital skills and employee’s well-being into human resource policy frameworks for public sector.

<b>Human Resource Management System (HRMS): Enhancing Efficiency and Accuracy in Workforce Management</b>

Human Resource Management Systems (HRMS) have become indispensable for modern organizations aiming to streamline workforce operations and optimize resource allocation. By integrating employee data into a centralized platform, HRMS enhances transparency, ensures compliance, and supports evidence-based decision-making. In the context of the Khyber Pakhtunkhwa (KP) government, the implementation of HRMS has revolutionized the management of public sector employees, particularly within the healthcare domain. This initiative addresses challenges such as data discrepancies, resource inefficiencies, and policy compliance gaps, ensuring a more efficient and accountable workforce. My tenure as a Monitoring & Validation Officer at Palladium Group, Islamabad, between June 2024 and December 2024, provided first-hand insights into the transformative potential of HRMS in improving workforce management practices

Evaluating public sector employee perceptions towards artificial intelligence and generative artificial intelligence integration

Evaluating public sector employee perceptions towards artificial intelligence and generative artificial intelligence integration

Exploring Employees’ Perception of the Effectiveness of Public Employees’ Performance Management Information System: A Case of the Judiciary of Tanzania

Exploring Employees’ Perception of the Effectiveness of Public Employees’ Performance Management Information System: A Case of the Judiciary of Tanzania

First impressions: An analysis of professional stereotypes and their impact on sector attraction

AbstractPublic sector professionals are often negatively portrayed with ascriptions such as “ineffective” and “lazy.” Such negative connotations might disadvantage public sector organizations when trying to attract applicants, as it can reflect negatively on individuals' social identities. With this pre‐registered experimental study, we examine stereotypes of public and private sector workers with and without a signal of specific professions present across both the public and private sector. We examine how this influences attraction in the initial phases of a job search before tangible job attributes become visible. Our study among 290 job seeking citizens in the United Kingdom provides evidence for a generic public sector worker bias, but the bias diminishes when the specific profession is known. Furthermore, we find that job seekers are less attracted to public employment and that this relationship is influenced by a negativity bias against public sector workers. We discuss implications of the study.