Public Personnel Administration Research Articles

Problems of the Public Personnel Administration in Bangladesh: A Qualitative Study

The basic function of any government is to provide various types of services and facilities to its citizens. The quality of services and facilities greatly depends on how satisfied government employees are, which mainly depends on varies factor i.e., the way they are paid and allocated, how quickly they are promoted, how well they are trained, etc. Well payments and better facilities for the govt. employers inspire them to provide better service delivery for citizens. The findings of this study demonstrate that there are various types of problems and challenges in Bangladesh's public sector personnel administration. The civil service recruitment system is criticized because of its lengthy process, too much politicization in recruitment and police verification, etc. Promotional system is criticized as practice of biasness, partisanship, manipulation in ACR, etc. The training systems of govt. Personnel administration is found dissatisfactory as these training isn’t up to the mark, also the training content don't appear to bring advancement in the service. Additionally, training programs are don’t meet international standards due to the content and master trainer involvement, also there are lack of facilities to receive international training. Promotion or career advancement in the public sector rests more on seniority and interventions from peers and canvassers than it does on continued skill improvement and qualification attainment. By completing the recruitment process in a timely manner, rationalizing the pay structure, promoting on merit, and updating training, we can achieve modern, improved, qualified personnel administration in the public sector in Bangladesh that is capable of providing people with fast, efficient, effective, and better public service delivery.

Thank you to the Review of Public Personnel Administration Community

Thank you to the <i>Review of Public Personnel Administration</i> Community

Performance-oriented management and political appointment: the interaction effect on quality of government

ABSTRACT Previous studies suggest that reforms of public personnel administration, especially implemented under the initiatives of New Public Management (NPM), increase government efficiency, while bureaucratic politicization is negatively associated with organizational performance and expertise. Yet, few studies provide empirical evidence about the interaction effect between NPM reforms and bureaucratic politicization on government performance. This study focuses on performance-related pay (PRP) reforms in public personnel administration and examines how the relationship between PRP and quality of government changes depending on political appointment. Using cross-country data analysis, findings show that the adoption of PRP is associated with higher quality of government, but the effect is negatively conditioned on the level of political appointment. Where political appointment is low, countries with PRP reforms are more likely to be impartial, efficient, and responsive to changes, but PRP reforms may not be effective for quality of government, where political appointment is pervasive in the civil service.

Public personnel administration and human resource management paradigm on public service performance: Nigerian pendulum

Public personnel administration draws heavily from private personnel administration and using such knowledge for successful management within the permanent bureaucracy. Professional management of people in government is fundamental towards public service performance and the public good. From the nineteenth century and now public sector human resource management continuous to move away from the traditional personnel management approach and heading towards the new public management paradigm for improving public service performance. With 219 participants and by the exploratory research design, the result of the study indicates strong positive correlation between public personnel administration and public service performance. The study suggests that further study could examine the relationship between law making and its interpretation on public sector human resource management. It recommends that public personnel administration should learn more from the new public management approach to enhance effectiveness.

고려 후기 문신 유경(柳璥)의 정치활동 연구 - 유경과 무인집정·문신·국왕과의 정치적 관계를 중심으로 -

Ryu Gyung had Choi Hang(崔沆)’s wholehearted confidence as a fundamental member of Jeongbang(政房) in the period of Choi Hang’s political power. He had experienced political alienation, because of being an accomplice to the case of receiving stolenproperty of Song Gilyu(宋吉儒) who was a general, in the period of Choi Ui(崔竩)’s political power. Ryu Gyung caused a political upheaval in 1258, forming the anti-Choi Ui’s alliance power with Kim Jun(金俊) who was a commander of the Choi’s House Troops(家兵). Consequently, the Choi’s military power was collapsed. After political change, Ryu Gyung had taken power dominating Jeongbang, and had to do only public personnel admini-stration. At that time, he had tried to bring over to his side to military officials attached to Ungyanggun(鷹揚軍) that was a unit of palace guards(禁軍). Ryu Gyung was impeached by Kim Jun’s party on November in 1258. As the result, he handed over political power to Kim Jun who was the second rank of Wisagongsin(衛社功臣). In the period of Kim Jun’s political power, Ryu Gyung had compromised with Kim Jun. Therefore, he had leaded to seek high rank of public office. But, in the period of Im Yeon(林衍)’s political power, Ryu Gyung had encountered banishment, for criticizing Im Yeon as a petty character. Then, he bowed out of politics for a moment. <br>Ryu Gyung had seen plenty of civilian Kim Gu(金坵) and Ju Yeol(朱悅) who were hold up by him. He discussed to political issues with Kim Gu, Ju Yeol etc. Ryu Gyung had recommended Won Bu(元傅), Heo Gong(許珙), Choi Nyung(崔寧) and Won Gong-sik(元公植) etc who were excellent civilians. Out of them, Won Bu was a Ryu Gyung’s junior civilian who compiled Gojongsillok(高宗實錄) with Ryu Gyung. On the other hand, Heo Gong, Choi Nyung and Won Gong-sik who were called as three great nobles of Jeongbang, were political support foundation of Ryu Gyung. Ryu Gyung had served three times as an official examiner of Gwageo(科擧), limited to the period of Kim Jun’s political power. Yi Jon-bi(李尊庇), An Hyang(安珦), An Jeon(安戩) and Yi Hon (李混) were disciples of Ryu Gyung who were chosen by Ryu Gyung. These disciples had formed Jwaju(座主)-Munsaeng(門生) relation, looking up to Ryu Gyung as their teacher. <br>Ryu Gyung had King Gojong(高宗)’s great confidence and support, in compensation of the restoration in 1258. King Gojong died in Ryu Gyung’s mansion on in 1259. This is supposed to provide supporting evidence that Ryu Gyung maintained to cozy relationship with the monarch. Before death of King Gojong, it was assumed that Ryu Gyung had written to a royal message against succession to the throne, discussing with monarch. After enthronement of King Wonjong(元宗), the political relation Ryu Gyung and the monarch was amicable. In 1268, immediately after Mujinjeongbyun(戊辰政變), Ryu Gyung had criticized political participation of eunuches, Kim Gyung(金鏡) and Choi Eun(崔) etc who were henchmen of King Wonjong. On this account, he was banished to isolated island by royal command, becoming worse relationship with the monarch. Under the reign of King Chungryul (忠烈王), Ryu Gyung made a great contribution to solve peacefully the incident false accusation about Jeonghwagungju(貞和宮主) and Kim Bang-gyung(金方慶). Based on the imperative trust of King Chungryul, he had a prop role that defended unfavorable situation of Goryo dynasty that was incorporated into under Mongol empire’s rule.

Women in Public Administration: An Integrative Review

This article presents an integrative review of public administration research on the role of women in public agencies and public administration scholarship. The article reviews articles from Public Administration Review, Review of Public Personnel Administration, and Public Personnel Management that appeared on the topic between 1980 and 2018. It explores dominant research paradigms and absences such as attention to intersectionality and day-to-day work life and suggests avenues for future research.

People-governing Thoughts of Sambong Jeong-dojeon

본고는 먼저 조선건국 기획자였던 삼봉의 &#985172;朝鮮經國典&#985173;등의 저술과 &#985172;朝鮮王朝實錄&#985173;등에 남겨진 그의 조선 개국 전후의 治人觀의 흔적을 찾아보고 치인관의 특성과 현대 인사정책적 시사점을 제시하고자 한다.&#985172;朝鮮經國典&#985173;은 정도전의 융합사상적 정치 이론서이며, 조선 왕조 최초의 헌법적 성격을 띤다. 1394년(태조 3년) 3월에 완성하여 태조에게 바치자, 태조가 정치의 큰 기준으로 삼게 하고, 이 책을 금궤에 보관하게 하고, 정총(鄭摠)으로 하여금 서문을 짓게 하였다. 이로써 조선 왕조는 인치(人治)가 아닌 법치(法治)국가로 출발하게 되었다. 제2장에서는 치인관의 이론적 접근으로, 기존의 관련 학술지 분석, 필자의 선행 연구, 삼봉 관련 &#985172;朝鮮王朝實錄&#985173;의 분석 등 이론적 측면과 ‘실록’ 자료를 통한 실증적 방법을 병행하여 접근하였음을 밝혔다. 제3장은 &#985172;실록&#985173;의 관계 내용 분석으로, 삼봉에 관한 &#985172;朝鮮王朝實錄&#985173;의 기록은 모두 256건으로 태조(121), 정종(9), 태종(53) 등이나 본 고에서는 256편 중 직접 연관된 76건을 대상으로, 유교의 이념인 五常의 仁義禮智信 사례를 초점으로 분석하였다. 제4장은 치인관의 인사정책 시사점 측면으로, 삼봉의 융합적 치인사상에서 오늘의 정치사회의 제 문제들을 극복하기 위하여 어떻게 접근하고 치유할 것인가를 특히 그의 三敎融合的 철학과 성리학, 사공학, 경세학의 融合的 제도창출에서 시사점, 사회적 활용방안을 제시하였다. 제5장 결론에서는 연구의 의의와 한계 및 후속연구과제를 제시하였다. 본 연구의 차별성은 조선 개국기 통치 철학과 주요 내용을 일부분 인지할 수 있는 삼봉의 저술과 행적, 정치 행정사상적 효과를 살피고, 유학, 도학, 불교적 색채를 띠는 삼봉의 융합사상을 토대로 한 治人 사례와 효과를 분석했다는 점이다.This paper is organized as follows. The first section clarifies research questions, the purpose of study and methodology about modern implication of People-governing Thoughts of Sambong Jeong-dojeon. The second section deals with methods of study, literature review, previous research and theoretical background of modern implication of Sambong s people-governing thoughts. The third section analysed Ohsang(五常, the five constant virtues) : benevolence(仁), righteousness(義), propriety(禮), knowledge(智), and sincerity(信)) cases in the Annals of the Joseon Dynasty(&#985172;朝鮮王朝實錄&#985173;). The cases are seventy six. The forth section suggests implication of public personnel policy. Those implications are theoretical implication of public personnel policy, blockchain democracy & government & convergence, citizen participation, so forth. There are the social use & cases of modern implication of Sambong s people-governing thoughts. The paper suggested research effect & limitations of effect analysis of their bureaucratic behavior in the early era of the Chosun dynasty. There were some suggestion & expectation effect of the study. The distintion of this paper found Sambong s writing, historical tracks, political and public personnel administration effect and his convergence thoughts about Confucianism, Taoism and Buddhism.

TÜRKİYE DE MİLLİ EĞİTİM BAKANLIĞINDA ÖĞRETMEN İSTİHDAMI

The financial crisis that all the world entered in the 1980’s affected also the field of public personnel administration and created the working forms that we define as “flexible employment” the present. It is possible to see flexible employment species in different fields in the public. The field of education is also one of them and even the most important. The importance of education, It is crucial in terms of raising young generations who will make decisions about the future of the country. In the course of time in Turkey, Ministry of National Education made compact and important changes in educational policy. In the current situation, in the field of education, five different teacher employment models are implemented to be on the point of being permanent, contractual, paid, substitute and military teacher. The purpose of this study is by analysing this five different teacher employment models both flexibility and make comparisons in terms of Turkey's requirements and come up for discussion by identifying the major problem areas are encountered in practice.

Behavioral Public HR: Experimental Evidence on Cognitive Biases and Debiasing Interventions

We draw on behavioral science to investigate a set of decisions that may have an impact on public human resource management, thus affecting public service provision. Our survey-in-the-field-experiment with the nursing personnel of a local health authority showed that respondents’ decisions in the area of health care operations management were affected by social pressures (bandwagoning), the presence of a decoy option, and the framing of alternatives. Anchoring and halo effects severely biased the assessment of subordinates’ performance. Decisions in the domain of health policies were influenced by denominator neglect and zero-risk bias. Debiasing interventions eliminated the bandwagoning and framing effects. Being midway between abstract and un-testable grand theories and data-driven testable hypotheses, our findings advance behavioral human resource (HR) as a fruitful middle range theory in public personnel administration. Normative implications for scholars and practitioners about the power of the architecture of choices are discussed.

Book review: Joseph N. Cayer and Meghna Sabharwal, Public Personnel Administration: Managing Human Capital

Joseph N. Cayer and Meghna Sabharwal, Public Personnel Administration: Managing Human Capital (6th edition). San Diego, CA: Birkdale Publishers, 2016, 348 pp. $50–$60 USD.

Heffernan v. City of Paterson (2016): A New Element in Constitutional Tort Law—It’s Not Necessarily What the Public Employer Did, but What It Intended to Do That Counts

Heffernan v. City of Paterson, Mayor Jose Torres, Police Chief James Wittig, and Police Director Michael Walker modified and expanded constitutional tort law by (a) authorizing suits against public officials, employees, and municipalities for unconstitutionally retaliating against personnel on the mistaken belief that they engaged in constitutionally protected speech and (b) allowing such suits to proceed even when those personnel deny having exercised First Amendment rights. Heffernan also affords procedural protection to public employees disciplined for what was incorrectly considered protected speech. The implications for public personnel administration are (a) potentially greater difficulty for personnelists and managers to receive qualified immunity in summary judgments, (b) potential liability for a new type of constitutional tort with uncertain boundaries, and (c) and, unexpectedly, judicial intrusion into personnel administration by judges’ second-guessing the reasonableness of managerial actions based on erroneous assessments of the constitutionality of employees’ speech. Consequently, public personnelists and managers should closely follow Heffernan’s progeny to protect rights and avoid suits.

Mixed-Methods Inquiry in Public Administration: The Interaction of Theory, Methodology, and Praxis

Although the methods wars that were entrenched in most of the social science disciplines well into the 1990s have purportedly ceased, methodological diversity remains rare in public administration. We suggest that the productive interaction between methods, theory, and praxis in the field of public administration requires further methodological integration. Through a review of articles published in Review of Public Personnel Administration ( ROPPA) since 2011, we show that the promise of mixed-methods design has not fully materialized. We explore avenues for implementing mixed-methods research designs that are particularly appropriate for examining the behavior and motivations of public service personnel by identifying examples of articles in ROPPA that used a single-method approach but could have usefully leveraged a diversity of methods to answer their primary research question. We then support our case for the use of integrated mixed-methods with a study of the institutionalization of a performance assessment system in an international organization.

Female participation and corruption in the public sector

The purpose of this study is to contribute toward building an empirical foundation for enhanced female participation in the public sector. Specifically, this article provides empirical evidence on how female participation affects corruption level in the public sector with ordinary least square (OLS) and generalized least squares (GLS) analyses of 120 countries using panel data (from 2000 to 2010), with increased statistical validity. The results of the analyses show that female participation lowers the level of corruption in the public sector. This implies that public personnel administration, especially human resource planning, needs to be strategically designed to increase female participation from a corruption control perspective.

Corrigendum

Choi, S. (2013). Demographic Diversity of Managers and Employee Job Satisfaction: Empirical Analysis of the Federal Case. Review of Public Personnel Administration, 33, 275-298. (Original DOI: 10.1177/0734371X12453054 ).

It’s Been a Long Time Comin’

This article provides a decade by decade examination of major themes in the public personnel literature as published in two leading journals: Public Administration Review and Review of Public Personnel Administration. The article also highlights research addressing issues related to the Civil Rights Act of 1964.

A Much-Needed Comparative Assessment of Civil Service Systems

Public Administration ReviewVolume 71, Issue 6 p. 937-938 A Much-Needed Comparative Assessment of Civil Service Systems R. Paul Battaglio Jr., Corresponding Author R. Paul Battaglio Jr. University of Texas at DallasR. Paul Battaglio, Jr., is an associate professor in the Public Affairs Program at the University of Texas at Dallas and managing editor of the Review of Public Personnel Administration. His research interests include public opinion and public policy, privatization, and public human resource management. His work has appeared in Public Administration Review, Review of Public Personnel Administration, Journal of Public Administration Research and Theory, and American Review of Public Administration.E-mail:battaglio@utdallas.eduSearch for more papers by this author R. Paul Battaglio Jr., Corresponding Author R. Paul Battaglio Jr. University of Texas at DallasR. Paul Battaglio, Jr., is an associate professor in the Public Affairs Program at the University of Texas at Dallas and managing editor of the Review of Public Personnel Administration. His research interests include public opinion and public policy, privatization, and public human resource management. His work has appeared in Public Administration Review, Review of Public Personnel Administration, Journal of Public Administration Research and Theory, and American Review of Public Administration.E-mail:battaglio@utdallas.eduSearch for more papers by this author First published: 14 November 2011 https://doi.org/10.1111/j.1540-6210.2011.02442.xRead the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat No abstract is available for this article. Volume71, Issue6November/December 2011Pages 937-938 RelatedInformation

Civil Service Reform Under George W. Bush: Ideology, Politics, and Public Personnel Administration

This article focuses on the George W. Bush administration’s failed effort to impose radical personnel reforms on the Department of Homeland Security and the Department of Defense in the wake of the September 11, 2001, terrorist attacks. We use an analytical framework suggesting three overlapping primary reasons for reform: (a) technical concerns, (b) ideological beliefs, and (c) a desire by the executive to enhance political control. The results of our analysis show that, whereas motivations for the Bush reforms were mixed, changes advocated by the administration were largely politically and ideologically motivated. As a result, they met stiff resistance from stakeholders, particularly federal employee unions and their supporters in Congress, and the reforms were ultimately scuttled. One lesson from this experience is that reformers should avoid radical changes to personnel systems based largely on ideological and political preferences. Reforms that are more incremental in nature and grounded more firmly on technical matters related to the implementation of core personnel functions will, in our view, be more likely to succeed. Yet a conundrum exists: if presidential scholars are correct, even these types of reforms may be held hostage by proposals that reflect the views of partisans unwilling to compromise in what appears to be an enduring era of polarized politics in Washington.

Book Review Editorial

Would anyone like to review Paul Van Riper’s History of the United States Civil Service to commemorate its 50th year in print? We are the new editorial team for the book review section of ROPPA, and we would like to introduce ourselves and our vision for the section. Mark Bradbury is an assistant professor at Appalachian State University and teaches undergraduate and MPA courses in public administration and human resources management. Jerrell Coggburn is an associate professor and chair of public administration in the School of Public and International Affairs at North Carolina State University and teaches administrative ethics and human resource management. Both of us have published on HR-related topics in a variety of journals, including ROPPA. Mark and Jerrell will jointly manage the book review section and may be contacting you soon with a request to submit a review. We hope to receive reviews from a variety of authors, including senior scholars, junior faculty members, practitioners, and doctoral students. Similarly, we would like to expand the notion of the types of resources that will be reviewed in the section. We identify four distinct categories of resources. First, the most common resource reviewed has been, and will continue to be, books that can be used as supplements in undergraduate and graduate courses on public personnel and human resource administration. The ROPPA book review section is designed to identify, and draw attention to, manuscript-length discussions of essential HRM topics, and we will continue to have it serve this function. Second, we would like to include a greater number of textbook reviews. There are numerous core texts on public HRM, and we believe that ROPPA is the ideal outlet for reviews to assist instructors in identifying texts that best fit their teaching strategy and orientation to the field. The last two types of recourses are not traditionally included in book review sections, but we believe that both should be included in ROPPA as public HRM matures as both a professionalized field of practice and a rigorous field of research.

A Strategic Agenda for Public Human Resource Management Research

This article develops a strategic research agenda for public human resource management. The agenda originates from the perception that research about public human resources has matured during the Review of Public Personnel Administration’s 30 years of publication and now is an appropriate juncture to initiate an intentional and strategic agenda. The author identifies criteria for developing a strategic research agenda that seeks to advance useable knowledge about public human resource management, build theory, and mark out content distinctive to public institutions. The article inventories research as reported by the Review of Public Personnel Administration and two other leading human resource management journals. These inventories help to anchor the agenda in timely issues and to triangulate on distinctively public issues. The article concludes with five priority research agenda based on the criteria the author developed and the inventory of research: direct compensation, motivation, culture and political context, efficacy and effectiveness, and training and development.

Thirty Years of ROPPA: Past Trends and Future Prospects

In the fall of 1980, the inaugural issue of the Review of Public Personnel Administration was published. This symposium celebrates the 30-year anniversary of ROPPA. The articles in the symposium look back and forward to take stock of the current state of the public human resource management (HRM) field. This introduction reviews publishing trends in the journal over the past 30 years, including the contributions of editors and authors, the subject matter of articles published in the journal, the most frequent contributors, and the Review of Public Personnel Administration’s impact. The introduction concludes with highlights from the five articles appearing in this symposium and their focus on critical issues in the field, including a strategic research agenda for HRM, workforce diversity, performance-based pay, labor—management relations, and public HRM education.