Public Sector Context Research Articles

Organizational culture and organizational performance in the Palestinian public sector: The mediating role of employee engagement

This study aims to investigate the impact of organizational culture on organizational performance and the mediating role of employee engagement in the Palestinian Ministry of Transportation (MOT). The role of organizational culture and employee engagement in leveraging organizational performance provided impetus for this study. Prior research minimally investigated the relationship between these variables in public sector contexts. The study used a questionnaire to collect data from a sample of (294) MOT employees adopting the simple random sampling method. The questionnaire adopted Denison’s Organizational Culture Model (DOCS) to measure organizational culture and the Utrecht Work Engagement Survey (UWES) to assess employee engagement. SPSS and SMARTPLS4 were used to analyze the primary data. The variables of the study have a moderate level in MOT. The study revealed that organizational culture has a positive effect on employee engagement and organizational performance. Also, employee engagement has a significant positive impact on organizational performance. The study showed that employee engagement has no mediating role in the effect of organizational culture on organizational performance. The study implies the strong impact organizational culture has on performance. It recommended that MOT leaders and managers strengthen their organization’s culture by involving employees, fostering consistency, and enhancing employee engagement to improve organizational performance. Keywords: Organizational Culture, Organizational Performance, Employee Engagement.

The impact of ethical leadership and code of ethics on employee integrity, mediated by job satisfaction in Uganda’s public sector

PurposeThis study examines the relationships between ethical leadership, code of ethics, job satisfaction and employee integrity in Uganda’s public sector. Specifically, it investigates the direct effects of ethical leadership and code of ethics on integrity and explores job satisfaction’s mediating role in these relationships.Design/methodology/approachThe research employed a three-wave survey of 600 Ugandan public sector employees. Data collection occurred from November to December 2020. The final sample consisted of 398 respondents, with a response rate of 66.3%. Data were analyzed using SPSS and AMOS 23.0 for structural equation modeling.FindingsResults confirmed that ethical leadership and the code of ethics positively relate to employee integrity. Additionally, job satisfaction was found to positively relate to integrity. Importantly, job satisfaction mediates the relationships between both ethical leadership and integrity and between the code of ethics and integrity.Practical implicationsThe findings suggest that public sector organizations should enhance ethical leadership practices and implement strong codes of ethics to foster employee integrity. Moreover, boosting job satisfaction can further strengthen the positive effects of leadership and ethics on integrity.Originality/valueThis study adds to the limited research on the mediating role of job satisfaction in the ethical leadership-integrity and code of ethics-integrity relationships, particularly in the public sector context of a developing country like Uganda.

Enhancing Public Sector IT Governance through COBIT 2019: A Case Study on Service Continuity and Data Management in the Central Lombok

This study evaluates the IT governance maturity of the Central Lombok Civil Service Police Unit (Satpol PP) using the COBIT 2019 framework, focusing on improving service continuity and data security in a resource-constrained public sector context. The assessment, conducted across key domains such as service delivery, data security, and compliance, revealed that Satpol PP operates at Level 3 (Defined) maturity. While processes are documented and standardized, significant gaps remain in automation, proactive risk management, and real-time monitoring. These limitations hinder the organization's ability to optimize service continuity and safeguard sensitive data effectively. The study emphasizes the innovative application of COBIT 2019 in a resource-limited environment, demonstrating how the framework can be adapted to prioritize immediate needs while progressively advancing IT governance maturity. Key recommendations include automating monitoring systems, enhancing data security protocols, and implementing proactive risk management strategies. These findings contribute valuable insights into the challenges and solutions for IT governance in public institutions, providing a replicable model for similar organizations. Future research should explore the long-term impacts of these recommendations on IT governance maturity and service efficiency in other public sector contexts.

Nexus of employability, work climate, and service charter’s effectiveness: USEM model and self-determination theory perspective

Abstract This study aims to understand how ‘employability’ factors and ‘work climate’ affect the effective implementation of service charter protocols in the public sector context. The study employed a quantitative method anchored on the Understanding-Skillfulness-Efficacy belief-metacognition (USEM) model and self-determination theory, utilising the convenience sampling method in surveying 402 graduate employees of the civil service in Ghana. The findings confirm that skillfulness, efficacy belief, and metacognition employability elements derived from the USEM employability model significantly influence the service charter’s effectiveness. Meanwhile, ‘work climate’ significantly moderates the ‘efficacy-belief-service charters’ effectiveness (SCE)’ relationship. However, understanding the subject matter did not significantly impact SCE. This study makes a novel contribution to the services literature by addressing how ‘employability’ elements and ‘work climate’ interact to influence service charters’ effectiveness, an area of study needing more attention in services literature.

Understanding Information System Continuance Intention In The Indonesian Public Sector

Employing the framework of the Expectation Confirmation Model within the Indonesian public sector context. This research endeavoured to explore the impact of satisfaction, self-efficacy, perceived usefulness, enjoyment, and confirmation on the continuance intention of information systems. The study engaged 436 employees from the Indonesian State Revenue Organization as participants. Utilizing a 7-point Likert scale, online surveys were administered to collect data, subsequently subjected to analysis employing Lisrel 8.8 and Structural Equation Modelling (SEM). The results suggested that self-efficacy and confirmation were strong predictors of perceived usefulness. There existed a strong and positive association between confirmation and satisfaction, perceived usefulness and satisfaction as well as enjoyment and satisfaction. Satisfaction acted as a partial mediation variable between perceived usefulness and continuance intention as well as between enjoyment and continuance intention. Hereafter, the relationship between self-efficacy and continuance intention was influenced by perceived usefulness as the indirect-only mediator. In addition, the relationship between confirmation and continuance intention was influenced by satisfaction as the indirect-only mediator. Ultimately, the continuance intention in information systems was strongly associated with satisfaction, enjoyment, and perceived usefulness

Impact of Human Capital and Structural Capital on Competitive Advantage: Evidence from Indonesian Provincial Government Institutions

Purpose: This study investigates the influence of human capital, structural capital, and knowledge management on competitive advantage within the North Sulawesi Provincial Government, Indonesia. It aims to understand whether knowledge management mediates the relationship between human capital, structural capital, and competitive advantage in the context of public sector organizations. Theoretical Reference: The research is grounded in the Knowledge-Based View (KBV) theory, which postulates that knowledge is a critical resource for competitive advantage. It also explores the role of intellectual capital (human and structural capital) as sources of knowledge and their interplay with knowledge management. Method: A quantitative approach was utilized, involving 147 public officers from seven departments under the North Sulawesi Provincial Government. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS 3.0 software. Results and Conclusion: The findings indicate that: Human capital positively impacts competitive advantage. Structural capital does not directly influence competitive advantage but has a significant effect through the mediation of knowledge management. Knowledge management positively affects competitive advantage and mediates the relationship between structural capital and competitive advantage. However, it does not mediate the relationship between human capital and competitive advantage.These results highlight the critical role of knowledge management in leveraging structural capital for competitive advantage in public sector organizations. Implications of Research: Theoretical Implications: The study contributes to the literature on intellectual capital and competitive advantage in public sector contexts, providing novel insights into the mediating role of knowledge management. Practical Implications: Policymakers should focus on enhancing human capital, improving structural capital, and fostering effective knowledge management processes to boost the competitive advantage of public sector organizations. Originality/Value: This research addresses a gap in understanding competitive advantage within Indonesian public institutions by examining intangible resources and knowledge management. It provides a unique perspective on public sector competitiveness, particularly in the context of regional government institutions in North Sulawesi.

Role of Ethical Leadership, Corporate Culture, Employee Empowerment, and Organizational Commitment on Employee Productivity: Case Study of State Owned Enterprise Employee

This study investigates the influence of ethical leadership, corporate culture, employee empowerment, and organizational commitment on employee productivity within a State-Owned Enterprise (SOE). Using a sample of 300 employees, data were analyzed through descriptive statistics, reliability testing, correlation analysis, and regression analysis. The findings indicate that all four factors significantly enhance employee productivity, with organizational commitment having the strongest impact. Ethical leadership was also found to influence productivity indirectly through organizational commitment, while corporate culture moderated the relationship between leadership and productivity. Employee empowerment was shown to further improve productivity by granting greater autonomy and responsibility to employees. These results suggest that SOEs can enhance employee productivity by fostering ethical leadership, a supportive corporate culture, empowering employees, and building organizational commitment. The study provides valuable insights for SOEs aiming to improve performance in a public-sector context.

Mediation Effect of Employee Engagement on the Relationship Between Employee Relations and Organizational Performance

Research Aims: This study examines the mediating role of employee engagement in the relationship between employee relations and organizational performance within a public-sector context in Ghana. Design/methodology/approach: Using a cross-sectional explanatory design, data was collected from 171 employees in the public-sector through a structured questionnaire. The study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the developed hypotheses. Research Findings: The findings reveal that employee relations significantly influence both employee engagement and organizational performance. Moreover, employee engagement mediates the relationship between employee relations and organizational performance, indicating that creating strong employee relations enhances engagement, which in turn improves organizational performance. Theoretical Contribution/Originality: The study's originality lies in its focus on the public sector in Ghana, providing valuable knowledge that could guide human resource strategies aimed at improving organizational performance through enhanced employee engagement and relations. This research contributes to the literature by exploring the under-investigated role of employee engagement as a mediator in the relationship between employee relations and organizational performance, particularly in the public sector of a developing country.

Strategizing under conditions of Weberian bureaucracy and ethnic consociationalism

AbstractThis study employs a single embedded case study design to investigate strategizing processes under conditions of Weberian bureaucracy and ethnic consociationalism. Drawing from a blend of secondary and primary sources, including semi‐structured interviews, observations, and focus group discussions, we harness thematic and narrative qualitative analysis for generating knowledge about strategizing processes under conditions of Weberian bureaucracy and ethnic consociationalism, as apparent in an African public sector context, through the study of the case of The Gambia Ministry of Basic and Secondary Education. The article contributes to understanding the dynamics of strategizing processes, offering insights that can enhance strategizing practices in similar contexts.

Variable RTS in hierarchical network DEA: Enhancing efficiency in higher education systems

This study presents a novel approach to Network Data Envelopment Analysis (DEA) by introducing “Returns to Scale (RTS) separation” within a hierarchical network DEA framework. Traditional DEA models, which often assume constant RTS, face limitations when analysing complex multi-functional structures. The proposed method, Variable RTS in Hierarchical Network DEA (VRS-HNDEA), addresses these limitations by integrating variable RTS, enabling a detailed efficiency analysis across hierarchical systems with heterogeneous sub-units. By utilising free variables, this model establishes distinct efficiency planes for simultaneous benchmarking of diverse subsystems, yielding a global efficiency frontier through the Minkowski addition of sub-system sets and analysed using an input-oriented enveloped form. Applied specifically to the higher education sector, the VRS-HNDEA model provides insights into the operational efficiency of various academic functions, including teaching, research, and administration. Key findings from this application demonstrate the model's ability to capture efficiency variations across hierarchical levels, supporting nuanced decisions on resource allocation and scale optimization. This framework, with its capability to recognise scale diversity across sub-systems, offers a significant tool for enhancing efficiency assessment in multi-layered public sector contexts, such as higher education, where comprehensive resource management is crucial.

Studying Up Public Sector AI: How Networks of Power Relations Shape Agency Decisions Around AI Design and Use

As public sector agencies rapidly introduce new AI tools in high-stakes domains like social services, it becomes critical to understand how decisions to adopt these tools are made in practice. We borrow from the anthropological practice to "study up" those in positions of power, and reorient our study of public sector AI around those who have the power and responsibility to make decisions about the role that AI tools will play in their agency. Through semi-structured interviews and design activities with 16 agency decision-makers, we examine how decisions about AI design and adoption are influenced by their interactions with and assumptions about other actors within these agencies (e.g., frontline workers and agency leaders), as well as those above (legal systems and contracted companies), and below (impacted communities). By centering these networks of power relations, our findings shed light on how infrastructural, legal, and social factors create barriers and disincentives to the involvement of a broader range of stakeholders in decisions about AI design and adoption. Agency decision-makers desired more practical support for stakeholder involvement around public sector AI to help overcome the knowledge and power differentials they perceived between them and other stakeholders (e.g., frontline workers and impacted community members). Building on these findings, we discuss implications for future research and policy around actualizing participatory AI approaches in public sector contexts.

Seeing the Forest for the Trees: The role of Growth-Oriented Leadership in Shaping Public Servants’ Work Experiences in the Post-NPM Environment

In recent years, growth-oriented leadership (GOL) has come to the fore as a salient predictor of positive employee outcomes in public sector contexts. This empirical paper examines the role of GOL in shaping perceptions of quantitative demands as a product of an evolved New Public Management (NPM) context and the subsequent impact on stress and well-being for 419 local government employees working in Western Australia. While latent in previous GOL-oriented studies, this paper is the first to explore the intersection of GOL and quantitative demands, noting that the former has an established positive effect on employee wellbeing, and the opposite case for the latter. Drawing on the challenge-hindrance framework, this article argues that GOL helps to shape employees’ primary appraisals of demands as challenges, rather than hindrances, in the post-NPM environment. The results indicate strong, direct negative relationships linking GOL with quantitative demands and stress, and a strong positive relationship between GOL and well-being. This study establishes GOL as a relevant capability for public leaders in supporting employees to deal effectively with public service demands and subsequently grow. Understanding how leadership capability, and particularly GOL, can shape the employee experience is important in ensuring the effective delivery of public services.

Cross‐Domain Information Integration in Government: Hierarchies and Responsibilities

ABSTRACTCross‐domain integration of information is increasingly identified as a priority across public sector contexts because (in theory) it enables the use of more information, including information from groups and communities historically excluded from public sector decision making. In this paper, we reject the tendency to take ‘integration’ for granted, arguing the need to position cross‐domain integration as an information practice, and conducting mixed methods thematic analysis of government strategic documents to validate the utility of this approach. We find that depending on the type of information proposed to be integrated — digital data versus the knowledge of peoples and communities — our sample of Canadian government institutions treats cross‐domain integration with differing levels of procedural rigour and detail. Reflecting ASIS&T 2024 themes of prioritizing responsibility and reflexivity in information practice, and of cultivating community partnerships through practice, not merely in name, we discuss the information hierarchies that emerge in the cross‐domain information integration in government and the associated impacts on stakeholder communities.

The Roles of Corporate Social Responsibility and Perceived Organizational Support on Employee Loyalty in the Vietnamese Public Sector

Employee loyalty is crucial for an organization’s success, especially during economic recovery after the COVID-19 pandemic. This research aims to develop a framework of employee loyalty for the public sector, examining the relationship between corporate social responsibilities (CSR), perceived organizational support (POS), organizational identification, and employee well-being. The research addresses the gap in the literature on employee loyalty in public sector organizations and provides valuable insights into the mediating roles of employee well-being and organizational identification in enhancing employee loyalty in the Vietnamese public sector. The findings of this study showed that both CSR and POS positively impact organizational identification and employee well-being. Also, organizational identification and employee well-being play mediating roles in the relationship between CSR, POS, and employee loyalty. However, there is an insignificant relationship between POS and employee loyalty in the Vietnam public sector context. By combining both social identity theory and organizational support theory perspectives, this research offers a more integrated and holistic approach to understanding the path from CSR and POS to employee loyalty, providing managers and policymakers with a more concrete perception of the value and role of CSR and POS in building long-term trustworthy relationships with employees.

Investigating the Relationship among Organizational Culture, Job Motivation, Organizational Citizenship Behaviour, and Job Performance: Indonesian Public Sector Context

The inadequate performance of Indonesia’s public sector is demonstrated by the decline in ranking on the Global Competitiveness Index from 2017 to 2019 and the lack of research on OCB in the public sector, considering that most studies focus on the private sector. The objective of this study is to explore the correlation between organizational culture, work motivation, work performance, and organizational citizenship behavior (OCB) within Indonesia’s public sector organizations. By using Structural Equation Modeling Partial Least Square (SEM-PLS), data from 189 public sector respondents were analyzed. The research tool was verified using tests for convergent validity, construct validity, and discriminant validity. The results indicate that organizational culture impacts job performance, OCB, and job motivation positively and significantly. Job motivation also has a positive and significant influence on OCB but is not significant in relation to job performance. Additionally, OCB positively and significantly affects job performance. This research addresses a gap in the existing literature by presenting a fresh perspective on the relationship between these factors within the public sector. The results of this study expand upon previous investigations and offer valuable insights for professionals seeking to enhance organizational performance in the public sector, particularly in terms of effectively implementing organizational culture and motivation strategies.

KEY DETERMINANTS OF GOVERNMENT AUDITOR’S BEHAVIOUR TO ADOPT BIG DATA ANALYTICS IN AUDIT PRACTICE

<p><strong>Background</strong>: Despite the increasing adoption of big data and Big Data Analytics (BDA) in the business world, the accounting and audit profession is considered slow in taking advantage of these innovative developments. Government auditors play an important role indirectly in improving good governance. The use of BDA in government audits has been carried out in Indonesia since 2020. However, because its use is not mandatory, not all government auditors use the application.</p><p><strong>Objective</strong>: This research investigates the key determinants that drive government auditors' behaviour to adopt BDA technology in audit practice, especially in the Indonesian context, with a focus on the Indonesian Supreme Audit Agency (SAA).</p><p><strong>Research Method: </strong>This study was conducted through a questionnaire survey involving 126 government auditors in Indonesia. Meanwhile, research data was analyzed using the Structural Equation Modelling - Partial Least Square method (SEM-PLS).</p><p><strong>Research Results</strong>: Research findings show that performance expectancy and effort expectancy have a direct influence on auditors' intentions to use BDA techniques at SAA. Meanwhile, the auditor's intention to use BDA techniques has a significant effect on Actual Use.</p><p><strong>Originality/Novelty of Research: </strong>This research addresses the gap about<strong> </strong>factors that encourage auditors' behaviour to adopt BDA technology in audit practice, especially in public sector context.</p><p> </p>

Review of Human Resource Management in the Field of Public Management and Public Administration

The goal of this research is to elevate the importance of Human Resources Management within public management and administration. Many empirical studies published in academic journals between 2000 and 2019 corroborate this aim. The study's outcomes underscore variations among different disciplines and pinpoint shortcomings in particular nations. Furthermore, the findings provide directions for future research endeavors, proposing alternative theories, frameworks, research methodologies, and approaches to enhance the pertinence of Human Resources Management research in public sector contexts.

Intrinsic satisfaction and turnover intentions: the moderating roles of collegial and managerial values congruence

PurposeThis paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).Design/methodology/approachThe study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.FindingsOur results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.Research limitations/implicationsThe study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.Practical implicationsUnderstanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.Originality/valueThis study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.

Exploring middle manager’s identity as strategists within a public sector organisation: a multi-level perspective

PurposeAmidst calls for more research that combines the concepts of identity and strategy, particularly in a public sector context, this study explored the identity dynamics between two groups of managers within a multi-level perspective in a government department. The aim of this study is to provide a dynamic and holistic view of how middle manager identity is experienced and how best to utilise middle managers and their abilities.Design/methodology/approachThrough a practice-based perspective, the study used a case study design, and 26 in-depth interviews were conducted with 2 groups, namely directors and middle managers.FindingsFindings revealed that, whilst participating middle managers were viewed as critical strategists, there was a misalignment of expectations between directors and middle managers, and this reflected an ambiguous and complex environment where middle managers were situated. The findings also reflected tensions and power dynamics evident between middle managers and their direct supervisors, and these shaped the way in which middle managers responded to or were influenced by such tensions. Our research confirms the dynamic nature of identity at a multi-level perspective.Practical implicationsThe findings of the current study may be useful in providing insight into how middle managers can be utilised to the best of their ability within a public sector department.Originality/valueThe study contributes to strategy-identity studies using a practice-oriented lens in an under-explored government context. We present a better understanding of the reciprocal tensions and inter-relationships between identity and strategy from the perspective of two levels and explore how this affects strategy practices and processes.

The effect of debt intensity on the asymmetric cost behavior: empirical evidence from local governments

PurposeThis study explores the relationship between debt intensity and cost stickiness at the local government level, a setting characterized by the existence of debt constraints and political influence.Design/methodology/approachBuilding on a theoretical framework informed by the concepts of coercive isomorphism and accountability, the present study focuses on Greek municipalities and applies Anderson et al.’s (2003) extended methodology, as reviewed by Banker and Byzalov (2014), in a sample of 1,366 municipality year observations for the period 2011–2020.FindingsThe results indicate that the degree of cost asymmetry is negatively associated with debt intensity. Periods before elections present the same picture. This negative relationship becomes insignificant in the case of large municipalities, which probably require more resources to support their operations and incur higher adjustment costs for reducing resources. These findings are robust to use alternative types of expenses associated with cost stickiness and a battery of control variables.Originality/valueLittle is known about the impact of debt level and financial constraints on cost behavior in the public sector context. This study takes a fresh look at the relationship between municipal debt structure and cost stickiness, adding to the understanding of cost behavior considering the debt level, financial constraints, resource-adjustment costs and the underlying managerial behavior.