Public Sector Employees Research Articles

The effect of person-organization fit, person-job fit, and organizational commitment on organizational citizenship behavior: Evidence from employees in the Indonesia public sector

This research aims to analyze the effect of person-organization fit, person-job fit, and organizational commitment toward organizational citizenship behavior. The samples in this research were 105 employees in the Indonesian public sector with a minimum period of working in the organization for one year. This study used a quantitative approach. Data was collected via online form. The data analysis used to test the hypothesis is multiple regression analysis with IBM SPSS Statistics 25 software. The results of this study indicated that person-organization fit, person-job fit, and organizational commitment had a positive and significant effect on organizational citizenship behavior.

Organizational Citizenship Behavior in the Context of Leadership Style: A Case of Public Sector Organizations in Balochistan

Leadership always remains a debatable topic among researchers for decades. Leadership plays a vital role in the development of any organization. Employees of the organization are affected by several factors, but leadership is the most prominent among them. This study examines the impact of transformational and transactional leadership on follower citizenship behaviour in the public sector organization of Balochistan. Furthermore, this study also explores how this leadership behaviour is transformed into the followers. A purposive sampling technique was used to collect data from the 460 public sector employees across the Balochistan province. Data were analyzed via SmartPLS. Results show that both transformational and transactional leadership styles are effective in the context of public sector organizations in Balochistan. The result also says that this leadership style will first engage the followers and satisfy them with their job. When the first condition is achieved with time, this satisfaction and engagement will bring citizenship behaviour to the followers.

The Relationship between Human Resource Management Practices and Employees’ Loyalty of the Nigerian Public Sector

Employee loyalty plays a significant role in the organizational development as well as economic growth around the word. The main purpose of this study is to investigate the relationship between human resource management practices (HRMP), and employee loyalty (EL) in Nigeria public sector. A proposed human resource management practices model the influences employees’ loyalty measures were formulated and tested. This study adopts quantitative research approach. Survey, using questionnaire, was conducted to obtained data from 500 public sector employees in Lagos state Nigeria. Structural Equation Modelling analysis using AMOS version 22 was conducted to determine the direct effects of HRM on employee loyalty. The findings reveal that there is a strong causal relationship between HRM practices and employee loyalty in Lagos state public sector. This study recommends that future research should consider using longitudinal mixed method research design to study relationship between HRM practices, workplace spirituality and employee loyalty. Thus, findings of this research

Curbing the Plague of Nepotism by Improving Job ‎Performance

Nepotism is considered an ugly feature of corruption and is currently one of ‎the most common plagues ‎in the Syrian economy. The ‎infestation of nepotism in public sector ‎organizations is causing a major ‎setback to the much-needed growth. This study examines ‎the effect of ‎nepotism on employee performance in the Syrian public sector and how the ‎‎training and development of employees can curb this issue. Data were ‎collected from the General ‎Organization of Tobacco in Latakia, Syria‎. A total of 280 ‎questionnaires were distributed ‎among the organization’s staff, and Regression Analysis was applied to test the hypotheses. The ‎‎findings showed that the Syrian public sector employees were conscious of the undesirable ‎effects of nepotism ‎on job performance. In addition, employees who have the chance to participate in training and development ‎programs tend to increase their job performance. ‎Finally, the result indicates that nepotism has a ‎noteworthy harmful impact on employee training and development in the Syrian public sector. ‎The current results ‎contribute valuable information to the existing literature on human resources.

The Impact of Managers' Behaviors on the Perceptions of Public Sector Employees According to Their Personal Characteristics

The purpose of the study is to the analysis of managers’ authority according to the demographic characteristics of employees, identify the acceptance rate for participants regarding the study questionnaires, and determine the relationship between the demographic characteristics of participants and question items. The study was a descriptive cross-sectional design; data were collected from the different organizations in Iraq/Erbil city from July 1st to 15 December 2021. The researcher distributed 600 questionnaires form; 20 questionnaires were missing. The study's sample size was 580 individuals since 580 questionnaires were received and completed correctly. The findings of the study indicated that the employees' response in Iraqi organizations is high in the averages of all questions, resulting in a rise in managers' efficiency in making decisions at the management level, taking into consideration the views of employees in new task decisions. Employees trust their managers because they encourage them to take initiative, innovate, and proactively solve problems, as well as allowing them the freedom to work independently and make their own decisions. The findings of the study recommended that managers should make an effort to establish a good rapport with their staff members, communicate honestly and freely, and show empathy, managers should serve as role models for their staff.

Реформування оплати праці працівників бюджетної сфери в Україні

Socio-economic instability in Ukraine is accompanied by contradictions in payments to employees, which negatively affects work efficiency and motivation. Moreover, the issue of remuneration in the public sector is the most urgent for the country, since the principles of its financing mainly at the expense of the budget, and the imperfection of its formation mechanisms are the reasons for the lack of correlation between the qualifications of employees and the level of remuneration, the increase in poverty among employees, and other negative consequences. The above prioritizes the substantiation of the theoretical and methodological tasks of reforming the system of public employees remuneration. The purpose of the article is to identify deficiencies in the remuneration of public sector employees in Ukraine and to improve the system and mechanisms of employee remuneration in the public sector. The research was carried out using the following methods: analysis and synthesis, comparison, generalization, analogies. An abstract-logical approach was used to formulate the conclusions. It is stated that at present three systems of wages financing exist in the country for employees whose wages are paid with funds from the state budget (on the basis of YeTS [unified pay rate system], on the basis of the provisions of special laws and decrees as well as the combined system existing in the healthcare as a result of its reformation) which may create additional risks as relates to limitations of wage levels and therefore increased shadow employment in the private sector. Negative factors in relation to wages at the government-financed organizations are determined, namely no correlation between wages of most employees in this sphere and their performance and quality of services which they provide, continuous decrease in wages, disproportions in wage levels of employees with the same qualifications which all lead to risks of qualified personnel outflow into other sectors of economy and further limitation of provided services’ quality in the longer run. Risk minimization tools are proposed for the specific risks in the government-financed organizations wages system which are based on optimization of existing network of state budget funds recipients (streamlining and improvement first and foremost of the network of educational and medical institutions financed by the state) and transition toward a semi-autonomous model (which will allow government-financed organizations and institutions to independently attract additional funding and spend it on their own needs which would stimulate further development) as well as awarding to the government-financed organizations and institutions the right to place currently unused funds at commercial banks which would generate an additional revenue. Also the conceptual basis for creating a results-based wages system financed from the state budget is developed which includes tools and principles of its formation and formation of its elements, determines its functions and establishes a favourable motivational environment which will ensure adequate remuneration of government financed organizations’ employees for their work as well as actively stimulate them toward achieving better results of the work and fulfillment of the organizational goals.

Role of NAB in Eliminating Corruption from Pakistan: A Critical Analysis

Government and good governance are essential for social and economic progress. Nonetheless, Pakistan’s poor reputation in international relations makes these characteristics outdated in Pakistan. In most cases, corruption is a likely result of circumstances such as desire and materialistic greed, higher degrees of governmental and market monopolization, low levels of democracy, poor civic engagement, and opaque political processes. The acceptance of corruption has grown through time even though it is pervasive in the nation. The goal of this study is to examine corruption in Pakistan, concentrating on the National Accountability Bureau (NAB), the primary anti-corruption agency in the country. The study examines various causes for the prevalence of corruption in Pakistan and strategies to reduce it. The study uses doctrinal qualitative analysis to situate the research within the ethical, legal and social parameters. The research methodology adopted is evaluative, interpretive and analytical. The study finds that NAB remained ineffective to curb the prevailing corruption in Pakistan. This study recommends that corruption in Pakistan would be reduced by exposing corrupt practices, maintaining an honest and responsible public sector, aiding in the cessation of unethical behavior, and ensuring that public sector employees act in the public interest.

The Public Sector Personality: The Effects of Personality on Public Sector Interest for Men and Women

An important factor in vocational choice is whether to pursue a career in the public sector or the private sector. The perception of each sector impacts career choice, attracting individuals with certain traits. This perception-based attraction is important for public sector managers to understand what the ramifications of their branding are on recruitment, and whether it is impacting their workforce or ability to attract appropriate talent. Despite this importance, existing literature is very limited and presents contradictory findings. The present study investigated the impact of the Big Five personality traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism) on interest in public sector employment generally, as well as separately for all three levels of government (local, provincial, and federal), for men and women enrolled in a first-year management program. Extraversion was negatively related to an interest in the public sector for all three levels of government. Men and women did not differ significantly in their level of attraction to the public sector, and no statistically significant differences in personality-based interest were found between the three levels of government. An exploratory analysis of general interest in each level of government found that interest in the federal government was significantly higher than the municipal and provincial governments, although still low for all three levels of government. These results indicate potential challenges for public sector managers to attract candidates for highly social roles requiring an extraverted character.

Civil servants’ inter-departmental social ties as an impetus for voicing ideas for improvement

ABSTRACT This article examines whether, why and how inter-departmental networking behaviour enhances employees’ voice behaviour. Current literature suggests that employees’ willingness to voice ideas for improvement is contingent on managers creating an empowering and safe environment, yet external networking can also play a role by broadening employees’ horizons, alerting them to overlooked problems and providing them with access to alternative policy solutions and to strategic information regarding the position of other departments. Using a mixed-method of survey and focus groups, we show the association, and unpack the underlying mechanisms, between the intensity of public-sector employees’ networking with colleagues in other departments and their inclination to engage in voice behaviour

Public Sector Employment and Provincial Economies in Thailand

Public Sector Employment and Provincial Economies in Thailand

Windrush and the NHS: a nurse's perspective.

British Journal of NursingVol. 32, No. 12 RegularsWindrush and the NHS: a nurse's perspectiveBeverley BrathwaiteBeverley BrathwaiteE-mail Address: [email protected]Senior Lecturer in Nursing, University of RoehamptonSearch for more papers by this authorBeverley BrathwaitePublished Online:21 Jun 2023https://doi.org/10.12968/bjon.2023.32.12.544AboutSectionsView articleView Full TextPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack CitationsPermissions ShareShare onFacebookTwitterLinked InEmail View article References Baker C; House of Commons Library. NHS key statistics: England March 2023. 2023. https://tinyurl.com/29pfvzdc (accessed 13 June 2023) Google ScholarBrathwaite B. Chapter 23. An exploration into Black and Asian healthcare workers in the United Kingdom's National Health Service being disproportionally affected by Covid-19. In: Conley HKoskinen Sandberg P (eds). Handbook on gender and public sector employment. Cheltenham: Edward Elgar Publishing; 2023: 308–320 Crossref, Google ScholarBroadbent P, Thomson R, Kopasker D et al.. The public health implications of the cost-of-living crisis: outlining mechanisms and modelling consequences. Lancet Reg Health Eur. 2023;27:100585. https://doi.org/10.1016/j.lanepe.2023.100585 Crossref, Medline, Google ScholarMs A Cox v NHS Commissioning Board (Operating as NHS England/NHS Improvement): 2415350/2020 and 2401365/2021. Employment tribunal. 2023. https://tinyurl.com/mtjxcazv (accessed 13 June 2023) Google ScholarMarmot M, Allen J, Boyce T, Goldblatt P, Morrison J. Health equity in England: the Marmot review 10 years on. 2020. https://tinyurl.com/5n6tpmp7 (accessed 13 June 2023) Google ScholarPatrick R, Pybus K. Cost of living crisis: we cannot ignore the human cost of living in poverty. BMJ. 2022;377:o925. https://doi.org/10.1136/bmj.o925 Crossref, Google ScholarPeplow S. ‘In 1997 nobody had heard of Windrush’: the rise of the ‘Windrush narrative’ in British newspapers. Immigrants & Minorities. 2020;37(3):211-237. https://doi.org/10.1080/02619288.2020.1781624 Crossref, Google ScholarRazai MS, Majeed A, Esmail A. Structural racism is a fundamental cause and driver of ethnic disparities in health. BMJ. 2021;373:n938. https://doi.org/10.1136/bmj.n938 Crossref, Medline, Google ScholarSaroukhani H, McLeod J. A loss of innocence. Wasafiri. 2023;38(2):1–3 Crossref, Google Scholar FiguresReferencesRelatedDetails 22 June 2023Volume 32Issue 12ISSN (print): 0966-0461ISSN (online): 2052-2819 Metrics History Published online 21 June 2023 Published in print 22 June 2023 Information© MA Healthcare LimitedPDF download

Does organisational politics moderates the relationship between organisational culture and employee efficiency?

PurposeThe study aims to examine the relationship between organisational culture and employee efficiency and how organisational politics strengthens or weakens that relationship in the public sector of Ghana due to the perceived inefficiency of public sector employees.Design/methodology/approachThe study employs cross-sectional survey design and quantitative approach to collect the data from public sector employees in Ghana. The analysis is done using descriptive statistics, correlation and hierarchical regression models.FindingsThe results show that negative organisational politics is the predominant perceived politics in the Ghanaian public sector. Further, organisational culture and employee efficiency have significant positive association and organisational politics (positive and negative) significantly moderate the association. However, negative organisational politics depicts negative interaction effect, meaning that negative organisational politics affects the positive influence of organisational culture on employee efficiency.Practical implicationsThe findings imply that strategies such as formulation of organisational policy and strict enforcement of same to eradicate or minimise the practise of negative organisational politics, whilst positive organisational politics is encourages and awarded to induce employees to be efficient. This will enhance the overall effect of organisational culture on employee efficiency.Originality/valueThe study contributes significantly to extant literature by providing empirical evidence that organisational politics (positive and negative) effectively strengthens the association between organisational culture and employee efficiency from a developing country perspective.

Effect of Public Service Motivation and Psychological Empowerment on Individual Work Performance of Public Sector Employees

Effect of Public Service Motivation and Psychological Empowerment on Individual Work Performance of Public Sector Employees

The Effect of Emotional Intelligence on Public Sector Employee’s Affective Commitment

Commitment is vital in keeping and maintaining integrity within the organization, especially in public organizations. In addition to maintaining integrity, commitment is much needed in organizational change. People with affective commitment who join the organization of their own volition will support the changes made if they feel they are good for the organization. This quantitative study used primary data collected with an online survey facility. The data collection used the non-probability sampling technique of convenience sampling. The sample involved 255 active Directorate General of Customs and Excise employees with work locations across various parts of Indonesia. The data obtained were processed with JASP v 0.16 application with simple regression techniques and Structural Equation Modeling (SEM). The study’s results support the initial hypothesis that emotional intelligence positively affects employees’ affective commitment. In addition, the study’s results support the second hypothesis that public service motivation mediates the effect of emotional intelligence on affective commitment.

A Study of Achievement Motivation Among Employees of Public and Private Sector

A Study of Achievement Motivation Among Employees of Public and Private Sector

The effects of public sector employment on household savings and labor supply

AbstractIn many countries, the structure of wages and the labor law legislation are completely different for public and private sector employees. In this paper, we develop a general equilibrium overlapping generations model to study the effect of such differences on household savings and labor supply. To conduct our analysis, first we use microdata from two Brazilian household surveys to document that civil servants save and work significantly less than their counterparts in the private sector. Second, we use matched employer–employee microdata from Brazil (RAIS) to document differences between the two sectors in terms of wage and unemployment risk. Then, we calibrate the model to be consistent with micro and macro evidence for Brazil. Our counterfactual exercises show that differences in wages characteristics and labor law legislation account for nearly 70% of the gap in savings between civil servants and private sector workers, and 57% of the gap in labor supply. In addition, we find that eliminating those differences can produce sizable increase on aggregate savings, employment, and welfare.

Otantik Liderliğin İşte Akışa Etkisi: Psikolojik İklimin Rolü

This study aims to examine how authentic leadership (AL) affects employees’ flow experiences and the indirect effect of AL on flow at work (FaW) through psychological climate (PC). It offers a different perspective in terms of testing the connection between AL and FaW through the business environment. Its sample consists of 391 public sector employees from different cities in Türkiye. In the study, convenience and snowball sampling methods were used together. Results indicate that perceived AL has a positive and significant impact on the perceived PC. Perceived AL and perceived PC effect the FaW positively. The most important finding of the study is that PC positively mediates the effect of perceived AL on the FaW experience.

Social Responsibility and Local Sustainable Development in Relation to the Perception of Daily Life in the Public and Private Sectors

This research investigates the intersection of social responsibility and local sustainable development in relation to the perception of daily life in the public and private sectors. It uses data from brandBerry SRL to explore participants' perceptions of their daily lives, their lives in relation to the pre-pandemic period, their future outlook, their income sufficiency, and their food procurement sources. The study uncovers intriguing differences between public and private sector employees, such as varying levels of job satisfaction, pandemic impact, and future uncertainty. However, statistical analyses suggest these differences are not always significant, indicating the need for further research. Interestingly, self-produced food represents a notable proportion of food sources, suggesting a potential trend towards sustainability. This study contributes to understanding how individuals in different sectors perceive their daily lives and future prospects, providing insights into social responsibility and sustainable local development.

Resentment and Admiration: Public Opinion Toward Teachers and Public Sector Employees in Ontario

Public opinion toward teachers and other public sector workers is an important factor in Ontario provincial politics. This article uses public opinion data to measure, and identify the correlates of, resentment and admiration of these groups, and to identify the relationship between these attitudes and support for political parties in Ontario. Survey data from over 4,000 Ontarians, collected at the time of the 2022 provincial election, show that Ontarians have greater admiration for, and less resentment toward, teachers than toward other provincial government workers. The data also reveal several factors related to these attitudes, including comparative assessments of compensation and workload, and relationships with members of these groups. Finally, the data show that attitudes toward teachers, but not other public sector workers, are related to provincial vote choice, with negative attitudes toward teachers predicting PC Party support. Teachers are clearly a more salient “target” of resentment in Ontario provincial politics. These findings have implications for educational policy and the tactics of teacher unions.

Impact of Negative Perfectionism on Procrastination and Job Burnout among Public Sector Employees: Role of Stress as Mediator

This study examined the mediating role of stress in relationship between perfectionism, procrastination and job burnout among the employees. The data was collected from 243 employees of public sector organizations and the sample included the workers who were working in the office setting environment including, bankers, managers, software engineers, administrators and employees of call centers. To collect the data a consent form was used to get the voluntary responses, the other instruments included a demographic sheet, Negative Perfectionism Scale (NPS), Procrastination at Work Scale (PAWS), Oldenburg burnout inventory (OLBI) and Stress subscale from the DASS-21. The results of the study showed that there is a significant positive relationship between perfectionism and procrastination, and a significant relationship between perfectionism and job burnout. In addition, there is a mediating role of stress in the relationship between perfectionism, procrastination, and job burnout among the employees. However, the results of the t-test analysis showed that a significant difference between level of stress and procrastination was found in both genders. Findings of the current study suggests that Perfectionism is significantly associated with procrastination and job burnout, the mediating role of stress was found in the relationship between study variables.