Public Sector Employees Research Articles

Leadership, Teamwork and Person-Organization Fit as Determinants of Job Satisfaction: A Case Survey among Public Sector Employees

Employee and job satisfaction has been major research in management studies throughout the world. It is the main concern for organizations to measure the performance of individuals by how they carry out their responsibilities in a manner that contributes to the achievement of the organization's goals and creates satisfaction feeling in their work. The purpose of this study is to examine the relationship between leadership, teamwork and person-organization fit on job satisfaction. Employees at Department of Statistics Malaysia were taken as the respondents in this study. Self-administered questionnaire used for collection of data. 80 questionnaires were distributed among above mentioned organization and 80 responds were return, so the response rate was 100%. The result concludes that there is significant relationship between the leadership and teamwork with job satisfaction meanwhile person-organization fit is not significant. Several recommendations were put forth in this study for the organization in promoting job satisfaction as well as recommendations for future research

Predictors of disability retirement - a prediction model for disability pension application risk

Abstract Background Regarding the objective of preventing early exits from labor market, the late life-course years present an important timeframe. It is essential to identify the employees in the greatest risk of permanently losing their work ability. In practical applications, multifactorial models are needed to evaluate the combined effect of risk factors. In this study, the disability pension risk is modeled based on large unique register data, at the same time assessing the effect of sickness absences (SA) of different lengths. Methods We utilize a logistic model for the risk of filing a first-time disability pension application (DPA) based on register data on 222,321 Finnish municipal sector employees. The data include employment and sickness spells, occupations, and wages in 2016-2018 as covariates. During the 3-year follow-up, 2,969 employees filed a DPA. The data include also short SA spells, a novelty in these kinds of studies. DPA is used as a follow-up to include employees who receive a rejecting decision but still carry a physician’s evaluation of diminished work ability. Results The resulting model can accurately predict the risk of DPA in employee groups. Age, occupation, cumulative SAs preceding the application, and the number of SA spells of all lengths, also short ones, have a significant increasing effect on the DPA risk. Proximity of the retirement age and high earnings decrease the risk of DPA. Surprisingly gender had no effect on the risk. Conclusions The results indicate that register-based sociodemographic data is very useful in modeling the employee DPA risk in public sector employee groups. The resulting model provides a basis for tools for predicting the risk status of employee groups for the use of employers responsible for risk management and early intervention, also allowing for the assessment of economic effects of SAs and disability risk. The presented modeling results are already utilized among public sector employers in Finland. Key messages • Disability pension risk can accurately be predicted in public sector employee groups based on readily available sociodemographic register data. • All sickness absences have a significant increasing effect on the risk of disability pension application, but the effect varies greatly depending on age and occupation.

Sickness absence patterns during the COVID-19 pandemic among Finnish public sector employees

Abstract Background The patterns of sickness absence (SA), that is, the clustering of differing lengths of episodes and total number of days absent, have not been examined. We examined these SA patterns and factors associated with the patterns during the COVID-19 pandemic. Methods We used survey data from employees of four large Finnish cities in 2020 linked with SA data in 2021 retrieved from employer registers (n = 39 791). SA patterns were defined through cluster analysis (K-means) including number of SA days, short (1-9 days), and long (10-365 days) SA episodes within one year. The associations of employee and work characteristics in 2020 with SA clusters in 2021 were analysed with multinomial regression. Results Four SA patterns (=clusters) were identified: 1) Optimal SA pattern (n = 31 320, 79%), 2) Recurring short SA episodes (n = 5149, 13%), 3) Recurring long SA episodes (n = 2964, 7%), and 4) Very high levels of SA with long episodes (n = 358, 1%). Compared to optimal SA pattern, female gender, higher body mass index, former smoking, abstinence from alcohol, not being in high occupational socioeconomic position, on-site work during COVID-19, and COVID-19 infection were associated with all suboptimal SA patterns. Recurring short SA episodes were more likely in younger employees (odds ratio=0.98, 95% confidence interval 0.97-0.98), those with a temporary job (1.10, 1.00-1.20), current smokers (1.34, 1.21-1.48), those using passive commute modes (1.03, 1.01-1.05 [car]; 1.02, 1.00-1.04 [public transport]), and those who had experienced a team reorganization due to COVID-19 (1.27, 1.10-1.46). The two most adverse SA patterns were more likely among older employees, and less likely among those cycling to work (0.91, 0.84-0.98; 0.97, 0.95-0.99). Conclusions We identified three differential suboptimal SA patterns. Compared to the optimal SA pattern, several individual-level risk factors, but also some COVID-19 related factors were found to associate with suboptimal SA patterns. Key messages • We identified three suboptimal sickness absence patterns during COVID-19 pandemic. • Individual characteristics, but also COVID-19 related factors were associated with the observed sickness absence patterns.

Promoting and ImprovinPromoting and Improving the Tourism Industry in Malaysia through Tourist Satisfactiong the Tourism Industry in Malaysia through Tourist Satisfaction

Tourism is an important sector that contributes to the countries’ economies. Tourism has a direct relationship with other industries such as hotels, transportation, and retail as tourists who come to the country will spend their money on these categories. During the COVID-19 pandemic, the tourism industry was badly affected and so did the other related industries. Now, people are back visiting attractive places, staying in hotels during their visits, and spending money on food and other items. However, little is known about why people are attracted to visit some places or countries and not others. The study is meant to investigate the factors that lead to tourist satisfaction when they visit a country. A total of 150 respondents answered the survey that was distributed to students, and public and private sector employees in Malaysia through an online platform. The results indicated that accommodation, tourism products and host attitudes were significant in leading to tourist satisfaction. While price was not a significant predictor of tourist satisfaction. The practical and theoretical implications of the study are discussed at length in this paper.

Family background, education, and earnings: the limited value of “test-score transmission”

AbstractThis paper investigates the relationship between the inter-generational transmission of educational achievement (“test-score transmission”) and the inter-generational transmission of higher earnings (“income transmission”). We use administrative data from Israel to track the evolution of education and earnings gaps between “second-generation” (SG) students, whose parents have some tertiary education, and “first-generation” (FG) students, whose parents have none. We find that SG students achieve much better results on the screening tests that regulate access to selective tertiary education than FG students with similar eighth-grade test scores. Consequently, they enjoy greater access to the most selective tertiary degree programs, crowding out FG students with higher eighth-grade achievement. Yet this advantage does not manifest itself in earnings differentials at age 29, similarly conditioned on eighth-grade achievement, which are not statistically significant, and we find no evidence that these patterns are driven by SG students choosing study fields with steeper earnings curves. We find evidence of two mechanisms that mediate the relationship between achievement gains and earnings: FG students compensate for fewer options in tertiary education by accumulating more labor market experience; and SG students are more likely to forgo higher earnings for non-pecuniary benefits in employment, particularly by choosing public-sector employment.

Exploring work engagement of public sector employees during the COVID-19 pandemic, Namibia

Orientation: In Namibia, the public sector employs a majority of employees which contributes to significant economic growth and development of the country.Research purpose: This study investigated the association among job satisfaction, burnout and work engagement. This study explored if work engagement is experienced differently based on the biographical variables.Motivation for the study: Namibia aims to achieve the sustainable development goals (SDGs), Harambee Prosperity Plan (HPP) and National Development Goals. The state-owned enterprises are required to provide quality services to the nation through their employees. The health and well-being of these employees facilitate the productivity of these state-owned enterprises (SDGs 1, 2, 3, 8, 11 and 16).Research approach/design and method: A total of n = 130 public sector employees were randomly selected and responded to a questionnaire. The questionnaire included demographic questions, the Job Satisfaction Survey, the Maslach Burnout Inventory and the Utrecht Work Engagement Scale. Data analysis was performed through the Statistical Package for Social Sciences software to test the hypotheses of the study.Main findings: Positive relationships were found between job satisfaction, burnout and work engagement. Work engagement reported a positive relationship with burnout. Work engagement is experienced the same in relation to the biographical variables.Practical/managerial implications: The study suggests a constant evaluation of job attitudes, implementation of effective performance management systems, team building activities and implementation of workplace wellness programmes.Contribution/value-add: This study adds to the understanding of job satisfaction, burnout and work engagement within state-owned enterprises in Namibia.

U.S. against the world: Authoritarianism among American public servants

AbstractWhat is the prevalence of authoritarianism among public servants in the United States, and what are its resulting consequences? Several underlying psychological traits are associated with both authoritarianism and a desire to work in the public sector, such as an aversion to ambiguity and a preference for order and security. Scholarship also suggests that those with high authoritarian attributes may see the world through an ‘us versus them’ prism; in this case, the ‘them’ may be represented by other countries. Therefore, it is hypothesised that those with higher authoritarian attributes are more likely to work in the public sector and that public servants with higher authoritarian attributes are more likely to be sensitive to potential threats to the country. Using six surveys that cover a 20‐year period from the American National Elections Study, both hypotheses are supported. Authoritarian attributes are associated with an increased likelihood of government employment. Additionally, authoritarian public servants tend to support government wiretapping and express greater concern about terrorism. The presence of authoritarianism among public sector employees has implications for a range of governance issues, which makes it important to understand where and to what degree it is prevalent.Points for practitioners More attention should be devoted to the division and prevalence of authoritarian attributes within public servants . Checks and oversight mechanisms should be implemented for public sector employees in sensitive areas to help counterbalance potential authoritarian impulses. Organisational cultures that value openness, evidence‐based policymaking, and tolerance for dissenting viewpoints should be fostered as a counterweight to authoritarian preferences for conformity.

Introduction “street‐level bureaucracy, populism, and democratic backsliding”

AbstractThis special issue investigates the impact of populism and democratic backsliding on street‐level bureaucracy (SLB) across various countries and contexts. The cooccurrence of populism and democratic erosion significantly alters public administration, particularly affecting public sector employees responsible for policy implementation. This issue explores how populist strategies differ in their application to SLBs as compared to the Civil Service, the distinctive challenges SLBs encounter due to populism and democratic backsliding, and the pressures exacerbated during crises. By examining studies from Brazil, Mexico, Poland, Czechia, Hungary, Switzerland, and the United States, the papers highlight the interplay between political pressures and frontline service delivery. The findings underscore the necessity of understanding the relationship between democratic backsliding, populism, and SLBs, proposing a research agenda to further explore these dynamics and their implications for public administration and policy implementation.

Mental Well-Being and the Quality of Life Among Retired Public and Private Sector Employees: A Comparative Study From Kerala, India

Mental Well-Being and the Quality of Life Among Retired Public and Private Sector Employees: A Comparative Study From Kerala, India

Relational Job Crafting and Task Performance: The Mediating Role of Work Engagement

This study investigates the mediating role of work engagement on the effect of relational job crafting on task performance among employees in the public sector of Ghana. Relational job crafting involves offers significant benefits to public sector employees by enhancing their performance through collaborative engagement. Thus, when employees actively adjust their social work environment, they can reduce (increase) work-related stress (sense of purpose) through fostering stronger relationships, which also improve well-being and performance. The research employed a closed-ended questionnaire and conducted a cross-sectional online survey. The study’s target population consists of 17,163 public sector employees in Cape Coast Metropolis, out of which 456 were randomly selected to complete the survey. The sample size was estimated using the Adam, (2020) approach for selecting samples in a quantitative study. Data collection took place from January to June 2023, and the analysis was conducted utilising the R version of partial least squares structural equation modelling (PLS-SEM). The study revealed an average yet statistically significant influence of relational job crafting on both work engagement and task performance. Thus, relational job crafting had a significant positive effect on work engagement (β = 0.502, p < 0.01) and task performance (β = 0.293, p < 0.01), with work engagement further affecting task performance significantly (β = 0.475, p < 0.01). The significant positive relationship shows that the increase in both relational job crafting and work engagement among Ghanaian public sector employees further improves their performance in the various tasks assigned to them. Also, despite the direct relationship between work engagement and relational job crafting and task performance, it was further revealed that the latter further mediate the relationship among the former and task performance. Thus, it was found that work engagement serves as a complementary partial mediator in the relationship between relational job crafting and task performance (β = 0.238, SE = 0.034, 95% CI = 0.177, 0.309). These findings support the initial hypotheses established for the study. In terms of policy recommendations, this study emphasises the importance of fostering both work engagement and relational crafting to enhance task performance in the Ghanaian public sector. It suggests that employers, including government bodies, directors, and chief executive officers of public institutions, as well as policymakers, including labour unions, should implement measures across various sectors of public services to strengthen employee relations and increase engagement, ultimately enhancing task performance

Integrated environmental and social assessment of alum-contaminated water in An Giang province

ABSTRACT This study investigates alum-contaminated water in An Giang province within the Mekong Delta, emphasizing methodological approaches to assess its distribution and impacts. The research conducted from March to May 2021 involved surveys of residents, public sector employees, and provincial managers, complemented by expert interviews and extensive fieldwork. Surface water samples were collected during both rainy and dry seasons across three districts, with parameters such as turbidity, pH, and temperature measured onsite, and aluminum (Al), iron (Fe), and copper (Cu) concentrations analyzed in the laboratory using atomic absorption spectrometry. The data were further processed using QGIS software to create comprehensive maps illustrating seasonal variations in water quality. The findings revealed significant spatial and temporal variations in water quality, with pH levels fluctuating markedly between the dry and rainy seasons. Household surveys indicated a lack of awareness regarding effective water treatment methods, with most respondents relying on local authorities for solutions. The study highlights the need for community education and participation in addressing alum contamination, offering insights into the environmental and public health implications of water quality in the region. This research contributes valuable knowledge to the ongoing efforts in environmental conservation and water quality management in the Mekong Delta.

Exploring workplace well-being strategies in Iranian public organizations: a mixed methods study

PurposeTo ensure effective national governance, it is essential to enhance employees' well-being in the workplace. Employees with good mental and physical health are more likely to demonstrate a high level of commitment and engagement in advancing public policy objectives, which serve as instruments of public will. A comprehensive understanding of the various effective strategies to improve workplace well-being is indispensable to formulating human resource management policies within the public sector. Therefore, this study aims to uncover and prioritize the key strategies, programs and actions that contribute to enhancing the workplace well-being of public employees in Iran, drawing from their perspectives and experiences.Design/methodology/approachWe conducted a mixed-method study incorporating both qualitative and quantitative phases to recognize and measure these strategies. In the first phase, a qualitative content analysis was carried out based on the perspectives of Iranian public sector employees. In the subsequent phase, a questionnaire derived from the qualitative findings was randomly distributed to 374 employees from 14 public organizations. FindingsWorkplace well-being strategies can be summarized according to the level of their importance as follows: employees' well-being through “inter-personal relationship,” “systems,” “technologies,” “structure,” “culture” and “environment” within the organization. These strategies as six themes divided into 13 categories and 60 subcategories of programs and actions to promote employee well-being in the work setting.Originality/valueThe importance of considering employees' perspectives on workplace well-being is highlighted as a crucial aspect, rather than depending exclusively on managerial viewpoints for the implementation of well-being initiatives. Adopting an integrated and holistic approach to workplace well-being through strategies, programs and actions is another significant contribution of this study.

Key Determinants of Visitor Satisfaction and Post- Visit Intentions at a Museum in the Kruger National Park, South Africa

Museums preserve and present valued historical artifacts, information, and displays to an information-hungry tourism market. As such, they play a crucial role in the tourism industry, serving as pertinent leisure attractions in many destinations. It is therefore important for management to identify the key determinants that lead to tourist satisfaction and to tourists’ intention to return in future. This knowledge could assist management in making the informed strategic decisions for sustaining such attractions. Very little research has been conducted on this aspect in terms of museums in South Africa, leaving numerous unanswered questions about tourists’ experiences, the perceived quality of sites and tourists’ satisfaction with sites, which ultimately impact their intention to return. A quantitative survey was conducted at the Stevenson-Hamilton Knowledge Resource Centre and Museum (Skukuza Museum) in the Kruger National Park, where a total of 164 responses were obtained. Eight hypotheses were formulated and tested by utilizing Spearman’s correlation, investigating visitor expectations, experience, perceived quality, satisfaction, pleasure, confirmation and visitor intent. The results confirm the hypothesis that when tourists’ expectations are met, they experience a positive service experience and perceive the high quality. When tourists derive pleasure and satisfaction from the visit, they usually commit to a follow-up visit. The results of this study provide a basis for museum management, public sector visitor attractions, employees and academia to further develop these museums as successful visitor attractions.

The Impact of Financial Literacy on Selected Nigerian Public Sector Employees Savings Culture and Investment

Financial literacy ensures that an individual is able to match his income with his expenditure, lives within his means and forestall going broke or bankrupt. Like general or health literacy, financial literacy could be conceptualized as having two dimensions: understanding (personal finance knowledge) and use (personal finance application). In this study, we reviewed how financial literacy is measured in the current literature and examine how well the existing studies addresses whether financial literacy improves employees savings culture and investment. We review the literature on alternative policies to improve financial outcomes and compare the evidence on whether financial literacy improves employees spending habits, savings, investments and standard of living. The sample size of this survey based study consists of 110 working men and women from non-financial public sector in Nigeria. Data was analyzed using simple percentage and frequency distribution. The Statistical Package for Social Sciences (SPSS) was used in the analysis of the data. The major challenge in financial education has been how to measure the impact of financial education on the recipient savings culture. Investment and standard of living. On the other hand what is the influence of financial literacy on employees’ savings and investment outcome. It can be observed that in some instances those who did not have formal financial education and those who are primary or secondary school dropout have risen to own successful business empire. However, some who have tertiary financial education are struggling to survive. A large proportion of the sampled employees are deficient in financial literacy notwithstanding their exposure to financial education. Contrary to popular perception this research shows that there is no significant relationship between financial literacy and education level, savings culture and investments, of Nigerian public sector employees. Finally, we discuss directions ........

Bridging the Gaps Within and Between Public Services Through Samverket, a New Co-Working Concept

ABSTRACT Gaps within and between public actors cause inefficient, incomplete, and inequitable public services. A new co-working concept, Samverket, was designed and tested to address these shortcomings in two Swedish regions. This paper investigated qualitatively how public sector employees perceived the conditions for cross-organizational networking, learning, and collaboration when using Samverket and whether they experienced positive outcomes for society. The results show that this co-working concept can innovate public services and highlight which conditions are optimal when designing and using such a workplace for public sector employees. These new findings are relevant to the public sector, practitioners, policymakers, and researchers.

Factors Influencing Employee Job Commitment in the Public Sector: A Case Study of Temeke Municipal Council, Tanzania

The study aims to assess the factors influencing employee Job commitment Case study Temeke Municipal Council, Tanzania. The main objective was to examine factors which influence employees Job commitment at work place in public sector Temeke Municipal. The specific objectives were to examine the relationship between communication practices within public sector, to examine various leadership styles within public sector organizations, to analyse the association between job satisfaction levels among public sector employees, to investigate the role of employee engagement initiatives in influencing job commitment within public sector organization. This research was guided by Social Exchange Theory and Agency Theory. The study adopted a descriptive research design and a quantitative approach. Data was collected structured questionnaires from a purposive sample of 50 and descriptively analyzed. The study found that both intrinsic and extrinsic factors significantly influence employee job commitment at Temeke Council. Key findings revealed that effective communication practices, transformational leadership styles, high job satisfaction, and robust employee engagement initiatives are positively correlated with increased job commitment. Employees who experienced clear and frequent communication, recognized and supportive leadership and opportunities for professional growth reported higher levels of engagement and loyalty to the organization. The study concludes that retaining and enhancing employee’s commitment relies on deliberate efforts of the management to improve job satisfaction, quality selection of leadership styles, communication practices as well as employee’s engagement. The study recommends the management of Temeke Municipal Council to invest in leadership development programs to enhance managers' skills in communication, conflict resolution, and team building. Effective leadership is crucial for fostering a supportive and motivating work environment.

Resource rents, ethnic fractionalization and redistributive public sector employment

The resource curse literature often posits that public employment in resource-rich economies tends to be large, driven by motivations beyond public goods provision. One set of theories attributes this phenomenon to (ethnic) clientelism, but lacks robust empirical support. Another set of theories challenges the notion of (ethnic) clientelism, suggesting that the expansion of public sector employment serves as a form of social insurance in the absence administrative tools to redistribute income. This study diverges from the conventional story of an invariably positive association between resource abundance and public sector employment. Instead, I show that the positive correlation between resource abundance and public sector employment only holds when ethnic fractionalization is low. In countries with high levels of ethnic fractionalization, the relationship weakens and can even reverse. This is because an increase in public sector employment tends to dilute public sector wages, diminishing the attractiveness of public sector jobs as clientelist rewards. The empirical analysis supports this claim: when ethnic fractionalization is low, more resource rents correspond to higher public sector employment and lower (or even negative) public sector wage premiums; when ethnic fractionalization is high, the opposite holds: more resource rents correspond to fewer public sector jobs but larger public sector wage premiums.

Exploring the Influence of Artificial Intelligence Usage on Ethical Decision Making Among Public Sector Employees: Insights into Moral Identity and Service Motivation

This study constructs a moderating mediation model to link public sector employees’ Artificial Intelligence (AI) usage with employees’ moral norms and ethical decision-making behaviors. Based on the theory of public service motivation, this study hypothesizes that the impact of AI usage on employees’ ethical decision-making behaviors acts through the mediating effects of employees’ service motivation, employees’ moral norms, and employees’ ethical perceptions and that the relationship between AI usage and employees’ service motivation, employees’ ethical norms, and employees’ ethical perceptions is moderated by the culture of the public organization. The selected data from 417 public sector employees in China supported most of the research hypotheses. The findings show that employee service motivation, employee moral norms, and employee moral cognition mediate the relationship between AI usage and employee ethical decision-making behavior. Public organization culture moderated the relationship between AI usage and employee service motivation, as well as AI usage and employee ethics. This study reveals the complex mediating and moderating relationships between AI usage and employees’ ethical decision-making behaviors in the public sector. It provides important theoretical and practical insights for further understanding and promoting public sector employees’ ethical behaviors in the era of AI.

Effects of corporate social responsibility on sustained competitive advantage: a moderated mediation model

Purpose This study aims more than just assess the direct relationship between corporate social responsibility (CSR) and sustained competitive advantage (SCA). It explores the subtleties of how these impacts might be amplified or altered by socially responsible leadership (SRL). The study emphasizes how important community service (CS) is mediating this complicated connection. Design/methodology/approach In this study, a survey instrument tailored for employees of Indian private multinational corporations (MNCs) and public sector undertakings/government organizations (PSU/Govt. Orgn.) was used. A total of 517 questionnaires were used for subsequent analysis. Confirmatory factor analysis (CFA) was then carried out on four self-reported scales to assess the discriminant validity of both samples. Subsequently, regression analysis was performed to check the effect of CSR on SCA, with CS acting as a mediator and SRL serving as a moderator. Findings The findings affirm that CS mediates the relationship between CSR and SCA. Simultaneously, SRL is identified as a moderator in the association between CS and SCA. The mediating role of CS in connecting CSR to SCA holds for both private and public sectors, highlighting the importance of community engagement. A notable observation is the limited prevalence of SRL among PSU/Govt. Orgn. respondents. Research limitations/implications This study emphasizes the pivotal role of CSR in transforming companies into socially responsible entities, thereby augmenting corporate reputation and goodwill. Furthermore, the influence of SRL is highlighted as a moderator in the CSR−SCA relationship, impacting both private and public organizations. This research presents a conceptual framework of moderated mediation, shedding light on the complex relationship between CSR and SCA. Originality/value This study illuminates the importance of CS and SRL as critical elements in achieving SCA by recognizing a gap in current research. This distinctive perspective enhances the study's originality, providing novel insights into the intricate interplay between CSR, CS, SRL and SCA.

Development of a multifactorial prediction model for commute mode choice in 10 983 Finnish public sector employees: a cross-sectional study

ObjectiveThe objective of this study is to examine the feasibility of using survey data to identify factors that predict commute mode choice.DesignThe study design is cross-sectional.SettingSurvey data from the Finnish...