Public Sector Executives Research Articles

Coach competencies to facilitate transformative learning: a multiple case study involving public-sector executives in South Africa

ABSTRACT A significant amount of research has been conducted to understand what makes workplace coaching effective. Several factors, including coach competencies, have been found to contribute to coaching success. Extant literature, however, shows that there is still a knowledge gap in terms of which coach competencies lead to specific coaching outcomes. Some scholars have identified transformative learning (TL) as an outcome of coaching. However, few empirical studies have explored which coach competencies facilitate TL. We adopted a multiple case-study design, with a sample of five coaches and nine senior public-sector executives in South Africa. We conducted a longitudinal study over a period of six months, to observe and assess coach behaviours including how these might lead to TL outcomes. The findings isolate five core coach competencies, their related coach behaviours and the role played by each one in the TL process. These are: creating a safe environment for managing disorienting dilemmas, facilitating self-awareness, motivating and challenging the client, engaging with emotions and holding the client accountable. We propose a framework that can guide practicing coaches who work with leaders and managers, coach trainers and education institutions and HRD practitioners who engage coach services on how to facilitate transformative learning.

Policy Strategies for Training Public Sector Executives to Develop Artificial Intelligence Skills

The aim of the study is to present the current situation regarding the strategies and policies for the development of AI skills in public sector executives and to establish a holistic training framework based on European and international standards. The paper systematically presents the existing literature on AI, focusing on policy strategies for the training of public sector executives. Hence, the key points of the strategies for AI, as well as the UNESCO Competency Framework for Digital Transformation and AI, the e-CF, the DigComp and the EQF frameworks are presented. Based on the theoretical tools emerged from the literature review, an assessment of the existing situation and the identification of the needs of the Greek reality is presented. Most importantly, the paper attempts to create a holistic four-level strategic framework, which can be used by the public administration as a roadmap to lay the foundations for a basis for public sector training programmes, and which takes into account a number of factors, such as the hierarchical structure of the public administration, the various qualification and competence frameworks, as well as the principles of educational design and adult education.

Lifelong Learning: Use of Psychological Factors in the Greek Public Administration

The integration of occupational psychology principles into human resource management is considered appropriate to increase employee productivity and the effectiveness of public sector organizations. In Greece, the use of psychological factors in human resource management in the public sector is a relatively new field, as occupational psychology has been included in the training programs of public sector executives only in recent years. In addition, the percentage of public administration executives trained in the use of psychological agents has not yet been investigated. Also, there is a lack of research evaluating the results obtained concerning the efficiency and effectiveness of the organization when managers and heads of departments apply the principles of occupational psychology. This research aims to address this existing gap. 520 Directors and heads of services of the Greek public sector answered an electronic questionnaire designed by the researcher, based on the purpose and research hypotheses they investigated: 1st to have great interest from managers in acquiring relevant knowledge and 2nd that those executives who received relevant training make intensive use of the knowledge they acquired. The electronic questionnaire was sent to all services of the Greek State and was answered by 520 directors and supervisors.The results showed that there is a high percentage of executives who are trained and use psychological factors in human resource management. At the same time, it was found that training in psychological aspects is crucial to improve the efficiency and effectiveness of organizations.

What are the reasons behind publishing non-financial reports by Croatian public sector entities?

The number of studies on non-financial reporting by public sector entities is steadily increasing. Public sector entities have begun to report non-financial data to meet the needs of various stakeholders. Previous research has shown that public entities have begun to disclose non-financial information through various non-financial reports, such as sustainability reports, popular reports, integrated reports, and reports on websites or social media. This paper examines the disclosure of non-financial information in the form of non-financial reports by Croatian public sector entities and the reasons for publishing or not publishing such reports. The research is based on a questionnaire survey of Croatian public sector executives conducted in 2022. The results show that Croatian public sector entities have started to publish non-financial reports and that publication in the future is viewed positively. However, most of those who indicated that their institution does not prepare non-financial reports and those who do not know if their institution prepares the report are unfamiliar with non-financial reporting and non-financial reporting standards. This paper adds to the limited literature on non-financial reporting in the public sector. It reveals that the most important reason for not publishing non-financial reports by public sector entities is the absence of a legal requirement for non-financial reporting.

Employee Engagement as a Mediator in the Relationship Between Motivational Factors and Job Performance

The purpose of this study is to evaluate the link between motivational variables, work performance, and employee engagement, as well as the influence of motivational factors on job performance via the use of employee engagement as a mediator in the Sultanate of Oman's government sector. The research used a quantitative technique and examined six hypotheses using 111 representative government workers from the Ministry of Education. This is pilot research. This research used quota sampling and analyzed data using the Statistical Package for the Social Sciences (SPSS) and path analysis approaches. The study's results suggest that these elements are associated positively, that motivational factors are associated positively with employee engagement and work performance, and that employee engagement functions as a partial mediator in the link between motivational factors and job performance. This report is crucial for public sector executives and regulators interested in improving job performance in Oman. This is one of the few research that examines employee engagement's mediating role in the relationship between motivational characteristics and work performance. This is one of the first studies of its sort for the public sector in Oman. In future studies, other motivating elements might be studied and assessed in the private sector.

How “Dynamic CEOs” outperformed by adopting a transformation mindset

Purpose The recent IBM Institute for Business Value CEO survey of 3,000 chief executives globally offers insight into CEO attitudes and behaviors in order to discern the strategies and actions most highly correlated to successful digital transformation and performance. Design/methodology/approach The IBM Institute for Business Value, in collaboration with the Oxford Economics, surveyed 3,000 CEOs and senior public sector executives between September and November 2020. The analysis identified a group of CEOs whose outlook on transformation and success with digital implementation sets them apart from others. Findings These Dynamic CEOs, who represent 38 percent of all commercial leaders in the IBM IBV research, shared two crucial insights: that traditional business models no longer differentiate their organizations; their organization?s digital transformation journey will never be complete. Practical/implications These Dynamic CEOs are almost 70 percent more likely to lead high performing organizations than other top leaders. Originality/value Almost 90 percent of Dynamic CEOs expect their business and IT investments to deliver a material improvement in business performance over the next three years, with the greatest emphasis on investments in customer experience improvement, decision-making processes and business agility.

Can we better define stewardship for public sector executives? A research agenda

AbstractBuilding on an emerging body of literature, this research note aims to develop key features of stewardship through documenting the narratives of executives in the Canadian federal public service. Content analysis of interviews converged towards a conceptualization of stewardship based on four themes: 1) service over self‐interest, 2) sustainability of the public service beyond one’s career, 3) working with a collective orientation, and 4) mission‐focused management of resources. Results also revealed contextual factors fostering and hindering stewardship such as empowering work processes, collaboration practices and network facilitation. Implications of these results are discussed, as well as avenues for future research.

KM tools alignment with KM processes: the case study of the Greek public sector

ABSTRACT This paper reports an investigation into the alignment of Knowledge Management (KM) tools with KM processes under the Common Assessment Framework (CAF) implementation. An exploratory case study was conducted to address this purpose by employing literature review methods, focus groups, observation, and document analysis. From the data analysis, we found that in each KM process, both technological and non-technological KM tools were used. However, there were limitations regarding the number of public organisations and the study in the Greek context, which could be addressed with further research that enhances generalisability within different public organisations globally. In summary, the study provides: a) a novel theoretical insight in combining KM tools with KM processes in the public sector, and b) a practical “roadmap” of KM for public sector executives.

Role of Motivational Activities in Determining Employee Motivation and its Impact on Job Satisfaction of Public Sector Executives: An Empirical Study

Role of Motivational Activities in Determining Employee Motivation and its Impact on Job Satisfaction of Public Sector Executives: An Empirical Study

The culture of modern public administration. The case of Greece.

The period stretching from 1974 till now has been characterized as the most stable period of the political and administrative history of Greece. However, the appropriate organizational culture which can contribute to the creation of a strategic vision for Greek public administration has not yet been shaped. Therefore, the public sector is not efficient and productive. On the contrary, bureaucratic pathogenies are particularly prevalent. These pathogenies have been rendered even more intense during the economic crisis and the recent pandemic. It is necessary that the modern culture of public administration be focused on effective cooperation, the satisfaction of both citizens and administrative executives’ expectations, respect for the individuality and development of public sector executives, the enhancement of public services’ good reputation, assessment, communication and finally the implementation of the principles of ethics, integrity and legitimacy. The culture of a modern public administration should be based on the principles of new public management and electronic government. This article is based on the study of secondary sources, more specifically institutional texts, international and national organizations’ reports, studies, historical texts, as well as civil servants’ views. The conclusions are particularly significant and can spark off the change of the organizational culture in public administration.

Job Satisfaction Measurement Tool for Public Sector Executives Case Study: Customs Officers in Greece

Job satisfaction constitutes a significant section of research because it is connected to many direct and indirect consequences of an organization. In a constantly changing environment, where the financial situation sets its own restrictions, factors which increase job satisfaction are sought without wanting to receive monetary gain. As a case study, primary data was gathered from a questionnaire filled out by the Customs Officers (public servants) of Greece. A random sample of six hundred and seventy-nine (679) public employees responded to the questionnaire. The data was processed and analyzed through the IBM SPSS (Statistical Package for Social Science) and grouped by new hyper variables, as a result of Factor Analysis. The results showed that, apart from the financial factors (in which the present study does not refer to), employees derive contentment from work participation, nature of work, value of recognition, evaluation, promotion, and good relations between colleagues and manager. The degree of satisfaction gained from each category is different, and in most cases is open to improvement. Leaders are invited to seek ways to develop each category listed above by specifying which needs the most attention and changing certain practices in place, driving to organizational change and transformation. All in all, by putting into practice the suggestions listed above, a solution can be found without added financial costs, and will ultimately benefit the work situation for civil servants, the economy, and society.

Unpacking Nordic Administrative Reforms: Agile and Adaptive Governments

ABSTRACTThis article examines current reform experiences in Denmark, Finland, Iceland, Norway, and Sweden, focusing on the assumed Nordic administrative model. The research questions is: How do Nordic public sector executives perceive reform processes, trends, contents and management instruments? To answer these questions we apply a theory of gradual institutional change. The database is a survey of top civil servants in ministries and central agencies in 19 European countries conducted in 2012–2015 within the COCOPS project funded by the EC 7th Framework Program. We show that the Nordic countries are pragmatic and motivated reformers. There is a high level of reform activity and public involvement. The reforms aim to improve services more than cut costs. The Nordic model emerges as one that is agile and adaptive. New reform elements have been incorporated into the existing welfare state model, which accounts for differences between the five countries.

THE DIVERSITY GAP IN THE PUBLIC–PRIVATE PARTNERSHIP INDUSTRY: AN EXAMINATION OF WOMEN AND VISIBLE MINORITIES IN SENIOR LEADERSHIP POSITIONS

ABSTRACTDespite intense focus on leadership diversity in industries such as high technology, business, the media and academia, to date the infrastructure sector has not received the same level of scrutiny. This paper develops a theoretical framework to explain why leadership diversity matters in the management of complex infrastructure projects delivered through public–private partnerships, and then empirically identifies the diversity gap in senior leadership in the PPP industry worldwide. The study is based on an examination of over 2,800 public and private sector executives, board members and politicians responsible for PPPs in over 90 countries. The results show that women and racial minorities are significantly underrepresented in senior leadership roles, a pattern that is deeply entrenched and consistent globally. The paper concludes by discussing the implications of the findings for the infrastructure industry, and explores how a lack of leadership diversity can influence project management outcomes.

Institutions or Contingencies? A Cross‐Country Analysis of Management Tool Use by Public Sector Executives

AbstractManagement tools are often argued to ameliorate public service performance. Indeed, evidence has emerged to support positive outcomes related to the use of management tools in a variety of public sector settings. Despite these positive outcomes, there is wide variation in the extent to which public organizations use management tools. Drawing on normative isomorphism and contingency theory, this article investigates the determinants of both organization‐oriented and client‐oriented management tool use by top public sector executives. The hypotheses are tested using data from a large‐N survey of 4,533 central government executives in 18 European countries. Country and sector fixed‐effects ordinary least squares regression models indicate that contingency theory matters more than normative isomorphism. Public executives working in organizations that are bigger and have goal clarity and executive status are more likely to use management tools. The only normative pressure that has a positive impact on management tool use is whether public sector executives have a top hierarchical position.

MOORA YÖNTEMİ İLE ORDU İLİ TURİSTİK DESTİNASYONLARININ ÖNEM DERECESİNE GÖRE BELİRLENMESİ

Due to the difficulties of economic conditions, it has become important to determine the places to invest in tourism areas. Therefore, it is necessary to determine which touristic areas will receive more demand in terms of tourist demand in a tourism destination. The first aim of the study is to determine which of the tourism areas of Ordu are more important than the other tourism areas. The other objective is to increase the investments in these touristic areas which are important for Ordu tourism in accordance with the information obtained with expert opinions. These destinations, which are important in terms of tourist demand, are targeted to be taken into consideration by the public and private sector executives. In this study, it is aimed to determine which of the 20 touristic areas which are determined in the province of Ordu and receive tourist demand is more important. With the help of 4 basic criteria, importance levels of touristic areas were determined. The opinions of hotel managers, travel agency owners, tourism public managers and academicians working in the field of tourism in Ordu were obtained. Obtained expert opinions were analyzed by MOORA method. According to the data obtained, Boztepe and Çambaşı Plateau are mentioned as the two most important tourist destinations. The study is expected to provide guidance to the tourism managers of Ordu and contribute to the tourism of Ordu.

Public financial management reform: an ongoing journey towards good governance

Purpose This paper aims to provide a better understanding of the influence of contextual factors on public financial management reform (PFMR) process. It provides a comprehensive analytical view of PFMR in the UAE over the period (2003-2016). Design/methodology/approach The paper is based on a case study approach as a research methodology. It draws on archival data as well as interviews with key staff of the Ministry of Finance (MoF). A contingency model is used as conceptual framework to examine PFMR in the UAE. Findings Finding of this study show that the PFMR process cannot be viewed as an isolated initiative, rather, as part of a set of broader NPM reforms to strengthen public accountability for performance. The transition process creates major organisational changes; strategy, structure (new rules and roles), culture (core values about organisational vision, mission, and objectives). Benchmarks and milestones have been set in the accompanying monitoring matrix, though in practice, delays have typically occurred in the implementation of reforms. Challenges ahead facing the MoF are addressed. Research limitations/implications The findings should be understood in the economic, social and historical contexts of the UAE. Given the narrow scope of this paper, a single case study was conducted. Crucial themes for future research including how public sector executives employ effective independent measures of outcomes. The impact of basic supporting subsystems in translating strategic priorities and integrating them into the federal budget. Practical implications Research on PFMR is inherently practical. Essential factors for successful implantation of PFMR include government strategy, regulatory framework, information communication technology, technical experience, strong leadership, long-term political and administrative commitments, strategic pre-decision control mechanisms and accurate performance measurement. Originality/value This paper contributes to the limited studies on PFMR in Middle East and North Africa (MENA) countries. Lessons of this study may be valid for other countries considering similar developments in their PFMR.

Public Sector Wage Gaps Over the Long-Run: Evidence from Panel Administrative Data

With the increase in national debts, pay freezes are imposed for several years in the public sector of some countries, at the risk of decreasing the quality of public services. Since public wage setting policies should account for relevant comparisons with the private sector, we provide novel evidence on the public sector wage gap throughout the wage distribution in France, taking a long-term perspective. We exploit a long administrative panel dataset (1988-2013) and suggest methodological innovations. We estimate the public sector premia/penalties on the unconditional wage distribution while accounting for quantile-specific fixed effects and a jackknife correction for the potential incidental parameter bias.We find that the public wage gap is broadly negative in France, with larger penalties at the top, which contribute to a compression of the wage distribution by the public sector. We show that this compression effect is partly concealed by the incidental parameter bias. Time changes in the wage gap over 25 years are consistently explained by a mix of political and business cycles. The unobserved skill gap between sectors reveals the extent of positive selection into public jobs. It tends to decline in the 1990s, a period characterized by the growth of public employment and a move towards less selective recruitment schemes.More critically, it totally disappears among top earners in the recent period, suggesting the detrimental effect of nominal wage freeze and the absence of performance-based remuneration among public sector executives.

Academic research and engagement with the Canadian public service: Insights from three surveys

AbstractThis article explores the area of research engagement between two very important communities in the Canadian public policy landscape: academics and senior public service executives. Using data from three surveys, we argue that while public sector executives may be more receptive to academic research than the literature suggests, academic advice and knowledge remain underutilized. While there does not seem to be a strong cleavage between the two groups, they also tend to come together mostly under very specific conditions. Oddly enough, academics do not seem to be troubled by the underutilization of their research.

Developing an integrated and comprehensive training strategy for public sector leaders

Because of their tasks and their high level of responsibilities, leadership aptitudes, besides managerial competences, are key for civil servants who will occupy top positions. The institutions in charge of their training and education must not only provide the leaders of tomorrow with the knowledge and skills they need to do their current job properly; they must also ensure that the leaders have the qualities required for the exercise of their responsibilities at all stages of their professional career. Based on the experience of the French national school of public administration (ENA) and its key role as the training organisation both for pre-service and lifelong learning for French public sector executives, this paper presents the different elements of the French approach for training future government administrative leaders. This comprehensive and integrated strategy takes into consideration the challenges of training for leadership and the needs for a permanent adaptation to the evolution of the administrative environment.

From the Barrio to the Public Sector Executive Suite: Where Are the Roadblocks?

This article examines the impediments that Hispanic males face on their journey to becoming public sector executives. There are more U. S. Hispanics in the age range to attend colleges and universities now than ever before. About half are Hispanic males. However, for Hispanic males there are many roadblocks to completing the journey from childhood education to completing college or university education and then attaining a successful career. We categorize these impediments as related to educational systems, a sense of not belonging, cultural characteristics and stereotypes, and learned helplessness and lack of resilience. Such challenges extend from the educational system into Hispanic males’ experience in the workplace. This article will help faculty and administrators—of programs that count Hispanic males as students and of programs that teach public service managers—to understand the causes of these barriers.