Public Sector Institutions Research Articles

Workplace culture remains a crucial catalyst for enhancing performance within public sector organisations. This paper examines the influence of workplace cultural traits on the performance of Tanzania’s public sector institutions. It explores the prevailing workplace culture, highlights emerging trends, and addresses a significant gap in existing literature regarding cultural compatibility and organisational outcomes. The study specifically analyses practical experiences and insights on how workplace culture contributes to improved performance, while also identifying key factors that influence the accommodation of cultural values within Tanzanian public institutions. An integrative literature review (ILR) approach was adopted, encompassing five stages: problem identification, literature search, data evaluation, analysis, and presentation. Findings reveal that despite multiple reforms over the past three decades, public sector performance remains unsatisfactory, largely due to the misalignment between administrative controls, directives, and prevailing workplace cultural realities. This misalignment has weakened organisational commitment, reduced employee motivation, and undermined service delivery. Key factors identified for enhancing performance include ethical and transformational leadership, effective employee engagement, empowerment, fair remuneration, and alignment of organisational practices with workplace culture. The study concludes that fostering a positive and compatible workplace culture is essential for improving employee commitment, mitigating toxic work environments, and ensuring the effectiveness of institutional reforms and digitalised management systems such as PEPMIS. By integrating cultural understanding into organisational practices, public sector managers can enhance accountability, innovation, and overall performance.

This study investigates the effect of public service delivery, public finance management, and digitization on corruption in Ghana. The study relied on a sample of 325 public sector workers across different public sector institutions, selected using a convenient sampling method. The study used Partial Least Square Structural Equation Modeling (PLS-SEM) to analyze the data. The empirical findings from the study show that: First, public service delivery, public financial management, and digitalization significantly help decrease corruption. The relationship between public service delivery and corruption is not significantly moderated by public financial management. However, digitalization was found to mediate the relationship significantly. The study also presents practical and policy implications.

Pakistan's Red Chili value chains hold significant potential for driving socio-economic growth. However, this potential cannot be realized without addressing the challenges relating to competitiveness and stakeholder performance. A major obstacle is the lack of insight into consumer preferences for red chilies. By understanding these preferences, value chain actors can enhance their competitiveness and performance, ultimately boosting the sector's growth. Thus, this study aimed to reveal the value preferences of different segments of red chili consumers in Pakistan. Data were collected through an intercept survey of 180 red chili consumers in three major cities of Pakistan, including Karachi, Lahore, and Faisalabad. Collected data were analyzed using descriptive statistics, hierarchical cluster analysis, Mean ANOVA, and post-hoc tests for identifying consumer segments and their value preferences. Using preferences for various attributes of red chilies, the study identified three consumer segments labeled as traditionalists (45.6%), quality seekers (38.6%), and safety and marketing-conscious (15.8%). The identified consumer segments differed significantly in their desired quality attributes, consumption and purchase preferences, and socioeconomic composition. To improve competitiveness and stakeholders' performance, the study findings urge private and public stakeholders to understand and respond to the preferences of different consumer segments. The Red Chili value chain actors are needed to upgrade and align their practices with consumer requirements. To this end, the related public sector institutions can facilitate the red chili value chain actors in accessing the technical and financial resources needed.

Employee performance is a key factor in achieving organizational success in today’s rapidly changing and competitive environment. Organizational culture, as a set of shared values, beliefs, and practices, plays a vital role in shaping employee behavior and outcomes. This study aims to investigate the impact of organizational culture on employee performance in public sector institutions in Soran, Kurdistan Region, and to determine which aspects of organizational culture contribute most to improving employee performance, providing practical suggestions for improving workplace outcomes. The research problem stems from the limited understanding of how specific cultural elements influence employee productivity, satisfaction, and efficiency. The main objective of this study is to identify which aspects of organizational culture most significantly contribute to improved employee performance, providing practical recommendations for enhancing workplace outcomes. To achieve this, primary data were collected using a structured questionnaire composed of 113 items, distributed randomly to public sector employees. A total of 293 valid responses were analyzed. Data were processed and statistically analyzed using the SPSS software for descriptive analysis, Chi-square tests, and Probit regression. Furthermore, the SPSS programming language was employed to construct and prune a Decision Tree model, which visualized key determinants of performance. The Decision Tree helped identify cultural support for skills development, job satisfaction, and efficient task execution as top predictors of high performance. Probit regression confirmed that organizational culture, education, marital status, and income significantly influence performance levels. The findings revealed a strong correlation between a supportive organizational culture and high employee performance. Employees who perceived their organizational culture as inclusive, communicative, and development-oriented reported greater task efficiency, stronger job commitment, and overall job satisfaction. The Decision Tree model achieved an accuracy rate of 85%, with an F1-score of 0.83, confirming the reliability of the model in identifying performance drivers. In conclusion, this study underscores the importance of aligning organizational culture with employee needs to drive productivity and engagement. It provides a strategic roadmap for public sector organizations to enhance performance through cultural transformation and targeted interventions.

This study examined how public sector workers in East Jerusalem experience the psychological consequences of technology integration in the workplace by looking at factors contributing to job burnout, innovation orientation, and personal and professional development. The study emerged from research conducted over several years showing increasing reliance on various forms of digital-mediated and social media technology such as telework and digital meeting platforms, mobile communication tools, and artificial intelligence in public organizations, and ultimately to make sense of the emotional and psychological consequences of these changes. The researchers employed a qualitative approach and conducted semi-structured interviews with 40 public sector employees. Although technology provided some level of flexibility, innovation, and sense of self-growth, it also contributed to emotional exhaustion, technostress, unequal access to personal and professional development opportunities, and heightened sense of surveillance. Overall, the study found that the success of technology integration depended heavily on organizational readiness to adopt it, equitable access and opportunities regardless of personal characteristics or situation, and systems of emotional support in place. The researchers recommended that public sector institutions create comprehensive, inclusive digital policies; provide ongoing and accessible training; and normalize the use of psychological support systems. Overall, the study contributes to the literature on digital transformation within socio-politically complex territories, and underscores the need for more human-centered approaches to implementing technology in public sector organizations.

The study intends to thoroughly analyse employee performance in the institutions of public sector. It also investigates the factors that affected employee performance during the period from 1974 to 2025. This study analyzed 175 out of 294 documents sourced from the two largest databases, Web of Science and Scopus, to get the desired outcome. The research examined the scientific output of publications, prolific authors, influential papers, institutions and nations, keyword co-occurrence, thematic mapping, co-citations, and collaborations among authors and countries. The research used “VOS viewer” software to analysis and thematic clustering. The results indicated that 2024 and 2021 were the most prolific years, with 40 and 23 publications, respectively. Ghent University in Ghent, Belgium, is the most organisation institution, while the United States is the most influential country. The research determined that Public Personnel Management is the preeminent journal based on total citations and publications. Five theme clusters of employee performance in the public sector were identified. The study provides guidance and information to academics regarding the current status of employee performance in the public sector and delineates future research directions in this field of study. The impotence of the study arises from its status as the first study to offer a performance analysis and scientific mapping of employee performance in the public sector utilizing a multilabel database.

This study aims to analyze the influence of motivation and competence on employee performance directly and indirectly through job satisfaction as a mediating variable at the Cidadap Subdistrict Office in Bandung City. The research employs a quantitative approach and utilizes survey data collected from 52 employees through structured questionnaires measured on a Likert scale. Data analysis is conducted using Structural Equation Modeling with Partial Least Squares (SEM-PLS) to evaluate measurement validity, reliability, and the hypothesized relationships. The findings reveal that motivation significantly affects employee performance both directly and through job satisfaction. Competence influences job satisfaction positively and substantially but does not have a direct significant impact on performance. Job satisfaction serves as a critical mediator enhancing the relationship between motivation and competence toward performance. The results highlight that fostering motivation and developing competence with supportive job satisfaction mechanisms are essential strategies for improving employee outcomes in public sector institutions. This research provides practical implications for management in promoting effective human resource development and enhancing service quality in local government offices.

The development of an organization is inseparable from the support of both internal and external stakeholders, with human resource management (HRM) playing a critical strategic role in achieving organizational objectives. In the modern competitive environment, Talent Management (TM) has emerged as a key HRM practice to attract, develop, retain, and position individuals with the right skills to drive organizational success. This study aims to examine the effect of Talent Management strategies on Employee Performance (EP) at the Indonesian Quarantine Agency (Barantin). Drawing on theories from Collings and Mellahi (2009) and other prior research, the study emphasizes the importance of aligning TM initiatives with institutional goals to enhance productivity and service quality. A quantitative research method was applied, with data collected through purposive sampling from 160 employees. The analysis used Structural Equation Modeling (SEM) via SmartPLS to test the measurement and structural models. The R² value for EP was 0.819, indicating that Talent Management explains 81.9% of the variance in Employee Performance, while the Q² value of 0.689 confirms strong predictive relevance. Hypothesis testing results show a path coefficient of 0.905, a t-statistic of 43.460, and a p-value of 0.000, indicating a very strong, positive, and statistically significant effect of Talent Management on Employee Performance. The discussion highlights that systematic talent acquisition, targeted training and development, performance-based appraisal systems, and structured career pathways substantially contribute to enhancing work quality and productivity at Barantin. The findings align with previous studies in both public and private sectors, confirming that well-implemented TM strategies improve engagement, retention, and organizational outcomes. The exceptionally high correlation found in this study suggests that Barantin’s TM practices are highly customized to its operational needs, enabling effective skill utilization and superior performance. These results underscore the strategic importance of TM in public sector institutions and provide practical insights for policymakers and HR practitioners aiming to strengthen workforce capabilities.

This study examines the influence of gender diversity and inclusive leadership on organizational performance within the Registrar General’s Department (RGD) in Ghana. Using a quantitative, cross-sectional survey design, data were collected from 132 employees through structured questionnaires. The findings reveal that while gender diversity alone has a positive but statistically insignificant effect on performance, inclusive leadership demonstrates a strong, significant positive impact. Furthermore, inclusive leadership negatively moderates the relationship between gender diversity and performance, suggesting that in highly inclusive environments, the independent contribution of gender diversity diminishes. The results underscore the critical role of inclusive leadership characterized by openness, fairness, and participative decision-making in enhancing organizational outcomes. The study concludes that for public sector institutions like the RGD, leadership development focused on inclusivity is more impactful than diversity initiatives alone in driving performance, offering important implications for policy and practice in Ghana’s public sector.

The operation of the public sector today faces increasing social, economic, and security challenges, which necessitate the strengthening of budgetary management and decision-making processes. In this environment, controlling has become a key supporting tool for effective governance and the transparent use of resources. This study aims to systematically review the domestic and international literature on controlling, with particular emphasis on applications related to the central budget and public sector institutions. The thematic classification of the analysed sources (theoretical, supporting, and practical controlling) enabledthe identification of the multidisciplinary nature of controlling as well as its application trends. The analysis revealed that research is increasingly shifting toward practical implementation, while theoretical frameworks and supporting systems continueto show ongoing development.

This study evaluates the economic burden of hereditary angioedema (HAE) and compares the impact of on-demand treatment versus longterm prophylaxis (LTP) with Lanadelumab, from the perspective of the public health system in Mexico. A systematic literature review and modified Delphi Panel were conducted to understand the resource use of public sector institutions in the diagnosis and treatment of HAE. Costs were obtained from institutional sources such as the IMSS contracting portal and the Diagnosis Related Groups (DRG-2017). The economic burden considered direct medical costs. The results express the annual cost per patient with and without long-term prophylaxis. With a correct diagnosis, the cost is $5,154.78 MXN (250.20 USD). Without long-term prophylaxis, the annual cost per patient is $3,446,790.56 MXN (167,229.63 USD), with 70% peripheral attacks, 28% abdominal attacks, and 1% laryngeal attacks. Medical expenses are divided into 38% treatment, 36% complications, and 20% hospitalizations. With LTP, the annual cost is $2,641,682.18 MXN (128,221.44 USD), with 8% for attack treatment and 92% for prophylaxis. Prophylactic treatment reduces the economic burden of HAE attacks by 94.2% compared to on-demand treatment and decreases the economic burden by 23% from an institutional perspective. HAE represents a high economic burden, affecting hospitalizations and productivity. LTP with Lanadelumab reduces the burden on the Mexican healthcare system.

This study explored the barriers to digital transformation in public institutions, focusing on the Federal Road Safety Corps (FRSC), Lagos State, Nigeria. This study aims to discover the key challenges hampering the adoption of digital systems in managing traffic and ensuring road safety. This study, therefore, draws on a mixed-method approach, combining quantitative and qualitative data, to explore the impact of such variables as inadequate funding, lack of strategic vision, staff resistance, and public non-compliance with traffic regulations. In the quantitative analysis, senior FRSC staff were surveyed on the significant obstacles to digital adoption. In-depth interviews provided qualitative insights into the challenges that needed to be understood contextually, along with possible remedies. Findings show barriers to effective digital transformation, unsatisfactory budget allocation, the fear of job loss, and a need for a clear strategic way forward. However, the study also identifies how to overcome these challenges, such as poor infrastructure, limited digital skills, policy gaps, inadequate funding, and cybersecurity risks. The study's practical implications reveal that policy- and leadership-level attention to the financing, cybersecurity, and public awareness is indispensable to making digital transformation a complete reality. The research adds to the growing literature on digital transformation within public sector institutions. Digital transformation adoption offers actionable recommendations for enhancing service delivery and road safety.

In this paper, the author considers the effects of information technology (IT) application on the service effectiveness at BPJS Employment, one of the major providers of social insurance in Indonesia. Quantitative method was used to collect data using structured questionnaires to 120 respondents, of which 120 are staff and the remaining are service users. Inferential statistical tests such as correlation and regression analysis have indicated that IT utilization and service effectiveness have strong and significant positive relationship. According to the regression model, the use of IT was used to explain the difference in the service effectiveness with a standardized coefficient of 0.742 and p-value of less than 0.001. The results indicate that online registration, automated claims, and mobile systems enhance greatly the value of service, efficiency, speed, and accuracy. The findings offer empirical information regarding e-governance procedures in Indonesia, which is important to supplement the current literature that mostly focuses on qualitative approaches. The study, with a quantitative analysis, contributes to the debate on the way digital tools can change the public service institutions. In general, the study shows that it is imperative to empower IT infrastructures, to train its users, and to advocate digital literacies to continue to streamline service delivery and to make the public sector institutions in Indonesia sustainable.

This study aims to analyze the implementation strategies of agile organization practices to enhance the performance of public sector institutions in Depok City, West Java Province. Employing a convergent parallel mixed methods approach, data were collected through questionnaires, interviews, focus group discussions, observations, and documentation. Quantitative data were analyzed using descriptive statistics, while qualitative insights were obtained through data reduction, data presentation, and conclusion drawing. The study further explored both internal and external strategies for implementing agile organization principles to improve organizational performance.The findings reveal that the application of agile organization has a positive impact on performance, with 31% of respondents rating the implementation as very good, 55% as good, and 14% as fair. Organizational performance related to agile adoption was perceived as very good by 33% of respondents, good by 46%, fair by 19%, and poor by 2%. The recommended implementation strategies include: (1) enhancing human resource capacity through continuous training on agile principles and risk management, (2) advancing digital transformation by adopting Electronic-Based Government Systems (SPBE), such as e-Planning and e-Budgeting, (3) applying participatory approaches by involving community stakeholders, (4) strengthening agile leadership through flexible and adaptive leadership practices, (5) improving internal and external collaboration through clear role distribution, and (6) maintaining an outcome-oriented focus by aligning key performance indicators with regional development goals. These findings provide practical guidance for local government organizations in adopting agile organizational strategies to improve overall performance and the quality of public service delivery.

This scholarly article examines the architecture, implementation strategies, and operational benefits of approval workflows within Oracle ERP systems, with a specific focus on procurement automation. By leveraging Oracle platforms, including E-Business Suite (EBS), PeopleSoft Applications, and Oracle Cloud Fusion, organizations can deploy configurable workflows that transform procurement operations, strengthen compliance frameworks, and enhance transparency across public sector and higher education institutions. The article explores how the Approval Workflow Engine (AWE) enables dynamic routing based on multiple business dimensions, including departmental structure, cost center designation, project classification, and item categorization. Through comprehensive evaluation of implementation methodologies, technical architecture, and organizational outcomes, this article demonstrates how properly designed workflow systems serve as governance enablers rather than mere automation tools. The article reveals that institutions achieving high implementation maturity experience substantial benefits, including reduced processing times, enhanced compliance documentation, improved budget control, and greater organizational adaptability, creating a foundation for procurement excellence in complex institutional environments.

Treatment Accessibility, Availability, and Healthcare Costs for Multiple Myeloma in South Asian Countries.

Type of the article: Research Article AbstractThis study explores the modernization of governance in Moroccan public sector institutions by analyzing the adoption of modern management control practices and their impact on organizational performance. Specifically, it examines how clearly defined structural factors (e.g., technological capabilities, organizational size, and age) and behavioral factors (e.g., leadership style and internal motivation) influence the implementation of these practices. The study also assesses how the effective use of such practices relates to performance outcomes. Data were collected through a structured survey administered to 100 Moroccan public establishments between 2023 and 2024, targeting key managerial profiles (such as finance directors and department heads). Structural equation modeling (SEM) was applied to test the hypothesized relationships. The findings reveal that behavioral factors, particularly leadership style, have a significant positive influence on the adoption of modern management control practices. Technological capabilities also play a facilitating role, whereas structural characteristics such as organizational age and size do not show statistically significant effects. Moreover, external control mechanisms exert a dual influence: they encourage compliance-oriented practices but may hinder more interactive and adaptive uses. The study confirms that the effective implementation of modern management control practices is positively associated with enhanced organizational performance. These results underscore the central role of behavioral and technological factors in promoting performance-driven reforms in the public sector.

Fragmented service delivery, operational delays, and inequitable access continue to challenge healthcare systems and public-sector institutions across the United States. As digital transformation accelerates, the integration of explainable artificial intelligence (AI) and intelligent customer relationship management (CRM) platforms offers a compelling path forward. This manuscript explores the potential of combining explainable AI and Salesforce-based CRM infrastructure to modernize service workflows, reduce systemic disparities, and improve service responsiveness in healthcare and public administration. Drawing from national digital modernization priorities—including Executive Order 14058 and the Blueprint for an AI Bill of Rights—we propose a framework for equitable automation that enhances both operational efficiency and transparency. Explainable AI models, when embedded into CRM platforms such as Salesforce Service Cloud, can guide decision-making in high-stakes environments—triaging patients, managing benefit eligibility, and responding to citizen inquiries—while ensuring accountability, fairness, and audibility. We illustrate sector-specific applications in healthcare (e.g., AI-informed case resolution and patient engagement) and public systems (e.g., benefit adjudication and workflow automation), showing how these technologies reduce service delays and improve outcomes for underserved populations. We also discuss the implications for the 2.7 million-strong U.S. customer service workforce, emphasizing how intelligent automation can alleviate labor strain while enabling more meaningful human engagement. Our findings highlight the transformative potential of aligning AI fairness with CRM modernization to build scalable, human-centered service infrastructure. We conclude by calling for cross-sector investment in integrated platforms that promote inclusion, trust, and public impact—hallmarks of a digitally resilient and equitable service economy. Keywords: Explainable AI (XAI), Artificial Intelligence (AI), Customer Relation Management (CRM).

This study evaluates the integration of learning models within the Ministry of Finance of Indonesia, using the SECI model as a theoretical framework to assess knowledge management practices. The research addresses the urgent need for effective knowledge integration in public sector organizations, particularly in light of the Ministry’s adoption of the 70:20:10 learning model. The primary objective is to analyze the alignment of this model with the SECI framework and identify areas for improvement in knowledge management practices. A quantitative research design was employed, utilizing Importance-Performance Analysis (IPA) to assess the perceived importance and performance of three integrated learning models: Learning from Experience, Social Learning, and Formal Learning. Data were collected from 382 employees using surveys based on a 1-5 Likert scale. The results indicate significant gaps in the integration of explicit knowledge, particularly in the Learning from Experience and Social Learning models. These models were found to lack sufficient structures for organizing and disseminating explicit knowledge, which hindered their effectiveness. The study recommends the development of a centralized knowledge management system, standardized documentation guidelines, and enhanced collaborative learning environments to address these gaps. This research contributes to the theoretical understanding of the SECI model in public sector learning environments and offers practical insights for improving knowledge management strategies. The findings provide valuable implications for policy and decision-making, aiming to optimize learning processes and enhance organizational performance in public sector institutions.

This study investigates how dynamic capabilities are developed and operationalised within two Indonesian public sector institutions: the Indonesia Endowment Fund for Education (LPDP) and the state-owned railway company, PT Kereta Api Indonesia (PT KAI). Using a qualitative comparative case study approach and drawing on Kattel’s (2022) public sector dynamic capabilities framework, sense-making, connecting, and shaping the research analyses institutional reports and documents from 2016 to 2023. LPDP exemplifies a design-led innovation model, characterised by long-term policy alignment, digital transformation, and inclusive scholarship and research funding mechanisms. In contrast, PT KAI demonstrates a crisis-driven transformation pathway involving operational restructuring, digital service reinvention, and physical infrastructure modernisation. The findings reveal that dynamic capabilities are highly context-sensitive and shaped by institutional form, leadership agency, and sectoral demands. This article contributes to the emerging literature on public sector innovation in developing countries by showing how different pathways of reform can produce adaptive, learning-oriented, and value-generating public institutions.