Public Sector Organizations Research Articles

It’s my pleasure to serve you! Examining the job contact, happiness, prosocial motivation, and innovative work behavior link

Purpose Job characteristics can potentially influence employees’ attitudes and behaviors. However, their impact on employees’ innovative behaviors, particularly in public sector organizations, has received little scholarly attention. Based on relational job design theory and the broaden-and-build theory of positive emotions, this study aims to examine the effect of job contact on public sector employees’ innovative work behavior through the mediator of happiness at work. It also assesses whether prosocial motivation strengthens the influence of job contact on innovative work behavior (via happiness at work). Design/methodology/approach The model was examined on a sample of 180 employee-supervisor dyads (90 supervisors and 180 employees) recruited from various government departments in the United Arab Emirates. Findings The findings support the proposed moderated mediation model in which job contact positively and significantly impacts innovative work behavior. The association between job contact and innovative behavior via happiness at work is found to be stronger for employees who are highly prosocially motivated. Originality/value The findings offer prescriptive insights into public sector employee happiness and prosocial motivation by illustrating when and how job contact influences innovative work behavior. The authors also present relevant managerial recommendations for promoting public sector employees’ innovative behavior.

Understanding Accountability Overload: Concept and Consequences in Public Sector Organizations

ABSTRACT Public administration emphasizes accountability to various entities, including elected representatives, courts, oversight agencies, civil society, and citizens. However, the constant addition of accountability measures may lead to overload, negatively impacting public sector employees and undermining the accountability system. This article conducts a systematic literature review on accountability overload (AO), focusing on Public Administration journals in the Social Science Citation Index (SSCI) of the Web of Science database (1900–2021). Findings reveal that the study on AO is still in its early stages, lacking consensus on terminology and a universal definition. The article concludes by proposing a workable definition for AO and highlighting research needs.

Report on the financial results of public and commercial sector organizations: Preparation particularities and analytical capabilities

Subject. This article examines the particularities of the formation and analytical capabilities of a main form of accounting (financial) reporting, namely the Statement of Financial Results of public and commercial sector organizations, including the applicability of foreign standards, methods of economic analysis, etc. Objectives. The article aims to substantiate recommendations for the development of information and analytical capabilities of the Statement of Financial Results of public and commercial sector organizations based on a critical assessment of the positions of domestic researchers, analysis of Russian and foreign accounting and reporting standards. Methods. For the study, we used the methods of analysis, grouping, comparison and generalization. Results. Based on the review of the main approaches presented in the research of domestic authors on the stated topic, taking into account the provisions of Russian and foreign accounting standards and financial reporting, a comparison of the articles of the Statement of Financial Results and the procedure for their formation by public sector institutions and commercial organizations was carried out. The article presents the author-developed proposals to improve the analyticity of the Statement of Financial Results both for budgetary and autonomous institutions, and for commercial organizations. Conclusions. Differences in the requirements for the formation of information in the Statement of Financial Results contained in the regulatory enactments for the public and commercial sectors can be used to develop recommendations to improve the analytical nature of the information presented in it, ensuring the depth and accuracy of the results of economic analysis.

Does leading with inclusiveness promote innovative behaviours? Examining the role of work engagement and psychological safety

PurposeAlthough the development of public organisations and the continual enhancement of public services depend on the creative behaviour of public employees, it is uncertain from earlier studies how and when inclusive leadership (IL) affects innovative behaviours (IB). This study aims to resolve the inconsistency in the literature by applying social exchange theory to examine the effect of inclusive leadership on employees’ innovative behaviour, while also examining the mediating role of work engagement and the moderating effect of psychological safety within this relationship.Design/methodology/approachThe research model’s analysis draws from a data set of 200 employee–supervisor dyads. Data was collected from employees across diverse public sector organisations in the United Arab Emirates (UAE).FindingsThe results demonstrate that IL indirectly (via WE) and directly has a positive influence on employees’ IBs. This influence is enhanced when employees feel safe and do not have to be concerned about negative consequences.Originality/valueOur study highlights a less-explored sector, unveiling the motivations behind IB among public sector employees. Moreover, this study provides valuable insights within a non-Western context, offering a unique perspective on the intricate relationship between IL, PS, employee engagement and IBs in the UAE public sector.

Pakistani public sector employees burning with a low blue flame: a case of expanded attribution-emotion model of workplace aggression about perceived organizational obstruction and job neglect

PurposeEmployees of Pakistani public sector organizations feel thwarted toward their goal attainment because of strict adherence to rules and regulations and tall hierarchies existing in this region. Therefore, keeping in view the harmful effects of perceived organizational obstruction, the aim of the current study was to investigate the perceived organizational obstruction as an attribution that triggers job neglect through perceived organizational frustration. Harvey’s expanded attribution-emotion model of workplace aggression and an attributional perspective on workplace aggression provide the theoretical justification. Moreover, the moderating role of self-control was proposed to mitigate the indirect effect of organizational obstruction on job neglect through perceived organizational frustration.Design/methodology/approachA three-wave data collection was done by using a close-ended questionnaire distributed to a total of 600 administrative employees of public sector organizations operating in Rawalpindi/Islamabad (Pakistan). However, matching three times and discarding the incomplete questionnaires led to a sample of 375 on which the analysis was done.FindingsPerceived organizational obstruction positively predicted job neglect. Likewise, organizational frustration mediated the aforementioned link. Moreover, the higher level of self-control weakens this underlying process by suppressing job neglect behavior.Originality/valueThe current study added to the limited literature on public sector organizations that has taken perceived organizational obstruction as a predictor variable. Moreover, this study explains how this phenomenon translates into non-hostile behavior that is difficult to identify and punish in public sector organizations. Moreover, the trait of self-control is added to the literature of non-hostile behaviors that dampen the impulsivity to indulge in job neglect.

Adopting a Purposeful Approach to Hybrid Working integrating notions of place,space and time

Hybrid working is a prevalent way of working, representing a significant change for public sector organisations. The change management literature brings together the notions of place and space; however, little research on hybrid working has used this framing. In this article, we extend this framing to include time, arguing that key to hybrid working effectiveness is the adoption of a purposeful approach to integrating place, space and time. This article has the potential to assist public sector human resource practitioners, managers, employees and policymakers as they navigate their way through these changing times.

The Application of Stakeholder Theory in a Small Public Sector Accountability Unit: An Indonesian Village Government Case

This paper aims to provide a comprehensive understanding of the accountability model in a small unit of public sector organization. Hence, it elaborates on the elements that should be considered in developing an accountability model by reviewing the literature on accountability in general, its practices in the public sector organization, and the numerous regulations covering the village administration in Indonesia. The accountability of village administration in Indonesia is related to the village community and the upper-level government entities. As the lowest-level government unit, the leader and his/her administration should be accountable to the village community and the upper-level government entities, such as districts/cities, provinces, and related ministries at central governments with various needs. Thus, village administration focuses more on meeting the needs of the upper-level government entities rather than fulfilling the needs of the village community as primary stakeholders. The strategies in developing the accountability model for a small unit of public sector organization need to consider the relation between village administration as an agent and other primary stakeholders as principals. The study adds to the theoretical knowledge of the accountability model for a small unit of public sector organization, particularly in Indonesian village administration.

Analyzing The Impact of Employee Attitudes on Productivity In Public Sector Organizations: A Case Study Of The Nigeria Institute For Oil Palm Research (NIFOR) In Edo State, Nigeria

This study investigates the intricate relationship between employee attitudes and productivity within the context of public sector organizations, with a specific focus on the Nigeria Institute for Oil Palm Research (NIFOR) located in Edo State, Nigeria. Employee attitudes, encompassing job satisfaction, motivation, and organizational commitment, play a pivotal role in shaping workplace productivity. Through empirical research with the use of tables and simple percentages in the analysis of data. The test statistic adopted chi- square as a basis for computation. This study examines the nature and extent of Employee attitudes, encompassing job satisfaction, motivation, and organizational commitment impact at NIFOR and offers insights into potential improvements to enhance both employee

Paradox mindset as an equalizer: A moderated mediated perspective on workplace ostracism.

Incorporating the conservation of resources theory as a comprehensive framework, this study investigates a cohesive conceptual model analyzing the impact of workplace ostracism on employees' innovative work behavior (IWB). The investigation further delves into the mediating influence of perceived control and the moderating roles of paradox mindset and support for innovation. Data collection employed a survey approach involving three-time lags through questionnaires administered to 513 employees within Pakistan's public sector organizations. The hypothesized relationships were evaluated using conditional process modeling. Our research sheds light on how perceived control mitigates the negative impact of ostracism. The paradox mindset is identified as a key moderator influencing cognitive resources and navigating ostracism. Support for innovation enhances the link between perceived control and innovative work behavior. In addition, limitations, future research directions, and implications of our findings for fostering creative workplaces are also discussed.

Public Sector Innovation – An Analysis of Privacy Disasters

Europe has multiple hubs for innovation. Some of them namely being Munich, Berlin, Paris, Helsinki, Copenhagen, Dublin and many more. Innovations have been the prime driver of economic progress. Most often innovations have brought a country ahead of others in economic prosperity. Innovations like steam engine, electricity, nuclear energy, internet, 5G and many more like these have changed the course of history of mankind by bringing a change in how people live their life from one generation to another. This paper highlights the challenges presented by privacy protection laws in nurturing innovation, if any. These challenges are faced by Educational Institutions as well as public sector organizations across Europe while promoting and nurturing innovation. The old way of collecting information, running surveys, collecting personal or sensitive information about people are no more acceptable due to digitisation, where hacks and security breaches are becoming commonplace. The restriction of knowledge sharing and knowledge gathering due to lack of technology to preserve privacy is also highlighted in the paper with analysis of the current situation on breaches in public sector organizations. This is an exploratory paper which analysis the GDPR fines with focus on public sector organisations and highlights the need of comprehensive action along with impact on innovation in this context.

Different Approaches to Managerial Support for Flexible Working: Implications for Public Sector Employee Well-Being

Improving well-being is an important human resource management issue within public sector organizations as it is linked with improved employee and organizational outcomes. A key antecedent to employee well-being is work–life balance, which can be supported or impeded by flexible working. The extent to which flexible working supports work–life balance and, ultimately, well-being depends on how flexible working is implemented, where managers play a central role. Managers can enable work–life balance by providing employees with work-family-specific support, which incorporates a range of behaviors, including facilitating access to flexible working. However, research to date says little about how and why managers engage in these behaviors and whether this differs within the same organizational context. This article addresses this gap, presenting four approaches to managerial support for flexible working: unconditional support, performance contingent support, no support, and support based upon the approval of others (transfer responsibility). It explores the reasons for each approach through the lens of Conservation of Resources (COR) theory. It suggests that different approaches create the potential for employee well-being to vary considerably within the same organizational and team context. These findings inform how to support and manage flexible working arrangements in ways that optimize well-being in the public sector.

CITTASLOW CITIES AND TOURISM GOVERNANCE: THE CASE OF ISPARTA

With the increasing globalization of world cities and the increase in metropolitan city life, the similarity of cities has revealed the 'slow city' movement. The aim of the slow city movement is to protect the originality and local values of the cities, to highlight them in the most accurate way and to ensure sustainability. This movement is away from the complex city life where the traffic is heavy and the city noise is high; It has been very popular in recent years by people who want to return to a calmer, natural lifestyle. The aim of the study is to compare the places that adopt the slow city movement with the implementation and tourism policies and compare them with the governance dimension. Although it is important that public institutions and organizations and NGO’s (Non-Governmental Organizations) act in cooperation in order to prevent difficulties in fulfilling the criteria required for a slow city, this cooperation is possible with "tourism governance". In this study, a comparative analysis was made between the quiet cities of Isparta, Eğirdir and Yalvaç. In the study, the data obtained as a result of the use of qualitative research method were collected with the use of interview technique. Convenience sampling method and semi-structured interview technique were used in the research. As a result of the study, it was seen that the awareness of the people about preserving their culture, local food, tangible and intangible cultural heritage, history and natural beauties increased after the districts became slow cities. It can be said that it is very important for the public sector, private sector and non-governmental organizations to work in cooperation within the scope of tourism governance in order to ensure the continuity of the slow city criteria.

Modelling organisational resilience of public sector organisations to navigate complexity: empirical insights from Lithuania

Modelling organisational resilience of public sector organisations to navigate complexity: empirical insights from Lithuania

Do Pre‐merger Loyalties Help or Hinder Post‐merger Retention? A Longitudinal Study

AbstractMergers potentially threaten employees’ organizational identities. For some, a merger could be a trigger to seek employment elsewhere, but the factors associated with increased withdrawal cognitions post‐merger necessitate further research. Using a longitudinal, pre‐ and post‐merger design, we investigated two competing predictions drawing on social identity theory: a vulnerability hypothesis (high identification with the pre‐merger organization will be associated with increased withdrawal cognitions over time) versus a buffer hypothesis (high pre‐merger identification will be associated with decreased withdrawal cognitions over time). Employees from two public sector organizations were surveyed two months before and 22 months after a merger (N = 869). Consistent with the buffer hypothesis, higher pre‐merger identification was associated with lower pre‐to‐post‐merger withdrawal cognitions. We found that this relationship was moderated by both pre‐merger professional and workgroup identification, highlighting the importance of considering multifoci identification patterns in a merger context. Findings indicate that work‐related identification plays a key buffering role through organizational‐level change, with pre‐merger identification potentially helping retain staff through the merger storm. Thus, our study contributes to social identity theory by showing that an abundance of pre‐merger identification forms should help employees navigate the challenges faced during the change experienced with an organizational merger.

Talent Management Strategies and Service Delivery in County Governments in Kenya

A proactive human resource management (HRM) system in public sector organizations is critical for effective public service delivery. However, sub-national(county) governments (SNGs) in Kenya faced significant challenges in acquiring and retaining talented staff because of a labour supply and demand mismatch. Based on the challenge, the study evaluated the nature of the talent management strategies and their influence on service delivery in sub-national governments in Kenya. The study utilized the descriptive design and critically examined the HRM structures by sampling 140 respondents (47 county secretaries, 47 county directors of HRM and 46 municipality managers from municipalities based at the county headquarters of 46 counties) through interviews and questionnaires. The respondents were chosen based on their functional human resource management roles in the counties. The research instrument was validated through a panel review and piloted in three counties. The qualitative reports support the establishment and strengthening of county HR structure and systems, building staff capacity through training, and adopting talent management policies and practices to reduce staff turnover. This process would optimize staff competencies in sustaining service provisions at the county level. The correlation analysis indicated that service delivery positively correlated with talent management strategies (r = 0.6731, p< 0.05) at 0.05 significance levels, while the regression analysis revealed that talent management strategies explain about 45.30 % variance in service delivery with an effect size (β1 = 0.6210 (t = 10.6, p < 0.05). Based on the findings, the study concluded that talent management strategies are crucial to improving service delivery in Kenya's sub-national(county) governments. The study recommends proactive planning and adequately structuring the county's workforce based on knowledge, skills, abilities, and other characteristics. The study suggests that county governance structures should integrate and concretize the HRM initiatives geared towards talent management

Analysis of Internal Control and Fraud Prevention Efforts in Public Sector Accounting

This study aims to analyze the effect of internal control on accounting fraud that occurs in the public sector. This research was conducted using a literature review by reviewing 10 previous articles both national and international articles. The keywords used in the iterator search include 'internal control', 'fraud', 'public sector accounting fraud'. The results of the review of 10 articles show that internal control is an effective effort in preventing accounting fraud in public sector organizations.

Ethical culture and leadership for sustainability and governance in public sector organisations within the ESG framework

PurposeThe purpose of this study is to explore how ethical leadership behaviours within government organisations impact the development and sustainability of a positive organisational culture, which, in turn, has implications for ESG alignment. Design/methodology/approachA survey was conducted with 155 government employees in the Central region of Malaysia, utilising a validated questionnaire covering ethical leadership behaviours, ethical culture, and integrity violations related to ESG compliance. The collected data were subjected to analysis using Smart PLS to examine the hypothesised relationships and assess the model fit. FindingsThe study's findings established the role of ethical leadership in reducing integrity violations, particularly in the context of ESG compliance. Ethical leaders contribute to a culture where adherence to ESG principles is prioritised. However, the analysis did not find a statistically significant direct link between ethical culture and integrity violations related to ESG compliance, suggesting the need for further exploration of this relationship in future research. Research limitations/implicationsThe study faces limitations related to sample representativeness and self-reporting bias. The findings are context-specific to the Malaysian public sector, and generalisation to other settings should be approached with caution. Nevertheless, the implications of these limitations have broad relevance for understanding the interplay between ethical leadership and ESG alignment. Practical implicationsThe results of this study offer practical insights for public sector leaders and policymakers in Malaysia who aim to enhance their ESG performance. Understanding the role of ethical leadership in shaping organisational culture not only fosters a more ethical and positive work environment but also guides leadership development programs and strategies geared towards ESG alignment. Originality/valueThis study adds value to the existing literature by examining the specific context of the Malaysian public sector and by emphasising the relationship between ethical leadership and organisational culture within the ESG framework. The use of Smart PLS as an analytical tool enhances the robustness of the analysis, making the findings especially valuable for public sector organisations looking to enhance their ESG alignment through ethical leadership.

Do conformity and bailouts affect misreporting? The case of public health-care organisations

Most literature on the antecedents of misreporting in the public sector focuses on the propensity to report financial breakeven, with limited attention to the regulatory and normative incentives that may alter such propensity. This study provides novel explanations for public sector organisations' deviation from breakeven. Its underlying assumption is that misreporting may be shaped by mimetic pressures encouraging conformity as well as regulatory pressures conveyed through soft budget constraints. The empirical analysis includes all Italian public healthcare organisations over 17 years. The findings suggest that public healthcare organisations may manipulate accruals not only to achieve financial breakeven, but also to conform with peers’ financial performance or to worsen reported financial performance in anticipation of a bailout.

The Importance of Job Satisfaction in Dubai Police and Influencing Factors

Purpose: Government employees, like persons in the private sector, spend a lot of their time in public service. Consequently, employee satisfaction is essential for safeguarding long-term effectiveness and efficiency in both private and public sector organizations. Creating satisfactory working environments improves employees’ work-life balance, thus higher satisfaction levels. Every year, job satisfaction levels are measured throughout all the UAE public sector institutes. This is done through a survey sent by the Dubai Government Excellence Program (DGEP) to the employees every year. With the United Arab Emirates being heralded as one of the leading countries to create ideal work environments for employees, this study aims at determining the underlying factors that affect employee satisfaction in Dubai Police traffic department.
 Methodology: The study adopted descriptive research design. The research applied a purposive simple random sampling technique and probabilistic sampling technique. Data was collected on Dubai police traffic department employees. A quantitative and qualitative data analysis was conducted for the current research based on the collected data from the questionnaires circulated within the employees of police traffic department. Data were then analyzed using the Statistical Package for Social Sciences (SPSS-15) for statistical analysis. The results were presented in form of tables.
 Findings: While the socio-demographic factors could be considered factors explaining job satisfaction, age and marital status are the only factors that strongly explain the relationship due to their significant result. Additionally, for the nine environmental factors, using factor analysis to determine variables that strongly explain the dependent variables, the variable under “my work directly contributes towards organization’s goals” efficiently explains the status of job satisfaction. Furthermore, execution of mandates informed by the ability of the company to address public complaints and safe work environment influences job satisfaction levels.
 Unique Contribution to Theory, Practice and Policy: Although salary and work directly contribute towards an organization’s goals, companies can ensure that job levels are acquired in the right way. This way, the organization can efficiently address public complaints and promote a safe and healthy working environment. , these findings will inform further studies on behavioral management and workplace productivity in organizations

Evaluating deep learning variants for cyber-attacks detection and multi-class classification in IoT networks.

The Internet of Things (IoT), considered an intriguing technology with substantial potential for tackling many societal concerns, has been developing into a significant component of the future. The foundation of IoT is the capacity to manipulate and track material objects over the Internet. The IoT network infrastructure is more vulnerable to attackers/hackers as additional features are accessible online. The complexity of cyberattacks has grown to pose a bigger threat to public and private sector organizations. They undermine Internet businesses, tarnish company branding, and restrict access to data and amenities. Enterprises and academics are contemplating using machine learning (ML) and deep learning (DL) for cyberattack avoidance because ML and DL show immense potential in several domains. Several DL teachings are implemented to extract various patterns from many annotated datasets. DL can be a helpful tool for detecting cyberattacks. Early network data segregation and detection thus become more essential than ever for mitigating cyberattacks. Numerous deep-learning model variants, including deep neural networks (DNNs), convolutional neural networks (CNNs), and recurrent neural networks (RNNs), are implemented in the study to detect cyberattacks on an assortment of network traffic streams. The Canadian Institute for Cybersecurity's CICDIoT2023 dataset is utilized to test the efficacy of the proposed approach. The proposed method includes data preprocessing, robust scalar and label encoding techniques for categorical variables, and model prediction using deep learning models. The experimental results demonstrate that the RNN model achieved the highest accuracy of 96.56%. The test results indicate that the proposed approach is efficient compared to other methods for identifying cyberattacks in a realistic IoT environment.