Public Sector Organizations Research Articles

Impact of Organizational Culture on Bullying Behavior in Public Sector Organizations

Organizational culture can significantly influence the prevalence of bullying in workplaces. However, there is a dearth of empirical research that thoroughly investigates the various aspects of organizational culture directly linked to bullying behaviors in public sector organizations. To address this gap, a research study was conducted, interviewing senior-level managers across the Victorian Public Sector (VPS), Australia, aiming to identify the cultural elements contributing to bullying behaviors in their workplaces. Utilizing Schein’s organizational culture framework, this study reveals that hierarchical power distance, bureaucratic control, bullying as a political tactic, inaction against bullying incidents, and leaders’ prerogative are the primary cultural features that foster a negative environment and escalate bullying levels. It is imperative for organizations to recognize and rectify these cultural issues to prevent bullying behaviors and foster a safe and respectful workplace culture.

Towards a Data Governance Model for Enhanced Data Quality Management: A study of Public Sector Organizations in Guyana

Public sector organisations in Guyana recognise the need to handle and manage sensitive data properly. Proper data governance is the solution. Identifying the factors that would influence the design of data governance models helps to ensure the creation of a solid model and data quality management. This study accumulated factors from the literature and presented them to IT professionals in Guyana. The Contingency Model served as a base for the identified factors to work together to create a company-specific model for data quality management. Thematic analysis was employed to analyse nine (9) interview transcriptions from medium to high-level personnel across different public sector organisations in Guyana. The factors identified were refined to the Guyanese context. Culture emerged as an indigenous factor in this study. This research resulted in an emergent model that can now be used to design data governance models for public sector organisations in Guyana

Leadership competencies and blockchain implementation in public sector organizations: a sensemaking approach

Leadership competencies and blockchain implementation in public sector organizations: a sensemaking approach

Effects of Leadership Styles on Employees Job Performance: A Case Study of a Public Sector Organization in Ghana

Institutions are supervised by managers who are expected to direct their subordinates towards the achievements of organizational goals. Achievement of goals in an organization largely depends on the relationship between the supervisors and subordinates. Leadership styles play a crucial role in every organization in terms of industrial harmony and achievement of goals. Managers depending on the situation could employ democratic, autocratic or laissez-faire leadership styles to get organizational goals and objectives achieved. Primary data from public sector employees was used for this study based on the objectives of the study. Data was gathered from 50 employees using closed-ended questionnaires. The number of respondents was selected randomly from a population of 135 and determined using Yamane, 1974 formula and Browly proportional formula as indicated by Kumar 1976. The questionnaire were divided into three sections thus background characteristics of the respondents, respondents’ perception of their superiors’ leadership styles, employees’ assessment of their job performance respectively. The leadership styles were categorized autocratic, democratic and laissez-faire. The leadership and performance scales were measured using a 5-point Likert scale thus, 5=strongly agree; 4=agree; 3=undecided; 2=disagree; 1=strongly disagree. The outcome of the research was to the effect leadership exist in organizations have positive or negative impact on the job performance of workers. The results showed that a democratic leadership style has a significant positive impact on job performance within an organization, while autocratic and laissez-faire leadership styles contribute to apathy and lower work performance. Moreover, it was suggested among other things that the use of laissez-faire and autocratic styles should be discouraged since they are could be a recipe of creating lawless working environment which could result in low productivity.

Dynamic capabilities in the public sector: Research agenda in the context of digital transformation

Dynamic capabilities, which were initially developed for the private sector but have increasingly been applied to public sector organizations, can be used to frame the analysis of digital transformation. This article considers the research agenda on the capabilities enabling public sector organizations to implement digital transformation, manage multi-stakeholder collaborations, and improve service delivery in a changing environment. There are five emerging areas of dynamic capabilities in the public sector: conceptual discussion, management and performance, measurement frameworks, innovation and public value creation, and digital transformation. Future research agendas should focus on understanding multiple actors involved in the digital transition, and longitudinal and comparative studies.

An investigation into the shifting landscape preferences of rural residents in Taiwan and their relationship with ecological indicators.

Rapid urbanization has significantly altered landscape environments in both urban and rural regions, and these landscapes have been demonstrated to play a pivotal role in human well-being. This study develops a coherent framework that integrates landscape change, landscape ecological indicators, and landscape preferences within the context of the evolving landscape environments of rural communities in Taiwan. Four distinct types of rural communities were selected, and a quantitative methodology was employed to investigate the variations and transformations in landscape preferences among rural residents in the context of landscape change. A qualitative methodology was employed to investigate the relationship between landscape ecological indicators and landscape preferences. The study's findings indicate significant temporal variations in residents' landscape preferences, with landscape beauty, stewardship, and coherence emerging as key determinants in the evaluation of these preferences. Landscape ecological indicators were found to be significantly correlated with variables such as landscape complexity, landscape beauty, openness, naturalness, and comprehensive landscape assessment. The findings of this study indicate that design planners, land managers, and public sector organizations can employ multidimensional thinking in the management of rural landscapes to align with the visual aesthetic preferences of rural residents.

Impact of Information Characteristics on Information Adoption and Public Sector Organizations Success in the China

The quality of information is a significant feature for organizational success which policymakers and researchers must emphasize in building up strategies. The present study examines information characteristics such as information quality, information quantity and information credibility on public sector organizations success in China. The study also investigates the mediating role of information adoption among information quality, information quantity, information credibility and public sector organizations success in China. The survey questionnaires were used to gather the primary data from the respondents. The respondents comprised a sample size of 357 employees of Chinese public sector organizations, chosen through random sampling technique. Smart-PLS was used to measure data validity and nexus among constructs. The results revealed that the information quality, information quantity and information credibility have a positive association with public sector organizations success in China. The outcomes also exposed that the information adoption significantly mediates among information quality, information quantity, information credibility and public sector organizations success in China. It is hoped that the findings of this study will help policymakers and strategists to frame policies and guidelines to achieve the organization success by using high quality information.

Digitalization accounting information system and servitization in public sector organizations - moderating effect of recoverable slack

Digitalization accounting information system and servitization in public sector organizations - moderating effect of recoverable slack

The role of information flows in trust-based management

PurposeThis paper explores the role of work-related information flows in trust-based management in public sector organizations. Whereas the relationship that trust affects information sharing between employees as such is well known, the opposite relationship where information flows that facilitate access to and sharing of work-related information affect trust is less studied.Design/methodology/approachThe paper analyses survey data from 481 employees at lower hierarchical levels in home care and schools in the City of Oslo four years after the City Council decided to implement trust-based management, using structural equation modelling (SEM).FindingsThe results from the path models indicate that work-related information flows mediate the impact of trust-based management, contribute to the development of trust in managers and increase employee autonomy.Practical implicationsA practical implication is that work-related information flows seem to be an important design variable in trust reforms. Organizations that plan to implement more trust-based management should therefore pay close attention to how changes in management systems and leadership practices impact work-related information flows.Originality/valueThis paper contributes to the public management literature and research on trust reforms by identifying the role of work-related information flows as a mediator in trust-based management. The paper provides new insights into the relationship between information flows, trust and autonomy by combining perspectives from public management, information studies and organizational behaviour.

Investigation of the effectiveness of the implementation of gender equality strategies: a case study of an Australian public sector organization in a male-dominated industry

Investigation of the effectiveness of the implementation of gender equality strategies: a case study of an Australian public sector organization in a male-dominated industry

Promoting Innovation in Public Organisations: An Analysis in a National Public Institution in Algeria

Organisational innovation has become a critical factor for the survival and competitiveness of public-sector organisations. This form of innovation entails the introduction of new ways of doing and organising work that aimed at enhancing the organisation’s capacity to achieve its objectives. The aim of this study is therefore to explore the conditions that stimulate the development of organisational innovation in the context of a national public institution experiencing transformation and modernisation in Algeria. More specifically, our aim is to identify the internal and external conditions that facilitate the emergence of innovation, using a descriptive and analytical approach based on qualitative data collection (interviews and observations). The results of this work show that innovation is not isolated in the organisation, but is influenced by the organisation’s internal and external environment. This environment exerts pressure but also provides the conditions and the opportunities for innovation. The existence of a clear development strategy and project-based working structures provides a favourable context for innovation. Innovation is also a collective phenomenon, arising from the contribution of all key people in the organisation and the mobilisation of collective capacities through the role of leadership and the organisational support. Public organisations must therefore pay particular attention to these aspects in order to create value and innovate in their practices and remain competitive in an increasingly turbulent environment.

The Impact Of Organizational Culture On EProcurement Implementation In Public Sector Organizations In Ghana

Purpose – This study aims to assess the impact of organizational culture on e-procurement implementation in public sector organizations in Ghana Design/Methodology/approach- Employing an explanatory design, this study used an in-depth interview guide and case study analysis. Three organizations implementing e-procurement were selected using purposive sampling. Data was collected through structured interviews with six respondents from each organization, which focused on the impact of organizational culture on e-procurement implementation. Findings- The data was analyzed thematically on Performance Expectancy, Effort Expectancy, Social Influence and Facilitating Conditions. Cultures promoting innovation, inclusivity and excellence boost performance expectations. Emphasizing adaptability, customer-centricity and efficiency eases system use. Inclusivity, open communication and collaborative decision-making improve social acceptance while facilitating conditions like empowerment and accountability ensures long-term sustainability. These traits were evident in Organizations A, B, and E, which aligned with organizational values with e-procurement system requirements. Social implication – The findings from the study could help policy makers know the dominant organizational culture in the public sector and how the public organizations can foster collaboration and excellence through adaptability, user-centric design and comprehensive training, reducing perceived effort in e-procurement systems. Originality/Value – This study is one of the limited empirical qualitative type of research aimed at providing a comprehensive understanding of the impact of organizational culture on the implementation of e-procurement within public organizations in Ghana. The findings give insights to policymakers regarding the relationship between organizational culture and the implementation of e-procurement in the public sector

Reexamining Knowledge Management Education in Higher Institutions of Learning in Africa: A South African Perspective

Abstract: For twenty-first-century higher education institutions to stay relevant in a rapidly evolving techno-economic environment, knowledge management (KM) education is crucial in their curriculum. KM education expands the theoretical underpinnings of the discipline, producing skilled and competent professionals to implement KM in organizations and businesses. Researchers have reported the lack of an educational career path for KM professionals and have advocated for the need to build a professional qualification that can serve to establish KM, with agreed and accepted entry requirements. KM at educational institutions is still emerging as an interdisciplinary research and teaching discipline, notwithstanding the fact that the concept emerged as an academic discipline in the 1990s. Although KM has been established at private- and public-sector organizations in Africa, it is yet to be integrated as a discipline at most of these institutions. Drawing from five different perspectives of KM, a guideline for KM education is presented comprising an integrated KM curriculum that includes every KM discipline. The article advocates for KM education at higher education institutions from an African perspective. Since the discipline is still maturing, KM researchers have advocated for an annual survey of KM education to track progress toward a mature academic discipline.

Going the Extra Mile: What Drives Employee Voluntarism in Public Sector Organizations?

This research intends to investigate the impact of employee age and innovative work climate on the relationship between supportive supervisory roles and employee acts of voluntarism. Using a large cross-sectional survey of the Australian Public Service we find that the influence of supportive supervisors on employees’ acts of voluntarism and extra role behaviors at work is higher amongst younger employees. This indicates that younger employees are more likely to engage in acts of voluntarism as a result of supportive supervisory roles. Findings also indicate that innovative work climate accentuates the relationship between supportive supervisory behaviors and acts of voluntarism. Employees who experience high levels of innovative work climate and high levels of support from supervisors tend to display higher levels of voluntarism and extra role behaviors at work. These findings have several theoretical and practical implications.

Organizational Commitment as a Mediator: Exploring the Relationship between Job Satisfaction and Job Performance in the Ghanaian Public Sector

Public sector organizations in developing countries face significant challenges related to workforce retention, job satisfaction, and performance, particularly in Ghana, where limited resources and economic constraints exacerbate these issues. Addressing these challenges is vital for improving organizational outcomes and ensuring effective delivery of public services. This study explores the relationship between job satisfaction and job performance in Ghana’s public sector, focusing on the mediating role of organizational commitment. Understanding these dynamics is becoming increasingly important as public sector organizations grapple with the complexities of workforce management in resource-constrained environments. A sample of 300 employees was selected through purposive and convenience sampling, with 200 valid responses (66.6% response rate). Data were analyzed using SMART PLS 3.0 and SPSS 22, applying partial least squares structural equation modeling (PLS-SEM) to assess the research model and hypotheses. The findings reveal that job satisfaction significantly impacts affective, continuance, and normative commitment. Additionally, continuance and normative commitment positively influence job performance, whereas affective commitment does not. This study underscores the importance of job satisfaction in enhancing job performance through its effect on organizational commitment. To improve workforce outcomes, the study recommends targeted training programs that address skill gaps and increase job satisfaction. Public sector organizations, particularly local governments, should prioritize the implementation of effective job satisfaction strategies to boost employee performance and commitment. This research provides valuable insights into how public sector entities in developing countries like Ghana can foster employee performance through improved organizational commitment.

Tab the lab: A typology of public sector innovation labs

Many public sector organizations set up innovation laboratories in response to the pressure to tackle societal problems and the high expectations placed on them to innovate public services. Our understanding of the public sector innovation laboratories’ role in enhancing the innovation capacity of administrations is still limited. It is challenging to assess or compare the impact of innovation laboratories because of how they operate and what they do. This paper closes this research gap by offering a typology that organizes the diverse nature of innovation labs and makes it possible to compare various lab settings. The proposed typology gives possible relevant factors to increase the innovation capacity of public organizations. The findings are based on a literature review of primarily explorative papers and case studies, which made it possible to identify the relevant criteria. The proposed typology covers three dimensions: (1) value (intended innovation impact of the labs); (2) governance (role of government and financing model); and (3) network (stakeholders in the collaborative arrangements). Comparing European countries and regions with regards to the repartition of labs shows that Nordic and British countries tend to have broader scope than continental European countries. Points for practitioners Public sector innovation (PSI) labs can help to approach innovation collaboratively across organizational boundaries. It is, however, necessary in this context to find the setup that best addresses an organization's needs or strategic ambitions. The proposed typology is based on criteria relevant for designing PSI labs. Being able to distinguish the different labs helps practitioners to choose models that fit their purposes and learn from existing labs.

Climate leadership competencies in public sector organisations in the Pirkanmaa region of Finland

Piirkonnad saavad sobivaid meetmeid kasutusele võttes kliimamuutusi leevendada ja nendega kohanemist toetada. Selle uuringu raames küsisime Soome Pirkanmaa maakonna avaliku sektori organisatsioonide kliimastrateegia koostamise ja rakendamisega tegelevate töötajate arvamust selle kohta, mida on vaja kliimapoliitika eestvedamiseks piirkondlikus organisatsioonis. Kirjeldame piirkondliku tasandi avaliku sektori organisatsioonides töötavate kliimamuutuste leevendamise ja nendega kohanemisega tegelevate juhtide ehk kliimapoliitika juhtide omadusi ressursside, protsesside, probleemide ja motivatsiooni kaudu ning piirkondlikul tasandil kliimapoliitika eestvedamiseks vajalikke pädevusi. Selle uuringu eesmärk on toetada hariduse kavandamist selliselt, et see vastaks paremini piirkondliku kliimapoliitika elluviijate vajadustele. Full text

The Relationship between Knowledge Sharing Capability and Competitiveness of Chartered Public Universities in Kenya

Purpose: The purpose of this study was to establish the relationship between knowledge sharing capability and competitiveness of chartered public universities in Kenya. Universities are knowledge intensive environments, and play a central role in the creation and dissemination of knowledge that they generate. Accordingly, it would be expected that such institutions would adopt proactive approaches to the incubation of knowledge management capability and strategies, and that they would have better insight on how to achieve and optimize the value of their knowledge assets. However, research has shown that this is not the case, and that the approaches adopted by universities are passive and inconsistent. In addition, although there is a strong body of research in the area of knowledge management in commercial environments, and growing interest in knowledge management in public sector organizations, there has been little research on knowledge management capability in universities. Methodology: The study adopted a descriptive design. The population of the research consisted of 31 chartered public universities authorized to operate in Kenya as at December 2020. The study adopted a census methodology while purposeful and convenient sampling was adopted to select respondents amongst the middle level management staff. The study used both secondary and primary data. A self-administered questionnaire was used as the primary data collection instrument. Out of 155 questionnaires that were sent out, 123 were filled and returned. Statistical Package for Social Studies (SPSS) was used for data analysis. The study used regression model to estimate the level of significance which yielded a positive and significant influence of knowledge sharing capability on competitiveness of chartered public universities in Kenya. Findings: The findings pointed out that knowledge sharing capability significantly influenced competitiveness of chartered public universities in Kenya. The public universities should therefore entrench knowledge management practices in their day to day operations in order to remain competitive. Unique Contribution to Theory, Practice and Policy: The study recommended that public universities should embrace knowledge sharing practices in their operations as it enhances competitiveness. One of very important factor in knowledge sharing is that university stakeholders should be accorded with formal, informal and virtual space to interact with each other for knowledge exchange.

Climate leadership competencies in public sector organisations in the Pirkanmaa region of Finland

Regions play an important role in concretising climate change mitigation and adaptation action. In this study, we asked those who work in designing and implementing climate strategies in regional public sector organisations in the Pirkanmaa region of Finland, for their views on what is needed for climate leadership in a regional organisation. We characterise the attributes of a climate leader in the context of regional public sector organisations in terms of the resources, processes, challenges and motivations in their work on climate change mitigation and adaptation, and describe the competencies needed for regional climate leadership. This research aims to support education design better to respond to the needs of regional climate actors.

Pengaruh Komitmen Organisasi Terhadap Kinerja Manajerial dengan Anggaran Sebagai Variabel Moderating

Performance measurement is a process of assessing the progress of work against the goals and objectives predetermined, performance measurement used to assess the achievements manajaer and units of the organization he leads. the concept of managing public sector organizations based on three main elements, namely: economy, efficiency, and effectiveness. This study will analyze the influence of the independent variable on the dependent variable, namely the Participation Effect budget and organizational commitment to managerial performance in Islamic hospital Jakarta Cempaka Putih. Results showed partial (according t test) effect on theorganizational commitmen with budgetary participation as moderating variable of managerial performance. Then according to the results of t test, the partial effect on the organization's commitment managerial performance in performing their tasks and responsibilities. In carrying out the duties and responsibilities as a manager, it takes a strong commitment to the organization. Test results F illustrates that the simultaneous participation of the budget and organizational commitment jointly influence on managerial performance. R Square Test results showed R2 values ​​shown in the table amounted to 0.690 means that the variable budgetary participation and organizational commitment, able to explain 69.0% of these variations on managerial performance variable (Y). Keyword: organizational commitment, managerial performance, participation budget,