Sector Organizations Research Articles

URBANISMO, DIGNIDADE E DIREITO À CIDADE, NA ERA DAS PPPs DOS GRANDES PROJETOS URBANOS

This work is the result of a research for the theoretical framework of a doctoral thesis, developed in the Graduate Program in Architecture and Urbanism of the Federal University of Bahia, in order to promote a discussion on the Right to the City. An exploratory research is carried out based on a bibliographic survey, which includes scientific articles and books that deal with the theme under discussion here. The discussion has been taking place for decades, since the period of struggle for Urban Reform in Brazil. The objective is to discuss the instruments of urban policy, relating the issue of the Right to the City and the role of the State as a mediator of a process where there are several actors, but which, together with the private sector, social movements and civil society organizations, constitutes one of the main agents of (re)production of urban space. It seeks to discuss the role of the State, through such instruments of urban policy, as well as their effectiveness and the processes of urban planning and management, in the sense of the social function of urban property, in the face of large urban projects, often gestated with PPPs.

Using punctuated equilibrium theory to explain changes in policy outputs: The case of the United States Coast Guard

AbstractThis article explores the utility of punctuated equilibrium (PE) theory in explaining revolutionary organizational change in the public sector and its effects on policy implementation, with a focus on the United States Coast Guard. We illustrate our model using data from in‐depth interviews with current and former senior Coast Guard officers and enlisted personnel, as well as secondary sources such as historical accounts and budget data. Through content analysis, we argue that PE theory begins with a change in the public sector organization's external environment, which then affects organizational strategy, structure, power distribution, and outputs. Punctuated equilibrium theory proves to be a valuable lens for understanding policy outputs in relation to organizational change.Related ArticlesKwon, Sung‐Wook, and Sylvia Gonzalez‐Gorman. 2019. “Influence of Local Political Institutions on Policy Punctuation in Three Policy Areas.” Politics & Policy 47(2): 300–25. https://doi.org/10.1111/polp.12295.Neill, Katharine A., and John C. Morris. 2012. “A Tangled Web of Principals and Agents: Examining the Deepwater Horizon Oil Spill through a Principal–Agent Lens.”Politics & Policy 40(4): 629–56. https://doi.org/10.1111/j.1747‐1346.2012.00371.x.Peng, Peiwen, and Tangzhe Cao. 2023. “Attention, Institutional Friction, and Punctuated Equilibrium in China's Budget: Changes in Social Security and Employment Expenditure.” Politics & Policy 51(2): 256–82. https://doi.org/10.1111/polp.12523.

The Role of Recruitment Practises in Enabling Workforce Diversity in County Governments in Kenya

Workforce diversity in public sector organizations in sub-Saharan Africa is supported by legal statutes and mandates as opposed to organizational policy initiatives. HR audits indicate a skewed distribution of specific ethnic groups and an aged workforce with redundant skills due to recruitment practices. Due to the dearth of studies on workforce diversity in sub-national governments in Sub-Saharan Africa, the study examined the role of recruitment practices in enabling workforce diversity in the County Government of Trans- Nzoia. The study was guided by the social identity theory and adopted a descriptive design that was cross-sectional in the time dimension. The study censused senior employees of the County Government and employed a questionnaire as the main research instrument The study carried out data analysis through descriptive analysis and used regression analysis using Statistical Package for Social Sciences (SPSS) software version 20.0 and the output presented in the form of graphs, Charts, and tables. The descriptive statistics indicated the county government values employee qualifications and uses both internal and external job advertisements, with a skewed but consistent selection process. Use of interviews with little application of the psychometric test of candidates as a screening criteria. Workforce diversity significantly correlated with the recruitment practices; with job advertisements (r = 0.781, p< 0.05), and screening process (r = 0.679, p< 0.05), The study concluded that the recruitment practices have a positive effect on workforce diversity. Based on the findings, the study recommends that the county government support competitive recruitment procedures to improve workforce diversity. The study implications are that sector organizations can promote workforce diversity through efficient practices. The study calls for the HR professional to critically examine the different aspects of HRM in public sector organizations. The study findings are beneficial to sub-national governments, policymakers/legislators, and other scholars in Kenya

Navigating Burnout in the Public Sector: Strategies for Enhancing Employee Well-Being and Organizational Performance

Burnout has become a critical concern in public sector organizations, with recent studies showing that its impacts extend beyond employees' personal well-being, severely affecting organizational performance. This article aims to identify key contributors to burnout by extracting qualitative secondary data, including research findings, case study material, and employee narratives. Using Maslach's Burnout Inventory as a framework, the study focuses on emotional exhaustion, depersonalization, and reduced personal accomplishment as the primary dimensions of burnout. Key factors such as high workload, bureaucratic pressure, and emotional labor are examined, alongside their detrimental consequences on job performance, mental health, and public trust. This study highlights successful leadership interventions aimed at mitigating burnout. Case studies from public health agencies, local government offices, social services, and educational institutions reveal that leadership style, resource deployment, and employee engagement are significant in minimizing burnout and enhancing job satisfaction. Transformational leadership, flexible work arrangements, peer support programs, and recognition initiatives are presented as practical interventions that improve employee well-being. The article also underscores limitations in existing literature and calls for more comprehensive, longitudinal studies across distinct public sector roles to fully capture the long-term effects of burnout. Furthermore, it stresses the importance of incorporating employee feedback into the design of well-being initiatives to promote work-life balance. In conclusion, this paper offers actionable recommendations for public sector leaders and policymakers, advocating for a holistic approach to managing burnout. By fostering supportive work environments, public sector organizations can enhance their effectiveness in serving communities, while contributing valuable insights to the ongoing discourse on organizational well-being.

Navigating the New Normal: Psychological Capital's Mediating Role in the Work-From-Home Paradigm

Working from home (WFH) has become the expected trend as a result of the COVID-19 epidemic. The impact of family conflict, social isolation, distracting environment, job autonomy, and self-leadership on employees' productivity, work engagement, and stress levels have been examined in this study with a mediating role of Psychological capital. There has been little study on the impact of Psychological capital as a mediator and its influence on remote work productivity, work engagement, and stress. The data was collected from employees of IT sector organizations. Through online and print surveys, a sample of 429 respondents was gathered using the convenience sampling method. The dependent variables were workers’ productivity, work engagement, and Stress, the mediating variable was Psychological Capital and the independent variables were family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership under the framework of the Job Demand and Resource model. The PLS-SEM tool was used to investigate the association between research variables. The SPSS tool was used to run the descriptive statistics of respondents. Through this study, it was able to conclude that Job Demand and Job Resources significantly impact productivity, work engagement, and stress through psychological capital. Job Demand negatively impacts productivity, and work engagement and positively impacts stress while Job Resource positively impacts productivity, and work engagement and negatively impact stress.

The Impact of Unfair Compensation on Employee Morale, Job Satisfaction, and Performance: A Quantitative Analysis in Pakistan’s Health Sector

The main aim of this article is to investigate how the unjust compensation structure affects the motivation, contentment, and performance of Pakistani healthcare professionals working for different healthcare institutions. The theoretical foundation of this study is based on equity theory. The authors administered a self-completed structured questionnaire survey to 381 employees from a variety of organizational sectors, using a PLS-SEM technique to analyze the relationships between variables. The outcomes from this research show that perceived unfair compensation decreases organizational commitment, organizational citizenship behavior, job satisfaction, and performance. The findings contribute to the theoretical understanding of compensation equity and offer practical recommendations for human resource managers to improve organizational success through the correction of pay disparities. It highlights the broader importance of equitable remuneration practices in all businesses. A future study could broaden its scope by incorporating longitudinal and cross-national studies to further corroborate the findings.

Merging Worklife Organizational Innovation and Educational Programs: Promoting Continuous Adaptations to the Global Economy

AbstractThis essay honors the accomplishments of Morten Levin both by analyzing some of the key innovative educational programs he created and by extending the elements of that analysis to two other cases, that of Aker Solutions and the Mondragon Cooperatives. We acknowledge that the relationship between higher education institutions and manufacturing-service-public sector organizations is multiplex and has undergone multiple transformations over the decades. It is also affected by the national political economy and the scope and diversity of the higher education sector itself. Creating sustained and yet dynamic relations among these actors in service of both higher education and the efficacy and innovativeness of worklife organizations is a significant challenge which all the cases we present have addressed with some success. What the efforts have in common is a democratizing action research built on an ethos and worldview of the benefits of collaboration and co-creation, and organizational capabilities built on Actor Network strategies to promote collaboration and innovation as a way of adapting to the rapidly changing world conditions effectively. We argue that there are many more such examples in existence and that a key role for action research is to document them, show how more collaborative and adaptive organizational processes are possible and show how neoliberal New Public Management is an authoritarian “wrong turn” with dire consequences. Ultimately, this essay is an argument against the “iron cage” view of bureaucracy as always coercive and stultifying and show that it is not bureaucracy but the authoritarian approaches to creating coercive bureaucracies that destroy organizational collaborations and innovation.

What are the communication guidelines for people with dementia and their carers on the internet and are they evidence based? A systematic review.

Introduction: Communication difficulties of people with dementia can negatively impact well-being of them and their carers. There are evidence-based and clinically recommended strategies that can be used to support people with dementia which they are more likely to access on websites than via academic literature. We aimed to search the internet for communication advice for people with dementia and their carers, describe the strategies and compare these to the evidence-base.Methods: After a systematic search of websites offering communication advice to people with dementia and their carers, we described the strategies there, used reflexive thematic analysis to identify the rationale for recommended strategies and compared the strategies to the evidence base. We included websites aimed at people with dementia and their carers published by dementia-related health and social care, or third sector organisations. We compared strategies to those in published systematic reviews and practice guidance from UK health and social care agencies.Results: Our review identified 39 eligible websites, containing 164 individual strategies. These were grouped into 26 strategy types, with nine latent themes developed. These were supporting communication strengths, valuing the interaction, prioritising needs, providing emotional safety, working together, adapting communication for the situation, developing carer communication skills, knowing the individual and focusing on broader meaning.Conclusion: Our review highlights the need for flexible approaches to supporting communication for people with dementia which consider the individual's needs and preferences, the context of the interaction, and the priority in that moment. We identify the inherent challenges for carers in trying to interpret advice for their own needs.

The blind HR: Why do people leave managers not companies? A case of inconsistency in performance appraisal and performance outcome

Learning outcomes The learning outcomes are as follows: to benchmark and compare the theoretical models of the performance management and appraisal processes. (Questions 1 and 2) Remembering-in Bloom’s Taxonomy; to understand the importance of practicing fair performance appraisal process. (Question 4) Understanding-in Bloom’s Taxonomy; to analyze the implementation and effectiveness of 180-degree performance appraisal method and rating system prevalent in the IT Sector. (Question 1) Applying and Analyzing-in Bloom’s Taxonomy; to assess the impact of perceptual biases on human behavior and performance (Questions 2 and 3) Evaluating-in Bloom’s Taxonomy. Case overview/synopsis The case study entitled “Is HR Blind? Why do People Leave Managers Not Companies? A Case of Unfair Performance Appraisal and Biases” is a classic example of a flawed and biased performance appraisal process and perceptual biasness, which resulted in the loss of a valuable and talented resource in a leading Indian IT MNC. The present case had been based upon the real-life experience of an employee (i.e. Rahul Verma), who worked with the company from year 2010 to 2021. It was among the top ten IT MNCs employing about 0.1 million people. The objective of the case was to highlight real time issues existing with HR practices, mainly in IT sector organizations. For example, in the present case, do the HR seek proper justification from the manager before taking a harsh decision like forcibly asking an employee to sign a termination contract without looking at the contributions of his qualitative performance or even performance rating (refer to the transcript) for that matter? Was the job of the HR to only ensure how to fit in employees in the faulty bell curve system? Whether the performance appraisal system being followed at the company is adequately capable of identifying and recognizing the talent. Do the different functions really work cohesively and organically toward achieving the intended goals and objectives of the organization? Was this a failure of the manager in recognizing talent or something went wrong at the employee’s part? Was this a failure of the entire HR system or performance management process at the organization that was unable to filter out the capable and skilled resources out of the crowd? Was this a problem of organizational culture that put on stake its most critical resource – the human capital – by allowing the appraisers to evaluate them just because of the hierarchical structure, and not because they are not being competent enough to perform this most critical job objectively? Who ensures the appraiser is free from any kind of prejudice or bias and is capable of fairly assessing the talent resource? So, the present case was a deliberate attempt to throw out these burning questions to the practitioners and students to ponder upon. Does HR really follow the blind process merely acting on the feedback received from the different units of the organization? With the help of strong theoretical foundation and practical applications, the following objectives and questions have been framed to deliberate and propose the workable solutions for the benefits of the relevant stakeholders. Complexity academic level HR practitioners, HR managers, supervisors, senior management and HR students, IT heads, project managers. Supplementary material Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

A Moderated Mediation Model on the Relationship Among Public Service Motivation (PSM), Self-Efficacy, Job Satisfaction, and Readiness for Change

Despite the pivotal role of employees in relation to organizational change, few studies have proposed an integrated influence mechanism that accounts for employee change readiness. By combining public service motivation (PSM), person–organization (P–O) fit, and expectancy–disconfirmation theories (EDT), we developed a moderated mediation model to explore individual-level impacts on organizational change. Based on questionnaire data collected from 512 doctors working in public hospitals in China, we found that individual doctors’ PSM positively contributed to their readiness for change but was moderated by self-efficacy and job satisfaction. Specifically, doctors with decreased job satisfaction resulting from realizing their limited capacity to influence policies from higher-ups tend to show a lack of willingness to actively prepare for change. In sum, this study not only contributes to a micro-level understanding of employees’ readiness for change but also proposes feasible suggestions to enable smoother and more successful organizational changes in public sector organizations. The research findings illuminate the crucial role that individual-level dynamics play in organizational change for scholars and practitioners.

Construction 4.0 implementation for performance improvement: an innovation management perspective

Purpose The emergence of Construction 4.0 technologies provides an impetus for radical change and rejuvenates the interest of stakeholders in addressing long-standing performance issues in the construction sector. However, construction firms struggle to implement Construction 4.0 technologies for performance measurement and improvement. Therefore, the purpose of this research is to develop a conceptual model of innovation management for implementing Construction 4.0 that guides and facilitates the strategic transformation of construction firms. Design/methodology/approach A conceptual model of innovation management is presented, and the findings are synthesised based on a literature review, 20 semi-structured interviews, two focus group discussions, three workshops, expert consultation and observations on three digitally-enabled projects. Data were inductively analysed using thematic analysis. Findings The analysis of empirical data revealed: (i) Four scenarios that could lead the industry to different futures, based on the extent of research and development, and the extent of integration/collaboration; (ii) Construction 4.0 capability stages for a sustained implementation route; (iii) Possible business model configurations derived from servitisation strategies; and (iv) Skills management challenges for organisations. Research limitations/implications First, the empirical data was only collected in the UK with its unique industry context, which may limit the applicability of the results. Second, most of the research data comes from the private sector, without the views of public sector organisations. Third, the model needs to be further validated with specific data-driven use cases to address productivity and sustainability issues. Practical implications Successful Construction 4.0 transformation requires a concerted effort of stakeholders, including those in the supply chain, technology companies, innovation networks and government. Although a stakeholder’s action would depend on others’ actions, each stakeholder should undertake action that can influence the factors within their control (such as the extent of collaboration and investment) and the outcomes. Originality/value The conceptual model brings together and establishes the relationships between the scenarios, Construction 4.0 capability stages, business models and skills management. It provides the first step that guides the fuzzy front-end of Construction 4.0 implementation, underpins the transformation to the desired future and builds long-term innovation capabilities.

The Role of Data Capabilities in Developing Public Sector Dynamic Capabilities: Lessons from the COVID-19 Pandemic

ABSTRACT For public sector organizations, adapting to unexpectedly changing circumstances has become a substantial challenge. The COVID-19 pandemic provides a fruitful ground for exploring how organizations operate and change under intense circumstances. This article draws on the case of Estonian public sector organizations to understand the way data capabilities were used to improve operational routines related to pandemic response. Certain data capabilities helped organizations to carry out tasks related to the pandemic response, which impelled rapid adaptation of routines. However, it remains a challenge to embrace long-term changes going beyond temporary fixes of the pandemic and to develop dynamic capabilities.

COMPARISON OF SOCIAL POLICY PRACTICES IN OECD COUNTRIES WITH PANEL ANALYSIS

This study employs a panel data analysis method to examine the impact of social policy practices in OECD countries on economic development levels. The advent of the Industrial Revolution and subsequent technological developments have led to a widening of the development gap between countries. The study examines the relationships between governance components and gross domestic product (GDP) in detail. Governance is a pivotal factor in the formulation of social policies, with the involvement of the state, private sector and non-governmental organisations. The study demonstrated the impact of the rule of law and other governance components on economic growth. It has been argued that governance practices and social policies have a significant effect on development on a global scale.

Meninjau Flexible Working Space (FWS) sebagai Pendekatan Baru di Kementerian Keuangan

The growing flexible work trend marks a fundamental shift in the work paradigm in the modern era. Flexibility in the work environment is becoming increasingly important, especially in public sector organizations, to increase employee productivity and well-being. The Ministry of Finance, as a government institution responsible for public financial management, is also not immune from the need to adapt to these changes. This research aims to review the implementation of Flexible Working Space (FWS) as a new approach at the Ministry of Finance to improve employee efficiency and welfare. The research method used is a qualitative research method with a case study research approach. The research results show that the implementation of FWS in the Ministry has had a positive impact, such as increasing work flexibility and balance between employees' work and personal lives (work-life balance). However, challenges such as adapting to long-established work culture, performance and productivity management, how to maintain and increase a sense of togetherness and collaboration among employees, as well as data and information security issues still need to be addressed. Thus, implementing FWS in the Ministry of Finance can be an effective approach to improving organizational performance and employee welfare, but requires careful strategies in overcoming the associated challenges.

Look busy do nothing: does professional isolation and psychological strain of overqualified employee leads to goldbricking behaviour?

PurposeDrawing on person-job fit theory, this study examined the link between perceived overqualification (POQ), professional isolation, psychological strain and goldbricking behaviour. We also investigated the moderating influence of employee career self-management on the association between the POQ and professional isolation.Design/methodology/approachA time-lagged data approach were used to collect data from service sector organisations. The study model was analysed using PLS-SEM.FindingsThe results show that POQ is positively related to goldbricking behaviour. Professional isolation and psychological strain mediate the link between POQ and employee goldbricking behaviour. The mediated relationship between POQ and goldbricking behaviour through professional isolation was moderated by employee career self-management.Originality/valueThis research contributes to the existing literature by examining the novel concept of goldbricking behaviour in the context of person-job fit theory. The originality of this study lies in its nuanced investigation of the mediating role of professional isolation and psychological strain in the relationship between POQ and goldbricking behaviour. Additionally, this study adds value by examining the moderating influence of employee career self-management, offering practical insights for organisations.

The smart city that would not be labelled ‘smart’: a tale about innovation in urban development through citizen-centric and sustainable ideals

ABSTRACT This article provides a case study of urban development triggered by an exogenous shock and examines how public sector innovation can lead to a new path for local government in urban development. Bodø municipality applied innovative urban development approaches to change the trajectory of the shock and developed a new narrative about themselves. This case is examined through a public sector innovation lens, specifically emphasizing the path-constituting impact such shocks can have on path-dependent public sector organizations. The article thus contributes with an empirical example of innovative urban development with a collaborative focus.

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

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

Effects of Authentic Leadership on Innovative Work Behavior: Psychological Capital as Mediator and Organizational Unfairness as Moderator in Pakistani Public Sector Organizations

The purpose of this research is to determine the effects of authentic leadership on innovative work behavior (IWB) in the context of Pakistan’s public sector organizations, with the mediating effect of psychological capital and moderation by organizational unfairness. This study adopted a quantitative research design and questionnaires were used to collect data from 314 respondents, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) technique. The outcomes show that the degree of authentic leadership has a positive impact on the level of IWB. As in the case of psychological capital, it is effective in mediating this relationship, thus underlining the significance of leaders supporting self-efficacy, hope, resilience, and optimism among the workforce to enhance innovation. Furthermore, the organizational unfairness to a great extent moderates the relationship between authentic leadership and IWB; the role of the right environment in encouraging employees’ innovation. This research fills the gap in the literature by describing and explaining authentic leadership and innovation in the context of the public sector organizations. The managerial implications stress the significance of the leadership development initiatives aimed at strengthening the authentic leadership in organizations and creating the supportive environment that would help improve creativity and organizational performance.

Cultivating Team Learning: Interplay of Ambidextrous Leadership and Psychological Safety

This study aimed to explore the mediating role of psychological safety between ambidextrous leadership and team learning. The data were collected from 339 employees working in the service sector using a self-administered questionnaire. The scales in the questionnaire were adopted from well-known and valid sources. The data were analyzed to test the proposed hypothesis using the PROCESS Macro by Andrew Hayes in SPSS 26 and AMOS 24 for confirmatory factor analysis. The study found that there was a significant effect of ambidextrous leadership on team learning and psychological safety significantly mediated the said relationship. The study added to the literature on the theory of planned behavior by adding the novel variables of team learning and ambidextrous leadership in the context of the service sector organizations. Other studies can be initiated to explore the effects of other psychological variables like emotional intelligence and positive psychological capital to further the relevant literature. The study can be further extended to other workplaces including manufacturing and primary sector organizations.

Patient and Public Involvement in Research Evaluating Integrated Care for People Experiencing Homelessness: Findings From the PHOENIx Community Pharmacy Pilot Randomised-Controlled Trial.

There is a paucity of research on and a limited understanding of patient and public involvement (PPI) in the context of research in homelessness and, in particular, direct involvement of people with lived and living experience of homelessness (PEH) as expert advisors. We aim to report on outcomes and reflections from lived experience advisory panel (LEAP) meetings and PPI activities, held throughout the study lifecycle of a pilot randomised-controlled trial (RCT) focused on evaluating integrated health and practical support for PEH. Community Pharmacy Homeless Outreach Engagement Non-medical Independent prescribing Rx (PHOENIx Community Pharmacy RCT) is an integrated health and social care intervention for people experiencing homelessness who present to community pharmacy. Intervention includes weekly support from a pharmacist prescriber and a third sector support worker for up to 6 months. PPI activities undertaken throughout the study were documented, including outcomes of LEAP meetings. Outcome reporting followed Guidance for Reporting Involvement of Patients and the Public 2 Short Form (GRIPP2-SF). In total, 17 members were recruited into the LEAP; six meetings (three in two study sites) were held. PPI input was also received through representation from homelessness third sector organisation staff as study co-applicants and core membership in the trial steering committee. Together, the PPI activities helped shape the study proposal, design of study materials, data analysis and dissemination materials. LEAP panel members offered valuable input via their experience and expertise into the delivery and refinement of interventions. Although longitudinal input was received from some LEAP members, ensuring repeat attendance in the pre-planned meetings was challenging. People who face social exclusion and marginalisation can provide highly valuable input as equal partners in co-design and delivery of interventions seeking to improve their health and well-being. Fluid membership and flexible methods of seeking and incorporating advice can offer pragmatic approaches to minimising barriers to continued involvement in research. This study reports findings and learning relevant to involvement of people with lived and living experience of homelessness as advisors in a research study. It is important for researchers to offer fluid memberships and use diverse methods to receive input from lived experience members, as traditional PPI methodology may be insufficient to ensure inclusivity. Staff and volunteers from third sector organisations were important PPI partners who bring their experience based on frontline service provision, often as the first port of call for people experiencing severe and multiple disadvantage. ISRCTN88146807.