UAE Public Sector Research Articles

Employees trust, perceived justice, on task performance: Mediating and moderating role of autonomy and organizational culture

This study explores the impact of trust and perceived justice on task performance within UAE public sector organizations, emphasizing the mediating role of autonomy and the moderating effect of organizational culture. This research was driven by gaps in the current understanding of how individual perceptions of fairness and trust impact practical outcomes in the public sector. Through a survey of 273 public sector employees and structural equation modeling, this study demonstrates how trust and perceived justice significantly enhance task performance, with autonomy serving as a crucial mediator. Organizational culture also plays a complex role in moderating these effects, adding a cultural context layer to the theoretical framework grounded in social exchange theory. This study contributes to this field by providing empirical evidence supporting the enhancement of autonomy and justice perceptions to improve employee performance in the public sector. This contribution is particularly significant as it challenges traditional views on the trust-autonomy relationship and offers new insights into the role of organizational culture. By highlighting these dynamics, this study fills a crucial gap in the literature and also offers a model that can guide future research and practical applications in similar contexts. The findings underscore the necessity of fostering trust and perceived justice within organizations, recommending that leaders focus on enhancing autonomy and carefully consider the influence of organizational culture. This approach promises to improve task performance and employee satisfaction, thereby contributing to a more effective administration and service delivery in the public sector.

Decoding Public Policy Making: Unraveling the Variables and Analytical Questions for Systematic, Comprehensive Analysis

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.

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

The Mediation of Employee Motivation on the Relationship between Non-Financial Incentives and Willingness of Knowledge Sharing in UAE Public Sector

The Mediation of Employee Motivation on the Relationship between Non-Financial Incentives and Willingness of Knowledge Sharing in UAE Public Sector

Influence Of Employee Integration, and Maintenance and Motivation on Employee Retention in the UAE Public Sector – Moderation of Technology and AI Adoption

This empirical quantitative study aimed to investigate the influence of employee integration, maintenance and motivation, and technology and AI adoption on employee retention in the UAE Abu Dhabi police force, and the moderation effects of technology and AI adoption on the relationships between employee integration and employee retention, and between maintenance and motivation and employee retention. The resource-based view theory was used to provide theoretical support for the proposed conceptual framework, which included four variables: employee integration, maintenance and motivation, technology and AI adoption, and employee retention. The data was collected using printed questionnaires from 371 employees, and analysed using structural equation modelling. The results showed that employee integration, maintenance and motivation, and technology and AI adoption were all significant predictors of employee retention in the UAE Abu Dhabi police force. The moderation effects of technology and AI adoption on the relationships between employee integration and employee retention, and between maintenance and motivation and employee retention were not significant. The study recommends that the UAE Abu Dhabi police force invest in employee integration, maintenance and motivation, and technology and AI adoption to improve employee retention. Further research is needed to investigate the relationship between technology and AI adoption and employee retention in more detail.

Leadership, Knowledge Management and Employee Commitment: Mediating Role of Crisis Management

Purpose: Using crisis management as a mediator between leadership skills, knowledge management, and employee commitment, the study examines the role of crisis management in UAE public sector organizations. In order to motivate employees and keep them committed, supportive leadership skills and knowledge are required. However, crisis management if managed through proper knowledge and skilled leadership develops employee commitment which is highly needed in the times of crisis.
 
 Theoretical framework: Managing knowledge and leadership skills during crisis situations can only be achieved if employees are able to effectively manage them.
 
 Design/methodology/approach: Using SMART PLS3, a structural equation modeling approach has been used to analyze the collected data in order to meet the objectives of the study.
 
 Findings: Likewise, crisis management significantly moderates the relationship between leadership, knowledge management, and employee commitment. Leadership, knowledge management, and employee commitment are strongly related.
 
 Research, Practical & Social implications: Despite genuine efforts, this study constraint persists. First, the study's sole focus is on employee commitment during times of crisis, and knowledge management is a crucial component of this. Also examined were aspects of knowledge management that affect employee commitment in detail.
 
 Originality/value: In this study, crisis management as a mediator was added to the theory and the matrix based on the knowledge-based view of crisis response leadership.

Collaborative Systems: Management and Technical Barriers from Design and Implementation Perspectives: Cases from UAE Public Sector

Collaborative Systems have played major role developing performances in organizations, increase efficiency in taking right decisions, increase coordination and communication among various departments in the organization, and allow managers to detect errors and deal with them effectively. Collaborative Systems have provided link between organization and stakeholders and allow them to participate in decision making for better implementation and adoption.
 Collaborative systems have great influence on companies working in governmental sector like DEWA, DU, and Dubai Municipality. Those systems have played major roles in increasing effectiveness, coordination among various departments, allow those companies to provide better services, reducing duplications of processes(save time), saving resources to reduce operating costs, and increase collaboration with private sectors and civil society to achieve what is best for the organization and society as well.
 In this paper we will focus on the importance of collaborative systems in most successful public organizations in Dubai (DEWA, DU, and Dubai Municipality) by focusing on real situations or cases they face with collaborative systems and how they deal with it in order to develop a clear perspective that will benefit us in our future careers.

Impact of Talent Management and Succession Planning on the Organizational Competitiveness in the UAE Public Sector

Impact of Talent Management and Succession Planning on the Organizational Competitiveness in the UAE Public Sector

Reviewing the Relation between Human Resources Practices, Talent Management and Succession Planning In UAE Public Sector

Reviewing the Relation between Human Resources Practices, Talent Management and Succession Planning In UAE Public Sector

Examining the Influence of Social Media Communication Management on Service Quality in the UAE Public Sector

Examining the Influence of Social Media Communication Management on Service Quality in the UAE Public Sector

The Effects of Recruitment, Selection, and Training Practices on Employee Performance in the Construction and Related Industries

The human resource management of a company is important in today's competitive business environment because employees are the support of the company. The performance of employees is crucial to the success of any corporation. Therefore, this study aims to identify the factors that contribute to better employee performance (EP). In this study, recruitment, selection, and training strategies are examined for their influence on EP in the UAE public sector, including the construction and related industries. Researchers used a structured questionnaire, a deductive approach, and a survey strategy to conduct the research. In this quantitative study, cross-sectional data was collected using the mono method. A sample size of 151 employees from the UAE public sector was used for this study. SPSS (statistical software) has been used to analyze the collected data. The analysis of the study confirmed a direct positive link between recruitment procedure (RP), effective selection (ES), training, and EP. The outcomes also showed a robust effect of ES on EP. In UAE public-sector corporations, training appears to be the least significant factor influencing EP. Public sector employers, such as construction and related industries in the UAE, should consider the significance and selection of enhanced EP. Doi: 10.28991/CEJ-2022-08-12-012 Full Text: PDF

Development of a framework for utilising Lean Six Sigma’s intangible impacts in creating organisational innovation climate

PurposeThe purpose of this paper is to develop a framework that illustrates the role of Lean Six Sigma (LSS) in creating organisational innovation climate by investigating the relationship between LSS’s intangible impacts and organisational innovation climate factors.Design/methodology/approachA self-administrated survey questionnaire was distributed among 145 public sector officials to get their opinions on the relationship between various observable elements of LSS’s intangible impacts and organisational innovation climate factors, where a response rate of 73.8% was achieved. The collected data were demographically, descriptively and statistically analysed. Accordingly, a house-of-pillars-based framework that illustrates the role of LSS’s intangible impacts in creating innovation climate in an organisation was developed.FindingsResults from this study indicated that LSS’s intangible impacts on organisational structure and hierarchy, culture, change adaptability, utilisation of staff and staff’s behavioural aspects are positively related to many of organisational innovation climate factors such as trust and openness, challenge and involvement, support for ideas and freedom and autonomy.Research limitations/implicationsThe findings of this study are based on the data collected from public sector organisations in the UAE and are supported by relevant literature. However, this study can provide useful guidance for further research for the generalisation of the results to wider scopes in terms of sectors and geographical domains.Practical implicationsThe findings of this study will provide UAE public sector officials with a clear roadmap on how to use LSS for promoting innovation and fostering its implementation in practice. This study will also encourage professionals in public sectors to integrate LSS into their innovation strategies to enhance organisational innovativeness and improve service quality.Originality/valueIt is one of the first studies that explores LSS’s intangible impacts and assesses their relationship with organisational innovation climate factors. Hence, this study offers valuable insights for both academics and practitioners and is expected to lay a foundation for a better understanding of how LSS’s intangible impacts can be used in creating organisational innovation climate.

Impacts of Workplace Factors on Employee Engagement in the Public Sector

Abstract Employees are an integral part of any organization because of the value they bring, and how they help the organization achieve its goals. Yet, the percentage of employees who are passionate about their jobs and the overall goal of the organization where they work remains in the minority. While workplace factors tend to play a role in determining the extent to which employees are engaged, actively engaged or unengaged, the direct impact on employee engagement remains vague. This paper presents the outcome of a study conducted which evaluates the impact of workplace factors on employee engagement in public sector entity. An online questionnaire was completed by 120 employees of one of UAE public sector entities. Participants were selected through random sampling to ensure fair representation. The primary data was analyzed using structural paths analysis to determine the direct effects of workplace experience as well as workplace conditions on Employee Engagement respectively. The findings indicate that workplace conditions positively influence employee engagement in the public sector entity, while the impact of workplace experience is negative and unsupported in the UAE public entity examined. The implication of these findings is that public sector entities such as the one examined is able to determine the workplace factor to prioritise for sustaining engagement of its employees in order to increase engagement level. This study advances organizational studies in general, particularly the field of employee engagement. The result helps to empirically verify the positive influence of workplace factors such as clarity of work, opportunities at work and support from managers on employee engagement.

The Relationship Between Leadership Functions and Performance Continuity in UAE Public Organizations: Moderating Role of Technology Business Analytics

Performance continuity is a major challenge for several organizations. In this regard the leadership plays a significant role. Thus, the purpose of the current research is to identify the role of leadership behaviors including challenging the process, inspiring a shared vision, and enabling others to act over performance continuity in UAE public sector organizations. Furthermore, the study also examined the moderating role of technology business analytics over the relationship between challenging the process, inspiring a shared vision, enabling others to act, and performance continuity in UAE public sector organizations. For the said purpose primary research has been conducted and the data has been collected from adopted instruments. The findings of the study revealed that challenging the process, inspiring a shared vision, and enabling others to act has a significant impact over performance continuity. Likewise the moderating role of technology business analytics over the relationship between challenging the process, inspiring a shared vision, enabling others to act, and performance continuity has also been found significant. The study enriched social exchange theory with the help of system theory to support the moderating role of technology business analytics. The study is significant for the academicians as well as practitioners to understand the leadership behavior required to enhance performance continuity.

Elucidating the effects of organisational practices on innovative work behavior in UAE public sector organisations: The mediating role of employees' wellbeing.

In the context of the transitioning economy of the United Arab Emirates, which demands inculcating innovative behavior in public employees, this study investigates the relationship between high-involvement work practices and leaders' collaborative nature with employees' innovative behavior. Drawing on the social exchange and ability-motivation-opportunity theories, this research expounds the mediating effect of employees' wellbeing to examine the mechanisms through which high-involvement work practices and public leaders' collaborative nature affect employees' innovative behavior in public organisations. Using three-wave data from 207 individuals in public service organisations, this study tests the effects of employees' perceptions of high-involvement work practices and leaders' collaborative nature on their wellbeing and innovative work behaviors. Our findings have theoretical and practical implications for research on innovative work behavior in the milieu of public organisations.

Perceptions of Public Sector Employees on Transformational Leadership Characteristics Which Influencing Job Satisfaction

This paper presents a study on assessing the transformational leadership styles characteristics influencing UAE public sector employees' job satisfaction. The literature review found four common types of transactional leadership styles characteristics: Individualized Consideration, Inspirational Motivation, Idealized Influence, and Intellectual Stimulation, which are considered to influence UAE public sector employees Job Satisfaction. Based on these characteristics, a structured questionnaire survey was conducted among UAE public sector employees to determine their level of influence on job satisfaction. It was found that younger respondents in the general worker category and having lower qualifications and working experiences preferred individualized consideration characteristics from the transformational leader could influence UAE public sector employees' job satisfaction. In contrast, older respondents in middle and top management with higher qualifications working experiences favoured idealized influence and intellectual stimulation characteristics that can influence job satisfaction of UAE public sector employees. It also found that the respondents have ranked Intellectual Stimulation as the most influential transformational leadership style characteristic.

Cloud computing and ERP assimilation in the public sector: institutional perspectives

PurposeThis study aims to explore the influence of contingent factors on the assimilation of the cloud enterprises resources plan (ERP) system in the UAE’s public sector. It explains the relationship between institutional logics and institutional work while implementing ERP-based cloud computing (CC) to transform the government.Design/methodology/approachThis study uses qualitative methods and an interpretive approach to provide an in-depth explanation for a detailed case study in the public sector. The institutional logics framework has been used to inform the integration between ERP system and CC in the public sector case.FindingsFindings show that the UAE public sector could align institutional work processes with the inbuilt logics of ERP-based CC, resulting in successful assimilation of the cloud version. This study concludes that institutional pressures in highly institutionalized environments will generate organizational responses, but those responses are dependent upon and influenced by aspects of organizational culture. This study found that the organizational culture has led to a radical change by implementing the cloud ERP system and institutionalizing its usage toward transforming government. Moreover, ERP assimilation is the extent to which an organization has developed from understanding the ERP system’s functionalities to mastering and deploying them in their processes.Research limitations/implicationsThis study has important implications and contributions to the literature in three ways. First, this study examines an understudied topic, the interaction between CC and institutional logics. Second, this study contributes to the public sector research by providing a fine-tuned interpretation of the organization’s strategic behavior in response to a new information technology (IT) trend. Finally, this study also focuses on this new trend of CC which can influence the global IT industry, and it is worthy of being considered.Originality/valueExplanatory case study research has a value to the public sector that one might be discovering new phenomena while analyzing the public sector case. The implementation of cloud ERP is one of the best methods of integrating technology with the public sector’s organizational, technical, economic, social, cultural and other environmental domains.

Inhibitors of Talent Retention in UAE Public Healthcare

This paper aims to identify and rank factors that impact talent retention in the public healthcare sector in the United Arab Emirates. The study employs Analytic Hierarchy Process (AHP) methodology to rank factors affecting talent retention. Our AHP model features 6 criteria and 19 sub-criteria extrapolated from the literature. Data collection occurred through interviews with 18 employees, arranged into three groups: administrators, medical staff, and medical researchers from UAE-based public healthcare units. Collected data were interpreted and a priority vector assigned to each criterion and sub-criterion. It was found that recognition was the most important factor for retaining employees from the view of administrators. Career development and succession plan has the highest priority factor for medical staff. For researchers, sustainable practices were the most important factor for employee retentions. The paper suggests that differentiating retention strategies from one sample group to the other based on their profession helps policymakers and strategic HR planners deal with different pools of talent. The paper covers groups from the UAE public healthcare sector, offering material for further comparative studies with private sector, other service sectors, or from the healthcare sector in other regions. Employee retention in the UAE public healthcare sector is becoming a challenge, since the private sector often provides better employment opportunities. This paper provides a number of priority-ranked motivating factors based on different specialisms, to help employee retention.

The relationship between HRM practices, Innovation, and Employee Productivity in UAE Public Sector: A Structural Equation Modeling Approach

The relationship between HRM practices, Innovation, and Employee Productivity in UAE Public Sector: A Structural Equation Modeling Approach

Implementation Challenges of Data Quality Management <br/>—Cases from UAE Public Sector

Data quality is a significant concern in today’s world. The majority of organizations are being challenged by the data quality issues both in the structural and systematic context. Bad data quality is still being experienced even though expensive tools have been innovated and incorporated into the data quality control practices. Common measures of data quality metrics are accuracy, completeness, proper dissemination, integrity, validity, uniqueness, and consistency. For this reason, intense analysis and evaluation of the most applicable ways in managing data quality can serve as a roadmap that can be utilized by the company’s executive team, practitioners and even learners in formulating efficient planning as well as implementing feasible data and information quality control and management programs. This paper is based on intensive research and the use of practical examples and will seek the evaluation of the challenges faced in data quality management. The paper will also provide an analysis of data quality management from the local and global context by giving critical inspection trends to improve the data quality, the tools, techniques, and the policies that are necessary for achieving the data quality management goal. By using the Civil Project Division (CPD) in Abu Dhabi National oil company (ADNOC) and Dubai Health Insurance Corporation in Dubai Health Authority (DHA) as the real-world examples, the paper will give a critical viewpoint of the challenges, trends, policies, and techniques that apply to data quality management.