Showing papers in "Public Personnel Management in 2014"
TL;DR: In this article, the authors focus on the concept of organizational inclusion, which goes beyond diversity management, the dominant paradigm in the field of public administration, and propose organizational inclusion as an alternative to diversity management.
Abstract: This study focuses on the concept of organizational inclusion, which goes beyond diversity management, the dominant paradigm in the field of public administration. Although several studies in publi...
239 citations
TL;DR: The concept of approaching psychological capital (PsyCap) as an influencer on behaviors and results at both an individual and an organizational level is gaining support from a growing body of resea...
Abstract: The concept of approaching psychological capital (PsyCap) as an influencer on behaviors and results at both an individual and an organizational level is gaining support from a growing body of resea...
212 citations
TL;DR: In this paper, a nationwide survey was administered to federal, state, and local government employees in the United States to explore the degree to which two motivators (i.e., public service motivation and mission valence) interact with this leadership practice to influence employee performance.
Abstract: The direct and indirect impact of transformational leadership on individual performance has often been studied. Yet scholars have failed to fully explore the degree to which two motivators (i.e., public service motivation [PSM] and mission valence) interact with this leadership practice to influence employee performance. To close this lacuna in the literature, a nationwide survey was administered to federal, state, and local government employees in the United States. The findings revealed that transformational leadership and PSM had a direct, positive effect on employee evaluations. They also revealed that mission valence strengthened the positive relationship between transformational leadership and performance. However, PSM did not have the same influence on the association between transformational leadership and performance. The implications these findings have for theory and practice are discussed in the article.
117 citations
TL;DR: This article explored three elements that contribute to responsiveness in public-service delivery: emotional labor, job engagement, and ethical leadership, and found that emotional labor relates positively with job engagement while pretending to feel the emotion being displayed has a negative relationship.
Abstract: Responsiveness is important in public-service delivery. This study explores three elements that contribute to responsiveness—emotional labor, job engagement, and ethical leadership. Three findings emerge: First, in terms of workers and their expression of work-related emotion, authentic emotive expression relates positively with job engagement while pretending to feel the emotion being displayed has a negative relationship. Second, ethical leadership moderates the relationship between pretending and job engagement, in that higher levels of ethical leadership lessen the negative influence of pretense in emotive expression. This means that when employees must mask how they feel, ethical leadership compensates for the deleterious effect of expressing an emotion other than what one is feeling. This, in turn, helps to prevent decreased job engagement. Third, ethical leadership does not affect the relationship between authentic emotive expression and job engagement. The sample surveyed are government employees ...
89 citations
TL;DR: In this paper, the authors examine the relationship between stress, job satisfaction, job burnout, and locus of control in basic-level police work in China, and find that the relationship is positively correlated with job satisfaction and burnout.
Abstract: Basic-level police work in China is regarded as highly stressful. The purpose of this article is to examine the relationship between stress, job satisfaction, job burnout, and locus of control as r...
71 citations
TL;DR: In this paper, the authors explored the role of high-involvement human resource practices, perceived organizational support (POS), leader-member exchange (LMX), and organizational trust in lessening turnover intentions of IT professionals working in Turkish public organizations.
Abstract: The purpose of this study is to explore the role of high-involvement human resource (HR) practices, perceived organizational support (POS), leader-member exchange (LMX), and organizational trust in lessening turnover intentions of information technology (IT) professionals working in Turkish public organizations. A total of 197 IT professionals participated in the study. The results indicate that POS fully mediates the relationships from (a) participation in decision making, (b) information sharing, and (c) fair rewards to turnover intentions; and partially mediates the relationship between recognition and turnover intentions. Moreover, it is also found that LMX fully mediates the association between information sharing and turnover intentions; and partially mediates the relationship between recognition and turnover intentions. In addition, it is yielded that trust in organization moderates the relationship between POS and turnover intentions, whereas trust in supervisor moderates the relationship between ...
68 citations
TL;DR: In this paper, the authors investigated the relationship between human resource practices and knowledge sharing behavior in the public sector, including the moderating role of trust in supervisor, and found that HR practices and trust in the supervisor play pivotal roles in promoting knowledge sharing behaviour.
Abstract: In the era of the knowledge-based economy, knowledge management has increasingly captured the interest and attention of researchers and practitioners. In addition, knowledge sharing behavior has been recognized as an important element of knowledge management. However, few studies have explored knowledge sharing behavior in the public sector. Using the Federal Employee Viewpoint Survey data, this study investigates the relationship between human resource (HR) practices and knowledge sharing behavior in the public sector, including the moderating role of trust in supervisor. The authors find that HR practices and trust in supervisor play pivotal roles in promoting knowledge sharing behavior. In addition, results show that trust in supervisor moderates the relationships between HR practices and knowledge sharing behavior. The implications of these findings are thoroughly discussed in this study.
62 citations
TL;DR: In this article, the authors explore relationships among managerial practices, trust in leadership, teamwork, and organizational performance, and seek to contribute to the existing knowledge of trust research by exploring the relationship between managerial practices and trust in organizational performance.
Abstract: This research explores relationships among managerial practices, trust in leadership, teamwork, and organizational performance. It seeks to contribute to the existing knowledge of trust research by...
43 citations
TL;DR: In this paper, the relationship between family-friendly policies and organizational performance, voluntary turnover rate, and labor productivity, using the Korea Workplace Panel Survey data, was investigated using family friendly policies.
Abstract: This study investigates the relationship between family-friendly policies and organizational performance, voluntary turnover rate, and labor productivity, using the Korea Workplace Panel Survey dat...
42 citations
TL;DR: In this article, a human resource management (HRMHRM) function for information and communication technologies (ICT) advancement, coupled with an everincreasing demand for the HRM function to be more efficient, effective, and capable of...
Abstract: Information and communication technologies (ICT) advancement, coupled with an ever-increasing demand for the human resource management (HRM) function to be more efficient, effective, and capable of...
41 citations
TL;DR: In this article, the effect of the financial and economic crisis on turnover intention within the U.S. federal government was examined by constructing panel data and applying a first difference estimator, while dealing with a possible issue of endogeneity.
Abstract: Using data from the U.S. Federal Employee Viewpoint Survey, this article seeks to provide an insight into the effect of the financial and economic crisis on turnover intention within the U.S. federal government. By constructing panel data and applying a first difference estimator, the effect of the crisis on turnover intention is examined, while dealing with a possible issue of endogeneity. Not only does this approach allow us to examine the effect of the crisis, but it also enables us to analyze whether the specific effect of independent variables identified by turnover literature has changed due to the crisis. Results highlight that the crisis has a negative impact on turnover intention, while the effects of pay, training, and gender on turnover intention appear to have changed.
TL;DR: The increasing female employment has become one of the most remarkable social transformations across countries as mentioned in this paper. Along with the global trend, respecting gender differences and treating women fairly has become a remarkable social transformation across countries
Abstract: The increasing female employment has become one of the most remarkable social transformations across countries. Along with the global trend, respecting gender differences and treating women fairly ...
TL;DR: In this article, the authors examined the effects of organizational emphasis on efficiency in local government using data from a large survey of civil servants in South Korea and found that higher levels of efficiency emphasis are related to stronger employee turnover intention.
Abstract: All around the world, public organizations have faced strong pressures to improve performance and generally “do more with less,” particularly following the global slowdown of 2008. This article examines the effects of organizational emphasis on efficiency in local government using data from a large survey of civil servants in South Korea. Findings from a fixed effects analysis indicate that higher levels of efficiency emphasis are related to stronger employee turnover intention. However, a number of moderating factors are also uncovered, suggesting that individual levels of public service motivation as well as perceived procedural justice and innovation climate can influence this relationship, lessening the impact of efficiency emphasis on turnover intention. These individual and organizational level factors may thus act as a buffer for increased performance demands. A number of implications for public management are discussed.
TL;DR: In this paper, the construct validity of OJ has been tested in the context of organizational justice in the Western world, and the results showed that OJ can be constructed constructively.
Abstract: Organizational justice (OJ) has been one of the topics studied most frequently in last decade’s years but mostly in the context of Western countries. This study tests the construct validity of OJ i...
TL;DR: In this article, the authors examined the role between family-friendly employee benefits programs and organizational commitment and employee motivation (self-efficacy) among a sector of workers in the US.
Abstract: The purpose of this study was to examine the role between family-friendly employee benefits programs (FFEBPs) and organizational commitment and employee motivation (self-efficacy) among a sector of...
TL;DR: In this paper, the motivation of public managers to provide accurate personnel performance appraisals in the public sector is an unexplored area of study in public administration and the authors provide preliminary results.
Abstract: The motivation of public managers to provide accurate personnel performance appraisals in the public sector is an unexplored area of study in public administration. This study provides preliminary ...
TL;DR: In 1996, the state of Georgia embarked on a bold experiment in public management reform, embracing employment at-will (EAW) for public employees as discussed by the authors. But the experiment was shortlived.
Abstract: Beginning in 1996, the state of Georgia embarked on a bold experiment in public management reform, embracing employment at-will (EAW) for public employees. Public human resource management (PHRM) r...
TL;DR: Despite the considerable research to investigate the influence of organizational injustice on employees' counterproductive work behaviors (CWB), relatively little attention has been paid to the role of organizational unfairness as mentioned in this paper.
Abstract: Despite the considerable research to investigate the influence of organizational injustice on employees’ counterproductive work behaviors (CWB), relatively little attention has been paid to the rol...
TL;DR: In this article, a qualitative approach was adopted to investigate public service motivation among the government employees in Hong Kong, and various obstacles to the development of PSM among the different groups were found, and the means of encouraging PSM were discussed.
Abstract: This article adopts a qualitative approach to investigate public service motivation (PSM) among the government employees in Hong Kong. The government employees are not a homogeneous whole but a nuanced combination of rational self-interested motives, and PSM may help to explain the entry reason as well as work efforts of government officials of various ranks and employment terms, different nature of work, postings as well as time periods. Various obstacles to the development of PSM among the different groups are found, and the means of encouraging PSM are discussed. However, it should be pointed out that the primary requirements for a government employee should be competence and a “sense of responsibility” in carrying out the duties of the post concerned, while PSM serves only as an additional merit, indeed of secondary importance.
TL;DR: A cross-sectional study of the Virgin Island public sector was conducted to ascertain whether its human resource management (HRM) practices were related to the employees' organizational citizenship behavior (OCB) and intentions to leave.
Abstract: A cross-sectional study of the Virgin Island’s public sector was conducted to ascertain whether its human resource management (HRM) practices were related to the employees’ organizational citizenship behavior (OCB) and intentions to leave. A quantitative approach was taken to evaluate employees’ perception of the organization’s HRM practices. Multivariate analysis demonstrated the following demographics: residence, gender, human resource (HR) staff, and supervisory/managerial positions were determining factors in the relationship. Residence correlated to turnover intentions (TIs); gender and supervisor/manager correlated to OCB, while being an HR staff correlated to the HRM factor, employee skill/organizational structure. The results of multiple regression analysis indicated that HRM practices did not predict OCB or TIs.
TL;DR: In recent years, the notion of place attachment has become one of the most engaging topics for tourism marketing researchers as discussed by the authors. But despite increased attention by researchers, little attention has been g...
Abstract: In recent years, the notion of place attachment has become one of the most engaging topics for tourism marketing researchers. Despite increased attention by researchers, little attention has been g...
TL;DR: The changing demographics of Australian society and its workforce have propelled Australian Public Service (APS) organizations to proactively engage in diversity management (DM), despite this growi... as discussed by the authors.
Abstract: The changing demographics of Australian society and its workforce have propelled Australian Public Service (APS) organizations to proactively engage in diversity management (DM). Despite this growi...
TL;DR: In this article, the authors proposed that perceived organizational health is related to self-expectations and perceived situations of one organization, which affects people's perception of work, and proposed a method to measure the perceived health of organizations.
Abstract: The comparison between self-expectations and perceived situations of one organization usually affects people’s perception of work. The present study proposes that perceived organizational health is...
TL;DR: In this paper, the authors join two literatures to study the impact of budget pressures on recruitment and retention of military personnel. But, given the current fiscal climate, budgetary pressures may have important implications for recruitment.
Abstract: Given the current fiscal climate, budgetary pressures may have important implications for recruitment and retention of military personnel. In response to this issue, we join two literatures to stud...
TL;DR: Whether boundaryless career mind-sets are the vanguard of a more flexible and mobile workforce is studied and shows that boundaryless mind-set are still rather exceptional, but also points to a higher potential.
Abstract: Public management reforms have promoted a new type of public career: boundaryless employees following lateral career trajectories in different organizations. The literature opposes boundaryless careers to the traditional career for life, based on vertical trajectories of promotion and tenure. The implicit image of the boundaryless careerist is one of fast-moving, intrinsically motivated professionals who self-direct their career across “old” organizational barriers. In this article, we study whether boundaryless career mind-sets are the vanguard of a more flexible and mobile workforce. We describe how many public employees experience boundaryless career mind-sets, and we analyze what drives them. Our research shows that boundaryless mind-sets are still rather exceptional. The traditional career mind-set within the organization prevails and many employees are very satisfied with it. Only public employees who are highly educated, invest in their own career and networks, and were successful in previous mobil...
TL;DR: Kim et al. as discussed by the authors examined the utility of using secondary data to measure values associated with PSM and found that PSM-related values are identified among a population likely to hold PSMrelated values.
Abstract: As public and nonprofit managers are continually expected to provide more and better public services, the current political and economic conditions have made funding these efforts difficult, leaving public administrators with few tools to improve organizational performance and programmatic outcomes. In an effort to improve performance, public and nonprofit organizations have begun to incorporate traditionally private sector practices, such as performance management, program evaluations, and process improvement techniques into management practices. However, the results of these efforts appear to have had only a weak to moderate effect (Moynihan, 2008). A parallel approach to improving performance has focused on generating a better understanding of the motives and values of public and nonprofit sector employees. The motivation literature has important implication for the attraction, selection, and attrition of employees, as well as for improving the performance of these employees. Recently, there has been considerable scholarly attention paid to the development of the public service motivation (PSM) construct as a way of predicting and measuring the values that differentiate public employees from their private sector counterparts. Among the leading and most analyzed research veins in contemporary public administration and management literature, PSM theory posits that intrinsic motivations are important drivers in attracting individuals to public service. Although this research has flourished, there has not been convergence around a single definition of PSM. Rather, attempts to generate a more definitive definition of PSM have arguably created greater divergence. Despite the variance in definitions, at its most basic definition, PSM refers to "an individual's predisposition to respond to motives grounded primarily or uniquely in public institutions and organizations" (Perry & Wise, 1990, p. 368). Perry and Wise (1990) suggest that latent constructs such as attraction to public policymaking, sense of civic duty, compassion, and self-sacrifice are all positively associated with PSM. In addition, the PSM research agenda has recently shifted toward model validation and psychometric verification of the construct. Although the advancements identified in contemporary research (Kim, 2011; Kim et al., 2013) are important for better defining the underlying drivers of PSM, they primarily introduce new scales and items than the original scale. In an effort to generate greater convergence around the definition and measurement methods of PSM, they also signify a need for improved measures of PSM to better explain the motives that attract individuals to public service and ultimately retain these individuals. This research examines the utility of using secondary data to measure values associated with PSM. Utilizing a dataset compiled by the Corporation for National and Community Service (CNCS) that examines the impact of participation in AmeriCorps programs on individuals, exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are used to determine whether PSM-related values are identified among a population likely to hold PSM-related values. From a practical perspective, this research tests for the presence of PSM-related values among an important and understudied population: those interested in national service programs. AmeriCorps, a quasi-governmental federal service program, largely provides human capital to nonprofit organizations and local governments. Although a primary purpose of the program is to improve nonprofit organizational capacity, affecting individual program participants is also an important programmatic priority (Perry, Thomson, Tschirhart, Mesch, & Lee, 1999). More recently, national service has been identified as an important pipeline for addressing the impending wave of retiring baby-boomers in the public and nonprofit sectors (Frumkin et al., 2009; Ward, 2013). …
TL;DR: In this paper, the authors focus on the role of negotiation in collaborat... and propose a negotiation-based approach to improve the quality of collaboration in the public management process in China.
Abstract: Collaboration is essential to public management. In the Chinese culture, collaborators’ satisfaction is considered key to quality of collaboration. Focusing on the role of negotiation in collaborat...
TL;DR: The second annual International Symposium on Public Human Resource Management (SHRM) was held in October 2012 in the School of Business Administration, Zhejiang Gongshan University, Hangzhou, China as discussed by the authors.
Abstract: The Second Annual International Symposium on Public Human Resource Management was held in October 2012 in the School of Business Administration, Zhejiang Gongshan University, Hangzhou, China. The symposium was a joint effort by several universities and organizations, including the Psychology and Behavior Science Department of Zhejiang University; the School of Business Administration of Zhejiang Gongshan University; the Training Center of the State Administration of Foreign Experts Affairs of China; the International Public Management Association for Human Resources (IPMA-HR), United States; the College of Education of the University of South Florida; and the American Scholars Press, United States. This forum invited more than 150 people including scholars, professors, and graduate students to meet and exchange their research and ideas. The forum encouraged development of further study and communication via increased international and domestic cooperation. The symposium invited new research in the following eight categories: team performance, enterprise knowledge innovation, employee traits and ability, organizational justice (OJ) and administration, mental health, consumer psychology, organizational ethics, and other related areas. Researchers examined the public human resource management (HRM) from different perspectives, especially that of Chinese professionals. From the unpublished work presented at the symposium, the academic committee selected the following seven articles for publication. All of these articles are written by Chinese college professors and graduate students. These articles have been reviewed by peers and subject matter experts. These articles fall within the scope of Public Personnel Management, a journal published by SAGE publication. These research articles explore various aspects of work dynamics from an organizational and individual perspective, such as the integrative negotiation between collaborators, the effects of OJ, and specific case studies pertaining to the Chinese context of human resources. Brief synopses of the selected studies follow: Making Collaborators Happy: The Outcome Priming Effects in Integrative Negotiation. The study is focused on developing the quality of collaboration in a negotiation process by improving collaborator's level of satisfaction. Authors conducted a research to investigate the impact of collaborator's satisfaction level on performance and negotiating experience. Factors contributing to various mind-sets of a negotiator were examined. The study contributes to the literature of collaborative negotiations. The Effects of Organizational Justice on Organizational Citizenship Behavior in the Chinese Context: The Mediating Effects of Social Exchange Relationship. The article contributes to the existing literature on OJ, and organizational citizenship behavior (OCB), by exploring the mediating effect of social exchange on the relationship between OJ and OCB. Based on their research, the authors propose a more comprehensive four-factor OJ model, which can be further evaluated in various cultures. Moral Identity as a Moderator of the Effects of Organizational Injustice on Counterproductive Work Behavior Among Chinese Public Servants. The article makes a significant contribution to the literature of organizational behavior by identifying moral identity as a factor that impacts the level of counterproductive work behavior induced in an environment characterized by organizational injustice. Stress, Burnout, and Job Satisfaction: A Case of Police Force in China. Authors have presented a complex and detailed multidimensional model that depicts the relationship between stress, burnout, and job satisfaction in the context of a high-stress job. Authors have suggested various measures to help improve job satisfaction as a mean to minimize job stress and burnout factors. The model developed by the author can be used in subsequent studies to quantify the effects of many other variables identified in the model. …