Workgroup accord and change-oriented behavior in public service organizations: Mediating and contextual factors

2018 ◽  
Vol 26 (5) ◽  
pp. 719-735 ◽  
Author(s):  
Jesse W Campbell
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Theoretical Model ◽  
Survey Data ◽  
Direct Effect ◽  
Public Service ◽  
Employee Performance ◽  
Negative Relationship ◽  
Service Organizations ◽  
Public Service Organizations

AbstractWorkgroup relationships are characterized by interdependence and intensity and can produce powerful norms that shape how work is performed. This study focuses on the effect of workgroup accord, defined as positive exchange, cooperation, and consensus among workgroup members, on change-oriented behavior in public service organizations. Change-oriented behavior denotes discretionary corrective or creative initiatives on the part of employees, and workgroup accord is hypothesized to increase change-oriented behavior both directly and indirectly via organizational commitment. The theoretical model is operationalized using survey data collected from employees of the Australian Public Service. The results of regression analysis are consistent with the hypothesis that workgroup accord positively influences organizational commitment, which in turn facilitates change-oriented behavior. However, a negative direct effect renders the total effect of workgroup accord on change-oriented behavior non-significant. Additionally, the findings suggest that innovation climate and employee performance agreement efficacy each positively moderate the negative relationship between workgroup accord and change-oriented behavior.

Organizational commitment of public service employees in Ghana: do codes of ethics matter?

2016 ◽  
Vol 83 (1_suppl) ◽  
pp. 59-77 ◽  
Author(s):  
Anthony Sumnaya Kumasey ◽  
Justice Nyigmah Bawole ◽  
Farhad Hossain
Keyword(s):  
Organizational Commitment ◽  
Public Service ◽  
Ethical Climate ◽  
Codes Of Ethics ◽  
Service Organizations ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
Service Employees ◽  
Public Service Organizations ◽  
Ethics Research

One of the most difficult and under-examined issues in the ethics research of developing countries is whether the establishment of codes of ethics in public service organizations leads to employees’ organizational commitment. This study investigates the link between codes of ethics and organizational commitment, as well as its three dimensions of affective, normative and continuance commitment, in Ghanaian public service organizations. Correlational, regression and descriptive statistics were used to study 228 participants conveniently sampled from selected public service organizations within the Greater Accra Region of Ghana. Empirical evidence showed that codes of ethics significantly and positively predicted employees’ organizational commitment, as well as the three dimensions of the affective, normative and continuance commitment of employees. Points for practitioners Codes are intended to educate the general public, and employees in particular, about the mission of an organization, to foster a good ethical climate, and to provide guidance for resolving ethical problems in an organization. To ensure employee commitment to the organization, the codes should be effectively implemented, well communicated and strictly enforced with impartiality; otherwise, the codes will appear merely as ‘cosmetic dressing’ to the organization.

Procedural Fairness, Public Service Motives, and Employee Work Outcomes: Evidence From Pakistani Public Service Organizations

2017 ◽  
Vol 39 (2) ◽  
pp. 276-299 ◽  
Author(s):  
Samina Quratulain ◽  
Abdul Karim Khan ◽  
Meghna Sabharwal
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Service ◽  
Procedural Fairness ◽  
Moderating Effect ◽  
Service Organizations ◽  
Work Outcomes ◽  
Future Research ◽  
Public Service Organizations ◽  
The Relationship

Studies in public administration hypothesize the direct effect of public service motivation (PSM) on employee attitudes and behavior. We examine the relationship between public employees’ perceptions of procedural fairness on job satisfaction and organizational commitment, and propose the moderating effect of PSM dimensions on the aforementioned relationships. Using a sample of 232 respondents drawn from multiple public service organizations, our findings indicate a positive relationship between procedural fairness perceptions and employee work outcomes (job satisfaction and organizational commitment). PSM dimensions of attraction to policy making (rational motive) and public interest (normative motive) moderate the relationship between procedural fairness and employee outcomes. However, their effect was significant only for individuals who experienced low levels of these motivations. The moderating effect of compassion (affective motive) was significant for individuals possessing high level of compassion. The implications and future research directions are discussed.

scholarly journals THE IMPORTANCE PERFORMANCE ASSESSMENT AND ITS IMPACT ON IMPROVING PERFORMANCE OF PUBLIC SERVICE ORGANIZATIONS IN SOUTH TANGERANG CITY

2021 ◽  
Vol 23 (2) ◽  
pp. 226
Author(s):  
Rahmat Salam
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Public Service ◽  
Employee Performance ◽  
Service Organizations ◽  
Organizational Leaders ◽  
Public Service Organizations ◽  
Review Study ◽  
Appraisal Systems

So far, the performance appraisal of an organization is inaccurate because the assessment is only based on employee compliance with their superiors without providing an assessment based on the contribution made by the employee to the organization. This certainly impacts the employee’s weak motivation, so that it can affect organizational performance, which affects the quality of public services. This research tries to present the analysis of employee performance appraisal by emphasizing the determined qualities (competencies) to improve the performance of public service organizations in Indonesia. It can be seen that performance measurement can be used as a reference as a measure of the performance of an organization. The research was conducted using a literature review study. And use a qualitative approach in analyzing the data presented in the study. The study found that their direct superiors generally evaluate employees. Concerning the frequency of promotion in o organization, each leader explains that the organization has a clear pattern in determining the promotion and position. This is the authority of management. However, sometimes organizational leaders allow biased factors such as gender issues, appearance problems, specific ethnicity or race or feelings of hatred towards someone. Affect their judgment. Unless appraisals are based on actual job performance, they will continue to be conducted without the goals often required in fair performance appraisal systems.

scholarly journals HRM practices and performance management in public service organizations in Bangladesh: An empirical study

IIUC Studies ◽  
2020 ◽  
Vol 16 ◽  
pp. 9-34
Author(s):  
Mohammad Aktaruzzaman Khan ◽  
Nazamul Hoque ◽  
AM Shahabuddin
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Public Service ◽  
Employee Performance ◽  
Service Organizations ◽  
Goods And Services ◽  
Hrm Practices ◽  
Hr Practices ◽  
Public Service Organizations ◽  
And Performance

This paper assesses the effects of HRM practices on the management performance of public service organizations as public service is believed to safeguard the national property for allocating goods and services timely, and reasonably to the inhabitants of the country especially in a developing country like Bangladesh. The question circling whether the HR practices in public service are sincere for equal and equitable distribution of products and services effectively. In doing so, this study investigated the effectiveness of HR practices and methods on the performance management of public service. The study, through a mixed-method approach, conveniently surveyed a sample of 142 respondents and interview drawn from seven key informants of two Bangladesh Civil Service (BCS) cadre from Chittagong, the second-largest city of the country. The study shows the differences in the effects of HRM practices that employee training positively and commensurate compensation negatively predict employee performance, respectively, however, performance appraisal feedback is not a significant predictor. The study drawn the implications for HRM practices in BCS organization and encouraged future scholars to further examine these differences. IIUC Studies Vol.16, December 2019: 9-34

Entity influence and interactive relationship: the use of social media by publishing-related entities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yanni Yang ◽  
Yue Zhang ◽  
An-Ling Xiang
Keyword(s):  
Social Media ◽  
Theoretical Model ◽  
Public Service ◽  
Service Organizations ◽  
Content Type ◽  
Media Usage ◽  
Public Service Organizations ◽  
Interactive Relationship ◽  
Commercial Organizations ◽  
Positive Effect

Purpose The purpose of this paper is to explore factors influencing social media usage effectiveness of publishing-related entities and discuss the differences between publishing-related individuals and organizations in their usage of social media and the differences between commercial organizations and public service organizations (such as libraries). Design/methodology/approach This paper studied 546 publishing-related entities’ accounts on the leading Chinese social media and built a theoretical model for the usage of social media by publishing-related entities. Furthermore, it examined the influencing factors from two aspects: power of influence of an entity (entity influence) and the relational interaction of a publishing-related entity with its audience (interactive relationship). Findings The study found that for publishing-related individual users of social media, entity influence has a greater positive effect on the effectiveness of social media usage than on the effect of interactive relationship. For publishing-related commercial organizations, the entity influence and interactive relationship have equal impacts on the effectiveness of social media usage. It is also found that interactive relationship has a stronger positive effect on the usage effectiveness of social media, especially for publishing-related public service organizations. Originality/value This research fills the gap in the research of comparative analysis in the understanding of social media usage by individuals and organizations related to publishing activities. Moreover, it has tried to propose a theoretical model that can help promote the effectiveness of social media usages by various publishing-related entities and their business strategies.

scholarly journals Acceptance of Change Behaviour among Middle Managers: The Importance of Subjective Norms and Social Influence as Environmental Predictors

2018 ◽  
Vol 14 (2) ◽  
pp. 155
Author(s):  
Safuwan Samah
Keyword(s):  
Social Influence ◽  
Public Service ◽  
Middle Managers ◽  
Cognitive Theory ◽  
Social Pressure ◽  
Subjective Norms ◽  
Service Organizations ◽  
Related Factors ◽  
Private Service ◽  
Public Service Organizations

The study seeks to examine the influence of environmental-related factors among middle managers in Malaysian government organization. Specifically, this study seeks to determine the influence of subjective norms and social influence in public organizations on acceptance of change. Present study employed cross-sectional survey involving a sample of 400 Administrative and Diplomatic Officers (ADO) in Malaysian Public Service organizations. The findings highlighted that middle managers’ subjective norms in this study were significant in influencing acceptance of change but are not affected by their social pressure when changes are implemented. Practically, this investigation proffers essential effort in understanding the acceptance of change of middle managers in public service organizations. This study suggests ADO as change agents should be well informed and consulted to create social pressure among them to act in supportive ways of implementing planned change Theoretically, the results of this study append to the literature and to a certain extent provide better explanation of Theory of Reasoned Action and Social Cognitive Theory in the context of acceptance of change. The population of this study involved ADO as middle managers in Malaysian Public Service organizations thus the results cannot be generalized to other level of employees in public sector as well as private service organizations. A comparative study involving both public and private service organizations would be worth studying in future.

scholarly journals Pengaruh Komitmen Dan Kompetensi Terhadap Kinerja Karyawan Pada Karyawan PT. BPR Duta Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 89-98
Author(s):  
Bagus Nyoman Kusuma Putra ◽  
I Wayan Gede Antok Setiawan Jodi ◽  
I Ketut Merta
Keyword(s):  
Regression Analysis ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Analysis Method ◽  
Positive Effect

Organizational commitment is a level or awareness of a person to recognize the extent of an organization and is bound to its goals so as to accelerate the organization to achieve its objectives. Competence is knowledge, skills, and abilities that are mastered by someone who has become a part of him, so he can do cognitive, affective, and psychomotor behaviors as well as possible. Employee performance is the result of work in quality and quantity achieved by someone in carrying out their functions in accordance with the responsibilities given to him.The purpose of this study is to determine the effect of commitment and competence on employee performance at PT. BPR Duta Bali. The sampling technique used is a saturated sampling technique. The sample in this study was 40 employees. The data analysis method used is multiple linear regression analysis with the SPSS program. The results of the study state that the commitment variable has a positive effect on employee performance. Competency variables do not affect employee performance. Commitment and competency variables simultaneously have a positive and significant effect on employee performance

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