Goal Management, Management Reform, and Affective Organizational Commitment in the Public Sector

2014 ◽  
Vol 17 (4) ◽  
pp. 463-492 ◽  
Author(s):  
Chan Su Jung ◽  
Adrian Ritz

The public sector in UAE is the focus of this paper. Applying the concept of job satisfaction to examine its effect on employees’ affective organizational commitment. The data was collected from 452 officers from 7 sectors in the ministry of interior in UAE and analysed using structural equation modelling via SmartPLS 3.0. The result showed that job satisfaction has a positive impact on affective organizational commitment. The proposed model explained 11.4% of the variance in employees’ affective organizational commitment.


2014 ◽  
Vol 4 (3) ◽  
pp. 19 ◽  
Author(s):  
Atif Rafique ◽  
Muhammad Sadam Bin Tayyab ◽  
Muhammad Kamran ◽  
Nawab M. Ahmed

This study empirically examines the relationship between rewards, job satisfaction, Perceived training effectiveness, knowledge transfer and organizational commitment and employee’s motivation in the Public sector of Bahawalpur (Punjab, Pakistan).Our sample was public sector data was collected by using self-designed questionnaires. The sample size was 170 so 170 questionnaires were distributed and only 149 received. Analysis was done with the help of correlation coefficient and multiple regression analysis. Between (0.01 to 0.05) level of significance was checked. The result concludes that there is a significant positive relationship between intrinsic rewards and the employee’s motivation and also there is significant positive relationship between extrinsic reward and employee’s motivation. Job Satisfaction also has significant positive relationship with employee’s motivation. But on the other hand PTE (Perceived Training Effectiveness) have insignificant and negative relationship with Employee’s motivation. Employee’s motivation has significant positive relationship with knowledge transfer and also with Organizational Commitment. 


Property asset management can be defined as the process of decision – making and implementation relating to the acquisition, use, and disposition of real property. This definition applies to both the private and public sectors, even though in the government sector, the term itself was not in common usage until recently. Over last two decades, however, a new discipline has emerged that looks more critically at the important component of public wealth and seeks to apply standards of economic efficiency and effective organizational and resource management. Public sector property management has been regarded as a structured process that seeks to ensure best value for money in serving the strategic public sector needs and enhancing the economic development and competitiveness. There are governments that are only beginning to seek improvements in the management of publicly owned property with a goal of putting into use various types of government asset items, under the supervision of professional management, with a view to ensuring quality public services and welfare to the citizens, governments that have just recently embarked in the long term financial management reforms and strategic public sector property management reform in particular, and governments called “advanced reformers” offering their conceptual and valuable practical experience in the sphere of public property management. Starting from the concept that public authorities have to be fully accountable to the public and that the whole of government assets need and can be effectively managed, and widely accepted thesis that effective government asset management is a very important generator for creating a supportive entrepreneurial environment, and raising the competitiveness of the entire economy, in this paper we analyse the drivers of international property management reforms in the public sector and provide a comment on public sector property management in developed countries and (post) transition countries. Then we analyse the characteristics of commenced public sector property management reform in Croatia which may be considered as challenges ahead of Bosnia and Herzegovina authorities in structuring their national public sector property management reform, given the current state of play.


2002 ◽  
Vol 31 (2) ◽  
pp. 201-210 ◽  
Author(s):  
Laurel R. Goulet ◽  
Margaret L. Frank

This study examines organizational commitment of workers in three sectors: public, non-profit and for-profit. Previous work in this area has been limited to the study of organizational commitment in one sector, or a comparison between only two sectors. In order to examine organizational commitment across the three sectors, 228 employees in public sector, non-profit sector, and for-profit sector organizations were surveyed. The results indicate that for-profit workers were the most committed to their organizations, followed by non-profit employees. Workers with the lowest levels of organizational commitment were those in the public sector. Explanations for and the significance of these findings are discussed.


2021 ◽  
Vol 11 (2) ◽  
pp. 38
Author(s):  
Andi Aisyah Nurul Alifyanti Hidayah ◽  
Jugindar Singh Kartar Singh ◽  
Ibiwani Alisa Hussain

The aim of this article is to examine the impact of flexible working arrangements in the public sector in Indonesia. From a theoretical perspective, this study examines the influence of flexible working arrangements on work-life conflict, work pressure, and organizational commitment. The focus is on employees engaged in the public sector in Indonesia as it regards this as a gap in current research. Most past studies on flexible working arrangements concentrate on large corporations in developed countries. There is a dearth of studies on the impact of flexible working arrangements on employee work-related outcomes in the public sector in Indonesia. In addition, empirical evidence concerning the association between flexible working arrangements and employee outcomes such as work-family conflict and organizational commitment shows inconsistent and mixed results. This was a quantitative study that used a survey method to collect data from 400 respondents. Descriptive and inferential statistics were generated using the SPSS software. The result showed that only organizational commitment was significantly correlated with flexible working arrangements. Work-family conflict and work pressure did not show a significant association with flexible work arrangements. This deviation from past studies could be attributed to cultural differences and policies in the public sector. This study provided new insights to organizations and human resource managers on the effect of the outcomes of flexible working arrangements. The findings revealed in this study are unique, and they provide support for the theory that flexible working conditions lead to increased organizational commitment. In terms of originality, past literature on flexible working arrangements mainly concentrates on large corporations or the private sector. With the growing importance of flexible working arrangements, there is a need to focus on the public sector. 


Author(s):  
D. Oboladze ◽  
R. Otinashvili

The establishment of a program assessment mechanism in the public sector of Georgia is an important element for supporting the ongoing public finance management reform and improving the budgeting process as well as enhancing the budget planning stage and ensuring the efficient, productive and prudent management of budgetary means. The present paper discusses the problem of the absence of a program assessment mechanism in the public sector, reviews alternative solutions to the problem and, by applying a cost-effective method, analyzes the best alternative. This best alternative envisages the establishment of a centralized structural unit at the Ministry of Finance which will be responsible for the assessment of the programs/subprograms of ministries/budgetary organizations. The concluding part of the policy paper offers those measures and reforms in the form of recommendations which must be undertaken for the successful implementation of the best alternative.


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