Trust Violation and Recovery Dynamics in the Context of Differential Supervisor-Subordinate Relationships: A Study of Public Service Employees

Abstract The motivated employee represents the essential condition of any organization’s success. Public and private sector managers should constantly work toward coordinating and increasing employee motivation in order to ensure the timely and effective implementation of the plans set by the organization. Accordingly, proper assessment of processes and prompt determination of individuals’ driving motives are needed. Studies have shown that public service employees from all around the world face challenges, such as: incompatibility of knowledge, experience and position, as well as hard and lightweight work. Consequently, public managers should be aware of modern human resource management methods that can be used in effective and efficient ways to increase employee work quality. The main purpose of the paper is to determine the current situation of the public sector in Georgia. In addition, the research seeks to identify and examine the factors that influence employee demotivation and to determine under what conditions motivation can be a worthwhile investment in a public organizations. Methodologically, the work is based on analysis of the available literature and the results of the research statistically processed based on the survey example of 449 respondents from different Georgian ministries selected by a random simple.

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Corporate succession practices: A public sector perspective

Corporate Ownership and Control ◽

10.22495/cocv13i4c3p3 ◽

2016 ◽

Vol 13 (4) ◽

pp. 441-446

Author(s):

Nomalinge Amelia Pita ◽

Chengedzai Mafini ◽

Manilall Dhurup

Keyword(s):

Public Sector ◽

Public Service ◽

Succession Planning ◽

Quantitative Research ◽

Public Services ◽

Turnover Intentions ◽

Pearson Correlation ◽

Service Employees ◽

Intentions To Leave ◽

The Public

In today’s globally competitive and modern environments, organisational future plans often fail due to the lack of succession planning. Literature has shown that in most public services, very little is done to transfer employee skills before they leave the organisation, which largely is attributed to the lack of proper corporate succession planning. This study examined the association between corporate succession planning practices, internal succession barriers and intentions to leave within a public service in South Africa. The study was inspired by the absence of documented evidence of corporate succession planning initiatives, the barriers to succession planning and turnover intentions of employees in the public sector in the South African context. The study is located within a quantitative research paradigm in which a three-section structured questionnaire was administered to a sample of 243 public service employees. Two factors; namely, replacement planning and employee development/grooming were extracted using exploratory factor analysis. The Pearson correlation coefficient showed that corporate succession planning practices and internal succession barriers are negatively related to intentions to leave in the public service. Regression analysis showed that replacement planning and employee grooming are predictors of intention to quit. The results of the study are significant in that they facilitate the development as well as the effective implementation of succession planning initiatives that enable public services to improve human resource practices and counter any existing barriers to internal succession.

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

International Review of Administrative Sciences ◽

10.1177/0020852316634447 ◽

2016 ◽

Vol 83 (1_suppl) ◽

pp. 59-77 ◽

Cited By ~ 7

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.

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