HOW AND WHEN DOES JOB CHALLENGE PROMOTE THE INNOVATIVE BEHAVIOUR OF PUBLIC SECTOR EMPLOYEES?

2021 ◽  
pp. 2150069
Author(s):  
SHAKER BANI-MELHEM ◽  
RAWAN ABUKHAIT ◽  
FARIDAHWATI MOHD. SHAMSUDIN ◽  
MOHD AHMAD AL-HAWARI
Keyword(s):  
Public Sector ◽  
Intrinsic Motivation ◽  
Critical Role ◽  
The Public ◽  
Moderated Mediation Model ◽  
Public Sector Employees ◽  
Innovative Behaviour ◽  
Managerial Implications ◽  
Time Lagged

Previous research is inconclusive about when and how job challenge affects innovative behaviour. To address this inconsistency, we primarily draw on the job characteristics theory (JCT) and job demands–resources model (JD–R model) to examine the effect of job challenge on intrinsic motivation and employee innovative behaviour as well as the moderating role of supervisor coaching behaviour. We employ a time-lagged research design to collect data from 318 public sector employees in the UAE. Our finding offers support for a moderated mediation model in which job challenge has a positive and significant effect on innovative behaviour. The study also shows that the association between job challenge and innovative behaviour via intrinsic motivation is stronger under high supervisor coaching behaviour. The findings provide prescriptive insights into the critical role that supervisor coaching behaviours play in clarifying when and how job challenge affects innovative behaviour and indicate relevant managerial implications aimed at encouraging innovative behaviour in the public sector.

scholarly journals Role of Intrinsic Motivation on Professional Ethics in Public Sector Employees of Nepal

The Batuk ◽  
2019 ◽  
Vol 5 (1) ◽  
pp. 24-33
Author(s):  
Pushpa Ghimire
Keyword(s):  
Public Sector ◽  
Intrinsic Motivation ◽  
Professional Ethics ◽  
Main Concern ◽  
The Public ◽  
Psychological Need ◽  
Public Sector Employees ◽  
Office Employees ◽  
The Relationship

The main concern of this study is to identify the relationship between intrinsic motivation and professional ethics of Federal Affairs and Ministry of General Administration office employees. With respect to this context, the study has been conducted to answer the following questions. Does the professionalism and self-motivation have create causality relation in the public sector employees? What are the factors of intrinsic motivation regulating on the public sector employees? From literature review public sector job trustworthiness as dependent variable and autonomy, relatedness and competency independent variables were identified. Researchers used the both quantitative and qualitative approach to explore the behavior, perspectives, experiences and feelings of people and emphasize the understanding of intrinsic motivation on professional ethics in public sector. Non-probability sampling (purposive sampling) applied in this study. The findings of this study showed that Public sector job trustiness had significant relationship with intrinsic motivational psychological need factors such as: Autonomy, Relatedness and Competence.

scholarly journals Illuminating the Gender Divide in Public Sector Innovation: Evidence From the Australian Public Service

2017 ◽  
Vol 47 (2) ◽  
pp. 175-194 ◽  
Author(s):  
Wouter van Acker ◽  
Jan Wynen ◽  
Sophie Op de Beeck
Keyword(s):  
Public Sector ◽  
Work Environment ◽  
Innovation Process ◽  
Length Of Service ◽  
The Public ◽  
Public Sector Innovation ◽  
Public Sector Employees ◽  
Red Tape ◽  
Innovation Climate

Like many other aspects of the work environment, “innovation” is a gendered term that creates a barrier to women taking part in innovation processes and, in particular, in male-dominated and “masculine” industries. This article looks into the role of gender, as well as other potential determinants, in explaining differences in the perceived innovation climate for public sector employees. This innovation climate depicts the opportunities and support employees receive with creating, promoting, and implementing innovative ideas in the workplace. Even though the public sector is often regarded as a more “feminine” work environment, our results show that women feel less encouraged in the innovation process when compared with men. Moreover, length of service and red tape appear to have a detrimental effect on individuals’ experiences of the innovation climate.

Administrative Flexibility and Knowledge in Policy Delivery

2013 ◽  
pp. 260-276
Author(s):  
Nick Letch
Keyword(s):  
Public Policy ◽  
Decision Making ◽  
Public Sector ◽  
Policy Development ◽  
Critical Role ◽  
Information And Communications Technologies ◽  
The Public ◽  
Communications Technologies

Information and communications technologies are emerging as important drivers of reform in the public sector. This chapter explores both enabling and constraining aspects of the role that ICTs can play in transforming the development and delivery of public policy. Two issues are explored: the reduction in flexibility of decision making that frequently accompanies ICT-based initiatives, and the critical role of knowledge embedded in networks of stakeholders in policy development and delivery. A case study, which traces the knowledge embedded in networks of relationships of actors involved in developing and implementing operational policy in an Australian public sector agency, is presented to illustrate the unintended constraints on knowledge activities. A framework for analyzing socio-technical networks involved in integrating ICTs into the cycle of public policy is presented.

scholarly journals Role of Public Service Motivation, Organization Values and Reward Expectation on Performance of Public Sector Employees in Henan, China

2019 ◽  
Vol 9 (4) ◽  
pp. 231
Author(s):  
Yu-Jie Xu ◽  
Syarifah Mastura B. Syed Abu Bakar ◽  
Waqas Ali
Keyword(s):  
Public Sector ◽  
Job Performance ◽  
Public Service ◽  
Online Survey ◽  
Public Service Motivation ◽  
The Public ◽  
Public Sector Employee ◽  
Public Sector Employees ◽  
Sector Employee

The main objective of this study is to investigate the role of public service motivation, organization value and reward on performance of public sector employee in the Henan, China. Data is collected from adopted instrument from earlier studies. The researcher has collected data from 396 respondents by using online survey and self-administrative collection method. For analysis of data, SPSS and SmartPLS software were used. It has been concluded that role of organization values does not have a relationship with the performance of employees. The public service motivation and reward expectation plays an important role in employee job performance. The researcher found that earlier researchers’ assumption, the non-monetary benefits in public sector job least important are not valid in context of China Public sector employees. This research concludes that the employees who are working in public sector always look for both monetary and non-monetary benefits.

Retirement choices by state and local public sector employees: the role of eligibility and financial incentives

2019 ◽  
Vol 18 (04) ◽  
pp. 515-528 ◽  
Author(s):  
Leslie E. Papke
Keyword(s):  
Public Sector ◽  
Financial Incentives ◽  
Public Employees ◽  
Data Set ◽  
The Public ◽  
Legislative Action ◽  
Public Sector Employees ◽  
Pension Costs ◽  
State And Local

AbstractI analyze the effects of state public pension parameters on the retirement of public employees. Using a panel data set of public sector workers from 12 waves of the Health and Retirement Study, I model the probability of retirement as a function of pension wealth at early and normal retirement eligibility and Social Security coverage in the public sector job. I find that becoming eligible for early retirement, or receiving an early-out offer, significantly increases the probability of retiring. I do not find any effect of retirement wealth levels. These findings suggest that state legislative action to affect retirement decisions and reduce future pension costs would be most effective operating through plan eligibility rules and early-out incentives.

Implementing and Assessing Transparency in Digital Government

2011 ◽  
pp. 20-43 ◽  
Author(s):  
Bryane Michael ◽  
Michael Bates
Keyword(s):  
Public Sector ◽  
Critical Role ◽  
The Internet ◽  
Political Accountability ◽  
Digital Government ◽  
The Public ◽  
Fiscal Transparency ◽  
Public Sector Information ◽  
Method Of Assessment

The IMF has been leading efforts to develop and implement codes of monetary and fiscal transparency. Such codes aim to increase disclosure of public sector information on the Internet-representing a type of “e-transparency”. Do such codes and increased Internet-based public sector information achieve their objectives? Much e-government theory sees electronic presence and e-transparency as a first step toward transformationary e-government. Yet, e-transparency itself represents a transformation in e-government. This chapter will first describe the results of a private-sector based assessment of fiscal and monetary transparency and report cross-country ratings. Second, it will describe a new method of assessment that emphasizes the role of knowledge management and the critical role played by assessment project design. Lastly, this chapter will discuss the extent to which such e-government efforts aimed at greater transparency achieve broader objectives - such as increased trust, predictability, credibility, oversight, and political accountability in the public sector. The lessons in this chapter are applicable to governments engaged in promoting and assessing transparency as well as corporations.

Power, politics, and the institutionalisation of information systems for promoting digital transformation in the public sector: A case of the South African’s government digital transformation journey

2021 ◽  
pp. 1-18
Author(s):  
More Ickson Manda
Keyword(s):  
Information Systems ◽  
Public Sector ◽  
New Technologies ◽  
Critical Role ◽  
Digital Transformation ◽  
Power Dynamics ◽  
Power Politics ◽  
Holistic View ◽  
The Public

The institutionalisation of new technologies, information systems, norms, practices and other innovations for improving governance, planning, operational efficiency and service delivery in the public sector remain a challenge. Power dynamics, and politics have also been recognised as playing a critical role in the institutionalisation of information systems for promoting digital transformation of the public sector. This study used data collected through an extensive review of literature and empirical data from a case study of South Africa’s government digital transformation journey. The study explored power dynamics and the role of politics in the institutionalisation of reforms and deinstitutionalisation of institutionalised practices that constrain transformation in institutions. Power dynamics, and politics in institutions were found to have a significant bearing on the institutionalisation of reforms that include information systems in the digital transformation of government. The study found that the digital transformation of the public is more than the implementation technology and requires the holistic view of institutions as social, economic, and political structures.

Diversiteitsinterventies en de binding van werknemers in de publieke sector

2013 ◽  
Vol 26 (3) ◽  
Author(s):  
Saniye Celik ◽  
Tanachia Ashikali ◽  
Sandra Groeneveld
Keyword(s):  
Organizational Culture ◽  
Public Sector ◽  
Employee Commitment ◽  
The Public ◽  
Mediating Factors ◽  
Public Sector Employees ◽  
The Relationship

Diversity interventions and employee commitment in the public sector: The role of an inclusive organizational culture Diversity interventions and employee commitment in the public sector: The role of an inclusive organizational culture Previous research has shown that diversity interventions contribute to the commitment and retention of employees in the public sector. However, not much is known about possible mediating factors that explain this relationship. This study centres on the role of an inclusive organizational culture in the relationship between diversity interventions and commitment and retention of public sector employees. The results show that the relationship between interventions targeted at the organizational culture and commitment and retention of employees is indeed mediated by the inclusiveness of the organizational culture. This study confirms the relevance of targeting diversity interventions at the development of an inclusive organizational culture in order to maintain and effectively manage a diverse public sector workforce.

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