Career Mobility and Branding in the Civil Service: An Empirical Study

2003 ◽  
Vol 32 (1) ◽  
pp. 1-21 ◽  
Author(s):  
Jack K. Ito
Keyword(s):  
Empirical Study ◽  
Public Service ◽  
Civil Service ◽  
Voluntary Turnover ◽  
Career Mobility ◽  
New Age ◽  
Transition Management ◽  
Supervisory Support ◽  
Mobility Patterns ◽  
The Public

This paper investigates recruitment and mobility patterns, and builds and tests a model that predicts voluntary turnover. The findings include why current employees joined, their motivations and problems in seeking positions once in the public service, and issues in transition management. The model found that promotion stress and commitment were primary causes for seeking new positions. However, this search favored remaining in the civil service. The model also suggested the importance of supervisory support in addressing a number of career issues. Implications are drawn for meeting challenges including recruiting and retaining the “new age” employee, and managing the more calculative relationship between employee and organization.

Leaving the Senior Civil Service – public service bargain and beyond: The case of Estonia

2018 ◽  
Vol 34 (4) ◽  
pp. 453-474
Author(s):  
Reelika Rattus ◽  
Tiina Randma-Liiv
Keyword(s):  
Empirical Study ◽  
Public Service ◽  
Civil Service ◽  
Job Insecurity ◽  
Voluntary Turnover ◽  
Political Influence ◽  
Structured Interviews ◽  
Top Executives ◽  
The People ◽  
Public Sector Managers

The article explores why apolitical public sector managers decide to or are forced to leave the civil service in the example of the Estonian Senior Civil Service. The article shows that the concept of public service bargain can help to understand and systematise the causes of leaving the Senior Civil Service. It is particularly useful in distinguishing between voluntary and involuntary turnover and in linking the turnover with political–administrative relations and loyalty issues. Since public service bargain does not specifically focus on voluntary exit, other approaches known from management literature are relevant for the operationalisation of voluntary turnover and complementing the public service bargain-based model for researching turnover of top executives. The empirical study maps the people who left the Estonian Senior Civil Service in 2009–2013 and analyses and systematises various causes of their departure on the basis of semi-structured interviews (70% response rate). The empirical study shows that the turnover of top executives can be considerable even without much direct political influence. It is found that job insecurity combined with the domination of individual unwritten public service bargains tends to lead to ambiguity in the perception of the roles of top executives, which in turn causes conflicts and dissatisfaction, materialising in high voluntary turnover.

scholarly journals Professionalization and Innovations in Nigerian Public Service: How far the Dream of Success?

2015 ◽  
Vol 3 (2) ◽  
pp. 104
Author(s):  
Salami Issa Afegbua
Keyword(s):  
Public Service ◽  
Economic Activity ◽  
Civil Service ◽  
The State ◽  
First Century ◽  
The Public ◽  
Effectiveness And Efficiency ◽  
Twenty First Century ◽  
Made In

Public service accounts for a substantial share of a country’s economic activity. It is designed as an agent of fruitful change and development in the state. The transformation of any society or system depends on the effectiveness and efficiency of its civil service. The article examines the nature of professionalization and innovation in Nigerian public service. It argues that professionalization in the public service is an overarching value that determines how its activities will be carried out. The article note that various attempts have been made in Nigeria to professionalised and encourage innovation in the public service, but these have not bring about the expected changes in the public service. It therefore advocates for professionalization and innovations as panacea to the ills of public service in Nigeria. The article concludes that no public service can meet the challenges of the twenty first century without a stronger commitment to the professionalization of its workforce.

scholarly journals IMPROVING THE EFFICIENCY OF CANADA’S PUBLIC SERVICE

2017 ◽  
Vol 3 (4) ◽  
pp. 67-73
Author(s):  
Наталья Касаткина ◽  
Natalya Kasatkina
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Monitoring And Evaluation ◽  
Educational Process ◽  
Public Servants ◽  
The Public ◽  
Level Of Training ◽  
Resources Planning ◽  
Made In

Improving the efficiency of public service is an important area for overcoming the crisis in relations between the state, society and a citizen. Modernization of civil service of Canada is carried out in a number of ways. Changes were made in a recruitment order for civil service by means of expansion of the powers of persons competent to solve these issues in ministries and government departments. One of the directions for improving the quality of the civil service was an increase in the level of training of public servants. Coordination of the educational process in various government departments is carried out by the Canadian School of Public Service. The system of human resources planning has been introduced. The quality of public services provided is improved with help of timely providing them in compliance with all requirements of a particular government department, and taking into account the rights of citizens by achieving a balance between the services provided and the money spent for this purpose and regular monitoring and evaluation of the dynamics of the providing process of services. One of the areas of modernization of the public service is the introduction of strict control over of public servants’ ethical standards. Actions that lead to a conflict of interest are legislatively prohibited. Strict bans in Canada are implied regarding the employment of persons who replace public office after the end of their career. As a result of the measures taken to fight corruption, including a sphere that is largely susceptible to corruption risks, Canada is among top ten countries with the least corruption. Achievement of positive results in the activities of civil servants became possible due to the state’s special attention to the issues of its modernization.

scholarly journals Reducing Corruption through Enhancing Public Service Ethics in Bangladesh

2015 ◽  
Vol 4 (1) ◽  
pp. 1 ◽  
Author(s):  
Fakhrul Islam ◽  
Anindyta Deb Ananya
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Civil Servants ◽  
Ethical Code ◽  
Survey Method ◽  
Government Officials ◽  
Social Survey ◽  
The Public ◽  
Government Organizations ◽  
People’S Perception

Corruption exists within and between government organizations as the form of bribing, swindling, favoritism and many other forms which destroys the public morale. It spreads its greedy clutches all over the country; Government officials are engaged in corruption for greed for power, selfishness, wealth and money. This paper is an attempt to identify the forms of corruption in civil service and how ethical code of behavior to reduce the level of malfunctions. Social survey method has been followed for this study where the factor has been explained to know the perception of general people. The study finds that lack of accountability and transparency, dishonesty, nepotism and favoritism are also responsible for corruption and made suggestions to combat corruption in Bangladesh based on the perception of civil servants and the general people.Keywords: corruption, public service, ethics, people’s perception

Overcoming the tensions between values: a challenge for French public service managers and their training schools

2015 ◽  
Vol 83 (3) ◽  
pp. 463-480 ◽  
Author(s):  
Fabrice Larat ◽  
Christian Chauvigné
Keyword(s):  
Public Service ◽  
Public Management ◽  
Civil Service ◽  
Critical Distance ◽  
Public Officials ◽  
The Public ◽  
Training Schools ◽  
Supervisory Staff ◽  
Service Managers

While there is universal recognition of their important role in the functioning of administrations and for the motivation of public officials, the values that serve as a reference for the public service are witnessing a change in the way they are understood and implemented in practice, particularly with regard to the new requirements of public management. The analysis developed in this article centres on the interplay between various dimensions relating to the perception and use of the key values of the French civil service and highlights the tensions that prevail despite the apparent preservation of the axiological reference universe of those concerned. It raises the question of the role of schools in the training of values management. It draws on the results of a survey conducted in France by the network of civil service schools (Réseau des écoles de service public; RESP) among managers undergoing training and their teachers and supervisory staff. Points for practitioners The study shows that organizations that are responsible for the initial or continuing training of civil servants offer a breeding ground for the (re)production of public service values. However, for civil service managers to be able to deal with the potential tensions between values (no clear hierarchy, apparent contradictions) it is necessary to develop their capacities for reflective analysis and practical application that will allow a critical distance and promote a contextualized ethical approach.

The Impact of Differentiation and Differential on Hong Kong's Career Public Service

2003 ◽  
Vol 69 (2) ◽  
pp. 219-233
Author(s):  
Brian Brewer
Keyword(s):  
Hong Kong ◽  
Public Administration ◽  
Public Service ◽  
Civil Service ◽  
The Public ◽  
Documentary Sources ◽  
One Country Two Systems ◽  
The One ◽  
Career Employment ◽  
The Impact

The public administration principles characteristic of many Commonwealth countries served as the foundations for building the Hong Kong civil service. These have continued to operate in line with the `one country two systems' concept under which Hong Kong has been administered, since 1997, as a Special Administrative Region (SAR) of China. Career employment, hierarchy and public service values combined to provide an overarching unity to a system that nevertheless has developed considerable differentiation over time. This article examines the developments that are currently modifying Hong Kong's public sector. The discussion draws on documentary sources and a recently completed qualitative study on the experiences and perspectives of senior Hong Kong managers working in a dozen government departments and agencies. The discussion addresses questions about whether greater differentiation across government departments, in combination with increasing differential within these organizations, will ultimately bring about the demise of the traditional civil service system.

The East African Staff College

1967 ◽  
Vol 5 (4) ◽  
pp. 559-561
Author(s):  
H. Millar-Craig
Keyword(s):  
West Africa ◽  
Public Service ◽  
Civil Service ◽  
Public Affairs ◽  
Secretary General ◽  
East African ◽  
The Public ◽  
College Type ◽  
Considerable Experience ◽  
Administrative Skills

When Tanzania and Uganda had gained their independence and Kenya was about to gain hers, it was clear that a large number of Africans would be finding themselves placed in positions of considerable responsibility in the public service before they had had the opportunity to acquire any substantial amount of experience in the management of public affairs. Among those who played a prominent part in considering how this problem could best be tackled was the Secretary-General of the East African Common Services Organisation. A. L. Adu had previously served as Commissioner for Africanisation in Ghana and had later been head of the civil service in that country, and he had considerable experience of similar problems in West Africa. He had also been one of the first Africans to attend the Imperial Defence College in the U.K., and had been impressed by the contribution which training of the staff college type could make to the development of administrative skills in those whose experience at the lower levels of the administrative ladder had necessarily been limited.

scholarly journals Towards a Managerial Public Service Bargain: The Estonian Civil Service Reform

2018 ◽  
Vol 11 (1) ◽  
pp. 135-154 ◽  
Author(s):  
Cerlin Pesti ◽  
Tiina Randma-Liiv
Keyword(s):  
Empirical Study ◽  
Performance Management ◽  
Public Service ◽  
Civil Service ◽  
Participant Observation ◽  
Research Question ◽  
Analytical Framework ◽  
Civil Servants ◽  
Service Research ◽  
Civil Service Reform

Abstract The aim of this article is to explore and explain the 2012 civil service reform in Estonia. The study builds on the concept of public service bargain, which facilitates the operationalization of changes in the civil service system. Although public service bargain has attracted a lot of interest of public administration scholars, it has not been previously applied in the civil service research in Central and Eastern Europe. The theoretical part synthesizes previous literature on typologies of public service bargain, thus elaborating an analytical framework for the empirical study. The empirical study addresses the following research question: did the civil service reform change the public service bargain in Estonia and if so, how ? The empirical research was carried out by relying on desk research, secondary literature on Estonian administrative reforms and participant observation. The study builds partly on the materials collected for the EUPACK case study on Estonia. The analysis shows that the civil service reform brought along changes in all three components of public service bargain: reward, competency and loyalty, although the agency-type bargain was retained. The shift towards the managerial public service bargain is evidenced in the greater emphasis on flexibility in employment relations, the use of fixed-term contracts, increased private-sector-style practices at all levels of the civil service, an emphasis on performance management, and the reduction of job security. Despite the widespread criticism of NPM, the Estonian civil service reform presents a “textbook case” of managerial NPM-oriented reform. It is argued that substantially diminished rewards may contribute to a vicious circle of temporary civil servants, including problems with recruiting new officials and a further increase in their turnover, ultimately leading to a “temporary state”. The loyalty of civil servants may in turn shift towards instrumental, short-term and easily influenced or changing loyalty, thus challenging the fundamental values of democratic governance.

scholarly journals Public service models in european community

2020 ◽  
Vol 2020 (2) ◽  
pp. 17-27
Author(s):  
Liubych S.V. ◽  
Keyword(s):  
European Community ◽  
Public Service ◽  
Civil Service ◽  
Service Organization ◽  
Political Regime ◽  
The Public ◽  
New Public ◽  
Service Models ◽  
New Models ◽  
Functional Features

The article presents the experience of using models of public service organization in the European community. The analysis of the most widespread models of public service in Europe is carried out on the basis of the presented material. The general tendencies of the presented models development of public service are also revealed. The possibility of using the experience of organizing models of public service in countries with the search for the optimal model of organization of government, including Ukraine is examined. The article presents the key characteristics of the public service organization, which are reflected in the corresponding model – a systematized set of conditions and characteristics of the public service, which reveals its organizational and functional features. The article clarifies and summarizes the presented models of public service, outlines the characteristics of classical, mixed and new models of civil service. The classic models of public service – career, job and mixed are described in detail. Special attention is given to «new models of public service» (modernization, transitory, model of new public service, postmodern model). In practice none of the countries of the European Community today has one or another model of public service in its purest form. The article analyses of each separate model of public service, and it is concluded that elements of public service of the listed countries only gravitate to any one model and, as a rule, combine elements of others. Current trends in public service reform indicate the convergence, mutual enrichment and interpenetration of different models of civil service in the European environment. Particular emphasis is put on the influence of a number of factors, such as (the peculiarity of the historical development of the state, the specifics of the legal system, the form of government, political regime), and so on. The author shows that there are a number of closely studied models of public service: the modernization model, which is based on «society-oriented service»; a transient model of public service, the hallmark of which is «self-centred service»; models of the new public service; postmodern model of public service or as it is abbreviated as Post – MPS. It should be noted that there is a widespread influence of a mixed model of public service, which is characterized by the existence within the personnel system of a certain list of positions with its own specific regime of career organization and access to public service. Key words: public service models; public service; European community; new public service model.

scholarly journals The State as Employer and the Civil Service

2014 ◽  
Vol 18 (3) ◽  
pp. 318-333
Author(s):  
S.J. Frankel
Keyword(s):  
Public Service ◽  
Civil Service ◽  
The State ◽  
Employee Relations ◽  
The Public ◽  
The Difference

Summary In this paper, the author deals with the civil service rather than the public service. The two terms are not mutually exclusive, nor is the difference between them always clear. But a distinction can and should be made from the standpoint of employer-employee relations.

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