scholarly journals Exploring the Job Demands–Resources Model of Work Engagement in Government: Bringing in a Psychological Perspective

2017 ◽  
Vol 39 (3) ◽  
pp. 372-397 ◽  
Author(s):  
Rick T. Borst ◽  
Peter M. Kruyen ◽  
Christiaan J. Lako
Keyword(s):  
Public Administration ◽  
Work Engagement ◽  
Public Service ◽  
Large Scale ◽  
Job Demands ◽  
Public Service Motivation ◽  
Public Servants ◽  
Work Related ◽  
State Of Mind ◽  
Red Tape

Work engagement refers to an active energetic state of mind that is characterized by vigor, dedication, and absorption. Despite practitioner’s attention for work engagement, few public administration scholars have studied public servants’ work engagement empirically. The goal of this study is to extend the job demands–resources (JD-R) model of work engagement using insights from the public administration literature. The analysis of a large-scale survey ( N = 9,465) shows that (a) work and personal resources, including public service motivation, are positively related to work engagement; (b) red tape moderates these relationships; and (c) work engagement mediates the relationship between JD-R and job outcomes. In conclusion, public organizations can potentially increase work engagement and inherently employee outcomes by increasing work-related resources (autonomy, cooperation with colleagues) and selecting personnel with a proactive personality and high levels of public service motivation.

scholarly journals PUBLIC ADMINISTRATION AND THE CHALLENGE OF NATIONAL DEVELOPMENT IN NIGERIA: CHALLENGES AND PROSPECTS

2020 ◽  
Vol 7 (1) ◽  
pp. 39-45
Author(s):  
Dominic Shimawua ◽  
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Large Scale ◽  
Good Governance ◽  
National Development ◽  
Capacity Utilization ◽  
Poor Performance ◽  
Public Servants ◽  
The Public ◽  
High Crime

Contemporary Nigeria is plagued with the problems of widespread poverty, large-scale unemployment, technological backwardness, low capacity utilization, inadequate and decayed social and physicalinfrastructure, high incidence of diseases, high crime rate, among others. These disturbing socio-economicindicators in Nigeria are among the worst in the world. Ironically, these unpleasant indicators exist side-byside the country’s great national wealth and potentials, with an enviable stock of human resources whopossess knowledge, expertise and skills especially in the public service. Unfortunately, it appears these knowledgeable public servants are unable to serve as catalysts in the development of the nation. This situation makes the Nigerian case paradoxical. The objective of this study therefore is to identify the challenges preventing Nigerian public administration from playing its catalyzing role in the development of the country as well as to proffer possible solutions. One of the findings is that bribery and corruption are a bane of Nigerian public administration. In fact, they constitute a serious impediment to national development. The paper recommends, inter alia, the empowering of the anti-corruption institutions and introduction of information and communication technology in public governance. The paper submits that the label of poor performance and absence of excellence in the public service has the tendency to undermine development and good governance in Nigeria.

Street-level bureaucrats’ turnover intention: does public service motivation matter?

2015 ◽  
Vol 83 (3) ◽  
pp. 563-582 ◽  
Author(s):  
Dong Chul Shim ◽  
Hyun Hee Park ◽  
Tae Ho Eom
Keyword(s):  
Public Service ◽  
Turnover Intention ◽  
Job Demands ◽  
Public Service Motivation ◽  
Work Overload ◽  
Street Level ◽  
Public Managers ◽  
Red Tape ◽  
Street Level Bureaucrats

This study examines the joint influences of work exhaustion, job demands (red tape, role conflict, work overload), and public service motivation on street-level bureaucrats’ turnover intention. Based on a survey of 4974 Korean street-level bureaucrats, the study examines the potential mediating role of work exhaustion and complex moderating role of public service motivation in determining street-level bureaucrats’ turnover intention. In line with previous research, we find that job demands have both direct and indirect associations with street-level bureaucrats’ turnover intention through work exhaustion. However, public service motivation was found to reduce the employees’ turnover intention in two different ways. First, public service motivation was found to have a direct negative association with turnover intention. In addition, it was also found to mitigate the positive associations between job demands and work exhaustion, and between job demands and turnover intention. Points for practitioners The findings of the current study provide several practical implications for public managers. First of all, it suggests that imbuing public sector values through formal and informal training is important. Second, it provides some clues for local government managers to reduce street-level bureaucrats’ work exhaustion and turnover intention. For example, the problem of work overload for street-level bureaucrats could be reduced by reassigning work responsibilities according to workload analyses for given jobs.

Work Engagement and the Validity of Job Demands–Resources Model Among Nurses in Japan: A Literature Review

2021 ◽  
pp. 216507992110024
Author(s):  
Yuichi Kato ◽  
Rie Chiba ◽  
Akihito Shimazu
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Job Resources ◽  
Personal Resources ◽  
Inclusion Criteria ◽  
Work Related ◽  
State Of Mind ◽  
Business Source Premier ◽  
Japanese Nurses ◽  
Negative Relationships

Background: Work engagement (WE) is defined as a positive, fulfilling, and work-related state of mind. Enhancing WE leads to positive outcomes in both individuals and organizations. Although cultural factors may influence the antecedents and outcomes of WE, no reviews summarized these factors among nurses, mainly in Asia. This review aimed to identify the antecedents and outcomes of WE among nurses in Japan. This may offer novel insights into the influencing factors on WE. Methods: A literature search was conducted using six data sources: PubMed, Cumulative Index of Nursing and Allied Health Literature (CINAHL), PsycINFO, Business Source Premier, Ichushi-Web, and CiNii. A total of 38 studies met the inclusion criteria. Studies that included registered nurses and/or midwives at hospitals or facilities were included in this review. The antecedents and outcomes were classified into four themes based on the job demands–resources model (JD-R model). Findings: Many variables in three components of the JD-R model (i.e., job resources, personal resources, and favorable outcomes) exhibited positive relationships with WE as theorized. Many other variables in job demands demonstrated negative relationships with WE as hypothesized. Many factors that were identified in this review were consistent with the JD-R model. The model in turn was found to be applicable among nurses. The antecedents and outcomes in this review were similar to those in previous studies in Western countries, while this review also revealed teamwork nursing as a possible antecedent of WE, which has not previously been reported. Conclusion/Application to Practice: Improving job resources (e.g., teamwork nursing) and personal resources may effectively enhance WE among Japanese nurses.

scholarly journals Iraq’s tough governance setting: Examining the importance of self-sacrifice over institutions to public service motivation

2019 ◽  
Vol 13 (2) ◽  
pp. 181-203
Author(s):  
Dhirgham Alobaydi ◽  
Bonnie J. Johnson ◽  
Jonathan Templin
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Public Interest ◽  
Public Service Motivation ◽  
Public Institutions ◽  
Social Self ◽  
Public Servants ◽  
Civil Unrest ◽  
The Public ◽  
Governance Choices

Public service motivation (PSM) is understudied within ‘tough governance settings’ such Iraq’s, as it transitioned from dictatorship to democracy amidst civil unrest. Debates surrounding a universal construct of PSM currently focus on whether a love of public institutions is an essential component, or if measures of self-sacrifice will suffice. Results from a multidimensional PSM measure previously utilized in western settings are used here in Iraq. The results demonstrate that items from typical PSM dimensions remain in the model, but the pro-social, self-sacrifice dimension is the only reliable subscale. Reinforcing a pro-social foundation of PSM, a pro-social unidimensional measure fits the data well and respondents themselves define ‘public service’ in pro-social terms. Showing little connection to institutions, PSM in Iraq correlates with public servants determining the public interest based on their knowledge of their communities and of citizens and less on professional expertise, adopted plans or on guidance from elected officials. Contrary to reports of a divided Iraq, PSM scores are similar across regions. These insights have implications for PSM measurement, governance choices in developing countries, and comparative public administration research.

PREPARING PUBLIC SERVANTS IN EUROPEAN COUNTRIES: ARCHETYPAL APPROACH

2018 ◽  
Vol 1 (14) ◽  
pp. 255-263
Author(s):  
Oleh Ivanovich Rohulskyi
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Professional Training ◽  
European Countries ◽  
Anglo Saxon ◽  
Public Servants ◽  
German Model ◽  
Managerial Positions ◽  
A Chain ◽  
The Individual

The article describes the main components of the institutional framework of an archetypical approach to public administration. It is determined that the system of preparation of public servants is based on a chain of universal foundations of archetype, in particular, it is influenced by the principle of formation of personnel in the public service, formed on the basis of public opinion. Based on two basic principles relating to admission to public service, three basic models of training civil servants in the European country are defined: German. French and Anglo-Saxon. We analyze each of the models and define the archetypes that influenced their formation and development. The advantages of each model are determined, in particular, the benefits are: the German model of training managers is the balancing between the theoretical knowledge and practical skills that a public servant receives during training, but as a disadvantage one can distinguish the orientation of preparation for legal orientation, which limits the ability to hold managerial positions for many employees The French model of professional training of public servants should include a well-balanced understanding of tasks, namely: decentralization and territorial organization of public services, communication, support of territorial communities, in-depth knowledge and understanding of the need for cooperation with institutions of the European Commonwealth, high-quality human resource management and orientation towards environmentally friendly innovations, such a model of training of public servants is holistic, costly and effective; The Anglo-Saxon model of training of public servants is its orientation towards the implementation of the concept of public administration and the individual approach to employee training, taking into account all the specifics of its activities, providing for the formation of personnel capable of solving specific problems. It is concluded that today in most European countries dominated by mixed models that include elements of different models.

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