Discrimination Complaints in the U.S. Federal Government: Reviewing Progress Under the No FEAR Act

2017 ◽  
Vol 39 (4) ◽  
pp. 511-522 ◽  
Author(s):  
Ellen V. Rubin ◽  
Ashley M. Alteri
Keyword(s):  
Civil Rights ◽  
Federal Government ◽  
Research Note ◽  
Future Research ◽  
Federal Employees ◽  
Public And Private ◽  
Federal Employee ◽  
The Public ◽  
Time Period ◽  
Public And Private Sector

The foundational goal of civil rights legislation is to reduce discrimination, in both the public and private sector. To understand the levels of perceived discrimination in the federal government, this research note examines 9 years of data reported under the requirements of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act). From 2006 to 2014, less than 1% of federal employees filed discrimination complaints each year, and the discrimination complaint rate did not significantly change over the time period. Race, color, and national origin were the most frequently claimed discrimination bases. Approximately half of all complaints alleged retaliation after filing an initial discrimination claim. In addition, federal employees most frequently claimed that discrimination occurred in the context of nonsexual harassment. This research note describes other trends in discrimination claims and proposes directions for future research.

The Values of Business and Federal Government Executives: More Different Than Alike

1996 ◽  
Vol 25 (3) ◽  
pp. 277-289 ◽  
Author(s):  
Barry Z. Posner ◽  
Warren H. Schmidt
Keyword(s):  
Federal Government ◽  
Future Research ◽  
Public And Private ◽  
Personal Traits ◽  
Organizational Goals ◽  
Managerial Values ◽  
The Public ◽  
Public And Private Sector ◽  
Government Executives ◽  
Two Sectors

A nationwide sample of executives from business (N = 505) and the federal government (N = 619) provided the database for comparing managerial values across these two sectors. Business and government executives differed in the importance they attached to a variety of organizational goals, stakeholders, and personal traits. They also differed in their outlook on future trends and how they handled tradeoffs between work and personal demands. While there were broad areas of disagreement, also noted were some areas of specific agreement on executives' values across the public and private sector. Implications for organizations and future research are suggested.

scholarly journals VEHICLE FLEET MANAGEMENT PRACTICES: A SYSTEMATIC REVIEW

2021 ◽  
Vol 9 (10) ◽  
pp. 1287-1291
Author(s):  
John Promise Chiparo ◽  
◽  
Marian Tukuta ◽  
Michael Musanzikwa ◽  
◽  
...  
Keyword(s):  
Systematic Review ◽  
Private Sector ◽  
Management Practices ◽  
Sufficient Evidence ◽  
Fleet Management ◽  
Future Research ◽  
Public And Private ◽  
The Public ◽  
Vehicle Fleet ◽  
Public And Private Sector

The purpose of this paper reviews the influence of Vehicle Fleet Management Practices, (VFMP). A systematic review of papers was performed analysing 56 articles from year 2014 to 2021. Vehicle Fleet Management Practices research has garnered interest from both academics and industrialists in both the public and private sector. This is demonstrated by the increasing number of academic papers published in recent years. The article discusses interesting findings, suggests and lays down a number of directions for future research. In addition, limitations of this work are presented. The conclusion of this study provides sufficient evidence on the need for further research addressing the interaction between vehicle fleet management practices and service delivery in public entities.

Managing Workplace Stress: Psychosocial Hazard Risk Profiles in Public and Private Sector Australia

2007 ◽  
Vol 13 (2) ◽  
pp. 68-87 ◽  
Author(s):  
Nina D'Aleo ◽  
Peter Stebbins ◽  
Roger Lowe ◽  
Danielle Lees ◽  
David Ham
Keyword(s):  
Private Sector ◽  
Health And Safety ◽  
Workplace Stress ◽  
Future Research ◽  
Public And Private ◽  
The Public ◽  
Hazard Risk ◽  
Public And Private Sector ◽  
Job Content ◽  
Job Context

AbstractThe present research examined the perceptions of Australian employees on dimensions of workplace stress. The sample included 664 male (n= 234) and female (n= 430) workers from the public (n= 559) and private (n= 105) sectors. Participants completed the Health and Safety Executive Indicator Tool as a measure of workplace stress. Results indicated that private sector employees rated their employers as being more effective in managing workplace stress, while employees in both sectors rated their employers as less effective in managing Job Content stressors than Job Context stressors. Compared with normative benchmarks, employees overall also reported risks of stress associated with Relationships and Role. Implications of these findings and suggestions for future research were discussed.

Using Prospect Theory to Explore the Digital Divide

2013 ◽  
pp. 49-61
Author(s):  
Porche Millington ◽  
Lemuria D. Carter
Keyword(s):  
Digital Divide ◽  
Prospect Theory ◽  
Computer Anxiety ◽  
Future Research ◽  
The Internet ◽  
Psychological Skills ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Impact

The growing popularity of Internet-based technology in both the public and private sector has led to a disparity known as the digital divide. The digital divide is described as the gap between those who have access to the Internet and other Internet-based technologies and those who do not (Wattal, Hong, Mandviwalla, & Jain, 2011). J. van Dijk (1999) outlines the digital divide as four types of access barriers: material, psychological, skills, and usage. This chapter reviews the four types of access divides and uses prospect theory as a means to highlight the impact of computer anxiety and computer self-efficacy on psychological access. Suggestions for future research are provided.

scholarly journals Advances in Forest Robotics: A State-of-the-Art Survey

Robotics ◽  
2021 ◽  
Vol 10 (2) ◽  
pp. 53
Author(s):  
Luiz F. P. Oliveira ◽  
António P. Moreira ◽  
Manuel F. Silva
Keyword(s):  
Future Research ◽  
Navigation Systems ◽  
Public And Private ◽  
Environmental Preservation ◽  
The Public ◽  
Forest Exploitation ◽  
Different Types ◽  
Scientific Papers ◽  
Great Relevance ◽  
Robotic Applications

The development of robotic systems to operate in forest environments is of great relevance for the public and private sectors. In this sense, this article reviews several scientific papers, research projects and commercial products related to robotic applications for environmental preservation, monitoring, wildfire firefighting, inventory operations, planting, pruning and harvesting. After conducting critical analysis, the main characteristics observed were: (a) the locomotion system is directly affected by the type of environmental monitoring to be performed; (b) different reasons for pruning result in different locomotion and cutting systems; (c) each type of forest, in each season and each type of soil can directly interfere with the navigation technique used; and (d) the integration of the concept of swarm of robots with robots of different types of locomotion systems (land, air or sea) can compensate for the time of executing tasks in unstructured environments. Two major areas are proposed for future research works: Internet of Things (IoT)-based smart forest and navigation systems. It is expected that, with the various characteristics exposed in this paper, the current robotic forest systems will be improved, so that forest exploitation becomes more efficient and sustainable.

scholarly journals A holistic approach to the productivity paradox

2007 ◽  
Vol 26 (2) ◽  
pp. 85-97
Author(s):  
Rune Wigblad ◽  
John Lewer ◽  
Magnus Hansson
Keyword(s):  
Holistic Approach ◽  
Management Control ◽  
New Order ◽  
Public And Private ◽  
Psychological Reactions ◽  
The Public ◽  
Time Period ◽  
Plant Level ◽  
Working Day ◽  
Or Organization

Both the public and private sectors have since the 1980s relentlessly cut the size of their workforces. The downsizing has regularly been reported to lead to closure of a whole or a part of a corporation or organization. Some studies which have analyzed the closures have reported that remarkable, counterintuitive improvements in labor productivity occurred during the time-period between the closure announcement and the final working day. Testing an elaborated cybernetic model on a Swedish case study, and on an exploratory basis, this paper proposes a holistic approach to generate a better understanding of this phenomenon. The main holistic pattern is a new order where management control is replaced by more “Self-management” on the plant level, and very strong psychological reactions based on feelings of unfairness.

Relationship between CSR motivations and corporate social performance: a study in the power industry in India

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Moumita Acharyya ◽  
Tanuja Agarwala
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Power Sector ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Self Interest ◽  
Public And Private Sector

PurposeThe paper aims to understand the different motivations / reasons for engaging in CSR initiatives by the organizations. In addition, the study also examines the relationship between CSR motivations and corporate social performance (CSP).Design/methodology/approachThe data were collected from two power sector organizations: one was a private sector firm and the other was a public sector firm. A comparative analysis of the variables with respect to private and public sector organizations was conducted. A questionnaire survey was administered among 370 employees working in the power sector, with 199 executives from public sector and 171 from private sector.Findings“Philanthropic” motivation emerged as the most dominant CSR motivation among both the public and private sector firms. The private sector firm was found to be significantly higher with respect to “philanthropic”, “enlightened self-interest” and “normative” CSR motivations when compared with the public sector firms. Findings suggest that public and private sector firms differed significantly on four CSR motivations, namely, “philanthropic”, “enlightened self-interest”, “normative” and “coercive”. The CSP score was significantly different among the two power sector firms of public and private sectors. The private sector firm had a higher CSP level than the public sector undertaking.Research limitations/implicationsFurther studies in the domain need to address differences in CSR motivations and CSP across other sectors to understand the role of industry characteristics in influencing social development targets of organizations. Research also needs to focus on demonstrating the relationship between CSP and financial performance of the firms. Further, the HR outcomes of CSR initiatives and measurement of CSP indicators, such as attracting and retaining talent, employee commitment and organizational climate factors, need to be assessed.Originality/valueThe social issues are now directly linked with the business model to ensure consistency and community development. The results reveal a need for “enlightened self-interest” which is the second dominant CSR motivation among the organizations. The study makes a novel contribution by determining that competitive and coercive motivations are not functional as part of organizational CSR strategy. CSR can never be forced as the very idea is to do social good. Eventually, the CSR approach demands a commitment from within. The organizations need to emphasize more voluntary engagement of employees and go beyond statutory requirements for realizing the true CSR benefits.

Significance of Job Attitudes and Motivation in Fostering Knowledge Sharing Behaviour Among Bank Personnel

2021 ◽  
Vol 20 (01) ◽  
pp. 2150003
Author(s):  
Muhammad Umar ◽  
Maqbool Hussain Sial ◽  
Syed Ahmad Ali
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Job Involvement ◽  
Job Attitudes ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Public And Private ◽  
Knowledge Intensive ◽  
Public And Private Sector

This research examines the association of job attitudes (i.e. job involvement, job satisfaction, and commitment) with knowledge sharing behaviour of bank personnel through behavioural antecedents (i.e. motivation, attitude, and intentions to share knowledge). The hypothesised relationships among job attitudes (excluding job involvement), behaviour antecedents, and knowledge sharing behaviour are significant and consistent. Notably, the association of job satisfaction with the motivation to share knowledge is insignificant. The survey results are based on data from a stratified multistage cluster sample of 316 public and private sector bank professionals from Pakistan, analyzed using Partial Least Square (PLS)-Structure Equation Modelling (SEM). The research provides a framework for theoretical and practical implications in knowledge-intensive organisations to foster knowledge sharing that increases individual as well as organisational productivity. The study paves the way for future research by including knowledge-oriented leadership, culture, trust, knowledge governance, and citizenship behaviour in the current framework for analysis in diverse geographical and demographical contexts.

Sign in / Sign up

Export Citation Format

Share Document