Resilience in Public Sector Managers

2021 ◽  
pp. 0734371X2098510
Author(s):  
Geoff Plimmer ◽  
Evan M. Berman ◽  
Sanna Malinen ◽  
Esme Franken ◽  
Katharina Naswall ◽  
...  
Keyword(s):  
Social Skills ◽  
Public Sector ◽  
Positive Psychology ◽  
Public Service ◽  
Conservation Of Resources ◽  
Line Managers ◽  
Factors Associated ◽  
Study Results ◽  
Public Sector Managers ◽  
Practical Implications

This study discusses the concept of employee resilience (ER), defined as the capability to use resources to continually adapt and flourish at work, even when faced with challenging circumstances. The concept is grounded in positive psychology and conservation of resources (COR) theory and complements other concepts such as coping which describe employees and managers adapting to challenge and change. This study validates a scale of ER and examines attributes and job factors associated with heightened ER in public sector line managers. Study results show that heightened ER is associated with public service motivation (PSM), employees’ pro-social skills and constructive leadership by supervisors. ER is also associated with a climate for innovation. Theoretical and practical implications for strengthening employees’ resilience in public organizations are discussed.

scholarly journals Fostering knowledge sharing behaviour among public sector managers: a proposed model for the Malaysian public service

2015 ◽  
Vol 19 (1) ◽  
pp. 121-140 ◽  
Author(s):  
Gangeswari Tangaraja ◽  
Roziah Mohd Rasdi ◽  
Maimunah Ismail ◽  
Bahaman Abu Samah
Keyword(s):  
Public Sector ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Model Validation ◽  
Public Service ◽  
Motivational Factors ◽  
Organisational Commitment ◽  
Content Type ◽  
Proposed Model ◽  
Public Sector Managers

Purpose – This paper aims to propose a conceptual model of knowledge sharing behaviour among Malaysian public sector managers. Design/methodology/approach – An extensive literature review method was used to identify and analyse relevant literature in order to propose a knowledge sharing model. Findings – The authors identified three potential predictor groups of knowledge sharing behaviour among Malaysian public sector managers. The groups are intrinsic motivational factors, extrinsic motivational factors and organisational socialisation factors. The paper proposes organisational commitment as the mediating variable between the identified predictors and knowledge sharing behaviour (knowledge donating and knowledge collecting). Research limitations/implications – The paper offers a number of propositions, which leads to a knowledge sharing model. Future research should validate and examine the predictive power of the proposed model. Practical implications – Upon model validation, the paper could offer practical interventions for human resource development (HRD) practitioners to assist organisations towards fostering knowledge sharing behaviour. The paper highlights the importance of employee’s organisational commitment in order to engage in organizational-related behaviours such as knowledge sharing. Originality/value – The paper used a new approach in theorising knowledge sharing behaviour by integrating the General Workplace Commitment Model, Self-Determination Theory and Social Capital Theory. The suggestion of public service motivation as one of the intrinsic motivational factors could provide new insights to the HRD practitioners on fostering knowledge sharing behaviour in the public service subject to model validation.

Training supervisors in the unleashed power of positive psychology and social skills

2020 ◽  
Vol 28 (2) ◽  
pp. 36-38
Keyword(s):  
Social Skills ◽  
Positive Psychology ◽  
Organizational Climate ◽  
Design Methodology ◽  
Reading Time ◽  
Work Motivation ◽  
Content Type ◽  
Team Members ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on how resistance to organizational change displayed by employees can be diffused by training their supervisors in positive psychology and social skills. The results revealed that team members' work motivation and their perception of the organizational climate will become substantially elevated after their supervisors receive this training, in part since it strengthens the employee-supervisor relationship. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Controlling overhead in public sector organizations

2014 ◽  
Vol 27 (6) ◽  
pp. 475-485 ◽  
Author(s):  
G.J. Van Helden ◽  
Mark Huijben
Keyword(s):  
Public Sector ◽  
Transaction Cost Economics ◽  
Internal Market ◽  
Control Mechanisms ◽  
Line Managers ◽  
Content Type ◽  
Market Control ◽  
Starting Point ◽  
Public Sector Organizations ◽  
Public Sector Managers

Purpose – The purpose of this paper is to explore various mechanisms for controlling overhead, as informed by a framework based on transaction-cost-economics (TCE). Design/methodology/approach – Development of framework for controlling overhead and field study about Dutch public sector organizations for exploring and enriching this framework. Findings – Central steering with a provider-user interface was often seen as the most desirable control mechanism. Although central steering without such interface was used in about half of the overhead functions, their users argued that the priorities of these functions were insufficiently in line with their needs. There was little support for internal market control, because it would increase the administrative workload of internal calculations, and it could lead to undesirable differences in overhead use among the primary services departments. Moreover, line managers are often more focused service quality than costs. Research limitations/implications – The framework based on TCE formed a suitable starting point for reflecting on the control of overhead functions, but the empirical findings pointed to revisions in the case of internal market control concerning resistance to administrative workload and avoidance of differences in the supply of internal services. Practical implications – Inspiring public sector managers to reflect on the match between overhead control mechanisms and characteristics of overhead functions. Originality/value – A theoretical underpinning and empirical exploration of a variety of overhead control mechanisms in the public sector.

Doctors’ Prognostic Accuracy in Terminally Ill Patients (DRAFT)

2018 ◽  
Author(s):  
Anjali Desai ◽  
Andrew S. Epstein
Keyword(s):  
Patient Care ◽  
Cancer Patients ◽  
Clinical Case ◽  
Terminally Ill ◽  
Terminally Ill Cancer Patients ◽  
Factors Associated ◽  
Terminally Ill Patients ◽  
Prognostic Accuracy ◽  
Study Results ◽  
Practical Implications

“Doctors’ Prognostic Accuracy in Terminally Ill Patients” reviews one of Christakis and Lamont’s landmark articles, which investigated the factors associated with prognostic accuracy (and prognostic error) in doctors’ prognoses for terminally ill patients. The article explored the extent and determinants of optimistic errors, pessimistic errors, and correct predictions among doctors who were estimating prognoses for their terminally ill patients. This chapter offers a concise breakdown of the study’s design and salient study results while also pointing out study limitations. The chapter summarizes other relevant studies exploring prognostic estimates and prognostic disclosure by physicians to terminally ill cancer patients. Finally, the chapter provides a clinical case to illustrate some of the study’s practical implications for patient care.

Managers’ learning process during a health-promoting leadership intervention

2019 ◽  
Vol 119 (5/6) ◽  
pp. 350-365
Author(s):  
Åsa Tjulin ◽  
Bodil Landstad ◽  
Stig Vinberg ◽  
Andrea Eriksson ◽  
Emma Hagqvist
Keyword(s):  
Public Sector ◽  
Workplace Health Promotion ◽  
County Council ◽  
First Line ◽  
Line Managers ◽  
Content Type ◽  
Individual Interviews ◽  
Health Promoting ◽  
Public Sector Managers ◽  
Leadership Intervention

Purpose The increasingly demanding psychosocial working conditions in Swedish public sector workplaces call for implementation of workplace health promotion (WHP) interventions. There is a need to increase first-line public sector managers’ capacities for health-promoting leadership. The purpose of this paper is to investigate first-line managers’ experiences of participating in an intervention aimed at strengthening health-promoting leadership. More precisely, the aim is to study what obstacles and prerequisites the intervention have for their learning processes to become health-promoting managers. Design/methodology/approach A qualitative study in Northern Sweden at workplaces in the county council and municipalities was conducted. The data were gathered through individual interviews with 18 participating first-line managers. Inductive-content analysis was used to analyse the data. Findings The results identify time for reflection and collegial discussions about leadership as prerequisites for learning about health-promoting leadership. Managers experienced the intervention as a confirmation of the leadership behaviours already gained. However, the health-promoting leadership intervention was seen as a contradiction, since organisational prerequisites to implement WHP measures were perceived to be lacking. The managers were not involved in the planning of the intervention and questioned why the organisation did not involve them more when the educational activities were created. Originality/value When the organisation understands how and when its managers learn, what they need and want to learn about WHP, and what they already know, tailored participatory interventions can be facilitated that consider the unique prerequisites for the particular organisation.

Public vs private sector employment

2016 ◽  
Vol 45 (6) ◽  
pp. 1367-1385 ◽  
Author(s):  
Eddy S.W. Ng ◽  
Charles W. Gossett ◽  
Samuel Chinyoka ◽  
Isaac Obasi
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Career Choice ◽  
Developing Country ◽  
Public Service ◽  
Public Service Motivation ◽  
Personality Factors ◽  
Content Type ◽  
The Public ◽  
Factors Associated

Purpose The purpose of this paper is to explore the factors that may be related to a career choice in the public vs the private sector in a developing African country. Design/methodology/approach Using a sample of graduate management students, the authors tested reward preferences and altruism, elements of public service motivation, on their generalizability to a developing country in Africa. The authors also examine the role of career attitudes, individual personality factors, and cultural values on a career choice in public service. Findings The authors find that not all the factors associated with the choice of sector (public or private) found in previous studies apply in the Botswana context. Research limitations/implications Perry and Wise (1990) developed the concept of public service motivation to explain why individuals may be motivated to serve the public. However, two of the factors associated with public service, intrinsic motivation, and altruism, were not predictive of a career choice in the public sector in Botswana, and thus may limit its generalizability outside of western developed countries. Practical implications In Botswana and other developing economies, government jobs are considered to provide lucrative and stable employment, and attract educated citizens regardless of motivations. However, as the private-for-profit sector is emerging, these countries could soon be facing serious competition for top university students, and will need to develop a strategy for attracting the best talents to choose employment in the public sector over career options in the private sector. Originality/value The present study seeks to further the understanding on how individuals make a career choice between public vs private sector management in a developing country.

scholarly journals The development of talent management in Malaysian public sector: a comprehensive review

2019 ◽  
Vol 17 (2) ◽  
pp. 242-253
Author(s):  
Sharmaine Sakthi Ananthan ◽  
Halimah Abdul Manaf ◽  
Mega Hidayati ◽  
Dian Suluh Kusuma Dewi
Keyword(s):  
Human Capital ◽  
Public Sector ◽  
Public Service ◽  
Talent Management ◽  
The Public ◽  
Talented People ◽  
Public Sector Managers ◽  
The Government ◽  
The Right ◽  
Service Managers

The aim of this current study was to analyze recent development of talent management among public service managers in Malaysia. The study brings understanding on talent management and broader human capital issues within Malaysia context by analysing the comprehensive literature. Government of Malaysia is emphasizing on development of talent in the public sector, as it is the most significant resource for the public service. The study found that the government has invested in various programs and initiatives to develop and produce key talented human capital within the public sector. However, despite the initiatives taken by the government, Malaysia is still short of talented people and struggling to develop talent, and talented skilful people are leaving. The study also indicated that year after year increasing number of graduates are being produced at the public universities, but the education system is not producing the right skilful individuals for the particular position or task, resulting in talent mismatch. Another key issue is the incapability to retain talented people that led to poor innovation and creativity within the country. Is key issue is part of the factors discussed in the 10th and 11th Malaysia Plan, and is a concern, as it plays a role in preventing the progress of Malaysia in achieving a developed nation by 2020. As one of the key aspirations of Malaysia is to enrich public service in Malaysia as a citizen centre that is having talented human capital. The study revealed that there is a need for in-depth quantitative and qualitative further research to discover new insights on talent management and retain talent among the public sector managers in Malaysia.

Review of Commitment Theories and Models: Application to an Emerging Profession

2020 ◽  
pp. 1-14
Author(s):  
Dr. Lynn Spellman White
Keyword(s):  
Survey Data ◽  
Human Resource ◽  
Professional Commitment ◽  
Accounting Profession ◽  
Research Project ◽  
Study Results ◽  
Practical Implications

The purpose of this research project is to explore if traditional explanations of organizational and professional commitment and conflict, which have been developed through research of older and more established professions such as the Accounting profession, also apply to the Human Resource profession. Survey data gathered from HR practitioners are used to examine the correlates of organizational and professional commitment and conflict. Study results indicate the models explain a significant portion of the variation in both organizational and professional commitment, and that the two types of commitment have different antecedent factors. Results also indicate that organizational and professional conflict is lowest when both levels of organizational and professional commitment are high. Theoretical and practical implications are discussed.

Motivations of Federal Workers to Volunteer In Public Sector Special Events

2020 ◽  
Vol 24 (1) ◽  
pp. 33-46
Author(s):  
Keon Artis ◽  
Seung Hyun Lee
Keyword(s):  
Public Sector ◽  
Federal Government ◽  
Event Management ◽  
Theoretical Contribution ◽  
The Public ◽  
Factors Associated ◽  
Special Event ◽  
Special Events ◽  
Public Sector Employees ◽  
Government Workers

Volunteers are considered a core component of special events and they have proved to be an asset to the execution of special events. Although motivations of volunteers have received a great deal of attention from many organizations and individuals in the private sector, little research has been done on motivations of volunteers in the public sector, or within the federal government. Therefore, this article identified motivational factors that prompt federal government workers to volunteer at a government-related special event. A survey was used to gather data from a volunteer sample of 263 individuals who had volunteered for public sector special events in recent years. Exploratory factor analysis and t test were employed to establish motivations that stimulate public sector employees to volunteer for special events and further determine the differences in motivation between females and males. The results showed that government workers mostly volunteer for purposive motive and external motive. In addition, gender played significant roles on egotistic and purposive motives. Thus, this research provides a unique theoretical contribution to research in event management by advancing our understanding of the process by which factors associated with motivation can lead to federal government workers volunteering at a government-related special event; subsequently, impacting how event planners and organizers of public sector special events market to and recruit volunteers.

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