scholarly journals Comparing Employer Attractiveness of Public Sector Organizations to Nonprofit and Private Sector Organizations: An Experimental Study in Germany and the U.S.

2022 ◽  
pp. 0734371X2110653
Author(s):  
Jana Cordes ◽  
Rick Vogel

Sector preferences in job choice have rarely been tested empirically across different administrative systems. We address this gap and apply a between-subject experimental design to examine the attractiveness of public, private, and nonprofit employers in two countries in different administrative traditions. Respondents ( n = 362) from an Anglo-Saxon (i.e., the U.S.) and continental European country (i.e., Germany) were exposed to job advertisements that only differed in the employer’s sector affiliation, with other job attributes, such as payment and working hours, held constant. Contrary to expectations, and consistently across the two country samples, respondents evaluated public sector jobs more positively compared to vacancies in the private sector. In contrast, we found no such comparative advantage of public over nonprofit employers. By providing counterevidence to the prevalence of negative attitudes toward public organizations, our study warns against overgeneralizing previous findings on negativity biases to the context of employer attractiveness.

2013 ◽  
Vol 14 (Supplement_1) ◽  
pp. S328-S357 ◽  
Author(s):  
Claudine Kearney ◽  
Robert D. Hisrich ◽  
Bostjan Antoncic

A model is proposed that tests the antecedents and the mediating effect of corporate entrepreneurship on the external environment-performance relationship within private and public sector organizations. Hypotheses were tested using data from a sample of chief executive officers in 51 private sector organizations in the United States, 141 private sector organizations in Slovenia and 134 public sector state and semi-state enterprises in Ireland. Data was analyzed using hierarchical regression analysis. The results show that dynamism and munificence effects on performance are mediated by an organization's corporate entrepreneurship in the private sector and munificence effects on performance are mediated by an organization's renewal in the public sector and that renewal must be in place to maximize the effect of munificence on performance. The results support a model that incorporates an extensive and diverse literature into a single model and helps illuminate similarities and differences of corporate entrepreneurship between the private sector and the public sector. The study shows that an integrative model and the interplay among the constructs yields new insights unavailable to single and focused approaches. It offers new insights about corporate entrepreneurship, not only as a discrete pursuit, but also as a construct that shapes and extends organizational performance.


Author(s):  
C. C. Hinnant ◽  
S. B. Sawyer

The rapid adoption of computer networks, such as the Internet and the World Wide Web (WWW), within various segments of society has spurred an increased interest in using such technologies to enhance the performance of organizations in both the public and private sectors. While private sector organizations now commonly employ electronic commerce, or e-commerce, strategies to either augment existing business activities or cultivate new groups of customers, organizations at all levels of government have also begun to pay renewed attention to the prospects of using new forms of information and communication technology (ICT) in order to improve the production and delivery of services. As with many technologies, the increased use of ICT by government was in response not only to the increased use of ICT by government stakeholders, such as citizens or businesses, but also in response to a growing call for governmental reform during the 1990s. As public organizations at the federal, state, and even local level began to initiate organizational reforms that sought to bring private sector norms to government, they often sought to employ ICT as means to increase efficiencies and organizational coordination (Gore, 1998; Osborne & Gaebler, 1993). Such attempts to reform the operations of public organizations were a key factor in promoting an increased interest in use of new forms of ICT (Fountain, 2001). This growing focus on the broader use of ICT by public organizations came to be known as digital government. The term, digital government, grew to mean the development, adoption, and use of ICT within a public organization’s internal information systems, as well as the use of ICT to enhance an organization’s interaction with external stakeholders such as private-sector vendors, interest groups, or individual citizens. Some scholars more specifically characterize this broader use of ICT by public organizations according to its intended purpose. Electronic government, or e-government, has often been used to describe the use of ICT by public organizations to provide programmatic information or services to citizens and other stakeholders (Watson & Mundy, 2001). For example, providing an online method through which citizens could conduct financial transactions, such as tax or license payments, would be a typical e-government activity. Other uses of ICT include the promotion of various types of political activity and are often described as electronic politics, or e-politics. These types of ICT-based activities are often characterized as those that may influence citizens’ knowledge of, or participation in, the political processes. For instance, the ability of an elected body of government, such as a state legislature, to put information about proposed legislation online for public comment or to actually allow citizens to contact members of the legislature directly would be a simple example of e-politics. However, ICT is not a panacea for every organizational challenge. ICT can introduce additional challenges to the organization. For example, the increased attention on employing ICT to achieve agency goals has also brought to the forefront the potential difficulty in successfully developing large-scale ICT systems within U.S. government agencies. For example, the Federal Bureau of Investigation’s (FBI) recent announcement that it may have to scrap its project to develop a Virtual Case File system that was estimated to cost $170 million (Freiden, 2005). The adoption of new ICT is often marked by setbacks or failures to meet expected project goals, and this characteristic is certainly not limited to public organizations. However, adherence to public sector norms of openness and transparency often means that when significant problems do occur, they happen within view of the public. More significantly, such examples highlight the difficulty of managing the development and adoption of large-scale ICT systems within the public sector. However conceptualized or defined, the development, adoption, and use of ICT by public organizations is a phenomena oriented around the use of technology with the intended purpose of initiating change in an organization’s technical and social structure. Since the development and adoption of new ICT, or new ways of employing existing ICT, are necessarily concerned with employing new technologies or social practices to accomplish an organizational goal, they meet the basic definition of technological innovations (Rogers, 1995; Tornatsky & Fleischer, 1990). If public organizations are to improve their ability to adopt and implement new ICT, they should better understand the lessons and issues highlighted by a broader literature concerning technological innovation.


1987 ◽  
Vol 16 (3) ◽  
pp. 281-293 ◽  
Author(s):  
Helen LaVan ◽  
Marsha Katz ◽  
Maura S. Malloy ◽  
Peter Stonebraker

Various approaches have been developed as methods to reduce comparable worth differences. These include judicial (increased enforcement, lawsuits, and legislation), interest group activities (collective bargaining, non-unionized negotiations, and public awareness activities), and actions of public administrators (job evaluations and voluntary pay adjustments). However, the number of comparable worth lawsuits against public sector organizations continues to increase. This study compares public sector litigation to that which occurred in the private sector. Findings include that private sector organizations have moved towards the more quantitative job evaluation methods and away from the job classification method, which public sector employers in the litigated cases used. While pay was of focal interest in the public sector, judgments tended not to support the awarding of monetary compensation in the public sector. The issue of lack of training opportunities was more prevalent as a basis for litigations in the private sector, but litigation with respect to promotion was found only in public sector cases.


2008 ◽  
Vol 23 (1) ◽  
pp. 19-47
Author(s):  
Cho Tae Jun ◽  
Faerman Sue R.

One hundred thirty on responses from public employees and 154 responses from private employees were analyzed to compare employee attitudes towards individualism-collectivism across public and private sector organizations. The present study provides knowledge to public management by showing that some organizational characteristics of public sector organizations (i.e., goal ambiguity, red tape, and public-service motivation) make the public-private distinction, whereas others do not. Additionally, we found that the distinction has been blurred as New Public Management (NPM) has been adopted recently in the public sector. Finally, we support the two-factor model of organizational collectivism and individualism, as well as report that organizational individualism differentiates public and private sector organizations. The theroretical and practical implications of the findings are discussed.


Author(s):  
Thomas F. Humphrey

The University of Rhode Island requested an assessment of the potential demand for developing new academic programs in the areas of transportation and logistics. Although the research focused on Rhode Island public- and private-sector organizations, it was concluded that the results have broader applications for the academic community. The research was accomplished by interviewing a total of 24 key executives in four large private companies and five large public-sector organizations. The questions focused on “skills required to do your job.” The interviews resulted in the following conclusions: ( a) a distinct difference must be made between education needs, training needs, and outreach needs; ( b) concerning public agency needs, responses tracked closely to the several national studies that have taken place over the past several years; ( c) private-sector organizations view logistics and supply chain management as critical to their bottom line; ( d) there appears to be a common interest among interviewees for universities to establish more outreach programs; ( e) private-sector companies all expressed possible interest in targeted logistics and supply chain management programs (certificate programs or individual courses could be of interest, either as traditional classroom or Internet-based); ( f) definite interest existed among public agencies to establish courses and distance-learning–based certificate programs in “transportation policy and management” (the author's label); and ( g) there were a surprising number of common needs.


Author(s):  
Marius Schneider ◽  
Vanessa Ferguson

Kenya is situated across the equator in east-central Africa, on the coast of the Indian Ocean. Kenya borders Somalia, Ethiopia, Tanzania and Uganda, with a land area of 580,367 square kilometres (km), and a population of 47.9 million. Nairobi is the capital and the largest city with an estimated population of 3.363 million. Mombasa is the second largest city in Kenya comprising of an estimated population of 972,000. Government and private-sector working hours in Kenya are from 0800 to1700, Monday to Friday with a one-hour lunch break. Most private-sector organizations also work half days on Saturdays. The currency of Kenya is the Kenyan shilling (Ksh).


2021 ◽  
pp. 097226292110526
Author(s):  
Jain Mathew ◽  
Kohila Rajam ◽  
Sridevi Nair

Post-privatization, public sector organizations were encouraged to borrow and learn from private sector firms. The popular belief was that the human resource practices followed by private sector organizations were far superior and more effective than those of the public sector organizations. However, this claim lacks empirical proof. This study adds to this body of knowledge by comparing the level of work engagement in private and public sector firms of India. Given that the leadership is crucial in setting the tone of an organization, the study also analyses the dominant leadership styles and their relationship to the levels of work engagement. The study is descriptive in nature and utilizes a structured questionnaire to collect data. Individuals currently employed in Indian public and private sector firms, in managerial roles, were invited to record their responses. The final sample consisted of 240 employees, with equal representation from both sectors. The collected data was then analysed using SPSS. The findings suggested that the dominant leadership styles were not significantly different in public and private sector organizations. Private sector employees were found to be more engaged and the leadership style appeared to be significantly related to the levels of engagement in public sector firms only.


2005 ◽  
Vol 30 (2) ◽  
pp. 71-80 ◽  
Author(s):  
Anil Kumar Singh

The managerial philosophy of a company is generally based upon the top management's assumptions about people working in the organization. It reflects the attitude of the top management towards the human resources of an organization. Managerial philosophies of companies are embedded in the society. McGregor (1960) has labelled these managerial philosophies as ‘Theory X and Theory Y.’ This paper is an attempt to identify the relationship between human resource (HR) practices and the philosophy of management of the Indian business organizations. For this, the different variables of HR practices were studied and the management's philosophy was identified by measuring beliefs of top management about employees in the organizations. The sample for the study consisted of 95 respondents from two private sector organizations and 119 respondents from two public sector organizations. The findings of the study indicate that the variables of HR practices (planning, recruitment, and selection) were highly but negatively related to the philosophy of management in the private sector organizations. This meant that the Indian organizations were practising traditional philosophy of management in such organizations. The prevalence of traditional managerial philosophy focusing on managerial control has always dominated the managerial community in the sense that it is more prevalent and is more ‘tightly’ linked to managerial practice. As new managerial ideologies evolved, the older ones “never disappeared; instead, images and practices central to each were gradually institutionalized” (Barley and Kunda, 1992). The philosophy of management showed a blurred picture in the public sector organizations. Though the top management's views and balance sheet emphasized the belief of the organization towards Theory Y, the analysed responses proved that management philosophy was not clear to managers working in these organizations. In fact, the Indian public sector organizations started as welfare organizations. However, the impact of market economy has led to a competitive environment. Though the public sector organizations have started realizing the impact of competition, it is difficult for them to understand when they lost their focus on the managerial philosophy. The following key issues emerged from the study: Organizations will have to design managerial philosophy which is sensitive to human existence. The managerial philosophy in the organization has an impact on the organizations of the future. HR concepts that get packaged along with modern managerial philosophy are likely to revolutionize the workplace. The bottom line is that people want to be cared for and respected. On their part, organizations want commitment and integrity. A successful combination of committed people and a benevolent organization could well be the way for organizations in this competitive environment in India.


2019 ◽  
Vol 41 (6) ◽  
pp. 39-47 ◽  
Author(s):  
Sasidhar Reddy Bhimavarapu ◽  
Seong-Young Kim ◽  
Jie Xiong

Purpose Many public sector organizations have shown a consistent lack of capability to execute their strategic plans compared with private sector organizations. This failure explains why most public sector organizations are grappling with the dynamics of the twenty-first century in service delivery. Further, the strategy execution gap is vast in the public sector organizations than in the private sector organizations. The purpose of this paper is built based on the curiosity to develop a conceptual model that can close the strategy execution gap in public sector organizations. Design/methodology/approach The research adopted a qualitative research design, particularly, a case study research design approach as an ideal tool to conduct a holistic and in-depth survey of the trends in strategy execution in the public sector. Findings From the findings of the study, it has been found that five out of the nine strategy execution components that were investigated showed higher scores. These strategy execution components perceived to be vital by this study and were integrated into the MERIL-DE model, which will significantly contribute to closing the strategy execution gap in the public sector. Originality/value This research was built based on the curiosity to develop a conceptual model, the MERIL-DE model that can close the strategy execution gap in public sector organizations.


1981 ◽  
Vol 6 (1) ◽  
pp. 9-19
Author(s):  
Lawrence Kryzanowski ◽  
Minh Chau

Although the Canadian FBDB is similar to the U.S. SBA, it provides loans directly to small Canadian businesses. Thus, this paper compares the relative operational efficiency of the public-sector FBDB and Roynat, its major private-sector counterpart. The study concludes that the FBDB operates as efficiently as Roynat, when the relative sizes and the natures of the clienteles of both institutions are accounted for. The study has implications for those countries (such as the U.S.), which predominantly rely on private-sector delivery systems to financially assist small businesses.


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