scholarly journals A softer kind of hard news? Data journalism and the digital renewal of public service news in Sweden

2020 ◽  
pp. 146144482097541
Author(s):  
Andreas Widholm ◽  
Ester Appelgren
Keyword(s):  
Public Service ◽  
Service Organizations ◽  
News Production ◽  
Investigative Reporting ◽  
The Past ◽  
Public Service Organizations ◽  
Soft News ◽  
Data Journalism ◽  
Production Practices ◽  
New Research

Over the past decade, data journalism has received considerable attention among scholars, pointing to novel forms of investigative reporting as well as new daily practices of news production. This study contributes to existing scholarship by conceptualizing data journalism through distinctions between hard and soft news in relation to service journalism. We analyze news produced by specialized data desks in Swedish public service organizations over a 5-year period (2015–2019) and propose a model for how service journalism attributes can be used as a bridge between the binary categories of hard and soft in data journalism. With this model, we point to how data journalism in public service organizations challenges established notions of soft and hard news and how hybrid production practices open up new research trajectories concerning the societal significance of news in the digital age.

scholarly journals Acceptance of Change Behaviour among Middle Managers: The Importance of Subjective Norms and Social Influence as Environmental Predictors

2018 ◽  
Vol 14 (2) ◽  
pp. 155
Author(s):  
Safuwan Samah
Keyword(s):  
Social Influence ◽  
Public Service ◽  
Middle Managers ◽  
Cognitive Theory ◽  
Social Pressure ◽  
Subjective Norms ◽  
Service Organizations ◽  
Related Factors ◽  
Private Service ◽  
Public Service Organizations

The study seeks to examine the influence of environmental-related factors among middle managers in Malaysian government organization. Specifically, this study seeks to determine the influence of subjective norms and social influence in public organizations on acceptance of change. Present study employed cross-sectional survey involving a sample of 400 Administrative and Diplomatic Officers (ADO) in Malaysian Public Service organizations. The findings highlighted that middle managers’ subjective norms in this study were significant in influencing acceptance of change but are not affected by their social pressure when changes are implemented. Practically, this investigation proffers essential effort in understanding the acceptance of change of middle managers in public service organizations. This study suggests ADO as change agents should be well informed and consulted to create social pressure among them to act in supportive ways of implementing planned change Theoretically, the results of this study append to the literature and to a certain extent provide better explanation of Theory of Reasoned Action and Social Cognitive Theory in the context of acceptance of change. The population of this study involved ADO as middle managers in Malaysian Public Service organizations thus the results cannot be generalized to other level of employees in public sector as well as private service organizations. A comparative study involving both public and private service organizations would be worth studying in future.

scholarly journals EFFECT OF FRAUD RISK REDUCTION STRATEGY ON THE LEVEL OF EMPLOYEE FRAUD IN NIGERIAN PUBLIC SERVICE ORGANIZATIONS

2012 ◽  
Vol 4 (1) ◽  
pp. 30-44
Author(s):  
Joe Duke II ◽  
Kechi A. Kankpang
Keyword(s):  
Risk Reduction ◽  
Public Service ◽  
Survey Design ◽  
Service Organizations ◽  
Cross Sectional ◽  
Reduction Strategy ◽  
Risk Reduction Strategy ◽  
Fraud Risk ◽  
Public Service Organizations ◽  
Employee Fraud

Given the rampant headline revelations of widespread fraud perpetrated in Nigerian public service organizations in recent times, this study addresses a topical subject that commands urgent attention, understanding and intervention. Using a survey design and case approach, a cross-sectional study was carried out on a sample of 54 systematically selected public service organizations spread across the South-South geopolitical region of Nigeria. The study showed that the fraud risk reduction strategy deployed in Nigerian public service organizations is not effective in reducing the overall level of employee fraud. The study showed that auditor’s monitoring strength is low. It also found that the prevailing reward and compensation system does not facilitate reduction of incentive for employee fraud. These results point to a need to review, strengthen and make more dynamic and responsive the current fraud risk reduction strategy used. Key words: employee fraud, organizations, Nigeria.

Organizational commitment of public service employees in Ghana: do codes of ethics matter?

2016 ◽  
Vol 83 (1_suppl) ◽  
pp. 59-77 ◽  
Author(s):  
Anthony Sumnaya Kumasey ◽  
Justice Nyigmah Bawole ◽  
Farhad Hossain
Keyword(s):  
Organizational Commitment ◽  
Public Service ◽  
Ethical Climate ◽  
Codes Of Ethics ◽  
Service Organizations ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
Service Employees ◽  
Public Service Organizations ◽  
Ethics Research

One of the most difficult and under-examined issues in the ethics research of developing countries is whether the establishment of codes of ethics in public service organizations leads to employees’ organizational commitment. This study investigates the link between codes of ethics and organizational commitment, as well as its three dimensions of affective, normative and continuance commitment, in Ghanaian public service organizations. Correlational, regression and descriptive statistics were used to study 228 participants conveniently sampled from selected public service organizations within the Greater Accra Region of Ghana. Empirical evidence showed that codes of ethics significantly and positively predicted employees’ organizational commitment, as well as the three dimensions of the affective, normative and continuance commitment of employees. Points for practitioners Codes are intended to educate the general public, and employees in particular, about the mission of an organization, to foster a good ethical climate, and to provide guidance for resolving ethical problems in an organization. To ensure employee commitment to the organization, the codes should be effectively implemented, well communicated and strictly enforced with impartiality; otherwise, the codes will appear merely as ‘cosmetic dressing’ to the organization.

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