Research Insights: Public Sector Employee Behavior and Attitudes during a Pandemic

2021 ◽  
Author(s):  
Philip Keefer ◽  
Sergio Perilla ◽  
Razvan Vlaicu
Keyword(s):  
Public Sector ◽  
Latin American ◽  
Public Employees ◽  
Randomized Experiments ◽  
Individual Level ◽  
Main Work ◽  
Public Sector Employee ◽  
Policy Attitudes ◽  
Sector Employee ◽  
Original Survey

New data on public sector employees from 18 Latin American countries shed light on the role of trust in the performance of government agencies. An original survey conducted during the first COVID-19 wave includes randomized experiments with pandemic-related treatments. Individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors and policy attitudes. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries.

The Impacts of Private Experience on the Employment of Different Public Job Positions

2017 ◽  
Vol 46 (2) ◽  
pp. 144-169 ◽  
Author(s):  
Ping Zhang
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Public Employees ◽  
Public Budgeting ◽  
Negative Effects ◽  
Public And Private ◽  
The Public ◽  
Public Sector Employee ◽  
Sector Employee ◽  
Managerial Position

There have been many studies on the differences between the public and private sectors; yet, these studies often do not address differences within the public sector. This article investigates the impacts of the private sector experience on the employment of different categories of public employees: public budgeting and finance (PBF) employees, professionals, and managers. It also compares the different impacts among mixed categories of PBF professionals, non-PBF professionals, PBF managers, and non-PBF managers. The results suggest that the private sector experience increases the likelihood of a public sector employee being in a PBF or professional position, while it decreases the propensity of a public sector employee to be in a managerial position. Moreover, while private sector experience negatively correlates with public employees’ job satisfaction, the results are not significant for PBF employees and professionals, and the negative effects are much higher for non-PBF employees and nonprofessionals.

scholarly journals Political (Over)Representation of Public Sector Employees and the Double-Motive Hypothesis: Evidence from Norwegian Register Data (2007-2019)

2021 ◽  
Author(s):  
Benny Geys ◽  
Zuzana Murdoch ◽  
Rune J Sørensen
Keyword(s):  
Public Sector ◽  
Political Representation ◽  
Empirical Support ◽  
Register Data ◽  
Local Elections ◽  
Public Employees ◽  
Individual Level ◽  
Public Sector Employees ◽  
Political Selection ◽  
Underlying Mechanisms

Abstract Countries have widely diverging regulations regarding the eligibility of public sector employees for political office, and the stringency of such regulations remains fiercely debated. Building on a demand and supply model of political selection, this article contributes to such debates by studying whether and how the incentives of public employees as both consumers and producers of public services (their ‘double motive’) affects their descriptive political representation. Our analysis employs population-wide individual-level register data covering four Norwegian local elections between 2007 and 2019 (N>13 million observations). Using predominantly individual-level panel regression models, we find that public employees are strongly overrepresented on election lists and have a higher probability of election (conditional on running). Looking at underlying mechanisms, we provide evidence consistent with the ‘double motive’ of public employees inducing their self-selection into standing for elected office (at higher-ranked ballot positions). Demand-side effects deriving from party and voter selection receive more limited empirical support. We discuss ensuing concerns about the potential substantive representation of policy self-interests by elected public employees.

scholarly journals Public Sector Employee Well-Being

2021 ◽  
pp. 221-238
Author(s):  
Bram Steijn ◽  
David Giauque
Keyword(s):  
Public Sector ◽  
Organizational Performance ◽  
Job Demands ◽  
Theoretical Models ◽  
Well Being ◽  
Public Organizations ◽  
Task Characteristics ◽  
Public Sector Employee ◽  
Sector Employee ◽  
Definition Of

This chapter deals with an important issue in every public organization: employees’ well-being, which the academic literature consistently relates to organizational performance. After addressing the definition of well-being, the chapter presents the two main theoretical lenses through which well-being is considered: the job demands–resources (JD–R) and the person–environment (P–E) fit models. With respect to these two theoretical models, the main empirical findings, specifically for public organizations, are described and discussed. Thus, variables are identified that can be considered as levers for or obstacles to well-being in public organizations. This permits an “institutional” reading of the antecedents of well-being, highlighting, among other characteristics, environmental, organizational, and task characteristics that are particularly important to consider when studying public organizations. Finally, the chapter also points out some gaps in the current literature and proposes new avenues of research for the study of well-being in public organizations.

scholarly journals Organizational Politics and Organizational Citizenship Behavior: Interaction and Analysis

2021 ◽  
Vol 16 (5) ◽  
pp. 991-996
Author(s):  
Ahmad Albloush ◽  
Hasan Al-Zu'bi ◽  
Alhareth Abuhussien ◽  
Imad Almuala ◽  
Ghassan Al-Utaibi ◽  
...  
Keyword(s):  
Public Sector ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Public Sector Employee ◽  
Sector Employee

Perceptions of organizational politics are an essential aspect of organizational life for its members because they impact different practices, which eventually affect employee efficiency. This article is explored the relationship between Organizational Politics (OP) and Organizational Citizenship Behavior (organizational citizenship behavior for organization (OCB-O) and organizational citizenship behavior for individuals (OCB-I). Survey data is gathered from 200 employees work in Jordanian public sector. Partial least square (PLS-SEM) is employed to test the research hypotheses. Outcomes uncovered that OP has a negative relationship with OCB-O and OCB-I. Accordingly, the current study recommends that governments abolish or restrict OP activities in their organizations as much as possible. Besides, the findings show that OP activities harmed public-sector employee behavior. The study's limitations and recommendations for future studies are also considered.

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