Why do Third Sector Employees Intend to Remain or Leave their Workplace?

Third sector employees have claimed to enjoy high job satisfaction and low turnover intentions because their work is considered intrinsically rewarding. Employees have strong motivation for public service and they consider the organization’s goals as their own. This makes work meaningful and thus reduces turnover intentions. Changes in the third sector institutional environment, however, have intensified the working environment. This probably undermines job quality and thus increases turnover intentions. The analysis conducted among Finnish third sector employees showed that third sector employees report more turnover intentions than their counterparts in the public or private sector. This is mostly because of low job quality. Motivation for public service was not enough to retain employees in the organization if their values were not congruent with those of the employer organization. Thus, connection between public service motivation and turnover intentions is dependent on the organizational context. More important than employees’ desire to help others is their sharing of the employer organization’s values and that the organization provides high job quality.

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TANGGUNGJAWAB BLU TRANSJAKARTA TERHADAP PIHAK KETIGA DALAM HAL TERJADI KECELAKAAN MENURUT UU NO. 22 TAHUN 2009 TENTANG LALU LINTAS DAN ANGKUTAN JALAN

Jurnal Dinamika Hukum ◽

10.20884/1.jdh.2014.14.3.314 ◽

2014 ◽

Vol 14 (3) ◽

Author(s):

Elfrida R Gultom

Keyword(s):

Public Service ◽

Public Transport ◽

Third Parties ◽

Third Party ◽

Service Agency ◽

Transportation Services ◽

The Public ◽

The Third ◽

The Third Party ◽

Ticket Prices

The objective of Busway development is to provide transportation services faster, safer, comfortable, and affordable for people in Jakarta. Ticket prices are subsidized by the local government busway. Busway given special line, however could not be separated from the accident. In a carriage, in the event of an accident then apply provisions of Law No. 22 of 2009 on Traffic and Transportation. If there is a loss that hit the third party then setting responsibilities Public Service Agency TransJakarta Busway to third parties refer to the provisions of Article 194 paragraph (1) which determines that the public transport companies are not responsible for any losses suffered by third parties, unless the third party may prove that the loss is caused by the fault of public transport company. Under these provisions, if the third party wants to sue for damages, ketigalah party must prove the fault of the carrier, the claim is based on the basis of tort or on the basis of error set forth in Article 1365 of the Civil Code which stipulates that any action unlawfully harming others, require the person who carries the loss offset. Keywords: transport, the responsibility of the carrier, a third party, transport law

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Corporate succession practices: A public sector perspective

Corporate Ownership and Control ◽

10.22495/cocv13i4c3p3 ◽

2016 ◽

Vol 13 (4) ◽

pp. 441-446

Author(s):

Nomalinge Amelia Pita ◽

Chengedzai Mafini ◽

Manilall Dhurup

Keyword(s):

Public Sector ◽

Public Service ◽

Succession Planning ◽

Quantitative Research ◽

Public Services ◽

Turnover Intentions ◽

Pearson Correlation ◽

Service Employees ◽

Intentions To Leave ◽

The Public

In today’s globally competitive and modern environments, organisational future plans often fail due to the lack of succession planning. Literature has shown that in most public services, very little is done to transfer employee skills before they leave the organisation, which largely is attributed to the lack of proper corporate succession planning. This study examined the association between corporate succession planning practices, internal succession barriers and intentions to leave within a public service in South Africa. The study was inspired by the absence of documented evidence of corporate succession planning initiatives, the barriers to succession planning and turnover intentions of employees in the public sector in the South African context. The study is located within a quantitative research paradigm in which a three-section structured questionnaire was administered to a sample of 243 public service employees. Two factors; namely, replacement planning and employee development/grooming were extracted using exploratory factor analysis. The Pearson correlation coefficient showed that corporate succession planning practices and internal succession barriers are negatively related to intentions to leave in the public service. Regression analysis showed that replacement planning and employee grooming are predictors of intention to quit. The results of the study are significant in that they facilitate the development as well as the effective implementation of succession planning initiatives that enable public services to improve human resource practices and counter any existing barriers to internal succession.

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The Evolution of Public Service Provision by the Third Sector in France

The Political Quarterly ◽

10.1111/1467-923x.12393 ◽

2017 ◽

Vol 88 (3) ◽

pp. 465-472 ◽

Cited By ~ 5

Author(s):

Edith Archambault

Keyword(s):

Public Service ◽

Service Provision ◽

Third Sector ◽

The Third ◽

Public Service Provision ◽

The Third Sector

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Telework as a Driver of the Third Sector and its Networks

Social E-Enterprise ◽

10.4018/978-1-4666-2667-6.ch005 ◽

2013 ◽

pp. 83-95 ◽

Cited By ~ 1

Author(s):

Angel Belzunegui-Eraso ◽

Amaya Erro-Garcés ◽

Inmaculada Pastor-Gosálbez

Keyword(s):

Social Economy ◽

Third Sector ◽

Considerable Change ◽

The Public ◽

The Third ◽

Transmission Of Information ◽

Traditional Organization ◽

The Third Sector ◽

Social Economy Organizations

This chapter examines the role of telework as a driving force behind third sector activities and in the creation of networks and links between organizations in that sector. Telework as a tool has generated considerable change in the traditional organization of work. Its effectiveness lies in its ability to respond more quickly to customer requirements and to users and beneficiaries of third sector and social economy organizations. Online connections and services provided by telework have also led to a greater density of contacts between organizations in the third sector, which promotes the transmission of information and collaborative practices in providing services to the public.

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Comparative Study between Japan and the UK on Shifting the Third Sector–Government Relationships

Healthcare Management and Economics ◽

10.4018/978-1-4666-3982-9.ch003 ◽

2013 ◽

pp. 28-39

Author(s):

Ichiro Tsukamoto ◽

Mariko Nishimura

Keyword(s):

Local Government ◽

Comparative Study ◽

Public Service ◽

Central Government ◽

Third Sector ◽

Third Sector Organizations ◽

The Third ◽

Contractual Relationships ◽

The Third Sector ◽

The Uk

The aim of this research is to examine and compare the shifting relationships between third sector organizations and local government under the current public service reforms in Japan and the UK. In both cases, institutional isomorphic tendency amongst third sector organizations can be found. However, in the case of UK, more formalized partnership frameworks set by central government as well as contractual relationships has an impact on this tendency. Contrastingly, Japan partnerships tend to be individualized. In this regard, the contracting framework seems to have more impact on behavior of the third sector organizations than partnership frameworks. In addition, the aspect of co-governance of the third sector organizations has been less developed than in the third sector in the UK. This affinity seems to be associated with the lack of sense of identity as a sector and also the lack of strong third sector organizations.

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Efficiency and Social Impact of Public Policies and Third Sector Practices in Bulgaria

International Review of Social Research ◽

10.1515/irsr-2012-0021 ◽

2012 ◽

Vol 2 (2) ◽

pp. 125-140

Author(s):

Darina Zaimova ◽

Evgeni Genchev ◽

Hristo Momchilov

Keyword(s):

Social Services ◽

Public Service ◽

Social Impact ◽

Third Sector ◽

Policy Framework ◽

Social Programs ◽

The European Union ◽

The Public ◽

New Member States ◽

The Social

Abstract: The consequent enlargement of the European Union in 2004 and 2007 gave the new-member-states an access to programs and financial sources with significant capacity and impact. The present paper aims to analyze the influence of the social policy framework over the public service delivery in Bulgaria. The first part of the paper is devoted to the general categorization of social services’ suppliers and the already established mechanism of their functioning. In the second part the focus on the conceptual framework introduces the main dimensions of the policy, institutional regulations and operational programs. The third part provides empirical results from the efficiency analysis of the social programs implementation and discussion on their impact.

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Team Work in Context: Institutional Mediation in the Public-service Professional Bureaucracy

Organization Studies ◽

10.1177/0170840610376142 ◽

2010 ◽

Vol 31 (8) ◽

pp. 1069-1097 ◽

Cited By ~ 44

Author(s):

Rachael Finn ◽

Graeme Currie ◽

Graham Martin

Keyword(s):

Public Service ◽

Organizational Context ◽

Team Work ◽

Local Context ◽

Professional Relationships ◽

Local Conditions ◽

The Public ◽

Service Professional ◽

Context Shapes ◽

Professional Bureaucracy

This paper examines how context shapes team work within the public-service professional bureaucracy. We examine the effects of an interaction between both macro-institutional and local-organizational context upon the micro-negotiation of team work. Specifically, we consider how features of local context mediate professional-institutional effects. Drawing upon neo-institutionalism (Lawrence and Suddaby 2006; Powell and DiMaggio 1991), we view team members as ‘institutional agents’ (Scott 2008), shaping team work in ways that either reproduce or transform professional structures within particular local conditions. Exemplary of international government transformative efforts for public-service enhancement (Newman 2001; Osborne and Gaebler 1992), we focus upon a UK government initiative to reconfigure professional relationships through introducing team work in National Health Service genetic care. Findings from two qualitative, comparative case studies reveal contrasting outcomes: reproduction or transformation of the professional institution, respectively. Specific local conditions — organizational, and human and social in particular — combine to produce these divergent mediating effects towards inertia or change. This highlights the importance of antecedents to team work and taking a historical perspective to understand the influence of context. While the challenges of reconfiguring professional structures through team work are shown, our analysis also suggests optimism regarding possibilities for change, albeit within certain local conditions. The challenge for management and policy-makers becomes the extent to which — and indeed, if at all — such facilitative local environments might be supported.

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