Optimal Turnover Rates and Performance in Public Organizations: Theoretical Expectations

2019 ◽  
Author(s):  
Seung-Ho An ◽  
Kenneth J. Meier
Keyword(s):  
Public Organizations ◽  
Turnover Rates ◽  
And Performance

Do ETFs outperform CEFs in fixed income investing?

2015 ◽  
Vol 30 (4) ◽  
pp. 231-246 ◽  
Author(s):  
C. Edward Chang ◽  
Thomas M. Krueger ◽  
H. Doug Witte
Keyword(s):  
Performance Measures ◽  
Tracking Error ◽  
Exchange Traded Funds ◽  
Fixed Income ◽  
Turnover Rates ◽  
Operating Characteristics ◽  
Content Type ◽  
Market Values ◽  
Significant Difference ◽  
And Performance

Purpose – For a number of reasons ranging from their more recent introduction to their perceived lesser excitement relative to stock-based peers, there have been few studies of fixed income (mainly bond) exchange-traded funds (ETFs). The purpose of this paper is to fill the void by comparing performance measures of fixed income ETFs to fixed income closed-end funds (CEFs). Design/methodology/approach – This paper examines operating characteristics as well as risk and performance measures of all available fixed income ETFs and CEFs in the USA over the last five and ten years ending on December 31, 2014. Operating characteristics include expense ratios, annual turnover rates, tax cost ratios, and tracking error ratios. Performance measures include average annual returns, risks (measured by standard deviations), and risk-adjusted returns (measured by Sharpe ratios and Sortino ratios). Findings – This study finds material and significant difference in a variety of expenses, return measures, and risk measures. Sharpe and Sortino ratio significance is highly dependent on whether net asset values or market values serve as the dependent variable. ETFs would be the preferred choice of fixed income investors who are presumed to be focussing on market-based return measures. Originality/value – This paper empirically compares operating characteristics as well as risk and performance measures of US fixed income ETFs and fixed income CEFs in the same Morningstar categories over the last five and ten years.

The relationship between learning transfer climates and innovation in public and private organizations in Korea

2014 ◽  
Vol 35 (7) ◽  
pp. 956-972 ◽  
Author(s):  
Hee Jun Choi ◽  
Ji-Hye Park
Keyword(s):  
Organizational Innovation ◽  
Learning Transfer ◽  
Public Organizations ◽  
Performance Outcomes ◽  
Performance Expectations ◽  
Public And Private ◽  
Content Type ◽  
Organizational Type ◽  
Private Organizations ◽  
And Performance

Purpose – The purpose of this paper is to examine the results of an empirical exploration of the relationship between learning transfer climates and organizational innovation. Additionally, factors associated with learning transfer climate that could account for innovation in Korean public and private organizations have been explored. Design/methodology/approach – This study relies on quantitative data obtained from two survey questionnaires. The sample consists of 390 employees working for seven private and five public organizations; further, each employee has completed at least one training program within a one-year period. Findings – Results of the study demonstrate that private, rather than public organizations, have significantly higher mean scores for all five learning transfer climate variables and for perceived organizational innovation. The results of multiple regression analyses reveal that openness to change and performance coaching have common and significant impacts on perceived innovation in both private and public organizations. However, the other three variables (i.e., transfer effort-performance expectations, performance-outcomes expectations, and performance self-efficacy) have varied effects on perceived innovation depending on organizational type. Specifically, transfer effort-performance expectations has a relatively meaningful impact on perceived innovation in public organizations. Performance-outcomes expectations and performance self-efficacy have relatively meaningful effects on perceived innovation in private organizations. Research limitations/implications – The sample for this study consists of employees solely from Korean organizations. Therefore, further studies encompassing a greater sampling variety are required to determine the generalizability of these results. In addition, this study is limited to an investigation of the possible differences between public and private organizations with respect to their learning transfer climates and innovation. In studies to follow, researchers can further investigate these relationships in segmented organizations. Originality/value – The results of this study will assist human resource practitioners to promote innovation effectively and efficiently based on organizational type.

Pro-innovation restructuring strategy: case study of a multipurpose public organization in health

2016 ◽  
Vol 9 (1) ◽  
pp. 62
Author(s):  
Patrícia Santos Cavalheiro Silva ◽  
Marcos Filgueiras Jorge ◽  
Branca Regina Cantisano dos Santos e Silva Riscado Terra ◽  
Jorge De Abreu Soares ◽  
João Alberto Neves dos Santos ◽  
...  
Keyword(s):  
Infectious Diseases ◽  
Organizational Structure ◽  
Organizational Innovation ◽  
Intangible Assets ◽  
Public Organizations ◽  
Before And After ◽  
Restructuring Strategy ◽  
Na Effect ◽  
And Performance

The aim of this article is to measure the effect on performance, of the innovation in the organizational structure of the laboratories for clinical research associated with healthcare in infectious diseases of the Evandro Chagas National Institute of Infectious Diseases (INI) at Fiocruz in 2007, na effect herein identified as representative of the corporate intangible assets resulting from such restructuring strategy. The method consists, first, in the analysis of the literature about the measurement of intangible assets and organizational innovation, the potential effects of organization�s structure in performance, and the assessment of multipurpose public organizations in health, as sources of the basic notion on relations between intangible assets, organizational structure and performance which is used in this research. Next, the empirical research involves: (a) characterizing the change in organizational structure of 8 INI laboratories; (b) quantifying variables on the use of consumer goods and specialized personnel and on the production of teaching, research and health care; (c) calculating indicators about the development of relative technical efficiency of INI laboratories in the period 2002-2014, through Data Envelopment Analysis (DEA); and (d) using these indicators to compare the performance of these laboratories before and after the organizational innovation associated with the adoption of the Innovative Structure in their restructuring. As a contribution to knowledge, opens up prospects of collaborative research in Administration, Accounting and Economics for the development of a metric for organizational innovation. As management contribution, confirms the association between restructuring of INI laboratories as Innovative Organizations and their improvement in performance. Although the case study method imposes limitations to the generalizability of these results, mainly because there are no sufficient multipurpose organizations that use this methodology in performance assessment, it brings evidence on the potential benefit of the entrepreneurial-oriented innovation for the expansion and improvement of multipurpose public organizations.

scholarly journals Incorporating managed preferences in the evaluation of public organizations efficiency: a DEA approach

2018 ◽  
Vol 9 (4) ◽  
pp. 1108
Author(s):  
Tiago Silveira Gontijo ◽  
Cristiana Fernandes De Muylder ◽  
Alexandre De Cássio Rodrigues
Keyword(s):  
Action Planning ◽  
Public Organizations ◽  
The Public ◽  
Performance Targets ◽  
Mineral Sector ◽  
Assurance Region ◽  
Dea Models ◽  
Mineral Production ◽  
And Performance ◽  
Management Preferences

Classical Data Envelopment Analysis (DEA) models have often been used to evaluate the public organizations effectiveness. However, such models, by ignoring the managers preferences, can classify as efficient organizations that, in fact, are not. Based on this motivation, the objective of this paper was to evaluate, through a DEA model that incorporates managerial preferences, the efficiency of the 25 superintendencies of the National Department of Mineral Production (DNPM), an autarchy linked to the Ministry of Mines and Energy. For this purpose, the number of servers in the middle and end areas and, as outputs, the number of mining titles granted in 2016 was considered as input. Manager preferences regarding outputs were incorporated into classical DEA models using the assurance region method. The results showed that when management preferences were incorporated into classic DEA models, the DNPM superintendencies number that showed maximum operational efficiency was reduced from eight to five. For superintendencies classified as inefficient, the benchmarks and performance targets were identified, which is useful, since they can support the action planning aimed at reducing the high liabilities pending processes for analysis by the municipality. This would reduce DNPM's slowness in granting mining bonds, which would stimulate investments in the mineral sector, which is of paramount importance to the Brazilian economy. It should be emphasized that the methods used in this research can be applied in the evaluation of the organizations efficiency whose managers have different preferences on inputs and outputs.

scholarly journals Work Engagement Among Public Employees: Antecedents and Consequences

2021 ◽  
Vol 12 ◽  
Author(s):  
Rushana Khusanova ◽  
Seung-Wan Kang ◽  
Suk Bong Choi
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Positive Association ◽  
Public Organizations ◽  
Task Interdependence ◽  
Mediation Effect ◽  
Antecedents And Consequences ◽  
And Performance ◽  
The Relationship ◽  
Job Meaningfulness

This study is an investigation of the relationships among job meaningfulness, work engagement, and performance, including testing for a possible mediation effect of work engagement on the relationship between job meaningfulness and performance. We examine task interdependence as a boundary condition that facilitates employee engagement using two-stage multiple-source respondent data drawn from a sample of 183 Uzbek employees from public organizations and their 47 supervisors to test the hypotheses. The research findings confirm a positive association between job meaningfulness and engagement and the relationship between work engagement and performance. Mediation analysis using bootstrapping indicated that work engagement explained the influence of meaningfulness on performance. Furthermore, task interdependence negatively moderated the relationship between meaningfulness and engagement. This study responds to calls for researchers to identify the key and situational drivers of work engagement as well as examine the importance of meaningfulness in the public sector. It also increases the external validity of the findings by examining the relationship between engagement and performance in a non-Western context, namely, Islamic Uzbekistan. Despite the limitations of this research, the empirical findings contribute to the growing body of research on work engagement and meaningfulness in public organizations.

Do Leadership Commitment and Performance-Oriented Culture Matter for Federal Teleworker Satisfaction With Telework Programs?

2018 ◽  
Vol 40 (1) ◽  
pp. 36-55
Author(s):  
Myungjung Kwon ◽  
So Hee Jeon
Keyword(s):  
Political Economy ◽  
Public Organizations ◽  
The Political ◽  
Perceived Benefits ◽  
Remote Work ◽  
Federal Employees ◽  
Federal Employee ◽  
Remote Workers ◽  
Family And Work ◽  
And Performance

A substantial number of federal employees have been teleworking due to its perceived benefits—time and location flexibility and better balance between family and work. Yet, managing teleworkers in public organizations can be challenging due to the added expenses associated with monitoring remote workers. Also, the unforeseen drawbacks of remote work may decrease teleworker satisfaction with telework programs. Drawing on insights from the political economy of hierarchy and institution theories, this study examines whether leadership commitment to telework and performance-oriented culture matter for federal teleworker satisfaction with telework programs. It examines two-year datasets of the 2008 and 2015 Federal Employee Viewpoint Surveys. The findings show that leadership commitment to telework, performance-oriented culture, and the enactment of the 2010 Telework Enhancement Act all play significant roles in enhancing federal teleworker satisfaction with telework programs.

Perceptions of Organizational Justice Among State Government Employees: The Effect of Years of Public Service

2018 ◽  
Vol 48 (3) ◽  
pp. 345-368
Author(s):  
Darima Butitova
Keyword(s):  
Organizational Justice ◽  
State Government ◽  
Public Service ◽  
Public Organizations ◽  
Government Employees ◽  
Public And Private ◽  
High Performing ◽  
Private Organizations ◽  
Workplace Experiences ◽  
And Performance

Over the past several decades, researchers across public and private organizations accumulated evidence that perceptions of organizational justice influence work attitudes and performance. Building on previous research, the present study examines the determinants of perceived organizational justice, including the effect of years of public service. By focusing on years of public service, the study explores how perceived organizational justice changes depending on time spent working in public organizations. Based on the regression analysis of the survey data of 522 state government employees, the study concludes that state government employees who report more years of public service are less likely to perceive their workplace as fair. The findings of the study are discussed in terms of their practical implications for improving a quality of workplace experiences among government employees, as one of the essential factors for maintaining high-performing public organizations.

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