scholarly journals Transformational leadership for organizational change in the Lebanese public sector

2019 ◽  
Vol 17 (2) ◽  
pp. 205-216
Author(s):  
Bissane Harb ◽  
Dina Sidani
Keyword(s):  
Transformational Leadership ◽  
Organizational Change ◽  
Public Sector ◽  
Successful Implementation ◽  
Leading Change ◽  
The Public ◽  
Idealized Influence ◽  
Public Managers ◽  
And Performance

The public sector is facing multiple changes. In a constantly changing environment, that is more and more demanding in terms of innovation and performance, the concept of leadership is of particular importance, as it is one of the few tools available to public managers.Based on the transformational leadership theory, the aim of this study is to explore how transformational leadership characteristics influence organizational change within the public sector in Lebanon. To serve this purpose, a qualitative approach is adopted based on a series of semi-focused interviews conducted with ten public managers running 10 public administrations. These administrations have undergone significant changes over the past five years.The results point out the importance of transformational behaviors adopted by public managers in leading change within the public sector in Lebanon, despite the multiple obstacles. They confirmed the role of two transformational dimensions related to idealized influence and inspirational motivation in the successful implementation of organizational change. This study contributes to better understanding of the role of transformational leadership in promoting change in the public sector.

scholarly journals Ethical behavior within the public cadaster in Macedonia: Is there a “light” at the end of the “Tunnel”?

2017 ◽  
Vol 8 (1) ◽  
pp. 33-44
Author(s):  
Branko Dimeski ◽  
Mladen Karadzoski
Keyword(s):  
Public Sector ◽  
Real Estate ◽  
Ethical Behavior ◽  
Ethical Issues ◽  
Research Literature ◽  
Successful Implementation ◽  
Sector Reform ◽  
The Public ◽  
Public Managers

Abstract Every public sector reform must promote ethics in the eyes of the citizens. One of the most notorious examples of successful modernization of public sector institutions in Macedonia is the effective reform of the Agency for Real Estate Cadaster. Thus, the main objectives are concentrated around examining ethics as very important aspect in the overall results of the implemented reforms within the Agency. The scope of the research is to clarify these objectives and depends on the knowledge that already exists in the research literature on the Macedonian Agency for Real Estate Cadaster. Therefore, the research methodology relies on observation and content analysis of various governmental documents and research papers. The research results show that the successful implementation of the E-cadaster system enabled new sophisticated dimension in the delivery of e-services to the public (notaries, geodetic companies and municipalities), but most importantly, to the citizens. The accent was on ethical issues when communicating with citizens. The role of public managers has been of tremendous help in fostering ethical behavior within and outside the Agency. However, periodical citizen surveys showed mixed results about the work of different Agency’s units located in different municipalities. As in the past, there are still cases of unethical behavior of managers and employees in the Agency. The conclusions impose valuable implications for future academic and practitioner research in the field. It seems that there is no “perfect” public organization when it comes to ethics. Moreover, it seems that human nature can not always get in line with the Weberian organizational hierarchy.

Observing organisational transformation of the public sector in the e-government era

2015 ◽  
Vol 9 (1) ◽  
pp. 52-84 ◽  
Author(s):  
Janja Nograšek ◽  
Mirko Vintar
Keyword(s):  
Public Sector ◽  
Future Research ◽  
Successful Implementation ◽  
Strongly Correlated ◽  
Information Communication ◽  
Content Type ◽  
The Public ◽  
Study Approach ◽  
Public Managers ◽  
Comprehensive Framework

Purpose – The purpose of this study is to develop a more comprehensive framework that would provide better insight into the characteristics of organisational transformation (OT) of the public sector organisations in the e-government era. Despite the widespread opinion that successful implementation of information communication technology (ICT) is strongly correlated with the appropriate OT of the public sector, a critical analysis of the available literature within the field indicates that this important dimension of e-government development has been dealt with only partially. Accordingly, the paper attempts the following: to develop a more comprehensive framework for observing OT, to empirically explain the framework through analysis of three Slovenian e-government projects and to develop some general characteristics of ICT-induced OT in the public sector. Design/methodology/approach – The development of the framework is based on an analysis of the available literature, whereas the explanation of such is based on a multiple-case study approach. Findings – The paper contributes to a clearer understanding of what the main characteristics of OT in the e-government era are and how they should be observed. Research limitations/implications – The findings can help researchers to more accurately focus their attention on the most critical aspects of OT. The identified attributes can provide an important basis for future research, particularly from the methodological perspective. Practical implications – The framework can help public managers to focus their attention on the most important attributes of ICT-induced OT to exploit ICT potentials more efficiently. Originality/value – The paper attempts to demystify the concept of OT in the e-government field and place it in a more solid theoretical and empirically explained framework.

Value Conflicts in Public Organizations

2021 ◽  
pp. 239-253
Author(s):  
Ulrich T. Jensen ◽  
Carina Schott ◽  
Trui Steen
Keyword(s):  
Public Sector ◽  
Current Literature ◽  
Public Organizations ◽  
Value Conflicts ◽  
Organizational Contexts ◽  
The Public ◽  
Public Managers ◽  
Antecedents And Consequences ◽  
And Performance ◽  
Individual Service

The public sector and all its entities are characterized by a plurality of values. As a result, public service professionals and public managers often find themselves in situations where different conceptions of what is deemed desirable conflict with one another and render a singular, unambiguous path to better performance a hallucination. This chapter reviews research on value conflicts in public organizations to offer three contributions. First, it identifies the consequences of value conflicts on professionals’ attitudes, behaviors, and performance. Second, the chapter discusses how individual service professionals and public managers can address value conflicts in organizational contexts. Third, and finally, the chapter outlines a series of critical questions on the antecedents and consequences of value conflicts the current literature has yet to address.

scholarly journals Applying system dynamics to foster organizational change, accountability and performance in the public sector: A case-based Italian perspective

2010 ◽  
Vol 27 (4) ◽  
pp. 395-420 ◽  
Author(s):  
Carmine Bianchi ◽  
Enzo Bivona ◽  
Antonio Cognata ◽  
Pietro Ferrara ◽  
Tiziana Landi ◽  
...  
Keyword(s):  
Organizational Change ◽  
Public Sector ◽  
System Dynamics ◽  
The Public ◽  
And Performance ◽  
Case Based

THE EFFECT OF THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL CULTURE AND PERFORMANCE: Empirical Findings from Four Public Sector Organizations in the United States Virgin Islands

2016 ◽  
Vol 05 (06) ◽  
pp. 01-13
Author(s):  
Paul L. Flemming
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Public Sector ◽  
Organizational Performance ◽  
Virgin Islands ◽  
Leadership Traits ◽  
Leadership Performance ◽  
Idealized Influence ◽  
Public Sector Organizations ◽  
And Performance

Scholars and practitioners in social sciences have argued that there is some association between leadership and performance, but empirical evidence has yet to prove the effect of leadership, performance and culture on public organizational performance. This study has investigated the effect of transformational leadership styles, organizational culture types and performance in four public sector organizations. The argument that there is no association between the three fundamental pillars of public sector organization: leadership, performance and culture, has become an ongoing debate in social sciences. This study investigated the effect of transformational leadership traits, organizational culture types and performance in four public sector organizations. The objective of this research was to examine the effect of individual leadership traits, and culture types on performance in public organizations. The behavior elements examined in this study were idealized influence behavior, inspirational motivation, intellectual stimulation, individualized consideration, idealized influence and effectiveness. Performance outcomes variables were hiring decisions, performance measurements, job satisfaction, and structured reward system respectfully. The cultural variables used were clan culture, adhocracy culture, market culture, and hierarchal culture. This study utilized a survey designed and implemented a quantitative methodology. The analysis used primary data produced by the Multifactor Leadership Questionnaire (MLQ) to administer on 200 respondents from four of the largest public sector organizations in the United State Virgin Islands to examine the relationship of transformational leadership, organizational performance and organizational culture. The responses were scaled and coded to enable the segmentation of the data into dependent and independent variables based on the leadership, performance and culture variables. The study utilized the multiple regression models and correlation statistical analyses to determine the degree of commonality among the components. The results showed that while transformational leadership were strongly correlated with organizational performance with consistency and adaptability, organizational culture had a positive significant relationship with performance management practices. The study concluded that transformational leadership and organizational culture have positive effects on facilitating performance in mature public sector organizations, and recommended transformational leadership styles to actualize the culture types best suited in public sector organizations.

The mediating effect of job satisfaction and organizational commitment on self-reported performance: more robust evidence of the PSM—performance relationship

2009 ◽  
Vol 75 (1) ◽  
pp. 11-34 ◽  
Author(s):  
Wouter Vandenabeele
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Individual Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Mediating Role ◽  
Public Managers ◽  
And Performance

Public service motivation (PSM) has been linked to various outcome variables, but as more and more public administration research is devoted to improving performance, the possible link between PSM and performance is increasingly of interest. The current study contributes to this literature by investigating whether this relationship is present in a dataset of Belgian civil servants. The results corroborate the general thesis and demonstrate a mediation effect (to some extent) of job satisfaction and organizational commitment on this relationship. By doing so, the present study partly unveils the mechanisms upon which the PSM—performance relationship is based. Points for practitioners The findings of this study should urge public managers and decision-makers to value the effect of PSM in a public sector environment. First, as individual PSM apparently correlates with performance, this might provide some ideas about how to manage human resources in an effectiveness and efficiency driven public sector. Considering PSM in recruitment, retention and training may engender better individual performance. Next to this, the mediating role of job satisfaction and organizational commitment should enable public managers to find more openings to harness PSM effectively. After all, it embeds PSM better into vested theory and practices, with which practitioners may be more familiar.

scholarly journals Big Data and AI – A transformational shift for government: So, what next for research?

2018 ◽  
Vol 35 (1) ◽  
pp. 24-44 ◽  
Author(s):  
Irina Pencheva ◽  
Marc Esteve ◽  
Slava Jankin Mikhaylov
Keyword(s):  
Big Data ◽  
Public Sector ◽  
Research Field ◽  
Future Research ◽  
The Public ◽  
Public Managers ◽  
Future Research Agenda ◽  
Real Value ◽  
The Subject

Big Data and artificial intelligence will have a profound transformational impact on governments around the world. Thus, it is important for scholars to provide a useful analysis on the topic to public managers and policymakers. This study offers an in-depth review of the Policy and Administration literature on the role of Big Data and advanced analytics in the public sector. It provides an overview of the key themes in the research field, namely the application and benefits of Big Data throughout the policy process, and challenges to its adoption and the resulting implications for the public sector. It is argued that research on the subject is still nascent and more should be done to ensure that the theory adds real value to practitioners. A critical assessment of the strengths and limitations of the existing literature is developed, and a future research agenda to address these gaps and enrich our understanding of the topic is proposed.

What Makes Performance-Related Pay Effective in the Public Sector? Target, Pay Design, and Context

2021 ◽  
pp. 0734371X2199072
Author(s):  
Jinsol Park
Keyword(s):  
Public Sector ◽  
Organizational Performance ◽  
Organizational Context ◽  
Positive Association ◽  
Organizational Outcomes ◽  
Successful Implementation ◽  
Organizational Contexts ◽  
The Public ◽  
Public Managers ◽  
Employee Characteristics

While performance-related pay (PRP) has been implemented in most OECD countries over the past four decades, its effectiveness is still up for debate. What is under-investigated in the previous literature is under what conditions the public sector can effectively implement an optimal design of a PRP system. This study investigates how the target of PRP, the design of performance pay, and organizational context affect the effectiveness of PRP. The findings indicate that PRP has a positive association with organizational performance but the aspects of performance it affects differ depending on to whom it is implemented and how PRP is designed. This study also finds that the positive effect of PRP for top executives is attenuated if organizational outcomes are not easily observable. This article suggests that public managers should pay careful attention to employee characteristics, pay design, and organizational contexts for the successful implementation of PRP in the public sector.

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