scholarly journals Perceptions of Unrestricted Gift Giving and the Integrity of Public Servants in Nigeria

2018 ◽  
Vol 10 (1) ◽  
Author(s):  
Malachy Ogbonna Ugwu ◽  
Mark Gordon
Keyword(s):  
Public Service ◽  
Cultural Practice ◽  
Semistructured Interview ◽  
Gift Giving ◽  
Policy Feedback ◽  
Public Servants ◽  
Civic Organization ◽  
The Public ◽  
Public Policy Regulation ◽  
High Level

Public policy regulation in Nigeria allows public servants to accept gifts without restriction based on local culture. The purpose of this qualitative case study was to understand this cultural practice and its implications for the integrity of public servants. Using Mettler and SoRelle’s conceptualization of policy feedback theory, the research questions focused on the perceptions of civic organization leaders on this cultural practice in relation to the integrity of high-level public servants in a region of Nigeria. Data were collected from 10 purposely selected public administrator leaders using open-ended, semistructured interview protocols, and an analysis of publicly available documents. The data were subjected to an inductive coding procedure followed by thematic analysis. Findings suggested that the perceptions of the cultural practice of unrestricted gift giving in the public service were negative and unethical. Consequently, the findings also suggested an amendment to the relevant sections of the Nigerian Constitution to provide for a restricted monetary value of gifts allowable in the public service. The implications for positive social change include a better understanding of ethics in public administration. Policy makers and practitioners can utilize findings to bring about ethical, effective, and efficient public service in Nigeria. Other nations can learn from the Nigerian experience of unrestricted gift giving in the public sector.

scholarly journals Organizational culture of the Public Service and features of its change

2019 ◽  
pp. 114-122
Author(s):  
Nataliіa Sorokina
Keyword(s):  
Organizational Culture ◽  
Public Relations ◽  
Public Service ◽  
High Performance ◽  
Psychological Climate ◽  
Public Servants ◽  
Public Authorities ◽  
The Public ◽  
High Level ◽  
Motivation To Work

The article is devoted to the study of organizational culture in public service. The essence of the concept of organizational culture is considered. It has been determined that organizational culture is an interdisciplinary phenomenon which concern several fields. Therefore, there is no single approach to understanding of this concept. It is indicated that organizational culture is a distinguishing feature of every organization and is a decisive factor in the success / the failure of the whole group. In the article, the author conducted a sociological survey among public servants. The purpose of the survey was to find out what major changes have occurred in the organizational culture of public service in recent years. Based on empirical data, it has been found that changes in organizational culture are very slow. Respondents noted that the majority of elements of organizational culture remained constant, such as: the culture of appearance; the individual independence and the responsibility; the interaction of members of the organization with each other; the physical and psychological comfort; the motivation to work. It is proved that a favorable socio-psychological climate in public authorities is very important. So, the high performance indicators of the authorities, the low staff turnover, the high level of labor discipline, and the absence of tension and conflicts in the group depend on it. The important elements of organizational culture, such as the motivation to work, the culture of appearance, the communication links both within the organization (between public servants) and outside (public relations) are analyzed. It is indicated that the leader plays a key role in communication. He must directly participate in the formation of a favorable moral and psychological climate in the group. It has been established that the process of changing organizational culture is quite complicated, requires time and effort, and high level of professionalism of leader. Changes very often cause discontent of the group, they are often perceived painfully. A strong organizational culture generates a positive image of the public service, which in is turn an important factor in raising confidence in public authorities. Therefore, it is necessary to continue to studied organizational culture, to monitor its formation, to improve and to regulate its changes.  

scholarly journals Does PSM matter among innovative government managers?

2020 ◽  
Vol 27 (3) ◽  
pp. 263-279
Author(s):  
Ellysson Fernandes Rosa ◽  
Estela Najberg ◽  
Marcos de Moraes Sousa
Keyword(s):  
Public Service ◽  
Multiple Correspondence Analysis ◽  
Hierarchical Cluster ◽  
Public Servants ◽  
Content Type ◽  
The Public ◽  
Public Servant ◽  
High Level ◽  
Innovation Competition ◽  
Innovation Practices

PurposeThe need to improve the efficiency and quality of public services has increased the interest in innovation. This study seeks to understand the relationship between the Public Service Motivation (PSM) index and the profile of strategic-level public servants who are considered innovative.Design/methodolog/approachQuestionnaires were applied to the group of government managers who registered their projects in an innovation competition. Data were analyzed using t-test, multiple correspondence analysis (MCA) and hierarchical cluster analysis (HCA).FindingsThis paper concluded that the PSM level of these innovative public servants is significantly greater than public servants overall. In terms of the profile of these innovative government managers, it was found that the majority were female, with a high level of education and a background in Information Technology.Practical implicationsThe discovery that innovative government managers have a significantly higher PSM (p < 0.05) than public servants overall may be relevant, because it confirms a statistical tendency that it would be advantageous for policy-makers to invest in actions that increase public servant PSM since these servants with high PSM are more innovative.Originality/valueThis article has sought to fill a gap in studies that associate the level of PSM with the innovation practices in the public sector, as well as verify the profile of public servants with high levels of motivation in public service (PSM).

Professional and Communicative Proficiency of a Mentor as a Tool of Image Building in Public Service

Communicology ◽  
2020 ◽  
Vol 8 (1) ◽  
pp. 74-88
Author(s):  
D.A. Kemenev
Keyword(s):  
Public Service ◽  
Role Models ◽  
Communicative Competence ◽  
Public Servants ◽  
Scientific Publications ◽  
Communicative Skills ◽  
The Public ◽  
Public Servant ◽  
Professional Business ◽  
Image Building

The article investigates the imageological aspect of mentor’s communicative competence in public service and reveals the communicative functions of mentor’s image in relation to the mentees. The author determines the communicative skills necessary for the mentor in all processes and stages of this personnel technology. Based on the analysis of scientific publications, the author discloses and justifies the role models of mentor’s behavior in relation to the mentees from the perspective of the mentor’s image, authority, and communicative competence. The author has conducted an expert survey among public servants, which allowed identify the main professional, business, moral, psychological, and integral qualities that are the most effectively developed by the public servant in the process of performing mentor’s functions. As a result, the author suggests a structural-logical model of the communicative competence of a mentor in the public service in the process of perceiving its communicative knowledge, skills, and competencies for achieving the effectiveness of mentoring.

Public Service Motivation in Buffy the Vampire Slayer

Public Voices ◽  
2016 ◽  
Vol 12 (1) ◽  
pp. 67 ◽  
Author(s):  
Sharon Mastracci
Keyword(s):  
Popular Culture ◽  
Public Service ◽  
Public Service Motivation ◽  
Public Servants ◽  
Buffy The Vampire Slayer ◽  
The Public ◽  
American Popular Culture ◽  
Public Servant ◽  
Definition Of ◽  
The Individual

In this paper, the author examines public service as depicted in the television series Buffy the Vampire Slayer (BtVS). First, she shows how slaying meets the economist’s definition of a public good, using the BtVS episode “Flooded” (6.04). Second, she discusses public service motivation (PSM) to determine whether or not Buffy, a public servant, operates from a public service ethic. Relying on established measures and evidence from shooting scripts and episode transcripts, the author concludes Buffy is a public servant motivated by a public service ethic. In this way, BtVS informs scholarship on public service by broadening the concept of PSM beyond the public sector; prompting one to wonder whether it is located in a sector, an occupation, or in the individual. These conclusions allow the author to situate Buffy alongside other idealized public servants in American popular culture.

scholarly journals IMPROVING THE EFFICIENCY OF CANADA’S PUBLIC SERVICE

2017 ◽  
Vol 3 (4) ◽  
pp. 67-73
Author(s):  
Наталья Касаткина ◽  
Natalya Kasatkina
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Monitoring And Evaluation ◽  
Educational Process ◽  
Public Servants ◽  
The Public ◽  
Level Of Training ◽  
Resources Planning ◽  
Made In

Improving the efficiency of public service is an important area for overcoming the crisis in relations between the state, society and a citizen. Modernization of civil service of Canada is carried out in a number of ways. Changes were made in a recruitment order for civil service by means of expansion of the powers of persons competent to solve these issues in ministries and government departments. One of the directions for improving the quality of the civil service was an increase in the level of training of public servants. Coordination of the educational process in various government departments is carried out by the Canadian School of Public Service. The system of human resources planning has been introduced. The quality of public services provided is improved with help of timely providing them in compliance with all requirements of a particular government department, and taking into account the rights of citizens by achieving a balance between the services provided and the money spent for this purpose and regular monitoring and evaluation of the dynamics of the providing process of services. One of the areas of modernization of the public service is the introduction of strict control over of public servants’ ethical standards. Actions that lead to a conflict of interest are legislatively prohibited. Strict bans in Canada are implied regarding the employment of persons who replace public office after the end of their career. As a result of the measures taken to fight corruption, including a sphere that is largely susceptible to corruption risks, Canada is among top ten countries with the least corruption. Achievement of positive results in the activities of civil servants became possible due to the state’s special attention to the issues of its modernization.

scholarly journals PENGARUH GAYA KEPEMIMPINAN PATERNALISTIK TERHADAP MOTIVASI KERJA PEGAWAI DINAS SOSIAL DAN TENAGA KERJA KOTA PADANG

Humanus ◽  
2014 ◽  
Vol 12 (2) ◽  
pp. 174
Author(s):  
Farera Erlangga ◽  
Aldri Frinaldi ◽  
Lince Magriasti
Keyword(s):  
Human Resource ◽  
Leadership Style ◽  
Public Service ◽  
Work Motivation ◽  
Descriptive Analysis ◽  
Paternalistic Leadership ◽  
Public Servants ◽  
The Public ◽  
Local Institution ◽  
Simple Regression Analysis

AbstractThis reasearch started from the writer’s pre-observation in a local institution of Padang City administration, Social and Human Resource Office of Padang City. Thepre-observation shows problems in leadership and motivation of public servants. Theproblem derives from the lack of support of the leaders about the needs of the workersthat can motivate them to do their jobs, and the lack of guidance by the leaders inconducting tasks. It can be seen from the empty office after lunch because most workersgets home early, especially when the office heads are going out. Theworkers’ lack ofmotivation affect the performance and lack of responsibility for their job assignment,and many workers do their job carelessly when the heads are not present. Thisquantitative reasearch is correlational. The population is the 72 public servants in theSocial and Human Resource Office of Padang City. The sample is measured using slovinformula, and resulted in 68 samples. Descriptive analysis of the paternalistic leadershipstyle shows that 73,03% respondents agree, while the public servants’ motivation showsrespondents agree 78,10%. The result of simple regression analysis shows thatpaternalistic leadership style influences the workers’ motivation as high as 18,2%, with44,1% strength where tcount> t; which is 3,990 > 1,682.Key words : Paternalistic Leadership Style, Work Motivation, Public Service tableAbstrak Penelitian ini dilatar belakangi dari hasil pengamatan awal penulis di salah satuSKPD di Kota Padang yakni pada Dinas Sosial dan Tenaga Kerja Kota Padang yangmenunjukkan bahwa masih terdapatnya masalah mengenai kepemimpinan dan motivasikerja pegawai yang ditunjukkan oleh masih kurangnya perhatian pimpinan terhadapkebutuhan pegawai yang bisa memotivasi pegawai dalam melaksanakan tugas, masihkurangnya bimbingan pimpinan kepada pegawai didalam pelaksanaan tugas, masihkurangnya motivasi kerja pegawai dalam melaksanakan tugas yang diberikan KepalaDinas Sosial Kota Padang, setelah jam istirahat suasana kantor sepi karena parapegawai banyak yang sudah pulang, apalagi jika pimpinan tidak ada di tempat,Rendahnya motivasi pegawai yang berdampak pada kinerja dan kurangnya rasatanggung jawab pegawai terhadap pekerjaannya, dan banyak pegawai yang asal-asalanmengerjakan tugas-tugasnya pada saat pimpinan tidak berada di tempat. Penelitian inimerupakan penelitian kuantitatif dengan jenis korelasional. Populasi penelitian iniadalah keseluruhan pegawai Dinas Sosial dan Tenaga Kerja Kota Padang berjumlah 72orang. Dengan pengambilan sampel menggunakan rumus slovin, sehingga didapatsampel dalam penelitian ini sebanyak 68 orang. Berdasarkan hasil analisis deskriptifuntuk gaya kepemimpinan paternalistik yang diterapkan untuk kelangsugan hidup organisasi di Dinas Sosial dan Tenaga Kerja Kota Padang berada dalam kategori yangtinggi dengan perolehan tingkat capaian responden sebesar 73,03%, sedangkanmotivasi kerja pegawai Dinas Sosial dan Tenaga Kerja Kota Padang juga berada dalamkategori yang tinggi dengan tingkat capaian responden sebesar 78,10%. Hasil analisisregresi sederhana menunjukkan bahwa bahwa gaya kepemimpinan paternalistikberpengaruh signifikan terhadap motivasi kerja pegawai pada Dinas Sosial dan TenagaKerja Kota Padang yaitu sebesar 18,2 %, dengan kekuatan sebesar 44,1% dimana nilaithitung> ttabel, yakni  3,990 > 1,682.Kata kunci : Gaya Kepemimpinan Paternalistik, Motivasi Kerja, Pegawai  

The Effect of Personality Traits on Public Service Motivation: Evidence from Taiwan

2012 ◽  
Vol 40 (5) ◽  
pp. 725-733 ◽  
Author(s):  
Chyi-Lu Jang
Keyword(s):  
Personality Traits ◽  
Public Service ◽  
Public Interest ◽  
Local Governments ◽  
Policy Making ◽  
Public Service Motivation ◽  
Big Five Personality ◽  
Public Servants ◽  
Negatively Associated ◽  
The Public

The relationship between the Big Five personality traits (Costa & McCrae, 1992) and public service motivation (PSM) was examined using a questionnaire survey of 277 public servants employed by 3 local governments in Taiwan. Regression analysis results indicated that extraversion was positively related to attraction to policy making, but negatively associated with self-sacrifice. Agreeableness was positively correlated to compassion. Conscientiousness was positively related to commitment to the public interest, compassion, and self-sacrifice. Neuroticism was negatively associated with commitment to the public interest and compassion, but positively with attraction to policy making. Openness to experience was positively correlated with all dimensions of PSM. In summary, personality traits can function as strong predictors of public service motivation.

Public service bargains and non-partisan ministerial advisors: servants of two masters

2020 ◽  
pp. 002085232095521
Author(s):  
Rose Cole
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Single Agent ◽  
Public Servants ◽  
Distinct Subgroup ◽  
The Public ◽  
Administrative Reforms ◽  
Administrative Action ◽  
Research Article ◽  
Different Levels

To what extent can the public service bargain framework be applied to non-partisan ministerial advisors? Public service bargains are defined as ‘explicit or implicit agreements between public servants – the civil or uniformed services of the state – and those they serve’. The public service bargain framework has increasingly been used as an analytical tool with which to examine the elements of the bargain as experienced by various actors in different jurisdictions. The elements of the public service bargain framework are explored through the experiences of a distinct subgroup of non-partisan advisors – portfolio private secretaries – serving in the politicised environment of ministers’ offices. The minister’s office has been characterised as the ‘purple zone’ where politics (represented by the colour blue) and administration (represented by the colour red) converge to transform political will into administrative action. This qualitative research article: briefly reviews the public service bargain literature; describes the actors and setting; gives voice to their experience of the public service bargain; applies the public service bargain heuristic; and reveals new insights into how the public service bargain operates with dual principals. Points for practitioners The public service bargain framework allows for dual principal–single agent relationships within public administration settings. Applying the public service bargain heuristic to this group of non-partisan advisors: enables a view of how the public service bargain operates at different levels (macro, meso and micro); shows that the public service bargain for these advisors has changed over time in response to administrative reforms; and demonstrates that these advisors are professionally and personally affected through the misaligned expectations of dual principals.

scholarly journals Factors affecting the retention of Generation X public servants: An exploratory study

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Vhutshilo Masibigiri ◽  
Hester Nienaber
Keyword(s):  
Generation X ◽  
Public Service ◽  
High Performance ◽  
Staff Retention ◽  
Retention Strategies ◽  
Public Servants ◽  
Factors Affecting ◽  
The Public ◽  
Skills Shortage ◽  
Managerial Implications

Orientation: Retaining employees, especially Generation Xers, is imperative to ensure the high performance of organisations.Purpose: The purpose of this study was to explore the factors that affect the retention of Generation X public servants.Motivation for the study: Given their unique characteristics, it is a challenge to retain Generation X employees. This problem may be worse in the public sector than in the private sector, as there are fewer financial rewards in the public service than in the private sector.Research design: The interpretivist paradigm is appropriate for this study. It used a qualitative, empirical approach. The researchers obtained the data through purposive sampling and interviews.Main findings: The study showed that the factors affecting the retention of Generation X public servants include work content, utilisation of skills, career advancement, work–life balance, compensation, security needs, leadership and drive.Practical/managerial implications: Employers, like the civil service, can be proactive in retaining Generation X employees because of the factors that affect their retention. Managers can prevent further pressure on service delivery that the skills shortage has caused if they use the skills the employees already have.Contribution: The article fills a gap, as there has been little research on staff retention. This is particularly true of Generation X employees in South Africa. This article adds information that will improve retention strategies for Generation X employees, particularly in the public service.

scholarly journals An anti-corruption value of administrative and legal restrictions of joint work of near persons in justice system

2021 ◽  
pp. 63-73
Author(s):  
Oksana Polna
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Common Good ◽  
Justice System ◽  
The State ◽  
Joint Work ◽  
Public Servants ◽  
The Public ◽  
Legal Restrictions ◽  
Relationship Of

The article focuses on the formulation of an urgent comprehensive scientific thought on the anti-corruption value of the administrative and legal restriction of the closely affiliated persons’ collaboration in the justice system of Ukraine. It is a justified restriction of the citizens’ rights to access professional public service in the justice system, provided by national administrative legislation, to continue public service and to exercise a career in this system, by preventing the conclusion of a service contract, blocking the promotion of persons, if this predetermines about direct subordination to a closely affiliated person; termination of official legal relations with persons who are in a relationship of direct subordination to a closely affiliated person. It is noted that the general anti-corruption essence of the restriction under consideration is manifested in the fact that this restriction appears as a «personnel barrier» for increasing corruption risks in the justice system due to the implementation of personnel policy, as well as a “personnel instrument” for correcting situations when a violation of the corresponding restrictions takes place. Considering the concept and essence of limiting the collaboration of closely affiliated persons in the justice system, the author proves that the anti-corruption value of such a limitation is that it: while restricting the joint work of closely affiliated persons in the justice system, makes it impossible for nepotism as a separate manifestation of corruption to arise in this system; is a real barrier that reduces the dynamics of the spread of corruption and limits its scale (primarily, in the form of nepotism) in the system of public administration subjects in Ukraine in general and in the justice system in particular; contributes to increasing the authority of judges, professional public service in general and the level of respect and trust of society in the judiciary, the state, as well as reducing legal nihilism in society; maximizes positive incentives for lawful behavior of citizens in general and professional public servants in the justice system, in particular; is the actual result of a public demand for a decrease in the level of tolerance to corruption in the public administration system in general and in justice system, in particular. In the conclusions to the article, it is noted that non-compliance with the administrative and legal restrictions on the collaboration of closely affiliated persons in the justice system creates a situation in which the public service bodies in this system are filled with close persons, who may enter into a corruption conspiracy to use the common good and public interest in their own (personal) interests, which is unacceptable because it distorts the purpose of the existence of the state in general and the judicial power, in particular. Keywords: administrative and legal restrictions, anti-corruption value, corruption in the justice system, joint work of closely affiliated persons, justice system, personnel barrier, personnel tool.

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