Reports of the Advisory Committee on Labour Management Relations in the Federal Public Service, Ottawa, Canada. First Report: Identifying the Issues/L’identification des enjeux May 2000, 60 pp., ISBN 0-662-64979-6. Second Report: Working Together in the Public Interest/Travailler ensemble dans l’intérêt public June 2001, 54 pp., ISBN 0-662-65583-4.

A public organization is an important sector in the administration of the Nation and it needs to remain relevant and accepted by society. The sub-sector such as services and security are the most important organizations that require high performance in society and the country to ensure security is always guaranteed. Military Training Academy, NDUM is an organization involved in various security and humanitarian operations either nationally or internationally. Accordingly, this study was conducted to assess employee motivation in public service activities by using the Public Service Motivation Model (PSM). The elements contained in the model are an attraction to public policymaking, commitment to the public interest, self-sacrifice, compassion, and ethical leadership. This study aims to analyze the relationship between Public Service Motivation (PSM) and organizational performance with ethical leadership among employees in Military Training Academy, NDUM. Quantitative research methods were used and questionnaires have been distributed to staff and instructors in Military Training Academy, NDUM, located in Kuala Lumpur by distributing the questionnaire and analyzed using SPSS 19. The results of this study showed that the attraction towards public policy-making (t=1.927, p>0.01), commitment to public interest (t=0.289, p>0.01), self-sacrifice (t=1.623, p>0.01), compassion (t=0.704, p>0.01) and ethical leadership (t=7.071, p<0.01). Ethical leadership encourages employees to participate in community service programs and improve organizational performance.

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Towards a Representative Bureaucracy: Promoting Linguistic Representation and Diversity in the Swiss and Canadian Federal Public Services

World Political Science ◽

10.1515/wpsr-2012-0014 ◽

2013 ◽

Vol 8 (1) ◽

Cited By ~ 1

Author(s):

Daniel Kübler ◽

Émilienne Kobelt ◽

Stephanie Andrey

Keyword(s):

Public Service ◽

Linguistic Diversity ◽

Equal Treatment ◽

Representative Bureaucracy ◽

Consociational Democracy ◽

The Public ◽

Adequate Representation ◽

Administrative Units ◽

Federal Public Service ◽

Linguistic Communities

AbstractDrawing on the concept of representative bureaucracy, this article examines how two multilingual states – Canada and Switzerland – deal with issues related to the participation of different linguistic communities in the federal public service. Following a political mobilization of the linguistic cleavage, strategies to promote multilingualism in the public service have been adopted in both countries. The Canadian strategy focuses on equal treatment of Anglophones and Francophones in the public service. In Switzerland, adequate representation of the linguistic communities is the primary goal. These differences are explained by the characteristics of the linguistic regimes in each of the two countries as well as by the peculiarities of consociational democracy in Switzerland. In both countries, the linguistic origins of public administration staff, overall, mirrors the proportions of the linguistic communities in the wider society. Within administrative units, however, linguistic diversity is hampered by the logics of language rationalization, where minorities are under pressure to communicate in the language of the majority.

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Accountability and the Foundations of British Democracy—the Public Interest and Public Service Principles

Accountability in the Contemporary Constitution ◽

10.1093/acprof:oso/9780199670024.003.0012 ◽

2013 ◽

pp. 289-308

Author(s):

Dawn Oliver

Keyword(s):

Public Service ◽

Public Interest ◽

The Public

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“Representative bureaucracy as a leadership issue: the Canadian case”

International Journal of Public Leadership ◽

10.1108/ijpl-06-2020-0060 ◽

2020 ◽

Vol 16 (4) ◽

pp. 393-410

Author(s):

Tim A. Mau

Keyword(s):

Public Sector ◽

Public Administration ◽

Public Service ◽

Representative Bureaucracy ◽

Gender Representation ◽

Administrative Leadership ◽

Content Type ◽

The Public ◽

Public Sector Leadership ◽

Federal Public Service

PurposeThe public administration literature on representative bureaucracy identifies several advantages from having a diverse public service workforce, but it has not explicitly focused on leadership. For its part, the public sector leadership literature has largely ignored the issue of gender. The purpose of this paper is to rectify these limitations by advancing the argument that having a representative bureaucracy is fundamentally a leadership issue. Moreover, it assesses the extent to which representativeness has been achieved in the Canadian federal public service.Design/methodology/approachThe paper begins with a discussion of the importance of a representative bureaucracy for democratic governance. In the next section, the case is made that representativeness is fundamentally intertwined with the concept of administrative leadership. Then, the article provides an interpretive case study analysis of the federal public service in Canada, which is the global leader in terms of women's representation in public service leadership positions.FindingsThe initial breakthrough for gender representation in the Canadian federal public service was 1995. From that point onward, the proportion of women in the core public administration exceeded workforce availability. However, women continued to be modestly under-represented among the senior leadership cadre throughout the early 2000s. The watershed moment for gender representation in the federal public service was 2011 when the number of women in the executive group exceeded workforce availability for the first time. Significant progress toward greater representativeness in the other target groups has also been made but ongoing vigilance is required.Research limitations/implicationsThe study only determines the passive representation of women in the Public Service of Canada and is not able to comment on the extent to which women are substantively represented in federal policy outcomes.Originality/valueThe paper traces the Canadian federal government's progress toward achieving gender representation over time, while commenting on the extent to which the public service reflects broader diversity. In doing so, it explicitly links representation to leadership, which the existing literature fails to do, by arguing that effective administrative leadership is contingent upon having a diverse public service. Moreover, it highlights the importance of gender for public sector leadership, which hitherto has been neglected.

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

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2012.40.5.725 ◽

2012 ◽

Vol 40 (5) ◽

pp. 725-733 ◽

Cited By ~ 14

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.

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Public Service Motivation: A Rationalist Critique

Public Personnel Management ◽

10.1177/0091026018791962 ◽

2018 ◽

Vol 48 (1) ◽

pp. 82-96 ◽

Cited By ~ 3

Author(s):

Chris O’Leary

Keyword(s):

Public Administration ◽

Empirical Research ◽

Public Service ◽

Public Interest ◽

Public Service Motivation ◽

Civil Servants ◽

The Public ◽

Public Resources ◽

Bureaucratic Behavior

There has been a significant and growing interest, and growing empirical research, around Public Service Motivation (PSM) in recent years. There are few critiques of the construct, and none from a rationalist perspective. Given that the origins of PSM lie in attempts by public administration scholars to counter rationalist explanations of bureaucratic behavior, this lack of countercriticism is surprising. This article provides a rationalist critique of PSM. It argues that PSM is consistent with, and not an alternative to, rationalist understandings of what motivates individuals. It also argues that a significant gap in the PSM literature is around how civil servants and others make decisions; decisions about the public interest, and thus how and when to allocate public resources. It concludes that seeing PSM as consistent with rationality, and specifically as a form of expressive interests, answers many of the remaining questions about PSM and addresses the substantive gaps in the construct.

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In charge of safeguarding the public interest: the role of goal clarity in shaping public service motivation and the acceptance of unethical behaviours

International Review of Administrative Sciences ◽

10.1177/0020852319878255 ◽

2019 ◽

pp. 002085231987825

Author(s):

Guillem Ripoll

Keyword(s):

Public Service ◽

Public Interest ◽

Management Practices ◽

Negative Relationship ◽

Public Service Motivation ◽

The Public ◽

Public Managers ◽

Goal Clarity ◽

Using Data ◽

Public Context

Ethics are important for personal, organizational and societal development. Although the literature has isolated some remedies and causes of unethical attitudes and behaviours, there is a still a need for further research. When focusing on the public context, it has been suggested that the motivation to serve the public interest has a negative relationship with different unethical outcomes. Thus, one interesting avenue of research is to explain how public service motivation can be enhanced by the outcome of certain managerial practices, which may also lead to ethical benefits indirectly. Using data collected from social workers in Catalonia (Spain), this article confirms that goal clarity directly increases the levels of public service motivation and indirectly reduces the acceptance of unethical behaviours by eliciting public service motivation. Research and practical implications of the findings are discussed. Points for practitioners This study highlights the importance of public service-oriented institutional contexts in indirectly shaping unethical outcomes. The findings recommend to public managers and practitioners to provide goal clarity (through certain human-resource management practices such as appraisal or job design) because it increases public service motivation and indirectly reduces the acceptance of unethical behaviour.

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Restructuring the Public Service—The Integration of Data Entry and Clerical Areas

Journal of Industrial Relations ◽

10.1177/002218569203400303 ◽

1992 ◽

Vol 34 (3) ◽

pp. 420-435 ◽

Cited By ~ 2

Author(s):

Sue Whyte

Keyword(s):

Public Service ◽

Data Entry ◽

Work Design ◽

Quality Of Work Life ◽

The Public ◽

Work Area ◽

Wage Agreement ◽

Second Tier ◽

The Government ◽

Federal Public Service

The 1987 second-tier wage agreement between the federal public service and the government provided for the restructuring of employment in the public service, including the integration of job classifications and extensive job redesign. This paper is based on research, conducted within a department of the federal public service, into the process of integrating data entry processors and their functions into the mainstream clerical work area. It also examines the wider process of participative work design, in particular its ability to provide a mechanism for worker participation and to improve the workers' quality of work life. In terms of the integration of data entry and clerical streams the process has been very successful. There is some dissatisfaction and disenchantment on the part of some clerks, but for most workers it has provided positive and worthwhile improvements in job satisfaction. In terms of the participative work design, the process has been less successful, although it seems to have contributed to a shift in organizational culture toward increased participation and consultation with workers.

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