Non-Face-to-Face Public Services and Perceptions of Public Organizations

Public services are the primary channels and government activities in which citizens contact public organizations. In turn, public services provided by the government are critical for citizens to recognize public organizations and governments according to their content and procedure. With the onset of COVID-19, the existing face-to-face public service delivery system has shown limitations in meeting citizens’ needs for public services (fastness, transparency, and safety); as a result, a shift to non-face-to-face public services is required. The study proposes the question: “How does citizens’ satisfaction with non-face-to-face public services affect public organizations (response and transparency) and government satisfaction?”. The purpose of this study is to verify the effect of satisfaction (content and procedural) with non-face-to-face public services on the perception (responsiveness and transparency) of public organizations and governments’ satisfaction. Specifically, non-face-to-face public services are divided into content and procedural aspects to analyze the responsiveness and transparency of public organizations and their impact on government satisfaction. This study used a structural equations model for analysis and used data collected in 2019 by the Korea Institute of Public Administration, a representative public research institute in Korea. The main analysis results are as follows: the responsiveness and transparency of public organizations increased alongside satisfaction with content and procedural satisfaction with non-face-to-face public services, and government satisfaction increased with responsiveness to and transparency toward public organizations.

CONCERNING THE DEVELOPMENT OF MODERN TEST EQUIPMENT FOR THE EVALUATION OF QUALITY INDICATORS OF FIRE-FIGHTING LAYFLAT DELIVERY HOSES FOR FIRE AND RESCUE VEHICLES

Pressure fire hoses are one of the main types of fire-fighting equipment, on the serviceable condition of which depends the operational activities of fire and rescue units and successful firefighting. At present, Ukraine has entered into force with (01.08.2021) the national standard, which contains modern European requirements for assessing the quality of flat-hose fire hoses for fire and rescue vehicles. This standard was developed by the Institute of Public Administration and Research in Civil Defense in the framework of research work "Fire hoses – test methods" and adopted by order of SE "UkrNDNC" from 23.03.2021 № 107. In order to assist in solving this problem, the Institute of Public Administration and Research in Civil Defense put into operation, tested and verified the installation for testing fire pressure hoses, which will check the quality of pressure flat hose for fire and rescue vehicles in accordance with modern European requirements. The installation is intended for tests of pressure fire hoses carried out on the following quality indicators: working, test and burst pressure; abrasion resistance; resistance to hot objects; resistance to open flame. The unit is operated at air temperature from 10 ° С to 25 ° С and relative humidity from 15% to 90%. The installation is a metal table, which consists of two levels (upper and lower). The main part of the tests is to be performed at the upper level with the help of three removable modules. The lower level provides one stationary module on which tests for working, test and burst pressure are carried out. The upper level of the installation is designed to test pressure fire hoses for the following quality indicators: resistance to surface abrasion, resistance to point abrasion, resistance to hot objects and resistance to open flames. For versatility and convenience of work on installation on the top level of a table the possibility of change of modules depending on their need is provided. The lower level of the installation is intended for carrying out tests of pressure fire hoses on quality indicators – working and test pressure, bursting pressure. At the lower level of the metal table is a rectangular metal box, which has a closing lid. During the tests, the sample of the test sleeve is automatically filled with water, which drains after the test. To fix the samples of fire hoses of different diameters (25, 32, 38, 51, 66, 77, 100, 125 and 150) mm, the installation includes special cones and plates.

The preferred leadership styles in vocational training corporations: Case of Jordan

The study aims to identify the leadership styles (democratic, authoritative, autocratic, laissez-faire, transformational, and transactional) practiced by trainers at the Vocational Training Corporation as perceived by the female trainees in Jordan. Descriptive statistics were used to analyze the data collected by the questionnaire from respondents (n = 105 female trainees) selected by the simple randomization sampling and representing 50% of the population (n = 210). Among the questionnaires sent, only 104 were received and declared valid for statistical analysis. Major findings indicated that the democratic leadership style was mostly preferable by female trainees, where rated top by respondents (M = 4.50), followed by the transformational style (M = 4.23), and the authoritative style was rated the lowest (M = 2.58) compared with the autocratic, laissez-faire and transactional leadership styles. Thus, to keep increasing the development of training programs and obtain positive feedback for trainees, both trainers and managers of the Vocational Training Corporation necessarily need to practice appropriate leadership styles, develop a high level of learning and benefits. AcknowledgmentsThe authors would like to thank Al-Balqa Applied University in the Hashemite Kingdom of Jordan and the Institute of Public Administration in Kingdom of Saudi Arabia for all kinds of support and providing us with time and access to the research resources.

Government Officials’ Self-Assessed Expertise and Subject Organizational Performance: Does Recruitment Type Matter?

This study verified whether the relationship between self-assessed expertise and subject organizational performance of government officials in South Korea would vary depending on the type of recruitment system?open competitive examination for recruitment (OCER) and mid-career competitive recruitment (MCCR). Multiple regression analysis was conducted using Public Employee Perception Survey data from the Korea Institute of Public Administration. The results demonstrated that self-assessed expertise positively affected organizational performance. However, when the two groups were analyzed separately, self-assessed professionalism was not a significant factor in the MCCR model. Additionally, the mediation effect of work autonomy was confirmed between the two models; the mediation effect was present in the OCER group, but not in the MCCR group. The results suggest that creating conditions for work and personnel management that allow MCCR employees to maximize their expertise is necessary, however, the government’s current personnel management system prevents their expertise from being fully utilized.

The Common Core of European Administrative Laws and the Pan-European General Principles of Good Administration

This chapter examines a research project carried out at the German Research Institute of Public Administration and the German University of Administrative Sciences Speyer. This 'Speyer project' studies the development, content, and effectiveness of the written and unwritten standards of good administration drawn up within the framework of the Council of Europe (CoE), i.e. on the basis of its Statute (SCoE) and the European Convention on Human Rights (ECHR), which is a sort of 'second pillar' of the CoE. These CoE standards are called 'pan-European principles of good administration'. This 'Speyer project' can be understood as a counterpart to the project carried out by Giacinto della Cananea and Mauro Bussani on the Common Core of European Administrative Law (CoCEAL) as it has a similar objective: to ascertain whether, despite many differences between European systems of administrative law, there are some connecting elements, or a 'common core', and, if so, whether such 'connecting elements' can be formulated in legal terms rather than as generic idealities. However, the methodological approach of the 'Speyer project' clearly differs from the 'factual approach' adopted in CoCEAL.

Organizational conflicts in hospitals and their impact on employee turnover: A case study of Jordan

The research aims to investigate the most common types of organizational conflicts among employees in private hospitals and discover the impact of organizational conflicts on employee turnover. The research outlined the relationship between the variables to present the idea of organizational conflicts and employee turnover. The hypotheses were tested using a survey data of 340 questionnaires distributed randomly to employees working in four private hospitals in Jordan. Random selection of private hospitals was made among eight hospitals in the northern governorates of Jordan (Irbid, Jerash, Mafraq, and Ajlun), which are considered the largest districts in the country. The collected data were analyzed using the SPSS program, and initial statistical techniques were applied. The results showed that the highest level of impact of organizational conflicts on the internal turnover of employees was related to the conflict between employees and direct supervisors. However, the highest level of the impact of organizational conflicts on the external turnover of employees was related to the conflict between employees and top management. The low-level job conflicts of employees were those with owners and middle management. Thus, to create stability, prevent work pressure, and retain employees, managers of private hospitals necessarily need to provide an appropriate work environment, develop high level of well-being, and decrease the workload. AcknowledgmentsWe would like to thank Al-Balqa Applied University in the Kingdom of Jordan and the Institute of Public Administration in the Kingdom of Saudi Arabia for their kind support and for giving us access to the research facilities.

REGARDING THE USE OF MODERN TECHNICAL MEANS OF PROTECTION AGAINST FLOOD OF TERRITORIES AND FACILITIES FOR DIFFERENT PURPOSES

The danger to society caused by the consequences of natural disasters tends to increase despite the general technical progress and the application of measures to prevent them and combat them. Every year the number of victims, in particular, from floods increases by an average of 6%. Flooding in certain areas can occur due to floods and inundations. Floods are natural processes that occur in the biosphere and affect the planet for millennia. Flood is a significant flooding of the area due to rising water levels in rivers, lakes, reservoirs, caused by downpours, spring snowmelt, wind surges, destruction of dams, dams and more. Floods cause great material damage and casualties. The water level in reservoirs depends on many different factors. All over the world, experts conduct long-term observations, tracking all seasonal changes, and collect data for forecasting. Floods and their causes are well studied. The main causes of these disasters are: - prolonged rains; - melting snow; - raising the bottom; - strong winds and storms; - groundwater; Thus, the issue of using modern technical means of protection against flooding of territories and objects of various purposes is relevant. A number of publications consider current trends in effective flood risk management planning in the European Union and describe the catastrophic consequences of floods and ways to combat them, and so on. At the same time, these studies do not contain data on testing and implementation in Ukraine of modern technical means to combat floods in the EU. To address these issues, the Institute of Public Administration and Research on Civil Defense commissioned by the State Service of Ukraine for Emergencies has developed a method of testing water-absorbing devices designed for: - flood protection; - changes in the direction of water flow during floods, torrential rains, melting snow, etc. - removal of water from flooded areas (basements, garages, etc.); - elimination of environmental accidents (spills of oil, diesel fuel and other chemicals). Developed by the Institute of Public Administration and Research on Civil Protection, the method of testing water-absorbing means will allow in the future to test and assess the suitability of such technical means for use by fire and rescue units when performing tasks to remove water from flooded areas and create barriers to water. time of protection against floods, changes in the direction of water flow during floods, torrential rains, melting snow, etc.

Efektifitas Metode Coaching Dalam Pendidikan Dan Pelatihan Kepemimpinan Tingkat IV Angkatan II Dan III Di Pusat Pengembangan Sumber Daya Manusia Aparatur

Regulation of the Head of National Institute of Public Administration (Lembaga Administrasi Negara: LAN) Number 13 year 2013 as amended by Regulation of the Head of National Institute of Public Administration Number 20 year 2015 on the Guidelines for the Implementation of Education and Training Program on Grade-IV Leadership Management mandates to apply other learning methods in addition to classical method, as: adviser (Coaching and mentoring) and counseling. One of the problems in implementing this education and training program is applying coaching method. Ineffective Coaching method can cause participants to be less motivated and the training output is not optimal. There are many methods of coaching, but what methods are most effective and efficient to apply in this Grade-IV leadership management education and training program? Study on the impact of Coaching methods for effective learning on participants in Education and Training Program on Grade-IV Leadership Management batch II and III year 2018 at the Human Resource Development Center for Apparatus, Ministry of Energy and Mineral Resources (MEMR), was conducted by using a qualitative approach. The discussion in this study is focused on what the effect of several Coaching methods for participants of Education and Training Program on grade-IV Leadership Management. Results show that Coaching is done through stimulation, powerful questions, and creative dialogue so that participants get the best achievement as expected. ABSTRAKPeraturan Kepala Lembaga Administrasi Negara (LAN) Nomor 13 Tahun 2013 yang telah diubah dengan Peraturan Kepala LAN Nomor 20 Tahun 2015 tentang Pedoman Penyelenggaraan Pendidikan dan Pelatihan (diklat) Kepemimpinan Tingkat IV mengamanatkan pelaksanaan metode pembelajaran selain dari pengajaran mata diklat dalam kelas, berupa: pembimbingan (coaching dan mentoring) dan konseling. Salah satu permasalahan dalam penyelenggaraan Diklat Kepemimpinan Tingkat IV adalah sejauh mana penerapan metode Coaching itu sendiri. Metode Coaching yang kurang efektif dapat menyebabkan peserta didik menjadi kurang termotivasi sehingga output diklat tidak optimal. Ada banyak sekali metode coaching, namun metode seperti apakah yang paling efektif dan efisien untuk digunakan dalam Diklatpim Tingkat IV ini? Penelitian tentang pengaruh metode coaching terhadap Peserta Diklat Kepemimpinan Tingkat IV Angkatan II dan III di Pusat Pengembangan Sumber Daya Manusia Aparatur, Kementerian Energi dan Sumber Daya Mineral (KESDM), dilaksanakan dengan menggunakan pendekatan kuantitatif deskriptif (campuran). Penelitian ini difokuskan pada pengaruh penerapan beberapa metode coaching terhadap peserta Diklat Kepemimpinan Tingkat IV. Hasil pene- litian menunjukkan bahwa metode coaching yang dilakukan melalui stimulasi, pertanyaan powerful, dan dialog kreatif mengarahkan peserta didik memperoleh prestasi terbaik seperti yang diharapkan.

A Study on the Effect of Change Management on Organizational Innovation: Focusing on the Mediating Effect of Members’ Innovative Behavior

This study is an empirical study on the impact of change management on organizational innovation through innovative behavior in the public sector. The independent variables are the four elements of change management (organizational goal, transformational leadership, participation and communication, education and training), the dependent variable is organizational innovation, and the mediating variable is the innovative behavior of members. The data used for the analysis is the Public Service Recognition Survey 2018 by KIPA (the Korea Institute of Public Administration). Hayes’ Process Macro analysis (Model 4) was performed to verify the mediating variable. As a result of the analysis, it was found that change management factors have a positive effect on innovative behavior and organizational innovation. In addition, public officials’ innovative behavior played a mediating role between change management and organizational innovation. It was confirmed that the innovative behavior of organizational members is essential to achieve organizational innovation. Among the factors of change management, participation and communication had the highest influence on innovative behavior and organizational innovation.