Antecedent dimensions in the brazilian public administration: an analysis of the innovation contest in the public sector

The analysis of innovation contests and/or awards represents a promotion to the production of this topic in public administration. This research aimed at mapping the main antecedent innovation dimensions which are present in the initiatives awarded by the Innovation Contest in Public Administration. This is a qualitative and descriptive work based on documental research whose data characterization/classification was done according to the model by De Vries, Beckkers and Tummers (2016). A theme analysis was used with the support of the QSR NVivo® software. The results pointed that, from 2008 to 2016, innovation in the initiatives awarded happened predominantly in the federal domain and it is the process-type. The main dimensions that contributed to innovation in the public administration were: Social Participation (Environmental antecedent); Client/beneficiary and market knowledge, Strategic information management/Standardization of data and processes, Strategic planning and Transforming leadership/Managers’ pro-innovation attitudes (Organizational antecedents); Strategic intention to innovate and Project management (Innovation Characteristics antecedents); and Commitment (Individual antecedents). The managerial contribution of this research lies on the identification of the main antecedent dimensions, such as the good practices that contribute to innovation in the public administration, since they can control plans, programs and innovation policies, especially on subnational levels. The dimensions that were mapped could also favor the development of an innovation culture that has society satisfaction with public services as a result.

The Impacts of Transformational Leadership on Motivation of Employees: The Case of Employees at Vietnamese Small and Medium Enterprises

The purpose of this research is to explore and clarify the factors affecting transformational leadership style to employee motivation at Vietnamese SMEs. Meanwhile, propose solutions to develop transforming leadership style to increase employee motivation. In order to achieve the purpose of this study, a literature survey related to transforming leadership, job’s satisfaction and employee motivation, their relations ware carried out. The research is based on a sample of 372 employees currently working at SMEs in Vietnam, 263 respondents are valid for research conducting. Using Cronbach's alpha analysis, Explore Factor Analysis (EFA) and Regression Analysis (RA) with primary data collected 263 valid from 372 employees in Vietnam. This paper explores and confirms that there are existed five factors have a positive effect on employee motivation. In particular, the most powerful factor is intellect stimulating, the weakest factor is the charismatic personality. From the above results, the author proposes the implications for increasing employee motivation at SMEs by transforming leadership style through five factors including charismatic personality, charismatic behavior, stimulation intellect, inspiring and personal attention. Results of the research show strong evidences for policy makers and enterprises for management in SMEs as well as its contribution to causes and effects between transforming leadership style and motivation of employees at Vietnamese SMEs.