Investigating the moderating effect of humble leadership behaviour on motivational factors and knowledge-sharing intentions: evidence from Jordanian public organisations

Purpose The purpose of this paper is to empirically investigate the moderating effect of humble leadership on the relationship between different intrinsic and extrinsic motivational factors and employee’s knowledge-sharing intention. Design/methodology/approach Responses of 236 employees in public organisations in the country of Jordan were collected via the completion of an online survey. The study data was analysed using structural equation modelling. Findings This study found that humble leadership support positively moderated the effect of intrinsic motivational factors (i.e. self-efficacy and enjoyment) on KS intention, while such leadership does not moderate the relationship between extrinsic motivational factors (i.e. rewards and reciprocity) and KS intention. Originality/value This study increases the understating of the conditions under which employees’ knowledge-share by exploring the moderating effect of humble leadership behaviour on motivational factors and KS intention in public organisations, particularly in the context of a developing country.

Manpower Training and Development in Nigeria Public Organisations: A Study of Abia State Civil Service.

Manpower training and development is essential to the success and productivity of every organization. Although technology and the internet have enabled global collaboration and competition, employees are still the organization’s competitive advantage. Manpower training and development enables employees to develop skills and competence necessary to enhance bottom-line results for their organizations.

GROSS MARGIN AS A CATEGORY FOR EVALUATING THE EFFICIENCY OF PUBLIC SERVICE PROVISION

Contemporary management concepts in public organisations emphasize the adaptation and implementation of selected management methods tested in commercial sector organisations. They are used to improve the processes of providing public services and to ensure savings, especially in terms of the level of costs. One such instrument is variable cost accounting, which, through the gross margin value, allows to assess both the ability of an organisation to provide specific services and to ensure the widest possible range of services, as well as to identify those who are responsible for the functioning of selected responsibility centres. The study attempts to present an algorithm of conduct ensuring the effective use of variable cost accounting in the process of improving the operation of public organisations.

An organisational approach to meta-governance: structuring reforms through organisational (re-)engineering

This article outlines an organisation theory approach to meta-governance by illustrating how public organisations may organise policy change and reform by (re-)designing organisational choice-architectures. First, it outlines an organisational approach to meta-governance and, second, it offers an illustrative case of meta-governance by examining how public innovation processes are shaped by organisational designs. Two arguments are proposed: (i) first, that public meta-governance is an accessible tool for facilitating policy change, and (ii) second, that meta-governance may be systematically biased by organisational structuring. Examining conditions for meta-governance is important since governments experience frequent criticism of existing inefficient organisational arrangements and calls for major reforms of the state. The contribution of this article is to suggest how an organisational approach to meta-governance might both explain meta-governance and make it practically relevant for solving societal challenges in the future.

Gender and Workplace Bullying in Lao Organisations

<p>Workplace bullying has gained more attention in many Western countries and in some Asian countries than in Laos. It is a serious workplace health and safety issue for both individuals and organisations. In order to understand workplace bullying experienced by individuals, it is important to put bullying in a gendered context. This will help people better understand the perceptions and coping tactics of individuals who have experienced workplace bullying. Where existing studies consider gender, they mainly focus on statistical differences in patterns of bullying experienced between women and men and only a few discuss the gendered processes of workplace bullying. This is an exploratory study addressing gender and workplace bullying in a distinctive non-Western context, taking specific cultural factors into account. This thesis studies the perceptions of ten Laotian women, including myself, of bullying in their current and previous workplaces. These include NGOs, private and public organisations. In this national context, the concept of workplace bullying is not well recognised and understood, and gendered and workplace bullying has not been studied at all. The topic is seen as an extremely sensitive one. Snowball sampling techniques were used to recruit participants. Selected key concepts of workplace bullying from Western-based studies were adapted in order to identify and explore bullying in the Laotian context. In addition, a qualitative epistemology, in which social constructionism and interpretivism were employed, was used to understand and interpret the forms of workplace bullying as experienced by the Laotian women in the study. Semi-structured interviews were developed to help identify experiences of bullying in relation to gender and culture. The analysis of gender and workplace bullying is based on gendered organisation theory and social dominance theory. The findings indicate a number of risk factors that I have identified associated with workplace bullying in Laos. These include gender and culture factors such as marital status, power distance, ethnocentrism, Westerner privilege and religion. These risk factors give more context to the Negative Acts Questionnaire-Revised (NAQ-R) framework when understanding and interpreting the nature of workplace bullying. Importantly, gender and culture have a strong relationship and cannot be separated from each other when understanding workplace bullying. Various forms of workplace bullying appear to be different from that found in many Western studies and are based on the risk factors. Remedies are also different because of the lack of support systems available, and the fact that participants often have to cope with the bullying by themselves. I hope that my findings can inform the Lao government to pay more attention in developing policies to address and prevent the phenomenon of workplace bullying in Lao organisations, and also can educate women’s organisations about the nature of this problem so that they can find effective ways to better address and prevent the problems associate with workplace bullying.</p>

Gender and Workplace Bullying in Lao Organisations

<p>Workplace bullying has gained more attention in many Western countries and in some Asian countries than in Laos. It is a serious workplace health and safety issue for both individuals and organisations. In order to understand workplace bullying experienced by individuals, it is important to put bullying in a gendered context. This will help people better understand the perceptions and coping tactics of individuals who have experienced workplace bullying. Where existing studies consider gender, they mainly focus on statistical differences in patterns of bullying experienced between women and men and only a few discuss the gendered processes of workplace bullying. This is an exploratory study addressing gender and workplace bullying in a distinctive non-Western context, taking specific cultural factors into account. This thesis studies the perceptions of ten Laotian women, including myself, of bullying in their current and previous workplaces. These include NGOs, private and public organisations. In this national context, the concept of workplace bullying is not well recognised and understood, and gendered and workplace bullying has not been studied at all. The topic is seen as an extremely sensitive one. Snowball sampling techniques were used to recruit participants. Selected key concepts of workplace bullying from Western-based studies were adapted in order to identify and explore bullying in the Laotian context. In addition, a qualitative epistemology, in which social constructionism and interpretivism were employed, was used to understand and interpret the forms of workplace bullying as experienced by the Laotian women in the study. Semi-structured interviews were developed to help identify experiences of bullying in relation to gender and culture. The analysis of gender and workplace bullying is based on gendered organisation theory and social dominance theory. The findings indicate a number of risk factors that I have identified associated with workplace bullying in Laos. These include gender and culture factors such as marital status, power distance, ethnocentrism, Westerner privilege and religion. These risk factors give more context to the Negative Acts Questionnaire-Revised (NAQ-R) framework when understanding and interpreting the nature of workplace bullying. Importantly, gender and culture have a strong relationship and cannot be separated from each other when understanding workplace bullying. Various forms of workplace bullying appear to be different from that found in many Western studies and are based on the risk factors. Remedies are also different because of the lack of support systems available, and the fact that participants often have to cope with the bullying by themselves. I hope that my findings can inform the Lao government to pay more attention in developing policies to address and prevent the phenomenon of workplace bullying in Lao organisations, and also can educate women’s organisations about the nature of this problem so that they can find effective ways to better address and prevent the problems associate with workplace bullying.</p>

Knowledge Sharing in Organisations: Finding a Best-fit Model for a Regulatory Authority in East Africa

Knowledge is an essential organisational asset that contributes to organisational effectiveness when carefully managed. Knowledge sharing (KS) is a vital component of knowledge management that allows individuals to engage in new knowledge creation. Until it’s shared, knowledge is considered useless since it resides within the human brain. Public organisations specifically, are more involved in providing and developing knowledge and hence can be classified as knowledge-intensive organisations. Scholarly research conducted on KS has proposed a number of models to help understand the KS process between individuals but none of these models is specifically for a public organisation. Moreover, to really reap the benefits that KS brings to an organization, it’s imperative to apply a model that is attributable to the unique characteristics of that organisation. This study reviews literature from electronic databases that discuss models of KS between individuals. Factors that influence KS under each model were isolated and the extent of each of their influence on KS in a public organization context, were critically analysed. The result of this analysis gave rise to factors that were thought to be most critical in understanding KS process in a public sector setting. These factors were then used to develop a KS model by categorizing them into themes including organisational culture, motivation to share and opportunity to share. From these themes, a KS model was developed and proposed for KS in a medicines regulatory authority in East Africa. The project recommends that an empirical study be conducted to validate the applicability of the proposed KS model at a medicines regulatory authority in East Africa.

Organizational Change in Public Service

This study aims to investigate institutional logics underlying the initiation of change management process in public sector organisations. Organisational Institutionalism is used to frame the analysis. The study took place in three different public organisations in the Province of East Java, including one-stop-service for licencing as well as that of vehicle registration, taxing and insurance and also from local health authority. Qualitative method was employed to analyse information gathered through semi-structured interviews with 35 respondents. The study unveiled various institutional logics underlying the adoption of changes and innovation in the organisations. It ranged from the most common reason of improving performance gaps up to the needs to clean the organisation’s name and build a better image. The study contributes to the idea that organisation’s previous experiences as well as perceived institutional character affect the needs to conduct changes.

An analysis of the issues and benefits in EDRMS Implementation - A case study in a NZ public sector organisation

<p>Purpose – The purpose of this paper is to study the issues occurred and benefits gained during this recent Electronic Document and Records Management System (EDRMS) implementation within the resolution team, legal team and ministerial services team of a New Zealand public organisation so that it can benefit future organisation-wide implementation. Design/Methodology/approach – Interview questions were developed based on literature review and semi-structured interview was used to collect data from key users of affected business units as well as EDRMS administrators. Interview results were then compared with pre-defined critical successful factors (CSFs) which include: top management support, mature recordkeeping practices, business classification schemes and effective user cooperation, on-going training and support, Well-planned change strategy and communication to find if there is any potential gap within this implementation. Findings – Issue such as: Lack of early user buy-in or Lack of senior management support arising during the implementations was direct result of violating EDRMS CSFs. Thus, for future deployment, project team needs to correct the issue based on CSFs. However, there are also benefits gained during this implementation which include: Improves overall information quality and efficiency and Enhancing the retention of knowledge base, etc. Practical implications – Before creating a new file in the EDRMS system, users need to do a search first to check if there is any existing file to avoid duplication. Moreover, business rules around naming convention should be in place before the implementation to guide the users to properly name EDRMS files or folders to avoid duplication. Originality/value – This paper will assist the case organisation or any other NZ public organisations for any future EDRMS deployment.</p>

An analysis of the issues and benefits in EDRMS Implementation - A case study in a NZ public sector organisation

<p>Purpose – The purpose of this paper is to study the issues occurred and benefits gained during this recent Electronic Document and Records Management System (EDRMS) implementation within the resolution team, legal team and ministerial services team of a New Zealand public organisation so that it can benefit future organisation-wide implementation. Design/Methodology/approach – Interview questions were developed based on literature review and semi-structured interview was used to collect data from key users of affected business units as well as EDRMS administrators. Interview results were then compared with pre-defined critical successful factors (CSFs) which include: top management support, mature recordkeeping practices, business classification schemes and effective user cooperation, on-going training and support, Well-planned change strategy and communication to find if there is any potential gap within this implementation. Findings – Issue such as: Lack of early user buy-in or Lack of senior management support arising during the implementations was direct result of violating EDRMS CSFs. Thus, for future deployment, project team needs to correct the issue based on CSFs. However, there are also benefits gained during this implementation which include: Improves overall information quality and efficiency and Enhancing the retention of knowledge base, etc. Practical implications – Before creating a new file in the EDRMS system, users need to do a search first to check if there is any existing file to avoid duplication. Moreover, business rules around naming convention should be in place before the implementation to guide the users to properly name EDRMS files or folders to avoid duplication. Originality/value – This paper will assist the case organisation or any other NZ public organisations for any future EDRMS deployment.</p>