Public Personnel Management最新文献_第2页

Employee Performance Management: The Impact of Competing Goals, Red Tape, and PSM 员工绩效管理：竞争目标、繁文缛节和 PSM 的影响

IF 3 3区管理学

Public Personnel Management Pub Date : 2024-02-23 DOI: 10.1177/00910260241231371

Kendra Hill, Geoff Plimmer

{"title":"Employee Performance Management: The Impact of Competing Goals, Red Tape, and PSM","authors":"Kendra Hill, Geoff Plimmer","doi":"10.1177/00910260241231371","DOIUrl":"https://doi.org/10.1177/00910260241231371","url":null,"abstract":"Employee performance management (PM) can benefit employees, organizations, and wider stakeholders, but it is often done poorly, and public administrations pose contextual constraints to doing it well. It has inherent tensions between the goal of accountability and development, is complex, and requires alignment across both a formal administrative level and an informal psychosocial level. In public administration, three contextual factors add complexity and difficulty—competing goals, red tape and public service motivation. This study examines how line managers—a neglected group in PM studies—“do” performance management in practice. Data were collected via interviews with public sector managers in the “new public management” influenced New Zealand public sector. Competing goals and red tape make PM difficult, offer little accountability, and inhibit employee development, which often must run parallel to formal practices. They also limit managerial skill development. Failings in one practice, such as setting employee goals, impact subsequent formal and informal practices. Public service motivation provides workarounds. To work well, modern performance management could be reconstrued less as a compliance activity and more as a psychosocial process reinforced by a formal, prescribed organization system. Practical insights into barriers and opportunities, to improve performance management, are identified.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"172 1","pages":""},"PeriodicalIF":3.0,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139950154","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Bringing Public Virtue Back: How Does Ethical Leadership Impact Street-Level Bureaucrats’ Enforcement Style? 让公德回归：道德领导如何影响街道官员的执法风格？

IF 3 3区管理学

Public Personnel Management Pub Date : 2024-01-31 DOI: 10.1177/00910260241227562

Guanghuai Zheng, Mingzi Ma, Zexin Wu, Yean Wang

引用次数: 0

Different Approaches to Managerial Support for Flexible Working: Implications for Public Sector Employee Well-Being 管理者支持灵活工作的不同方法：对公共部门员工福祉的影响

IF 3 3区管理学

Public Personnel Management Pub Date : 2024-01-30 DOI: 10.1177/00910260241226731

Fiona Buick, Deborah Ann Blackman, Miriam Glennie, Vindhya Weeratunga, Michael Edward O’Donnell

{"title":"Different Approaches to Managerial Support for Flexible Working: Implications for Public Sector Employee Well-Being","authors":"Fiona Buick, Deborah Ann Blackman, Miriam Glennie, Vindhya Weeratunga, Michael Edward O’Donnell","doi":"10.1177/00910260241226731","DOIUrl":"https://doi.org/10.1177/00910260241226731","url":null,"abstract":"Improving well-being is an important human resource management issue within public sector organizations as it is linked with improved employee and organizational outcomes. A key antecedent to employee well-being is work–life balance, which can be supported or impeded by flexible working. The extent to which flexible working supports work–life balance and, ultimately, well-being depends on how flexible working is implemented, where managers play a central role. Managers can enable work–life balance by providing employees with work-family-specific support, which incorporates a range of behaviors, including facilitating access to flexible working. However, research to date says little about how and why managers engage in these behaviors and whether this differs within the same organizational context. This article addresses this gap, presenting four approaches to managerial support for flexible working: unconditional support, performance contingent support, no support, and support based upon the approval of others (transfer responsibility). It explores the reasons for each approach through the lens of Conservation of Resources (COR) theory. It suggests that different approaches create the potential for employee well-being to vary considerably within the same organizational and team context. These findings inform how to support and manage flexible working arrangements in ways that optimize well-being in the public sector.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"21 1","pages":""},"PeriodicalIF":3.0,"publicationDate":"2024-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139950164","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Public Service Motivation and Job Satisfaction Amid COVID-19: Exploring the Effects of Work Environment Changes 新冠肺炎背景下的公共服务动机与工作满意度:工作环境变化的影响

3区管理学

Public Personnel Management Pub Date : 2023-11-07 DOI: 10.1177/00910260231207332

Seulki Lee, Chongmin Na

引用次数: 0

Public Service Motivation, Performance-Contingent Pay, and Job Satisfaction of Street-Level Bureaucrats 公共服务动机、绩效薪酬与基层官僚工作满意度

3区管理学

Public Personnel Management Pub Date : 2023-10-10 DOI: 10.1177/00910260231201628

Wenyan Tu, Chih-Wei Hsieh, Chung-An Chen, Bo Wen

引用次数: 0

Does Bureaucracy Diminish Inclusion? Evidence from a County Government 官僚主义会削弱包容性吗?来自某县政府的证据

3区管理学

Public Personnel Management Pub Date : 2023-09-20 DOI: 10.1177/00910260231187538

Leisha DeHart-Davis, Kimalee Dickerson, Zhongnan Jiang

引用次数: 1

Variations in Mentorship Across Grade Levels and Career Stages Among Public Management Professionals 公共管理专业人员师徒关系在年级和职业阶段的差异

3区管理学

Public Personnel Management Pub Date : 2023-09-15 DOI: 10.1177/00910260231196570

Nabin Baral, Lee K. Cerveny, Brooke E. Penaluna, Brett B. Roper, Daniel Shively, Shelly Witt

{"title":"Variations in Mentorship Across Grade Levels and Career Stages Among Public Management Professionals","authors":"Nabin Baral, Lee K. Cerveny, Brooke E. Penaluna, Brett B. Roper, Daniel Shively, Shelly Witt","doi":"10.1177/00910260231196570","DOIUrl":"https://doi.org/10.1177/00910260231196570","url":null,"abstract":"Mentoring is important to career development and employee morale of public sector employees, but little is known about how employee mentoring needs change over the course of one’s career or at different job classification levels. An online survey about the mentoring needs of 251 aquatic professionals in the USDA Forest Service was conducted in 2019. Quantitative data were analyzed across three federal employee grade levels and four career stages. This study found that grade levels influenced the type of skills employees seek to develop and the attributes associated with successful mentoring. Employees in lower grade positions believed that mentoring would help them to achieve a faster promotion or prepare them for a new position, but they also had less access to mentors and received the least encouragement from their supervisors to seek mentoring. Employees at all career stages believed that mentoring was valuable to their professional growth, while middle- and late-career employees received less encouragement from their supervisor to seek a mentor. Differences in mentorship needs, access, importance, and structures across career stages and grade levels suggest potential areas of future development or intervention to expand the benefits of mentoring to all employees.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"238 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135394346","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Executive Orders: Mandating Inclusion in the Federal Workplace: Insights from Federal Executive Departments’ Strategic Plans 行政命令:强制纳入联邦工作场所:来自联邦行政部门战略计划的见解

3区管理学

Public Personnel Management Pub Date : 2023-09-15 DOI: 10.1177/00910260231187542

Karen D. Sweeting

{"title":"Executive Orders: Mandating Inclusion in the Federal Workplace: Insights from Federal Executive Departments’ Strategic Plans","authors":"Karen D. Sweeting","doi":"10.1177/00910260231187542","DOIUrl":"https://doi.org/10.1177/00910260231187542","url":null,"abstract":"Inclusion remains a very real and legitimate concern in contemporary workplaces. This research examines how executive orders from the Obama, Trump, and Biden administrations influenced Biden era Federal Executive Departments’ strategic plans. This study analyzed the interpretation and understanding of departments’ prioritization and articulation of inclusion across seven core functional areas: (a) leadership; (b) policies, practices, and procedures; (c) human resource management; (d) culture, climate, and norms; (e) emotion, engagement, and perceptions; (f) training and professional development; and (g) accountability and sustainability. The findings reveal that inclusion cannot be mandated or rubberstamped. Inclusion is a subjective endeavor that can result in multiple realities as different employees can experience/observe the same event differently, sometimes infinitely so. The seven core functional areas offer a pathway to embedding inclusive practices and initiatives in the workplace. They create a common approach the federal government can undertake, prioritizing broader knowledge and fundamental awareness of the intertwined nature of experiences, perceptions, emotions, and reasons to foster a sense of belonging.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135396874","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Examining the Double-Edged Nature of PSM on Burnout: The Mediating Role of Challenge Stress and Hindrance Stress PSM在倦怠问题上的两面性考察：挑战应激和阻碍应激的中介作用

IF 3 3区管理学

Public Personnel Management Pub Date : 2023-09-07 DOI: 10.1177/00910260231196569

Ying Zhang, Bangcheng Liu

引用次数: 0

How Self-Determination Moderates Burnout in Public Organizations Across Gender, Race, and Generation 自我决定如何调节公共组织中跨性别、种族和代际的职业倦怠

IF 3 3区管理学

Public Personnel Management Pub Date : 2023-09-07 DOI: 10.1177/00910260231191274

Thai V. Le, Cynthia J. Barboza-Wilkes

{"title":"How Self-Determination Moderates Burnout in Public Organizations Across Gender, Race, and Generation","authors":"Thai V. Le, Cynthia J. Barboza-Wilkes","doi":"10.1177/00910260231191274","DOIUrl":"https://doi.org/10.1177/00910260231191274","url":null,"abstract":"Applying a critical lens to self-determination theory, this study examines which organizational and individual characteristics in local government impact burnout, looking specifically at differences across diverse groups. This study uses survey data from a sample of more than 2,500 local government employees from a large city in California. Factor analyses and multivariate regressions are used to empirically examine the impact of multiple organizational characteristics and individual differences on employee burnout. Findings show perceptions of fairness, autonomy, influence, cultural competence, ethnic and gender representation, and time engaging residents differ in their impact on burnout across different groups, leaving some minoritized groups more vulnerable to burnout. Findings also indicate how self-efficacy and prosocial motivation have varying effects across sociodemographic groups. For some groups, burnout can manifest as an increase in emotional exhaustion, while other groups experience depersonalization and the loss of personal accomplishment. Research on this issue can help inform more equitable and culturally appropriate organizational practices that can improve climate of inclusion, employee well-being, and public service outcomes. This analysis contributes to diversity management and representative bureaucracy research—important areas of study as the public sector consider an increasingly diverse future workforce.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42789999","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0