Public Personnel Management最新文献_第2页

Vitality and Coping With Rules: A Qualitative Research Study Among Primary School Teachers 活力与应对规则：小学教师的定性研究

IF 3 3区管理学

Public Personnel Management Pub Date : 2024-03-16 DOI: 10.1177/00910260241235635

Josine van den Elsen

引用次数: 0

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":null,"pages":null},"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

Workplace Incivility and Its Impact on Public Employees’ Job Search Behavior 工作场所不文明行为及其对公务员求职行为的影响

IF 3 3区管理学

Public Personnel Management Pub Date : 2024-02-07 DOI: 10.1177/00910260241228658

Deneen M. Hatmaker, Amy E. Smith, Shahidul Hassan

{"title":"Workplace Incivility and Its Impact on Public Employees’ Job Search Behavior","authors":"Deneen M. Hatmaker, Amy E. Smith, Shahidul Hassan","doi":"10.1177/00910260241228658","DOIUrl":"https://doi.org/10.1177/00910260241228658","url":null,"abstract":"While extensive research documents that workplace incivility has negative consequences for both employees and organizations, there has been limited research on how workplace incivility experiences affect public-sector employees. This study examines the associations between workplace incivility experiences and public employee job satisfaction and job search behavior. Relying on the Conservation of Resources theory, this article develops a research model that suggests that workplace incivility experiences prompt job search by lowering employee job satisfaction. The analysis of survey data collected from 751 professional employees working in a state-level law enforcement agency shows that both supervisor and coworker incivility are associated positively with employee job search behavior, but supervisor incivility has a stronger association. Moreover, the analysis shows that the indirect effects of supervisor incivility and coworker incivility on job search behavior through job satisfaction are stronger for employees of color and weaker for older employees. These findings have implications for public-sector human resource management.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139795707","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

Workplace Incivility and Its Impact on Public Employees’ Job Search Behavior 工作场所不文明行为及其对公务员求职行为的影响

IF 3 3区管理学

Public Personnel Management Pub Date : 2024-02-07 DOI: 10.1177/00910260241228658

Deneen M. Hatmaker, Amy E. Smith, Shahidul Hassan

{"title":"Workplace Incivility and Its Impact on Public Employees’ Job Search Behavior","authors":"Deneen M. Hatmaker, Amy E. Smith, Shahidul Hassan","doi":"10.1177/00910260241228658","DOIUrl":"https://doi.org/10.1177/00910260241228658","url":null,"abstract":"While extensive research documents that workplace incivility has negative consequences for both employees and organizations, there has been limited research on how workplace incivility experiences affect public-sector employees. This study examines the associations between workplace incivility experiences and public employee job satisfaction and job search behavior. Relying on the Conservation of Resources theory, this article develops a research model that suggests that workplace incivility experiences prompt job search by lowering employee job satisfaction. The analysis of survey data collected from 751 professional employees working in a state-level law enforcement agency shows that both supervisor and coworker incivility are associated positively with employee job search behavior, but supervisor incivility has a stronger association. Moreover, the analysis shows that the indirect effects of supervisor incivility and coworker incivility on job search behavior through job satisfaction are stronger for employees of color and weaker for older employees. These findings have implications for public-sector human resource management.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139855660","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":null,"pages":null},"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

The Interplay Between Helping Behavior and Absenteeism in Teams: A Longitudinal Examination of Their Reciprocal Relationship in a Public Organization 团队中帮助行为与缺勤之间的相互作用：纵向研究公共组织中的互惠关系

IF 3 3区管理学

Public Personnel Management Pub Date : 2024-01-24 DOI: 10.1177/00910260241226947

Michel Tremblay

引用次数: 0

Reward Expectancy and External Whistleblowing: Testing the Moderating Roles of Public Service Motivation, Seriousness of Wrongdoing, and Whistleblower Protection 奖励预期与外部举报：测试公共服务动机、不法行为严重性和举报人保护的调节作用

IF 3 3区管理学

Public Personnel Management Pub Date : 2024-01-11 DOI: 10.1177/00910260231222814

Wisanupong Potipiroon

{"title":"Reward Expectancy and External Whistleblowing: Testing the Moderating Roles of Public Service Motivation, Seriousness of Wrongdoing, and Whistleblower Protection","authors":"Wisanupong Potipiroon","doi":"10.1177/00910260231222814","DOIUrl":"https://doi.org/10.1177/00910260231222814","url":null,"abstract":"Previous research has provided valuable insights into the role of rewards in motivating whistleblowing, but there are still unanswered questions regarding the conditions under which whistleblower rewards can encourage or discourage individuals from whistleblowing. This study focuses on the disclosure of grand corruption activities and employs an expectancy theory framework to investigate the relationship between reward expectancy and external whistleblowing intentions. In so doing, this study examines whether this relationship is contingent upon the influence of three relevant factors, namely, public service motivation (PSM), seriousness of wrongdoing, and whistleblower protection. Survey data were gathered from 2,710 employees in 38 government agencies in Thailand. The findings generally support the hypotheses. Specifically, the results provide evidence against the motivation crowding out effect, while highlighting the importance of situational factors in enhancing the influence of whistleblower rewards. These findings offer practical implications for how whistleblower reward systems can be designed and leveraged to enhance the motivation of potential whistleblowers.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":null,"pages":null},"PeriodicalIF":3.0,"publicationDate":"2024-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139625955","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