Public Personnel Management最新文献_第7页

Enhancing Employee Voice and Inclusion Through Inclusive Leadership in Public Sector Organizations 通过公共部门组织的包容性领导提高员工的发言权和包容性

IF 3 3区管理学

Public Personnel Management Pub Date : 2022-04-11 DOI: 10.1177/00910260221085583

T. Alang, P. Stanton, M. Rose

引用次数: 9

Racial Diversity in Policing: Do We Need More Asian American Police Officers in Response to the #StopAsianHate Movement? 警察中的种族多样性:我们是否需要更多的亚裔美国警察来应对#停止亚洲仇恨运动?

IF 3 3区管理学

Public Personnel Management Pub Date : 2022-02-08 DOI: 10.1177/00910260221074971

Helen H. Yu

引用次数: 4

A Study of Interracial Differences in Turnover Intentions: The Mitigating Role of Pro-Diversity and Justice-Oriented Management 离职意愿的种族差异研究：支持多元化和公正管理的缓解作用

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-12-27 DOI: 10.1177/00910260211061824

R. Chordiya

{"title":"A Study of Interracial Differences in Turnover Intentions: The Mitigating Role of Pro-Diversity and Justice-Oriented Management","authors":"R. Chordiya","doi":"10.1177/00910260211061824","DOIUrl":"https://doi.org/10.1177/00910260211061824","url":null,"abstract":"Enhancing racial justice, equity, diversity, and inclusion are the core values of public administration and critical to the functions of public-sector strategic human resources management. However, very limited empirical research has delved into the interracial differences in public sector employees’ turnover intentions and its mitigating factors. Using the 2006–2017 Federal Employee Viewpoint Survey data, the present study aims to contribute toward filling this gap in the literature. The theoretical arguments and empirical findings of this study show that when compared with White employees, Federal Black, Indigenous, and Employees of Color (BIEOC) are significantly more likely to intend to leave their current organizations. However, the likelihood of turnover intentions of Federal employees, particularly, BIEOC can be reduced through institutional interventions anchored in pro-diversity management (e.g., commitment to fostering a racially representative workforce), distributive justice in employment outcomes (e.g., in pay and promotions) and procedural justice in organizational processes (e.g., anti-discrimination practices).","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"51 1","pages":"235 - 260"},"PeriodicalIF":3.0,"publicationDate":"2021-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47024950","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: 4

Association between napping status and depressive symptoms in urban residents during the COVID-19 epidemic. COVID-19流行期间城市居民睡眠状态与抑郁症状的关系

3区管理学

Public Personnel Management Pub Date : 2021-12-25 DOI: 10.3724/zdxbyxb-2021-0296

Wenhui Lin, Guannan Bai, Wei He, Fei Yang, Wei Li, Yan Min, Ying Lu, Ann Hsing, Shankuan Zhu

{"title":"Association between napping status and depressive symptoms in urban residents during the COVID-19 epidemic.","authors":"Wenhui Lin, Guannan Bai, Wei He, Fei Yang, Wei Li, Yan Min, Ying Lu, Ann Hsing, Shankuan Zhu","doi":"10.3724/zdxbyxb-2021-0296","DOIUrl":"10.3724/zdxbyxb-2021-0296","url":null,"abstract":"<p><p>: To explore the association between napping status and depressive symptoms in urban residents during the coronavirus disease 2019 (COVID-19) epidemic. : The survey was embedded in the Wellness Living Laboratory-China (WELL China) cohort study. Health and lifestyle information during the COVID-19 epidemic were obtained via the telephone interview from April 8, 2020 to May 29, 2020. A total of 3075 residents aged 18 to from Gongshu district of Hangzhou city with complete data were included in the analyses. The World Health Organization-Five Well-being Index (WHO-5) was used to measure depressive symptoms. Multiple logistic regression model was used to assess the association between napping status and depressive symptoms in the participants. : The prevalence of depressive symptoms was 20.6% in the participants during the epidemic. Daytime napping behavior, especially napping time ≤30 min, was associated with a lower risk of prevalent depressive symptoms (=0.61, 95%: 0.47-0.79, <0.01) and incident depressive symptoms in the population (=0.66, 95%: 0.50-0.88, <0.01). Among those with depressive symptoms at baseline, napping time ≤ was beneficial for the outcome of depressive symptoms (=0.42, 95%: 0.21-0.82, <0.05). : One in five urban residents have depressive symptoms during the COVID-19 epidemic, and a short nap during the day may be a protective factor against depressive symptoms.</p>","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"46 1","pages":"741-747"},"PeriodicalIF":0.0,"publicationDate":"2021-12-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8931595/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76730116","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Progress Toward Increasing Women’s and Minorities’ Access to Top State Government Jobs? 在增加妇女和少数民族获得州政府高级职位方面取得的进展？

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-11-13 DOI: 10.1177/00910260211056569

Greg Lewis, Jonathan Boyd, Rahul Pathak

引用次数: 2

Managing Street-Level Bureaucrats’ Performance by Promoting Professional Behavior Through HRM 通过人力资源管理促进专业行为管理基层官僚绩效

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-09-24 DOI: 10.1177/00910260211046554

Rik van Berkel, Julia Penning de Vries, E. Knies

{"title":"Managing Street-Level Bureaucrats’ Performance by Promoting Professional Behavior Through HRM","authors":"Rik van Berkel, Julia Penning de Vries, E. Knies","doi":"10.1177/00910260211046554","DOIUrl":"https://doi.org/10.1177/00910260211046554","url":null,"abstract":"This article connects human resource management (HRM) research to studies of street-level bureaucracies and public professionals. It investigates the intermediary role of professional behavior in the HRM–individual performance link in the context of public human service organizations. The article hypothesizes that human resources (HR) practices, aimed at enhancing street-level workers’ abilities, motivation, and opportunities, strengthen these workers’ professional behavior; that professional behavior and individual performance are positively related; and that professional behavior mediates the relationship between HR practices and individual performance. The analysis of findings from a survey study of street-level workers in local welfare agencies implementing welfare-to-work policies in the Netherlands shows support for the mediating role of professional behavior in the HRM–individual performance chain. Based on this evidence, the article concludes that the professional behavior of street-level workers in public human service organizations deserves scrutiny of both HRM scholars and HR practitioners who are interested in promoting the performance of public professionals.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"172 ","pages":"189 - 212"},"PeriodicalIF":3.0,"publicationDate":"2021-09-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41282397","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: 3

Improving Work–Life Balance for Female Civil Servants in Law Enforcement: An Exploratory Analysis of the Federal Employee Paid Leave Act 改善女公务员在执法中的工作与生活平衡:对联邦雇员带薪休假法的探索性分析

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-09-24 DOI: 10.1177/00910260211046560

Helen H. Yu

引用次数: 5

The Performance Rewards of Human Capital Development in the Federal Government 联邦政府人力资本开发的绩效奖励

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-08-20 DOI: 10.1177/00910260211039876

Andrew Wesemann

引用次数: 4

Faking Versus Feeling Emotions: Does Personality–Job Fit Make a Difference 伪装与情感：个性-工作适合会产生影响吗

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-07-30 DOI: 10.1177/00910260211034213

V. Zvobgo, Romeo Abraham, Meghna Sabharwal

引用次数: 2

Does Grit Matter to Employees’ Quality of Work Life and Quality of Life? The Case of the Korean Public Sector 砂砾对员工的工作生活质量和生活质量有影响吗？韩国公共部门案例

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-05-12 DOI: 10.1177/00910260211012713

Min Young Kim, H. Lee

{"title":"Does Grit Matter to Employees’ Quality of Work Life and Quality of Life? The Case of the Korean Public Sector","authors":"Min Young Kim, H. Lee","doi":"10.1177/00910260211012713","DOIUrl":"https://doi.org/10.1177/00910260211012713","url":null,"abstract":"To ensure the quality of the work done in the Korean career civil service system (which is characterized by stability, such as lifelong job security), the public sector must use methods to motivate their employees and improve their performance in the long run. In this study, we propose that grit, as a type of work motivation, can boost employee well-being (i.e., job satisfaction, job stress) and organizational outcomes (i.e., organizational commitment, performance). Therefore, the main objective of this study is to assess the validity of grit among public employees from a collectivist culture; to this end, we use the 2016 survey of Korean public officials (N = 2,070). The results are as follows: (a) grit has a direct positive effect on quality of work life (QWL), (b) QWL can increase employee’s quality of life (QOL), and (c) professionalism and goal-oriented culture negatively and positively regulate grit and QWL. We also examined how employee motivation (e.g., grit) can enrich their QWL and QOL. Altogether, this study supports the argument that human resource (HR) managers should pay attention to grit. To achieve success, one needs not only some level of ability but also the zeal and capacity for hard labor, the latter two of which are considered to constitute grit. Given that, this research targeted grit in the Korean context—not the Western one—and examined its effects in the Korean public sector, where conscientiousness is emphasized.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"51 1","pages":"97 - 124"},"PeriodicalIF":3.0,"publicationDate":"2021-05-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/00910260211012713","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48671703","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: 5