Public Personnel Management最新文献_第8页

The Impact of Human Resources Environment and Organizational Identification on Employees’ Psychological Well-Being 人力资源环境与组织认同对员工心理健康的影响

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-03-26 DOI: 10.1177/00910260211001397

Imran Hameed, Muhammad Umer Ijaz, Meghna Sabharwal

引用次数: 11

Gratitude Expression to Supervisors and Subjective Career Success of Civil Servants: Evidence from China 对上司的感恩表达与公务员主观职业成功:来自中国的证据

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-03-19 DOI: 10.1177/0091026021997853

Cheng Chen, Liang Ma, Zhixia Chen, Peng Wen

{"title":"Gratitude Expression to Supervisors and Subjective Career Success of Civil Servants: Evidence from China","authors":"Cheng Chen, Liang Ma, Zhixia Chen, Peng Wen","doi":"10.1177/0091026021997853","DOIUrl":"https://doi.org/10.1177/0091026021997853","url":null,"abstract":"Subjective career success of civil servants is a major focus of both scholars and public managers, but few studies have explored its antecedents from the perspective of the expression of a special positive emotion. To narrow the gap regarding the antecedents of civil servants’ subjective career success, we use the broaden-and-build theory of positive emotions to examine whether, how, and when civil servants’ gratitude expression to their supervisors is related to their subjective career success, as well as the mediating role of supervisors’ mentoring and the moderating role of traditionality. By using the survey data of 216 supervisor-subordinate dyads from the Chinese public sector, we found that gratitude expression by subordinates is positively related to their subjective career success, and this relationship is mediated by their supervisors’ mentoring. The relationship between gratitude expression to supervisors and supervisors’ mentoring is positively moderated by supervisor traditionality. Moreover, supervisor traditionality plays a positive moderating role in the association between gratitude expression to supervisors and subjective career success via supervisors’ mentoring. The above relationships are stronger when supervisors have a high level of traditionality. These findings contribute to the literature and generate managerial implications for civil servants’ career success management.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"51 1","pages":"48 - 70"},"PeriodicalIF":3.0,"publicationDate":"2021-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026021997853","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46463092","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: 8

Will They Stay or Leave? Interplay of Organizational Learning Culture and Workplace Mindfulness on Job Satisfaction and Turnover Intentions 他们会留下还是离开？组织学习文化和工作场所正念对工作满意度和离职意向的影响

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-03-03 DOI: 10.1177/0091026021991581

Chun-Yu Lin, Chung-Kai Huang, Hung-xin Li, Tai-Wei Chang, Yu-Chia Hsu

{"title":"Will They Stay or Leave? Interplay of Organizational Learning Culture and Workplace Mindfulness on Job Satisfaction and Turnover Intentions","authors":"Chun-Yu Lin, Chung-Kai Huang, Hung-xin Li, Tai-Wei Chang, Yu-Chia Hsu","doi":"10.1177/0091026021991581","DOIUrl":"https://doi.org/10.1177/0091026021991581","url":null,"abstract":"Due to the ever-increasing standards required of administrative workloads, service efficiency, and quality, the turnover intentions of public servants in Taiwan have gradually increased over time. This study investigated the critical factors that reduce the turnover intentions of civil servants. The article is intended to offer a theoretical understanding of an organizational learning culture (OLC) and workplace mindfulness. We analyzed data from 331 public servants. Structural equation modeling and the bootstrapping method were used to verify the hypotheses. The results demonstrated that an OLC and workplace mindfulness are positively associated with job satisfaction and negatively associated with turnover intentions. Job satisfaction plays a mediating role between an OLC and turnover intentions and between workplace mindfulness and turnover intentions. This article offers a theoretical inquiry and a practical understanding of strengthening the workplace atmosphere by offering employees a sense of well-being and sustainable career development.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"51 1","pages":"24 - 47"},"PeriodicalIF":3.0,"publicationDate":"2021-03-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026021991581","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47739115","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: 9

Oaths of Office in American States: Problems and Prospects 美国各州的就职宣誓:问题与展望

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-03-01 DOI: 10.1177/0091026020913072

J. Bowman, J. West

引用次数: 2

What Makes Government Work Great: The Characteristics of Positive Public Service 什么使政府工作得好:积极公共服务的特征

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-01-19 DOI: 10.1177/0091026020985559

B. Jones

引用次数: 2

Linking Change-Oriented Organizational Citizenship Behavior to Turnover Intention: Effects of Servant Leadership and Career Commitment 面向变革的组织公民行为对离职倾向的影响:服务型领导和职业承诺的影响

IF 3 3区管理学

Public Personnel Management Pub Date : 2021-01-19 DOI: 10.1177/0091026020985907

Yue Li, Wei Xie

引用次数: 10

The Role of Goal Specificity in the Relationship Between Leadership and Empowerment 目标特异性在领导与授权关系中的作用

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-12-29 DOI: 10.1177/0091026020982330

Jaehee Jong, Sue R. Faerman

{"title":"The Role of Goal Specificity in the Relationship Between Leadership and Empowerment","authors":"Jaehee Jong, Sue R. Faerman","doi":"10.1177/0091026020982330","DOIUrl":"https://doi.org/10.1177/0091026020982330","url":null,"abstract":"Although there has been much recent attention to empowerment in public sector research, most of this research focuses on structural empowerment, rather than psychological empowerment, and thus focuses on management practices, rather than on employees’ motivational states. This article examines the processes through which transformational leadership and transactional leadership affect employees’ feelings of psychological empowerment, focusing specifically on the role of goal specificity as a mediating variable. Using data collected from state government employees, the structural equation modeling (SEM) analyses found support for hypotheses that goal specificity mediates the relationships between both transformational and transactional leadership and psychological empowerment. These results contribute to the discussion of transformational and transactional leadership approaches with regard to goal setting in the public sector and provide practical implications that public managers’ leadership behaviors can help employees develop positive attitudes toward goal specificity, which can then lead to feelings of psychological empowerment.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"50 1","pages":"559 - 583"},"PeriodicalIF":3.0,"publicationDate":"2020-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026020982330","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47837727","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

Civil Service Reform Is Dead: Long Live Civil Service Reform 公务员制度改革已死：公务员制度改革万岁

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-12-29 DOI: 10.1177/0091026020982026

J. Thompson

引用次数: 1

How to Facilitate Innovative Behavior and Organizational Citizenship Behavior: Evidence From Public Employees in Korea 如何促进创新行为和组织公民行为:来自韩国公务员的证据

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-12-17 DOI: 10.1177/0091026020977571

Y. Cho, Hyunjin Song

{"title":"How to Facilitate Innovative Behavior and Organizational Citizenship Behavior: Evidence From Public Employees in Korea","authors":"Y. Cho, Hyunjin Song","doi":"10.1177/0091026020977571","DOIUrl":"https://doi.org/10.1177/0091026020977571","url":null,"abstract":"For decades, scholars and practitioners have paid serious attention to how to facilitate extra-role behaviors of employees. While many studies have been conducted, it is not yet clear what factors facilitate or suppress those behaviors within organizations and how those factors interact with each other. The current research focuses on two extra-role behaviors of employees: innovative behavior and organizational citizenship behavior (OCB). Both behaviors have been discussed as determinants of individual and organizational performance. Filling the gap of the existing studies, the current research comprehensively considers organizational characteristics, task characteristics, and motivational factors in explaining those behaviors. Integrating two data sets, the 2015 and 2016 Perception of Public Officials Surveys administered by the Korea Institute of Public Administration (KIPA), we conducted a hierarchical linear model (HLM) analysis to examine the effects of determinants in the Korean context. Based on the multi-level analysis, this research demonstrates the positive influence of autonomy and PSM on both behaviors. Among organizational-level variables, cooperative culture increases the innovative behavior, whereas the lack of organizational support decreases it. We provide several managerial implications based on the findings.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"50 1","pages":"509 - 537"},"PeriodicalIF":3.0,"publicationDate":"2020-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026020977571","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41743486","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: 8

Predictors of Turnover Intention in U.S. Federal Government Workforce: Machine Learning Evidence That Perceived Comprehensive HR Practices Predict Turnover Intention 美国联邦政府员工离职意向的预测因素:机器学习证据表明，感知全面的人力资源实践可以预测离职意向

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-12-17 DOI: 10.1177/0091026020977562

I. Kang, Benjamin Croft, Barbara A. Bichelmeyer

{"title":"Predictors of Turnover Intention in U.S. Federal Government Workforce: Machine Learning Evidence That Perceived Comprehensive HR Practices Predict Turnover Intention","authors":"I. Kang, Benjamin Croft, Barbara A. Bichelmeyer","doi":"10.1177/0091026020977562","DOIUrl":"https://doi.org/10.1177/0091026020977562","url":null,"abstract":"This study aims to identify important predictors of turnover intention and to characterize subgroups of U.S. federal employees at high risk for turnover intention. Data were drawn from the 2018 Federal Employee Viewpoint Survey (FEVS, unweighted N = 598,003), a nationally representative sample of U.S. federal employees. Machine learning Classification and Regression Tree (CART) analyses were conducted to predict turnover intention and accounted for sample weights. CART analyses identified six at-risk subgroups. Predictor importance scores showed job satisfaction was the strongest predictor of turnover intention, followed by satisfaction with organization, loyalty, accomplishment, involvement in decisions, likeness to job, satisfaction with promotion opportunities, skill development opportunities, organizational tenure, and pay satisfaction. Consequently, Human Resource (HR) departments should seek to implement comprehensive HR practices to enhance employees’ perceptions on job satisfaction, workplace environments and systems, and favorable organizational policies and supports and make tailored interventions for the at-risk subgroups.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"50 1","pages":"538 - 558"},"PeriodicalIF":3.0,"publicationDate":"2020-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026020977562","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46334208","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: 17