Review of Public Personnel Administration最新文献_第3页

Beyond Inclusion: Examining the Role of HRM Practices in Government Agencies 超越包容：检视政府机构人力资源管理实践的角色

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-03-13 DOI: 10.1177/0734371x261421150

Hengky Latan, Charbel Jose Chiappetta Jabbour, Murad Ali, Ana Beatriz Lopes de Sousa Jabbour, Tan Vo-Thanh

{"title":"Beyond Inclusion: Examining the Role of HRM Practices in Government Agencies","authors":"Hengky Latan, Charbel Jose Chiappetta Jabbour, Murad Ali, Ana Beatriz Lopes de Sousa Jabbour, Tan Vo-Thanh","doi":"10.1177/0734371x261421150","DOIUrl":"https://doi.org/10.1177/0734371x261421150","url":null,"abstract":"Recently, there has been a significant shift toward equality, diversity, and inclusion in the workplace, particularly for LGBTQI+ employees in several countries. However, research addressing this issue within public administration, specifically concerning HRM practices in public service organizations, remains relatively scarce. Drawing on social identity theory (SIT), our study aims to fill this gap by examining the relationship between HRM practices and job satisfaction and engagement of LGBTQI+ employees in government agencies, with a focus on perceived supervisory support. We analyzed two waves of data collected from 268 LGBTQI+ federal employees working in US government agencies. Our findings reveal that HRM practices directly impact job satisfaction and engagement of LGBTQI+ employees. Additionally, perceived supervisory support was identified as a mediator in these relationships. This article addresses the critical issues of equality, diversity, and inclusion in the workplace and provides insights for designing more effective HRM practices to tackle these challenges.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"93 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147454673","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

A Demands-Resources Model of Corruptibility: Empirical Evidence on How Moral Disengagement and Harm Awareness Regulate Civil Servants’ Moral Judgment 腐败的需求-资源模型：道德脱离与伤害意识调控公务员道德判断的经验证据

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-03-11 DOI: 10.1177/0734371x261417649

Kristina S. Weißmüller, Adrian Ritz

{"title":"A Demands-Resources Model of Corruptibility: Empirical Evidence on How Moral Disengagement and Harm Awareness Regulate Civil Servants’ Moral Judgment","authors":"Kristina S. Weißmüller, Adrian Ritz","doi":"10.1177/0734371x261417649","DOIUrl":"https://doi.org/10.1177/0734371x261417649","url":null,"abstract":"Understanding the motivational mechanisms of administrative corruption is of paramount importance for public integrity. We propose and test a novel demands-resources model of civil servants’ corruptibility from a micro-level perspective, focusing on important personality and job-related demands and resources, that is, personality traits, motives, and states. Drawing on experimental evidence ( Obs . = 263) from Swiss public administration, this study reveals how public service motivation and social value orientation function as integrity-enhancing resources but through different psychological mechanisms. Furthermore, Machiavellianism and psychopathy—but not narcissism—significantly stimulate civil servants’ capacity to morally disengage and hence increase corruptibility, serving as integrity-draining demands, while job-related burnout has no effect. These novel insights contribute to the “bright side” discourse of PSM, advance the conceptual understanding of administrative corruption, and expand the state-versus-trait debate of public integrity, providing important insights for the effective design of anti-corruption strategies and public personnel selection for public integrity.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"1 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147393408","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

Inclusive Leadership, Motivation, Engagement, and Organizational Culture: Pathways to Improve Job Performance in South Sudan’s Public Sector 包容性领导、激励、参与和组织文化：改善南苏丹公共部门工作绩效的途径

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-02-24 DOI: 10.1177/0734371x251413604

Zhixia Chen, Bek Dhuorjang Chol, Nyanwel Karlo Ayuel

{"title":"Inclusive Leadership, Motivation, Engagement, and Organizational Culture: Pathways to Improve Job Performance in South Sudan’s Public Sector","authors":"Zhixia Chen, Bek Dhuorjang Chol, Nyanwel Karlo Ayuel","doi":"10.1177/0734371x251413604","DOIUrl":"https://doi.org/10.1177/0734371x251413604","url":null,"abstract":"The effectiveness of inclusive leadership has been examined in stable Western contexts, but not in fragile states. This study investigates its impact on Subordinates’ job performance in the South Sudan public sector. A cross-sectional quantitative design was employed, collecting data from 370 civil servants across various ministries in Juba, South Sudan. Data analysis utilized SPSS and SmartPLS employing structural equation modeling (SEM) to test direct, mediating, and moderating effects. Results indicate that inclusive leadership is significantly associated with public employees’ job performance, with motivation and engagement partially mediating this relationship. Organizational culture, particularly the dimensions of involvement and adaptability, significantly moderated these effects. These findings demonstrate that inclusive leadership can significantly improve job performance, even in fragile state contexts, by repairing social exchange, redefining motivation, and serving as a vital resource, challenging the universal applicability of Western theories. Practical implications and future research direction are discussed.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"17 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147274324","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

Building Loyalty Among Public Employees: The Impact of High-Performance Work Practices 建立公职人员的忠诚度：高绩效工作实践的影响

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-02-23 DOI: 10.1177/0734371x261416153

Stefano Assanti, David Giauque

引用次数: 0

Book Review: Managing Gender Inequity in Academia: A Guide for Faculty and Administrators in Public Affairs Programs Scutelnicu TodoranG. (2024). Managing Gender Inequity in Academia: A Guide for Faculty and Administrators in Public Affairs Programs (1st ed.). Routledge. https://doi.org/10.4324/9781003295204 书评：管理学术界的性别不平等：公共事务项目的教师和管理人员指南。(2024)。管理学术界的性别不平等：公共事务项目的教师和管理人员指南（第1版）。劳特利奇。https://doi.org/10.4324/9781003295204

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-02-23 DOI: 10.1177/0734371x261421168

Jyoti Aggarwal, Ahmed Rafi

引用次数: 0

Comparative Analysis of Generative Artificial Intelligence in Evaluating Candidate Attributes for Public Employment: East Versus West 生成式人工智能在公共就业候选人属性评估中的比较分析：东方与西方

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-02-23 DOI: 10.1177/0734371x261417717

Chih-Wei Hsieh, Daan Wang, Yujing He, Dennis William Hsieh

{"title":"Comparative Analysis of Generative Artificial Intelligence in Evaluating Candidate Attributes for Public Employment: East Versus West","authors":"Chih-Wei Hsieh, Daan Wang, Yujing He, Dennis William Hsieh","doi":"10.1177/0734371x261417717","DOIUrl":"https://doi.org/10.1177/0734371x261417717","url":null,"abstract":"This study examines the applicability of generative artificial intelligence (GenAI) in public employee selection. Our interest in how cultural differences influence GenAI outputs leads us to compare OpenAI’s ChatGPT and Baidu’s ERNIE. We designed a conjoint experiment wherein these GenAI models evaluated pairs of hypothetical candidates with varying meritocratic attributes (including pre-employment assessment results, education level, and relevant experience) and non-meritocratic attributes (including gender, ethnicity, and age). Experimental vignettes were created based on two distinct settings—police and teacher—to control for job type. Our mixed-methods findings indicate that GenAI’s hiring recommendations are more swayed by meritocratic than non-meritocratic attributes. However, compared to ERNIE, ChatGPT’s candidate selections are slightly more influenced by considerations of gender diversity. Additionally, both models exhibit inconsistencies when non-meritocratic factors are involved. Based on these findings, we recommend a cautiously optimistic approach incorporating training and oversight if GenAI is to be used in employee selection processes.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"1 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146778305","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 the Circumplex Model of Affect: Profiling Australasian Public Servants 公共服务动机与情感循环模型：澳洲公务员的特征分析

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-02-12 DOI: 10.1177/0734371x251409781

Esme Franken, Ben Farr-Wharton, Fleur Sharafizad, Kara Ng, Geoff Plimmer, Evan Berman

引用次数: 0

Boosting Newcomer Integration in Public Service: A Diary Study on Microinterventions 促进新移民融入公共服务：微干预的日记研究

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-02-05 DOI: 10.1177/0734371x251395023

Jana Oetken

引用次数: 0

How Public Interest Lawyers Manage the Emotive Dimension of Their Work 公益律师如何处理工作中的情感因素

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-01-31 DOI: 10.1177/0734371x251399925

Monica Lea, Nuri Heckler, Mary E. Guy

引用次数: 0

Two Families Under One Roof: The Role of Social Identity and Organizational Justice During Backsourcing 一个屋檐下的两个家庭：社会认同和组织正义在外包中的作用

IF 3.9 3区管理学

Review of Public Personnel Administration Pub Date : 2026-01-23 DOI: 10.1177/0734371x251399922

Yongjin Ahn, Hemin Choi

{"title":"Two Families Under One Roof: The Role of Social Identity and Organizational Justice During Backsourcing","authors":"Yongjin Ahn, Hemin Choi","doi":"10.1177/0734371x251399922","DOIUrl":"https://doi.org/10.1177/0734371x251399922","url":null,"abstract":"Backsourcing, the process of reclaiming previously outsourced services and reintegrating them into public organizations, has garnered increasing attention in the field of government contracting. While prior studies have emphasized fiscal and efficiency outcomes, limited research has explored its human resource implications, particularly its impact on employees. This study examines the experiences of backsourced employees (contracted managers transitioning to public service roles) and traditional public servants in South Korea. Through 27 in-depth interviews conducted at Veterans Service Centers and a nationally representative survey of public servants, findings reveal in-group/out-group conflict between two different groups of employees. The conflict stems from perceived differences in entry routes (meritocracy vs. political agendas) and dissatisfaction with task-reward alignment, leading to issues of social identity and organizational justice. This study highlights the critical need for fair procedures and equitable rewards to foster employee integration and mitigate conflict during personnel reforms involving backsourcing.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"4 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2026-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146042677","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