对公共部门员工诚信如何影响工作绩效的实证调查

IF 1.7 Q2 ECONOMICS
Kingsley Konadu, Abigail Opoku Mensah, Samuel Koomson, Ernest Mensah Abraham, Edmund Nana Kwame Nkrumah, Joshua Amuzu, Joan-Ark Manu Agyapong, Awo Essah Bempong, Abdulai Munkaila
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引用次数: 0

摘要

本研究的目的是首次检验 Konadu 等人(2023 年)提出的假设,并提供有关该主题的经验见解。腐败问题影响着所有经济体,但那些试图避免外国赠款的经济体尤其容易受到影响。这些经济体的利益相关者推动公共部门(PS)工作人员更加廉洁,并加强对公共资金的监督,以建立一个更值得信赖、更高效的政府,从而提高公共部门的绩效。正如员工诚信(EI)影响工作绩效(WP)的机制尚未得到实证证明一样,EI 对非洲经济体工作绩效的影响也未得到实证证明。此外,有目的的领导(PL)如何与 EI 相互作用以提高工作绩效,也有待诚信文献的实证研究。本文使用 Smart PLS 4 调查并分析了加纳三家最腐败的大型 PS 组织中 875 名员工的反馈。心理需求满意度和感知到的程序公正是组织认同的控制因素(OI,另一个中介因素)。教育、任期、职位、性别和年龄被用作 WP 的控制变量。产品指标和方差占比(VAF)方法分别用于估计调节和调解的影响。研究结果正如假设的那样,本研究发现,EI 和 WP 显著正相关(ß = 0.119,p = 0.026),JS(VAF = 25.16%)和 OI(VAF = 39.59%)部分地调解了这种联系。此外,PL 对 EI-JS 关系(ß = 0.155,p = 0.000)和 EI-OI 关系(ß = 0.095,p = 0.000)有积极的调节作用。在此背景下,本文揭示了改进 PS 中 EI 和 WP 的新方法。此外,本文还为未来的学者提供了一个路线图,以便在全球不同的公共服务环境中检验假设,从而对结果进行三角测量。实践意义公共服务组织的领导层必须在人力资源(HR)实践的各个环节(包括招聘、绩效考核、领导力提升计划、培训和晋升)中坚持 "以价值观为基础的方法",这样才能吸引、培养和留住那些坚持本部门道德和信念的员工。社会影响这项研究为非洲国家提供了证据,证明加强私营部门的员工积极性非常重要,并阐述了员工积极性转化为可持续发展目标的多种方式。据作者所知,科纳杜等人(2023 年)在概念研究中提出的假设在本研究中首次得到了实证检验。本研究还补充了已有的关于 PS 中 EI、JS、OI、WP 和 PL 的实证文献。本研究通过加强理论框架和扩展现有知识,为廉正、绩效和领导力学科做出了贡献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
An empirical investigation into how employee integrity shapes work performance in the public sector

Purpose

The purpose of this study is to test the hypotheses proposed by Konadu et al. (2023) for the first time and provide empirical insight on the subject. Corruption concerns affect all economies, but those attempting to avoid foreign grants are especially vulnerable. Stakeholders in these economies have pushed for more honest public sector (PS) workers and better oversight of public funds in an effort to build a more trustworthy and efficient government to improve PS performance. Just as the mechanisms through which employee integrity (EI) influences work performance (WP) have not been proven empirically, neither has the effect of EI on WP in African economies. Also, how purposeful leadership (PL) interacts with EI to boost WP is yet to be empirically examined in the integrity literature.

Design/methodology/approach

This paper surveyed and analysed the responses of 875 workers across the three most corrupt large PS organisations in Ghana using Smart PLS 4. Perceived organisational support and contract fulfilment functioned as control factors influencing job satisfaction (JS, a mediator). Psychological need satisfaction and perceived procedural justice serve as control factors for organisational identification (OI, an additional mediator). Education, tenure, job position, sex and age were used as control variables in WP. Product indicator and variance accounted for (VAF) methods were used to estimate the impacts of moderation and mediation, respectively. A 5% level of significance was determined.

Findings

As hypothesised, this study found that EI and WP had a significantly positive connection (ß = 0.119, p = 0.026), and both JS (VAF = 25.16%) and OI (VAF = 39.59%) partially mediated this connection. Moreover, PL positively moderated the EI–JS (ß = 0.155, p = 0.000) and EI–OI (ß = 0.095, p = 0.000) connections.

Research limitations/implications

This paper affords empirical insight on the EI–WP relationship, how this relationship is mediated and how the EI–JS and EI–OI relationships are amplified. In this context, it sheds light on new ways in which EI and WP in the PS are improved. In addition, this paper provides a roadmap for forthcoming academics to test the hypotheses in diverse PS contexts globally to triangulate the results.

Practical implications

Leadership in PS organisations must maintain a “values-grounded approach” to all parts of human resource (HR) practices, including hiring, performance reviews, leadership enhancement programmes, training and promotions, if they are to attract, develop and retain employees who stand for the sector’s ethics and beliefs.

Social implications

This research gives African nations proof that enhancing EI in the PS is important, and it lays out the many ways in which EI transforms into WP. It also draws attention to the challenges that purposeful leaders may help alleviate and the opportunities that they may present.

Originality/value

To the best of the authors’ knowledge, the hypotheses put forward in the conceptual research by Konadu et al. (2023) are tested empirically for the first time in this study. It also adds to the empirical literature that already exists on EI, JS, OI, WP and PL in the PS. This contributes to the disciplines of integrity, performance and leadership by enhancing theoretical frameworks and expanding upon existing knowledge.

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来源期刊
CiteScore
4.40
自引率
11.10%
发文量
67
期刊介绍: The International Journal of Ethics and Systems (formerly named Humanomics, the International Journal of Systems and Ethics) is a multidisciplinary journal publishing peer review research on issues of ethics and morality affecting socio-scientific systems in epistemological perspectives. The journal covers diverse areas of a socio-scientific nature. The focus is on disseminating the theory and practice of morality and ethics as a system-oriented study defined by inter-causality between critical variables of given problems.
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