Collaborative Crisis Management and Leadership in the Public Sector

The goal of this article is to discover how leadership competencies affect the perceived effectiveness of crisis management. The study, based on a self-reported survey of executive public leaders in Turkey, found that the core leadership competencies have a positive relationship with the effectiveness of crisis management. Among task–oriented, people–oriented, and organization-oriented categories of leadership behaviors, task-oriented leadership behaviors were found with the highest level of impact on the effectiveness of crisis management. The study demonstrated the importance of the core leadership competencies in the effectiveness of crisis leadership. The hypothesis testing with the covariance structure model supported the positive impact of the core leadership competencies on the effectiveness of crisis management. This study contributes to the literature on leadership during crisis situations, and also provides proposals for public managers and practitioners to increase their effectiveness in leading their organizations during crises.     

Creating Better Employees through Positive Leadership Behavior in the Public Sector

This paper advances the notion that leaders’ behavior in public organizations impacts employee emotions and workplace functioning. The paper proposes a conceptual model showing the impact that specific leader behaviors have on employee momentary emotions and thereby subjective well-being, organizational citizenship behavior, and job performance. Findings from research on leader behaviors and follower outcomes in private organizations and workplace emotions are used to show the importance of understanding and promoting types of leader behaviors that enhance employee and organizational outcomes within public institutions. It is expected that this model will facilitate future research in this area.     

Romance of Leadership in the Public Sector Higher Education in Sri Lanka

This article has been retracted     

Leadership Climate in the Public Sector: Feelings Matter Too!

Abstract

Although there is substantial empirical evidence supporting the important role of leadership in organizational contexts, there is limited empirical evidence that focuses on the distinction between how employees feel about senior leaders and what they think about senior leaders. This is particularly true in the public-sector environment. In this paper, a model is tested that identifies key consequences of affectively and cognitively based perceptions of public-sector senior leadership. Data collected from a large public-sector organization were examined to identify the correlates of affectively and cognitively weighted perceptions of leadership. A series of regression analyses was conducted to identify more clearly the extent to which affectively and cognitively based perceptions of leadership influenced affective commitment, attitudes to change, intention to turnover, and extra-role performance. The results suggest that both affectively and cognitively based perceptions of leadership influenced organizational commitment and cynicism toward change. Extra-role behavior was influenced by the affective dimension alone, and intention to turnover was influenced by the cognitive dimension alone. The results also showed a significant interaction between the affective and cognitive dimensions in predicting intention to turnover. In general terms, the findings will prove helpful to human resource practitioners interested in diagnosing and managing the transformational leadership climate in public-sector organizations.     

The Relationship between the Leadership Effectiveness and Emotional Competence of Managers in the Public Sector

This article reports on the perceived relationship between leadership effectiveness and the emotional competencies of managers in the public sector, and the impact of this relationship on service delivery. In the light of continual protests over government’s poor service delivery to the public, doubts are raised about the leadership effectiveness of public officials. Research has identified the leadership effectiveness of managers in the public service as crucial for quality service delivery. Industrial psychologists have also identified leadership effectiveness and emotional competencies as important ingredients for success in organizations. This is due to the facts that effectiveness and efficiency can be attained only if an appropriate leadership style and manager’s emotional competencies or abilities are in place. Findings from the research indicate that currently managers in the public sector possess insufficient emotional competencies to subdue emotional outbursts and achieve effective leadership. Based on the findings and the literature, the conclusion is that it is imperative for managers of public entities to acquire effective leadership skills and become emotionally competent. Relevant training and interventions, and a comprehensive management recruitment process, should be put in place.     

Exploring Contracts as Reinvented Institutions in the Danish Public Sector

Contracts have been on the agenda in public sector reform in most OECD countries. In Denmark, contracts have been considered as one of the most important tools in reorganizing the public sector. The article examines the implementation of contract agencies in central government in Denmark during the 1990s. First, a review of contractual theory distinguishes between 'hard' and 'soft' contracting. Second, recent developments in contracting in Denmark are examined, and three phases of contract agencies are identified. Contracts have been supported by other tools for reporting on performance like annual reports. Third, it is argued that Denmark has put co-operation and negotiation before more strict management and control. The Danish experience can be seen as an alternative to the principal-agent model. The article finishes by discussing the pros and cons of the Danish approach, and suggests that although the pragmatic approach has merits, it may lead to problems in the future concerning the credibility of the whole project.     

A Response to Fiscal Stress: Public Sector Employment Reduction across States during a Budget Crisis

This paper incorporates measurements of the four financial condition dimensions of cash, budget, long-run, and service solvency to explore the link between financial condition and public sector employment among states in the context of the Great Recession of 2008–2009. The finding is that the severity of this economic recession led states to reduce public workers as one type of fiscal response to cope with budget shortfalls. The results suggest that not all dimensions of state financial condition affect public sector employment.     

Trust Matters: Distrust in an External Evaluation of a Public Sector Program

This article draws upon autoethnographic data to explore distrust in an evaluation relationship from the perspective of an external evaluator. The study is based within a local-level evaluation of an economic regeneration program. The longitudinal nature of the study allowed for trust and the evaluation relationship to be examined with time and process present—a gap in previous evaluation studies. The exploration demonstrates various causes and symptoms of distrust within one evaluation. The article also reflects on the autoethnographic research approach adopted.     

Expectations from Administrative Reforms: An Attempt to Implement the Balanced Scorecard in a Public Sector Organization

The aim of this case study is to explore what actors in a Swedish municipality expect from a new administrative reform (i.e., an attempt to implement the Balanced Scorecard). The findings show that the expectations on changes are highest among the politicians, moderate among the administrators, and lowest among the operative employees. The differences can be explained by the way the reform is anticipated to favor or disfavor the actors, who in turn are influenced by the actors' past experiences. Most of the expressed expectations concern expectations of the outcome of the administrative reform, but some concern expectations on the reform itself.     

An Empirical Analysis of the Acceptance of E-Procurement in the German Public Sector

The increasing governmental spending and simultaneously declining income of municipality are two of the most significant challenges of the 21^st century. The introduction of the Internet and innovative information and communication tools over the last few decades have led to a cost saving and efficiency advantage in many areas. By far, public administration has not fully profited from these opportunities and advantages. This article seeks to understand the underlying barriers of technology implementation, namely e-procurement, within the public administration area by analyzing the key barriers of central decision makers within the organization. The empirical findings of 289 respondents from the German public administration show that the barrier typologies are identified and that they have a strong impact on the resistance of implementation. However, the collected data could not verify the theoretically postulated relationship between high resistance and low implementation of the new technology.     

Managerial Innovations in the Egyptian Public Health Sector: An Empirical Investigation

The purpose of this article is to analyze the process of restructuring the Egyptian public health sector according to the new mode of governance principles and the concomitant dilemmas in the process. Based on an interpretative methodology, the findings of this research indicate that (a) despite some positive changes, serious doubts remain over the commercialization of basic public services; (b) confusions have emerged regarding the identity of public hospitals; (c) despite the introduction of the business management principles, the centralized hierarchical power of the state over the local governmental hospitals remains intact; (d) the new system has degraded the professional standards of medical practitioners and made them subservient to the whims of the financial management professionals; and (e) there have been some negative effects on equity.     

Voluntary Turnover in the Omani Public Sector: An Islamic Values Perspective

Following four decades of economic growth the public sector, Oman is experiencing an emerging problem of labor turnover to the private sector. We examine this phenomenon through semi-structured interviews with 26 current and former public employees. The rate of turnover is low but this masks the impact of losses on key technical and management roles. The main reasons for turnover are dissatisfaction with management style, reward practices, and promotion opportunities. Findings are interpreted in the context of Islamic work values and implications for public management reform in Oman are provided.     

Organizational Learning Facilitators in the Canadian Public Sector

An implicit patriarchal bargain between Emirati fathers and daughters is examined from a social constructionist perspective. Using qualitative methodology we found that fathers explicitly encourage their daughters to pursue tertiary education and careers, but hedge this break from tradition with implicit understandings that daughters will observe norms that can only realistically be followed in public sector employment. The persistent public-private imbalance in female employment patterns can thus be construed, as a ‘wicked problem” that cannot be addressed through market incentive-based policies such as Emiratization but rather through behavioral changes on the part of both UAE businesses and Emirati families.     

The Public Sector as the Employer of Choice among Youth in Egypt: The Relevance of Public Service Motivation Theory

Young people in Egypt want to work in the public sector, even if they get less pay there than at the private sector. This article seeks to explain the attractiveness of public-sector jobs to this group, embedding this experience within the literature and theorization on public service motivation (PSM) and discussing its relevance. Issues of trust, respect, and social status are reflected in the discourse of interviewed youth about this job preference. A generation-held and culturally-ingrained appreciation among the educated to work in the public sector also contributes to this sector preference. Qualitative and quantitative data also show that extrinsic benefits of job security and stability are also pivotal to this preference. The analysis in the article suggests a holistic reading of motivational factors to join the public sector in contexts of job scarcity and labor surplus.     

Public Sector Reform in Central Asia and the Caucasus

Many developing countries are constantly seeking to reform their public services as part of a wider agenda which supports moves to a market economy and better governance arrangements. Some have embraced public management reforms as the template for their activities with limited success. This paper considers existing research on the impact of public sector reform in developing countries and offers an alternative approach, through case studies of Azerbaijan, Georgia and Kazakhstan, based on two keys elements: an agenda which attempts to shift developing countries to an outcomes based accountability approach operationalized through a “quality of life” framework; and, peer‐to‐peer learning.     

Public service as a calling: An exploration of a concept

Several years ago, the public administration faculty of Virginia Polytechnic Institute and State University issued their famous “Blacksburg Manifesto” the public Administration and the Governance Process: Refocusing the American Dialogue. In this document they call for a substantive change in the American Dialogue regarding the role of the public administrator. Nothing that the founding fathers viewed public service as a “calling”, as did the populists, Progressives, and New Dealers, they suggest that today’s government officials should percive themselves as “trustees” with a sense of a calling in serving for a cause. This call for a renewed convenant stimulated this researcher to speculate on the nature of the calling, its origins, definitions, applications, and its applicability as a psychological motivator for effective. productive performance in the public sector.

Our exploration for understanding starts with an examination of Western society’s earliest written record of man’s behaviour, the Bible, which is replete with stories of divine calls, first from God to the individual, and then to a group or society. We also review subsequent religious and secular calls, noting their universality and the reciprocal phenomena of “good” and “evil” which such calls exemplify. Thus, God’s call to Moses to lead the Jews out of Egypt is balanced by the fombat-driven calling of the city-state of Sparta.

We also not that the calling is subject to a hierarchy process. Plato writes about the natural endowments of individuals which creates three social classes that are called upon to serve the state; artisans, warriors, and philosopher-kings. Later on Eusebius defines a difference in the intensity and degree of suffering suffering between those professing a “high calling” and those following their“calling”.

This study also considers the meaning of the word “calling”. The researcher proposes a modification of its meaning which is less sacred and more secular in context. “Klesis Diakonis”, two separate Greek words, in combination, can be defined as a “call to joyous service”. This secular interpretation of the calling, frees it from its classic, religious association, and provides for its application to non-religious endeavor.

In conclusion, it is suggested that upon further research and study, the concept of a calling can be a vital and significant motivator, indded, part of the critical psychological and emotional makeup for those individuals in our society who are not fulfilled by material rewards. It is hypothesized here that the public-minded individual can find his or her calling through the medium of public service, can help restore the sacredness of public service as a public as a public trust, and can satisfy his or her search for self-fulfillment through the redefined concept of the calling.     

The Applicability of Best Value in the Nigerian Public Sector

We examine the applicability of Best Value practices in the Nigerian public sector and present a Best Value Model for Nigeria. We find the literature does not extend to the Nigerian context. We make contributions towards understanding stakeholder perceptions of public service delivery best practice. We show Best Value as a significant initiative for improving public service delivery. The mixed methods survey reveals Nigerian Best Value initiatives do not exist significantly, but are applicable. Outcomes are exploration of a new area for Best Value application, incorporation of implementation issues into the model and the seven-stage process for its implementation.     

Russia as a New Immigration Country: Policy Response and Public Debate

Both the Russian public and its elites were taken by surprise by the fact that Russia has become an immigration country. It has resulted in widespread anti-immigrant sentiments and inconsistency in government actions. Russian immigration politics, as well as immigration politics in liberal democracies of the West, are characterised by a wavering between protectionist and liberal laissez faire approaches. This leads to a mismatch between public rhetoric and legal decisions. However, two features seem to make the Russian situation specific: open borders with most of the countries of the former Soviet Union and omnipresent corruption. Corruption results in a discrepancy between formal (legal) decisions and informal (illegal) practices.     

The Relationship between Delegation and Formalization in the Public Sector

In drawing on adaptive theory, this article discusses the relationship between delegation and formalization in the public sector. While traditional and contemporary views suggest that these concepts are either negatively or positively correlated, or that they should be balanced, this study hypothesized that they are dynamically related to each other, and therefore the relationship would be best described as curvilinear (inverted U-shaped). This hypothesis was supported through hierarchical regression analyses of data collected from a police organization that has traditionally pursued formalization, but lately has been urged to pursue a strategy of delegation. Practical and theoretical implications are provided.     

Shared Services and Cost Reduction Motive in the Public Sector

The intention of this article is to understand whether and how shared service centers can help reduce costs in the public sector context. We identify the sources of cost reduction for shared service centers and discuss the obstacles to making use of them. In order to illustrate and complement the theoretical discussion and the literature review, empirical insights from two Estonian cases are provided. The case studies indicate that when the context is enabling, shared service centers can help reduce back-office headcount. However, the total costs and benefits of the public-sector shared service centers are not calculated and remain unknown.