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.     

Examining Organizational Commitment among National and Expatriate Employees in the Private and Public Sectors in United Arab Emirates

The indigenous manpower deficit in the United Arab Emirates (UAE) has resulted in hiring of millions of expatriate employees. In the past decade, this situation has led to many concerns for decision makers as organizational productivity declined. The present study aims at examining the relationship between employees’ nationality and their organizational commitment (OC), in addition to exploring the various forms of commitment exhibited in the workplace. Bivariate and multivariate analyses indicated that OC was multidimensional as employees have expressed differing types and levels of commitment. In addition, nationality of employees was significantly correlated with the level of their commitment. Thus, this study provides several recommendations for researchers and practitioners.     

阿拉伯海湾国家对外援助的战略、特点与影响

阿拉伯海湾援助国是新兴援助国的重要成员,在国际发展援助中的贡献与日俱增。援助国的实践服务于政治、经济与文化战略需求,与石油红利、君主制政权、历史地缘关系、伊斯兰文化的宗教属性及地区安全环境密切相关。从外交战略看,援助政策被纳入国家总体战略,在保持对战略重点区域持续投入的基础上向全球扩展,主要体现为团结援助和南南合作;从经济战略看,在全球范围内部署和循环利用石油财富,旨在加速推进国家经济多元化政策;从文化战略看,宣扬伊斯兰传统文化中慷慨施舍的精神,达到提升国家地位、塑造地区影响力之目的;从援助特点看,以王室和中央政府主导的援助政策,兼顾双边和多边的援助渠道,援助分配聚焦受援国经济与社会发展领域、积极对接国际发展合作新机制。援助不仅通过人道主义援助缓解了贫困国家的发展难题,而且彰显了其在国际发展合作中的多重作用,与中国深入践行合作共享的发展理念息息相通。     

Self-Initiated Expatriates in the Private vs. the Public Sector: Creativity and Work Outcomes

Although research on private-sector expatriates is abundant, not much is known about their public-sector counterparts, especially self-initiated expatriates, who themselves initiate the move to live and work abroad. Comparing work outcomes and creativity of self-initiated expatriates in the private vs. the public sector, the results of a survey including 329 respondents indicated that performance and effectiveness were higher in the private sector. However, only in the public sector was there a positive association between creativity and the two work outcomes. These findings are discussed in detail.     

Linking Organizational Climate to Work Engagement: A Study in the Healthcare Sector

Using a two-level structural equation approach, this article investigates the links between organizational climate and work engagement in a sample of public hospitals in Italy. Drawing from the Job Demands-Resources model, the model posits a positive association between work engagement and a climate promoting worker’s autonomy, empowerment, and well-being, whereas it suggests that a climate based on efficiency and goal attainment is not favorable for engagement. Results support the hypotheses and suggest that performance based models implemented in recent years as part of public sector reforms are not conducive to engaged workers. Implications for research on work engagement in the public sector and for public management are drawn.     

The IT Experience: An Example of Change in the Federal Workforce

Abstract

The information technology, or “IT,” functional area has been examined in some detail. This article summarizes the manpower reductions that have occurred in IT and displays the demographic impact (experience, age, educational level, race and gender mix) of these reductions. The author suggests that similar changes may be anticipated, or may have already occurred, in other functional areas that experience personnel reductions. He also reviews some of the management challenges this poses.     

Labour Crisis and Innovation in Developing Countries: An Analysis of Locum Program for Health Personnel in Malawi

This article interrogates the dynamics of public sector innovation within the context of labor crisis in a developing country environment. It finds that to minimize the impacts of labor shortage in the health sector, Malawi uses a locum program where health workers are encouraged to work extra hours and are paid overtime allowances accordingly. The article observes that although the program has been pivotal in motivating the existing staff to go the extra mile and attempt to cover up for the labor shortages, it is rocked with several challenges which usually disrupt effective service delivery. These include delayed payments, sustainability problems, governance challenges, work ethics challenges, and negative effects of the quality of services delivered. Taking a qualitative approach, the analysis combines the use of primary and secondary data.     

Understanding Diversity Management in the Public Sector: A Case for Contingency Theory

Recent diversification in Western populations has led to the implementation of diversity policies like diversity management (DM), a human resource management concept that promotes the hiring, retention, and active participation of a diverse workforce in order to improve organizational performance. This paper seeks to develop contingency theory as a theoretical framework for examining and explaining different DM practices across governments. In contingency theory, there is no one best way to manage all organizations; rather the internal and external environments of each organization create unique situations that require programs tailored to their distinctiveness in order to achieve optimal functionality.     

The Influence of Emotional Labor and Emotional Intelligence on Job Performance: Does Ownership Type Matter? A Comparison of Public and Private Organizations in China

ABSTRACT

Given the limited knowledge about the effect of contextual factors of organizational ownership types on emotional labor, this research addresses two main questions: (1) whether emotional labor varies among organizations with different ownership types; and (2) whether emotional labor and emotional intelligence relate to job performance in different ways in public and private organizations. This paper examines the research questions with 306 self-report questionnaires from the public sector, domestic privately-owned enterprises and foreign-invested firms in China. Significant differences were found in the emotional labor reported in public and private organizations. Overall, emotional labor was found to have a significant effect on in-role performance, and emotional intelligence moderated the link between emotional labor and job performance in public organizations, but not in private organizations.     

State Dilemmas in the Provision of Alternative Care for Children: Relative Efficacy of Public Sector and Independent Sector Foster Placements

The population of children around the world who require alternative care outside of the natural family is staggeringly large. This presents fundamental dilemmas and challenges for every nation. This article notes how the United Kingdom's (UK's) response has evolved from that of a non-interventionist state to one that claims an interest in “Every Child”. Attention is drawn to the way in which the State's “Third Way: What matters is what works” ideology has led to radical reform of public sector services and the widespread sub-contracting of alternative care for children to the independent sector.

The article presents rare data on the relative performance of children in public sector as opposed to costly independent foster care. Contrary to expectations the data reveal minimal differences between the two groups. The data offer no justification, on the grounds of efficacy, for the use of independent sector provision as opposed to public sector provision.     

Exploring Millennial Generation in Task Values and Sector Choice: A Case of Employment in Planning

This study investigates task values and motivations of “millennial” generation of planners and identifies important factors affecting their public sector choices. Multinomial logistic regression comparing the task values and specializations in private and nonprofit sectors with public sector was performed. Millennial generations in public sector value communication and implementation tasks where at young workers in private and nonprofit sector place importance on tasks related to administration and plan and policy development. The finding indicates private companies give favorable opportunities to the young workers to take leadership role in projects and appreciate their management skills to operate the programs and plans.     

Organizational Identity,Image, and Reputation: Examining the Influence on Perceptions of Employer Attractiveness in Public Sector Organizations

The active management of an organization’s image, identity and overall reputation can result in a range of benefits including attracting larger and higher quality job applicant pools, fostering an improved overall impression of the firm in potential employees’ minds and retaining and engendering loyalty amongst current employees. How these concepts apply in the public sector remains nascent. This paper reviews the extant literature on identity, image, and reputation and identifies how and why these concepts are salient for exploring current and potential employees’ perceptions of the public sector as an employer. A conceptual model is developed through reviewing organizational characteristics of public sector entities and proposing how these may influence employees’ image, identity and reputation perceptions of the employer attractiveness of the sector.     

Processes and Impacts of Strategic Management: Evidence From the Public Sector in the United Arab Emirates

This study presents the first substantial exploration of the processes and impacts of strategic management in the public sector of the United Arab Emirates (UAE). It is designed to survey the way in which public organizations formulate, implement, and evaluate their strategic plans, and to identify which particular strategic management elements are most closely related to their perceived impacts. Based on an analysis of 172 usable questionnaires from 67 organizations, the results show that the practice of strategic management has become regular and standard and can be considered the centerpiece of the public management reform in UAE public organizations over the last few years. Moreover, there is relatively high awareness of strategic planning tools and the balanced scorecard is used as the framework for strategic planning by both federal and local organizations. The study also shows that there is very little variation in the practice of strategic management between federal and local organizations and the impacts of this practice are largely beneficial. The implications of these results for practitioners and public management research are discussed.     

Job Satisfaction of Public Sector Employees in Sub-Saharan Africa: Testing the Minnesota Satisfaction Questionnaire in Ghana

Public sector administration in sub-Saharan Africa experiences a myriad of problems of the logical perception between worker dissatisfaction and demotivation of job standards. This study tested the Minnesota Satisfaction Questionnaire (MSQ) in a typical public sector organization in sub-Saharan Africa. A total of 100 usable surveys were analyzed with SPSS. A very low level of job satisfaction was indicated, and more than 83% of respondents indicated dissatisfaction in their pay and the amount of work they do. Significant differences in job satisfaction scores were also found in the educational level of staff, and between genders. The study outcome highlights the roles of employees and organizational weak spots of human resource management (HRM) practices in a typical sub-Saharan African country, and provides an alternative pathway in employee satisfaction and performance outcome.     

Public Sector Reforms and Service Quality Issues From the Perspective of the Small Island Developing States in the Pacific: A Case of Fiji

The purpose of this article is to compare service quality of the Fiji Islands Maritime Safety Administration (FIMSA) and the Maritime Safety Authority of Fiji (MSAF). Using a structured questionnaire, data were collected from 200 Fiji maritime industry stakeholders. Research findings identified FIMSA and MSAF service delivery misalignment with customer expectations; customer’ expectations exceeded perceived customer service experiences of FIMSA and MSAF; and, perceived customer service experiences of MSAF were noticeably better than those of FIMSA.     

Housing and Council Tax Benefits Administration in England: A Long-Term Perspective on the Performance of the Local Government Delivery System

The Coalition government announced, in 2010, that between 2013 and the end of 2017 all existing claims to income-based welfare allowances, including housing benefit, would gradually move to the Universal Credit (DWP 2010). This article evaluates the performance of the Council Tax and Housing Benefits Administration Services under the current system for the delivery of these benefits since they were transferred fully to local authorities in 1993 up until December 2011. During this period the performance of local government has been influenced by four successive national delivery regimes, namely: Compulsory Competitive Tendering (CCT); Best Value; Comprehensive Performance Assessment (CPA) and Comprehensive Area Assessment (CAA). An earlier article (Murphy, P., Greenhalgh, K. and Jones, M., 2011. Comprehensive performance assessment and public services improvement in England – a case study of the benefits administration service in local government. Local Government Studies, 37 (6), pp. 579–599) examined the CPA period in detail and found a significant improvement in performance across all types of authorities in all parts of the country during this period. The current article complements this earlier analysis and provides a longer-term perspective on the performance of the benefits service between 1993 and December 2011. The findings of this article show that under CCT the performance of the system was poor, there were wide variations in individual local authority performance, with many acknowledged inadequacies in the system and unacceptably high levels of fraud. However, towards the end of CCT and in the subsequent Best Value period the antecedents of some of the tools and techniques subsequently used to drive improvement in the CPA era were either put in place or were being developed. The Best Value period itself did not show significant improvements in performance and it was not until many of the initiatives were refined, developed and applied within the CPA framework that sustained and significant improvements became evident. This overall improvement generally continued under the CAA although the previous trend of consistent reductions in the variation between authorities’ performance had changed between 2009–2010 and 2011–2012. It is too early to judge whether these latest trends will be maintained under the Coalition government’s localism regime.     

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.     

The Influence of Leader Behaviors on Organizational Commitment: A Study in the Australian Public Sector

Abstract

Over the past decade the area of organizational commitment has received considerable attention from both researchers and managers. Of particular interest are the links between this and other constructs such as trust, task performance, and turnover. Despite the widespread acknowledgment of the importance and value of organizational commitment, there has been limited research that has specifically addressed the relationship between leader behavior and employee commitment, particularly in the public sector. The present study examines the nature of the relationships between organizational commitment and two dimensions of leader behavior—supportive behaviors and extinction behaviors—in an Australian Federal Government organization. It was found that, while controlling for demographic variables, both extinction and supportive leader behaviors affect organizational commitment. Furthermore, a significant interaction of these two variables was found. This indicates that an increase in supportive leader behaviors together with a decrease in extinction leader behaviors will likely lead to a more than proportionate increase in levels of organizational commitment. Implications for managers and further research directions are discussed.     

How Resistance to Change Affects the Implementation of Accrual Accounting in Italian Public Universities: A Comparative Case Study

Following a highly disordered series of reforms, Italian universities will adopt accrual accounting by the end of 2016. This article studies the case of two universities where the new accounting system was introduced early (2013). The aim is to identify the main drivers of resistance to change and determine the types of organizational behavior that can counter this resistance. The results show a positive correlation between overcoming resistance to change and implementing specific organizational practices that may soften its effect. Surprisingly, the article found that resistance was stronger in the university where the situation was less complex.     

Asymmetric alliances and high polarity: evaluating regional security complexes in the Middle East and Horn of Africa

Abstract

The Middle East and the Horn of Africa exist in two distinct regional security complexes (RSCs), groupings of states exhibiting intense security interdependence within a distinct region, but rarely between regions. Recent geopolitical changes and related analyses, however, point to either a subsuming or a joining of the two RSCs, potentially leading to a high degree of uncertainty in two conflict-prone regions. Given the importance of such developments, we question this theory of RSC expansion by offering a concise review of recent security interactions between the two RSCs as well as quantitatively and qualitatively measuring the material power capabilities of relevant states. Borrowing from and contributing to RSC theory, we also identify and analyse concepts and indicators such as threat perception and sub-regional alliances. Our findings demonstrate the Middle East RSC is not expanding to include that of the Horn of Africa. The two remain distinct and under internal consolidation, despite the current discourse. Rather, high polarity in the Middle East coupled with often-congruent interests in Horn of Africa states best explains the current pattern of their interaction, particularly as Middle East states pursue strategies that further their own security interests at the expense of rival states within their own RSC.