Performance Appraisal Systems as a Strategic Human Resource Management Tool in the Bahamian Public Service

The Bahamian Public Service faces general pressures for better performance, including higher quality, rational administrative systems, and managerial innovation. Because organizational effectiveness depends on high-quality and committed human capital, performance appraisal is important. This study will describe, assess, and recommend changes in the current system.     

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.     

A Knowledge Management and Organizational Intelligence Model for Public Administration

This study explores the development of a KM-OI model and empirically tests, using structure equation modeling (SEM), nine hypotheses related to the following research questions: RQ1: To what extent does organizational culture impact strategy structure learning with environment and information technology?; RQ2: To what extent does information technology impact learning with environment?; RQ3: To what extent does strategy structure, learning with environment impact policies and practices of KM?; RQ4: To what extent do policies and practices of KM impact organizational intelligence? Based on the results of a web survey applied in two of the six largest economies, Germany and Brazil, the article shows the importance of KM and OI for public administration and concludes that the KM-OI model is useful to identify influential factors that must be taken into consideration to improve the processes of creation (KM) and application of knowledge (OI).     

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.     

Explaining institutional Europeanisation in security and defence: the German administration under Schröder and Merkel

Abstract

Participating in EU crisis management operations has affected institutional actors on various levels. As the main deliverers of civilian and military resources to EU operations, national ministries and agencies have been particularly confronted with the need for administrative adaptation. A big member state like Germany is expected to make substantial contributions, but it also faces a rigid administration. This article uses a combined hypothesis of historical institutionalism and organisational learning to explain administrative Europeanisation in German government institutions involved in civilian and military crisis management deployments. The empirical data on the German administrative trajectories under Schröder and Merkel show an explanatory link between political learning and overcoming institutional path dependency.     

What restorative justice might learn from administrative theory

Two administrative ideal‐types related to competing forms of justice: retributive and restorative include ontological and epistemological foundations and associated organizational theory. The alternate understandings are coherently linked with the principles of justice informing retributive and restorative practices. Retributive justice is linked to formal organization based on instrumental rationality and individualist ontology, while restorative justice is linked to substantive organization based on ethical reasoning and relational ontology. Once constructed, ideal‐types can be used both to assess actual conditions on key characteristics as well as to make recommendations for organizational design. Therefore, conclusions are drawn about the importance of matching context to purpose, pointing toward further empirical research that will inform system design for restorative justice practices.     

Transformational Leadership and Organizational Outcomes Evidence From Vietnamese Workers

The purpose of this study was to investigate empirically the impact of transformational leadership on organizational outcomes （OCB---organizational citizenship behavior, OC---organizational commitment, and job satisfaction）, and the mediating role of trust in the leader in the relationship between transformational leadership and organizational outcomes in Vietnamese employees. The results showed that, first, transformational leadership had a significant relationship with organizational citizenship behavior, organizational commitment, and job satisfaction. Second, there was a positive relationship between transformational leadership and trust in the leader. Third, trust in the leader was positively and significantly related to OCB, affective organizational commitment, and job satisfaction. Fourth, a moderating role of trust in the leader was identified in the relationship between transformational leadership and organizational outcomes. Finally, some practical recommendations for developing leadership competencies in Vietnamese managers are suggested.     

Bribery Problem in Kuwaiti Public Administration

This empirical study examines the bribery, problem in Kuwaiti public administration, its conception, magnitude, reasons, and its consequences. The study is a field research which is based on a random sample consisted of （600） people from various spheres of life in society. Study findings have shown that bribery in Kuwaiti administration is widespread and increasing, transcends nationality, gender, position, education level, and agencies in Kuwait which require paying attention to what kind of measures need to be taken to eradicate it. Recommendations are suggested on ways how to eradicate this problem in order not to become a phenomenon.     

The evolution of authoritarian rule in Algeria: linkage versus organizational power

This article draws on the Algerian regimes of Chadli Benjedid and Abdelaziz Bouteflika to critically evaluate Steven Levitsky and Lucan Way’s dimension of linkage. The paper shows that, despite the intensification of the country’s ties to the European Union (EU) from one regime to the other, the willingness and ability of Brussels to put democratizing pressure on Algiers decreased rather than increased. This development challenges Levitsky and Way’s thesis and the importance they place on linkage in relation to their other dimensions of leverage and organizational power. The article concludes that: strengthening linkage does not always result in greater EU or Western democratizing pressure; the balance of importance Levitsky and Way strike between their dimensions is open to question; and, the EU has grown less willing to press for political change in Algeria.     

Populism and Downing Street E-petitions: Connective Action,Hybridity, and the Changing Nature of Organizing

This article explores ongoing debates about whether new media empowers individuals at the expense of formal organizations, and how the nature of organizations/organizing is changing. Focusing on Downing Street E-petitions, it presents a content analysis of over 33,000 accepted petitions, analyzing who or what ‘sponsored’ each petition alongside interviews with petition creators. The analysis finds a wide range of ‘affiliations’, from formal groups to personal information, though many formal groups chose not to use the platform. In apparent support of the populist position, and contradicting resource mobilization theories, individuals created 19 of the 20 most signed petitions. Bennett and Segerberg’s (2013) theory of connective action, and Chadwick’s theories of organizational hybridity (2007) and the hybrid media system (2013) inform a detailed qualitative analysis of how petitions were promoted, and the nature of organization that underpinned this. The analysis finds that organizational structure(s) underpinning successful individual petitions were complex, with extensive organizational hybridity and petitioners exploiting hybrid media logics. Connective action was also apparent, though this did not fit as easily with practice on Downing Street E-petitions.