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1 – 10 of over 107000Employees are increasingly speaking out against their employer on relevant social issues, which raises the human factor to a next level in organisational affairs. The aim of this…
Abstract
Employees are increasingly speaking out against their employer on relevant social issues, which raises the human factor to a next level in organisational affairs. The aim of this chapter is to shed light on the concept of employee activism and locate it in the academic and professional discussion about employees' active role as organisational communicators. After scrutinising some of the most popular cases from recent years, the relevant literature in the fields of social activism and employee communication as well as strategic organisational communication and public relations is critically reviewed with the idea to (1) provide a terminological clarification regarding employee activism, (2) outline the unique characteristics of its current forms, (3) discuss several factors that may trigger externally directed employee activism and (4) elaborate on the communicative nature of this phenomenon as well as its implications for organisational development and reputation. As a result, five propositions are suggested to explain what constitutes employee activism as a specific form of employee communication behaviour. The chapter also calls particular attention to related risks and opportunities for organisations and opens up questions for further research.
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J. Irudhaya Rajesh, Verma Prikshat, Susan Kirk, Muhammad Mohtsham Saeed, Parth Patel and Malik Muhammad Sheheryar Khan
This study aims to explore how transformational leaders enhance public service employees’ growth satisfaction in the job and mitigate job stress and burnout, incorporating…
Abstract
Purpose
This study aims to explore how transformational leaders enhance public service employees’ growth satisfaction in the job and mitigate job stress and burnout, incorporating follower interpersonal communication satisfaction with the leader (IPCSL) as a mediator.
Design/methodology/approach
On the basis of the survey data collected from the Indian public service employees, regression analysis, bootstrapping and SOBEL test are used to test the proposed research model.
Findings
The findings highlighted a partial mediation of follower interpersonal communication satisfaction with leader between transformational leadership (TL) and public service employees’ growth satisfaction in the job. Although there was no significant direct effect of TL on job stress and burnout, the results underlined a significant indirect effect of follower IPCSL.
Originality/value
By examining the important role of follower IPCSL, this study unravels the precise intervening mechanism between TL and follower affective outcomes like growth satisfaction in job, job stress and burnout among public service employees.
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Qiu Wang, Kai-Peng Gan, Hai-Yan Wei, An-Qi Sun, Yi-Cheng Wang and Xiao-Mei Zhou
This study investigated the mediating role of job satisfaction and the moderating role of career growth opportunity in the relationship between public service motivation (PSM) and…
Abstract
Purpose
This study investigated the mediating role of job satisfaction and the moderating role of career growth opportunity in the relationship between public service motivation (PSM) and public employees' turnover intention.
Design/methodology/approach
The authors recruited 587 public employees from Yunnan Province, China to test moderation and mediation hypotheses. The authors conducted confirmatory factor analysis to determine the discriminant and convergent validity of the measures of PSM, turnover intention, job satisfaction and career growth opportunity. Finally, the authors carried out bootstrapping to ascertain direct, indirect and conditional indirect effects.
Findings
PSM had a negative effect on public employees' turnover intention, but this relationship was partially mediated by job satisfaction. Career growth opportunity moderated the association between job satisfaction and turnover intention. In particular, the indirect effect of PSM on turnover intention through job satisfaction weakened under high career growth opportunities.
Practical implications
The results highlighted the significance of PSM and career growth opportunity in shaping public employees' work-related attitudes and behaviors. Public organizations should consider PSM a key criterion in recruitment and selection and pay more attention to the significance of intervening in career growth to satisfy public employees' psychological needs related to individual career development.
Originality/value
This study contributes to the literature on the disputed link between PSM and turnover intention and uncovered the underlying mechanism through which PSM affects public employees' turnover intention by proposing job satisfaction and career growth opportunity as a mediator and moderator, respectively.
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Alex J. Scrimpshire, Bryan D. Edwards, Durand Crosby and Scott J. Anderson
Despite much research, too many employees are disengaged in their work. As such, the present research uses a public sector setting to investigate variables (e.g. public service…
Abstract
Purpose
Despite much research, too many employees are disengaged in their work. As such, the present research uses a public sector setting to investigate variables (e.g. public service motivation and high-involvement climate) most likely associated with engagement and demonstrates a conceptual and empirical link to relevant outcomes (e.g. job performance and perceived meaningfulness).
Design/methodology/approach
Across a work week, the authors analyze the drivers and outcomes of public service employees’ engagement levels and the mediating effect of employee engagement.
Findings
Employee engagement mediated the positive relationship between the authors’ independent variables of public service motivation and high-involvement climate and our outcomes of supervisor-rated employee performance and meaningfulness. All direct and indirect effects were statistically significant and positive.
Research limitations/implications
The authors’ sample is a nonprofit government agency, so the results may lack generalizability. Although self-determination theory (SDT) guided their choice of variables and hypotheses, they did not measure the specific needs satisfaction (competence, relatedness, and autonomy) associated with the SDT.
Practical implications
Managers in public-service organizations may want to recruit those high in public service motivation and institute a high-involvement climate via manager skill training.
Originality/value
This article follows a meta-analysis call on SDT to test the impact of variables that fall under the identified form of autonomous motivation, and investigate their impact on engagement and other positive organizational outcomes (e.g. job performance and perceived meaningfulness). Additionally, the author followed calls to extend engagement research to focus on specific industry sectors, such as the public sector.
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Based on motivation theories, such as self-determination theory, the purpose of this paper is to examine whether intrinsic and extrinsic motivations significantly influence…
Abstract
Purpose
Based on motivation theories, such as self-determination theory, the purpose of this paper is to examine whether intrinsic and extrinsic motivations significantly influence burnout and turnover intention in the public sector. Furthermore, the authors assessed the mediating effect of organizational citizenship behavior (OCB) and public service motivation (PSM) on the relationship between intrinsic/extrinsic motivation and burnout/turnover intention.
Design/methodology/approach
Based on a survey of 203 public employees from local governments in South Korea, this study conducted ordinary least squares regression analysis to investigate the relationships among intrinsic/extrinsic motivation, OCB, PSM, and burnout/turnover intention.
Findings
The authors found that intrinsic motivation had a significantly negative effect on both burnout and turnover intention. Extrinsic motivation had a significantly positive effect only on burnout. Lastly, OCB and PSM had a mediating effect on the relationships between intrinsic motivation and burnout.
Originality/value
These results provide some insights into the effects of job motivation on burnout and turnover intention in the public sector. Particularly, this research highlights the importance of intrinsic motivation, OCB, and PSM in decreasing burnout and the importance of intrinsic motivation in decreasing turnover intention of public employees.
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Ali Turkyilmaz, Gulsen Akman, Coskun Ozkan and Zbigniew Pastuszak
The purpose of this paper is to identify the factors which determine the level of public employees' job satisfaction and as result help to have effective and efficient management…
Abstract
Purpose
The purpose of this paper is to identify the factors which determine the level of public employees' job satisfaction and as result help to have effective and efficient management system in the public sector, in developing countries such as Turkey.
Design/methodology/approach
Based on theoretical considerations, a model was proposed linking the employee satisfaction and loyalty (ESL) constructs. The paper exhibits the findings of a satisfaction and loyalty survey of employment factors within the Turkish public sector. The survey was conducted in 2009 and covered 220 employees within the Istanbul Branch of a Social Security Institution in Turkey. A model was developed by including effecting factors of employee satisfaction, their relations and effects of employee satisfaction on employee loyalty. Partial least squares structural equation model was employed to test the model in the public insurance sector in Turkey.
Findings
Data analysis reveals that there is a strong relationship between ESL in a branch of a public sector Social Security Institution in Turkey. Training and personal development was found the most effecting factor of customer satisfaction. The study also finds a positive relationship between working conditions and satisfaction.
Originality/value
The paper reveals the relationship between the employee satisfaction and affecting factors in the public sector in Turkey. These factors are developed only incidentally in the public sector in Turkey. Human resource management (HRM) applications such as measuring employee satisfaction, performance development are widely used in private sector. Specifically, in developing countries such as Turkey, these applications are rarely used in the public sector. Therefore, the paper advocates the use of HRM applications in the public sector in a developing country.
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Marc Esteve, Monica Grau and Ramon Cabrera Valle
The purpose of this study is to examine values among public sector employees. Furthermore, this study will identify differences according to several demographical variables with…
Abstract
Purpose
The purpose of this study is to examine values among public sector employees. Furthermore, this study will identify differences according to several demographical variables with relevant policy making implications.
Design/methodology/approach
Once the literature review on public sector values and the description of the tri-axial model is presented, analysis based on a survey of 3,018 public sectors will be undertaken. The sample consists of employees working in the Government of Andalusia, Spain.
Findings
Results reveal the domination of pragmatic values, as well as values connected to the ethical axis. The study also shows how these values vary according to several demographic characteristics of the respondents, especially when considering their level of education and their respective tenure.
Research limitations/implications
When managing employees from public organizations, emphasis should be given to the development of an organizational culture that represents a configuration of both pragmatic and ethical axes.
Originality/value
This study was tested with relatively a large sample size (more than 3,000 observations), thus adding significant and original value to the empirical test of the tri-axial model.
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Though humble leaders can draw from their own resources to nurture employees' sense of well-being, this impact appears neglected in the leader humility literature. The aim of this…
Abstract
Purpose
Though humble leaders can draw from their own resources to nurture employees' sense of well-being, this impact appears neglected in the leader humility literature. The aim of this study is to unfold how and when leader humility contributes to the well-being of employees in the public sector.
Design/methodology/approach
Participants in our research came from wards (grassroot level governments) in Vietnam.
Findings
The results lent credence to role of job crafting in mediating the relationships between leader humility and the physical, psychological and social well-being among public employees. The positive nexus between leader humility and job crafting was found to be stronger when employees demonstrated low levels of public service motivation.
Originality/value
This study advances the understanding of public sector employees' well-being via the predictive role of leader humility and the mediation mechanism of job crafting.
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Karabi C. Bezboruah and Martinella M. Dryburgh
In the internet era, the boundaries between public and private lives of government employees are often blurred, resulting in enhanced concerns about administrative accountability…
Abstract
In the internet era, the boundaries between public and private lives of government employees are often blurred, resulting in enhanced concerns about administrative accountability and effectiveness. By adopting a multi-step qualitative methodology involving internet survey and analysis of illustrative examples, this research explores and examines how social media policies could assist in keeping the public and private lives of civil servants distinct. We find that very few public sector agencies have adopted social media policies in an attempt to regulate employee behavior. We conclude that social media sites, both private and official, could be an effective administrative tool if harnessed properly. We offer certain recommendations and strategies based on our findings that could assist in accomplishing the principles of ethical administration.
Momna Yousaf, Shiza Zafar and Abida Abi Ellahi
– The purpose of this paper is to examine the impact of public service motivation (PSM) on red tape and resigned satisfaction in Pakistani public administration.
Abstract
Purpose
The purpose of this paper is to examine the impact of public service motivation (PSM) on red tape and resigned satisfaction in Pakistani public administration.
Design/methodology/approach
Employees working in federal organizations were the target population of this study. As part of field survey, 350 questionnaires were distributed to collect data from respondents.
Findings
The research findings indicate that red tape is a strong predictor of resigned satisfaction and is positively related to it. Among the dimensions of public-service motivation “attraction to policy making” and “commitment to civic duty” dimensions were found to have no relation with red tape and resigned satisfaction. Whereas, “compassion” and “self-sacrifice” dimensions of PSM had a positive moderating effect on the relationship between red tape and resigned satisfaction. It was concluded that under perception of red tape, PSM can have possible negative effect on work satisfaction.
Research limitations/implications
By highlighting the effect of red tape on satisfaction it can help public sector organizations in trying to crowd out the negative factors of employees’ work through minimizing the rules and regulations which are worth nothing except for extra work and stress for employees. The results can also be used to assess the differences in level of red tape perceived in developed and developing countries.
Originality/value
This study provides a contribution to the literature, as it is study is among the first few studies in Pakistan. The main theoretical contribution of this study is that it raises an important question about the extent to which the theory and research developed in one country can contribute to the application of PSM in other counties especially developed vs developing countries.
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