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The need to improve the efficiency and quality of public services has increased the interest in innovation. This study seeks to understand the relationship between the Public Service Motivation (PSM) index and the profile of strategic-level public servants who are considered innovative.

Questionnaires were applied to the group of government managers who registered their projects in an innovation competition. Data were analyzed using t-test, multiple correspondence analysis (MCA) and hierarchical cluster analysis (HCA).

This paper concluded that the PSM level of these innovative public servants is significantly greater than public servants overall. In terms of the profile of these innovative government managers, it was found that the majority were female, with a high level of education and a background in Information Technology.

The discovery that innovative government managers have a significantly higher PSM (p < 0.05) than public servants overall may be relevant, because it confirms a statistical tendency that it would be advantageous for policy-makers to invest in actions that increase public servant PSM since these servants with high PSM are more innovative.

This article has sought to fill a gap in studies that associate the level of PSM with the innovation practices in the public sector, as well as verify the profile of public servants with high levels of motivation in public service (PSM).

A large number of studies indicate that coercive forms of organizational control and performance management in health care services often backfire and initiate dysfunctional consequences. The purpose of this article is to discuss new approaches to performance management in health care services when the purpose is to support innovative changes in the delivery of services.

The article represents cross-boundary work as the theoretical and empirical material used to discuss and reconsider performance management comes from several relevant research disciplines, including systematic reviews of audit and feedback interventions in health care and extant theories of human motivation and organizational control.

An enabling approach to performance management in health care services can potentially contribute to innovative changes. Key design elements to operationalize such an approach are a formative and learning-oriented use of performance measures, an appeal to self- and social-approval mechanisms when providing feedback and support for local goals and action plans that fit specific conditions and challenges.

The article suggests how to operationalize an enabling approach to performance management in health care services. The framework is consistent with new governance and managerial approaches emerging in public sector organizations more generally, supporting a higher degree of professional autonomy and the use of nonfinancial incentives.

The purpose of this study is to analyze the relationship between citizen participation and the level of trust in government’s decisions and policies; as well as examining the impact of disclosure of information on the level of citizens’ engagement with governments’ projects. In addition, testing the real motives behind Egyptian citizens’ participation in financing national projects. The study is applied to the “New Suez Canal,” which was finished in only one year opposing the three years implementation period suggested by some studies.

The researcher depended on secondary and primary data as well in working on this paper. She used secondary data gathered from scholars and from domestic and international institutions. Then, she conducted a field study and collected data through distributing 384 Likert Scale questionnaires containing 34 self-administered among respondents to test the following: 1. Citizens perceptions regarding the level of trust in government’s decisions and policies. 2. The impact of citizens’ trust on their willingness to participate in governments’ projects. 3. Is ‘public service motivation’ (PSM) behind citizens’ willingness of participating in national projects. 4. Is the ‘high expected profit of Suez Canal Investment Certificates’ behind citizens participation in national projects.

H1 and H2 have been accepted as trust, transparency and citizen participation proved to be important pillars of building a participatory government. Moreover, citizens’ participation in national projects encouraged national and international enterprises to invest in the canal provision. H3 and H4 are accepted and the statistical study revealed dual contradicting results regarding the motive of citizens’ financial participation in the New Suez Canal project. The justification for the contradiction is that right after the 2011 up-rise, Egyptian citizens were overwhelmed with patriot emotions and feelings pushing them to participate in national projects. At the same time this patriot drive was moderated by the “performance-based rewards and citizens” self-interests’ pushed by the Egyptian government (offering a high-interest rate for Suez Canal Certificates at that time). Citizens might be motivated to participate in national projects triggered by many factors: public service drive – patriotism or self-interest.

The study needs further deeper investigation and empirical pieces of evidence to answer the following questions: would different participatory actions result differently in other circumstances? Do individuals’ levels of PSM vary over time? Besides, the researcher needs to find ways to test PSM against various motives such as self-interest, which needs to be confirmed empirically.

The author came up with important recommendations for central government and decision-makers in Egypt and is based upon the study’s statistical results. The most important recommendations were: central government and decision-makers should frame a policy designed to promote citizens’ participation in decision-making drawing on the guidelines for civil participation in political decision-making. Decision-makers in the central government should work local and regional authorities to update and improve local and regional regulations concerning the participation of citizens in local public life and promote a culture of democratic participation shared by communities and local authorities. Performance-based rewards (high-interest rate) are moderating the citizens’ public service motivation (PSM – patriot sense) and citizens may be motivated by different factors such as public service drive – patriotism or self-interest.

The study is tackling an important issue, which is civil participation in political decision-making. It is also discussing promoting cultural awareness regarding the importance of democratic participation shared by communities and local authorities. The study came up with certain findings proving Egyptian civil society’s willingness in participating with the government in national projects; believing in its socio-economic benefits.

Finally, the study is of value, as it could be considered a pilot study representing the outcomes of citizen participation in national projects; in addition, it can be considered as a road map to policymakers. Moreover, the findings provide a set of recommendations and policies for governments and decision-makers to undertake tangible actions to accelerate citizen participation in further projects and decisions and be able to establish a democratic system in developing countries.

This study examines the relationship between goal properties, both at the employee and organizational-level, and the perceived fairness of the performance appraisal system by federal employees.

We describe the theoretical framework regarding goals and employee perceptions of performance appraisal fairness. We then develop and test four hypotheses, exploring the relationships among variables using five years of the FEVS data. To strengthen the research design, we created an agency-level dataset, by calculating agency-level averages for all the covariates. Instead of examining 500,000 federal employees each year, we are examining 80 federal agencies. Creating a panel dataset at the agency level allows us to make stronger statements about causality than using cross-sectional data.

This study finds a significant positive relationship between goal setting factors and employees' perceived fairness of performance appraisals: perceived employee-level goal difficulty and perceived organizational-level goal specificity at the agency level. The study results show that certain control variables, such as intrinsic motivation, play important roles in predicting public employees' perceived fairness of performance appraisals. Federal employees who have a higher level of intrinsic motivation show a more positive perception toward performance appraisal fairness. The appropriate use of extrinsic rewards and intrinsic motivation, combined with effective goal setting strategies in public organizations, may enhance public employees' perceived fairness of performance appraisal systems.

This study used the FEVS, necessitating the reduction of the sample size to agency level averages to create a panel dataset. Also, this study was limited to federal agencies in the United States, so research results may lack generalizability.

This paper fulfills an identified need to avoid cross-sectional research design and leverage longitudinal panel data.

Non-profit organizations (NPO) contribute significantly to the welfare of citizens and communities. Engagement in volunteering is crucial for sustaining volunteer motivation and for the effective and efficient functioning of NPO, with significant implications for society at large. Yet, literature on volunteer engagement (VE) is limited to date. Grounded on service-dominant logic, self-congruity theory and self-determination theory, this study aims to understand what motivates VE and how it may evolve into a co-creation process valuable to NPO and its stakeholders.

Based on survey data collected from 450 volunteers, working with a diverse set of NPO, a comprehensive model of drivers and outcomes of VE was empirically tested using PLS-SEM, considering the mediating role of volunteers' congruence with the core values of the NPO.

The impact of volunteers' perceived autonomy, competence and relatedness on VE and its subsequent role in volunteers' loyalty and extra-role engagement behaviors (i.e. co-development, influencing and mobilizing behaviors) were validated. Moreover, the study validates value congruence as an internalizing mediating mechanism in the engagement process, a role that has been implied but not empirically tested.

The study contributes to the engagement and volunteering literature, which despite an unprecedented parallel have developed almost independently, with limited reference to one another. As the nomological network of VE is still underexplored, the study extends the engagement literature to the volunteering sector, validating the key (but underexplored) role of self-determination needs and value congruence in driving VE and value co-creation behaviors. The study further adds to engagement research while addressing other actors' engagement beyond the customer–brand dyad. While adopting a seldom explored marketing perspective of VE, this study provides NPO valuable insights on how to manage and engage volunteers.

The purpose of this paper is to explore the emergence and integration of red tape and how its negative effects on public sector organizations' performance have weakened the economies of developing countries such as Pakistan.

A structured questionnaire survey was completed by 121 respondents working in 35 government departments in Punjab, a province of Pakistan.

The findings revealed a link between red-tapism and employees' motivation and work. When there is excessiveness of rules and regulations, employees are prevented from completing assigned tasks, ultimately resulting in decreased work commitment. This indicates that the integration of red tape into public organizations not only affects employees' behavior and attitudes but also impacts the overall performance of public sector organizations.

This paper provides recommendations for the Pakistani government. For example, conducting training and motivational workshops for public sector employees can help them stay engaged with their work. Government departments should also review the steps and procedures involved so as to eliminate unnecessary steps and reduce red-tapism.

This study clarifies the factors that foster individual innovative behaviour in the public sector by examining the effects and roles of empowering leadership, work group cohesiveness and individual learning orientation. This study also explores the direct effect of empowering leadership on work group cohesiveness and individual learning orientation, the influence of work group cohesiveness on individual learning orientation and the mediating roles of work group cohesiveness and individual learning orientation.

Data were collected from an online survey of respondents working in a public sector organization. Partial least squares structural equation modelling and mediation analysis by the bootstrap method were used for the data analysis.

Empowering leadership and individual learning orientation had significant direct effects on individual innovative behaviour. Both empowering leadership and work group cohesiveness have significant direct effects on individual learning orientation. Empowering leadership was positively related to work group cohesiveness. The mediation analysis revealed that individual learning orientation mediates the relationships between empowering leadership and individual innovative behaviour and between work group cohesiveness and individual innovative behaviour.

The study focuses on three factors that foster individual innovative behaviour in a public sector organization.

This study offers new insights into the factors that foster individual innovative behaviour in the public sector. The findings reveal the importance of using a balanced leadership style and encourage learning in the workplace for individual innovativeness by public leaders.