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In the United Kingdom under the New Labour government from 1997 to 2010, there was a shift of power away from local towards central government, leading to a situation in which the role of public service organisations could appear to be mainly implementing priorities set by central government and complying with national standards, enforced through the setting of targets and the use of performance management frameworks. The key performance management systems, and the standards within them, became increasingly focused on outcomes, defined as the results that services produce that have an impact on the lives of service users and citizens – the benefits of the service rather than the volume or quality of the outputs (Willis & Bovaird, 2011).

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).

Across a work week, the authors analyze the drivers and outcomes of public service employees’ engagement levels and the mediating effect of employee engagement.

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.

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.

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.

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.

The purpose of this paper is to provide a comprehensive analysis of Indonesia’s public service innovation drawn from the top 99 nominees of the national competition for public service innovation from 2014 to 2016.

To answer the research question, this study applied archival research as a research strategy. A documentation method was conducted to collect the data. Using content analysis aided by NVivo 11 this study analyzes the following themes: implementing agencies, innovation types, innovation goals, innovation outcomes, policy sector in which innovation implemented and geographical perspective.

The public service innovation in Indonesia from 2014 to 2016 were dominated by local government and process innovation in which designates to the amalgamation of technological and administrative dimensions of innovation. The most occurrence outcomes were aimed to tackling societal problems in the health and education sector. Whilst in the geographical perspective, big portion of innovation were taking place in Java Island.

The result of this study is mainly based on secondary data drawing from public service innovation competition held by the Indonesian Ministry of Administrative Reform. Consequently, the result is limited to provide a mapping feature and trends of innovation. Future research may use more extensive samples (not only sourced from the nominees but also all submitted initiatives) to obtain more representation of public service innovation in Indonesia.

Given the fact that lack of collaboration between public and private actors, the government needs to consider on designing strategies and policy direction to foster collaboration in public service innovation.

This research offers a comprehensive analysis on Indonesian public service innovation. Methodologically, the research introduces archival research as one of the alternative research strategies on public sector innovation scholarships.

This study discusses conditions for effectively implementing outcome-oriented performance budgeting. Using a survey of local officials in Florida, it finds that public officials' consensus on organizational goals and performance measures is necessary for effective implementation. Consistent communication among public officials and legislative support are crucial for this strategy. This study also reveals that performance reporting and management practice can enhance performance budgeting. In addition, an understanding about how budgetary inputs are converted into budgetary outcomes is also important. Finally, a performance budgeting system, with an emphasis on outcome measures and citizen evaluation, should include various types of performance measures.

To consider the extent to which regimes of performance measurement in the public sector are fit for purpose, and the likely outcomes for public services and public sector workers of such performance measurement systems.

The article considers four key issues: the context and content of performance measurement in the public sector, the specific examples of health care and higher education, the limitations of performance measurement systems, and the likely outcomes of performance measurement systems.

Current systems of performance measurement in the public sector are unlikely to have a significant influence on improving services. The most likely outcomes of these systems is further commodification of services and deprofessionalisation of public sector workers.

The article builds on established literature and offers a systematic metaphor‐driven critique of performance management in the public sector, and discusses the implications of this.

Since 1997, the Labour Government sought to respond to the dilemmas and consequences of the earlier New Public Management reforms, according to the two principles of joined‐up government and public service delivery. A key aspect of its reform programme has been the public service agreement (PSA) framework, a target‐based performance regime that acts as a vehicle for the majority of spending and policy decisions across government and on the ground. Analysing its implementation and success, the article suggests that, in theory, the PSA regime provides an important example of steering at a distance as a form of political leadership, wherein the role of the centre is to provide the strategic framework for policy delivery. However, there are several structural constraints that have impeded the effectiveness of the framework, such as the pervading Whitehall departmental culture, and the tensions between top‐down performance management and devolved autonomy on the ground.

The introduction of efficiency improvements and enterprise bargaining into local authorities has been severely hampered by a failure to agree on a method of measuring service productivity. This paper develops an outcomes measure of productivity which, it argues, meets both externally imposed cost efficiency requirements and clients’ needs for service effectiveness in terms of quality and equity in delivery. Applications of this measure to library and statutory planning services are provided.

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.

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.

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.

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.

The purpose of this paper is to statistically test if the public service motivation (PSM) measure operates in the same way across the public and private sectors of a municipal district in China. It also contrasts the relationship between PSM and workplace outcomes across sectors and employee age groups.

Survey data from independent samples of public (n=220) and private (n=230) sector employees in the Changsha Municipal District of China is used. The analysis tests for invariance across groups, before comparing mean values and regression weights.

Only in respect of one PSM dimension do findings show a significant higher mean in the public sector. No significant difference is found on the impact of PSM on employee performance across sectors, while it is in the private sector that PSM has the greater impact on intention to leave. Findings also show no marked impact of age upon outcomes.

This study provides an initial set of results and further research will need to be undertaken to verify them. The limited sample size and narrow geographical focus, although in line with similar studies on China, means the ability to draw generalisations is limited. The reliance on self-reported measures means issues with common method bias cannot be ignored. Measures were taken during data collection to minimise issues of bias and a set of post-hoc test results are provided.

The recruitment of employees with higher levels of PSM can be expected to play a role in achieving better outcomes, regardless of sector and age profile.

The PSM measure has been applied by researchers across various economic sectors. This paper is one of the first to statistically test if the concept and its measure operates in the same way across sectors. The paper contributes to the on-going debate on PSM in the context of China and its relationship with a number of key output variables. Finally, the paper contributes to the emerging debate on changing workforce demographics and their role in shaping outcomes.