Do Deferred Retirement Benefits Retain Government Employees?

2020 ◽  
Vol 39 (2) ◽  
pp. 469-509 ◽  
Author(s):  
Laura D. Quinby
Keyword(s):  
Government Employees ◽  
Retirement Benefits

Engaging and Retaining Government Employees: Is Telecommuting the Answer?

2012 ◽  
Author(s):  
Dana E. Sims ◽  
Edward S. Oppler ◽  
Rayshad Holmes
Keyword(s):  
Government Employees

Exploring the Application, Dimensionality and Factor Structure of Organizational Citizenship Behavior Scale among Local Government Employees in Lagos, Nigeria

2020 ◽  
Author(s):  
Fariha Azalea
Keyword(s):  
Local Government ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Public Organization ◽  
Government Employees ◽  
Systematic Random Sampling ◽  
Behavior Scale ◽  
Reliable Scale

Previous studies have observed a paradigm shift in the debate concerning the dimensionality of organizational citizenship behavior. Building on organizational citizenship behavior literature, the present study in intends to validate the dimensionality of the organizational citizenship behavior (OCB) scale developed by Smith et al., (1983) who proposed a 2 dimensional16-item instrument. Data was collected through a survey questionnaire using systematic random sampling technique to employees of local government in Lagos State, Nigeria. A total of 400 questionnaires were administered and 393 valid responses were obtained over a period of 4-weeks. Factor analysis and reliability analysis were conducted to confirm that the instrument is valid within the context of local government employees. The implication of this current study is that OCB scale developed by smith et al., (1983) has revealed two-dimensional structures comprising of; altruism and generalized compliance. The instrument was found to be valid and reliable scale for OCB measurement among employees of public organization, particularly Local Government employees in Lagos, Nigeria.

Performance Evaluation of Corporators and Authorities based on Public Grievances Redressal

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Vanya Shree. B ◽  
S. P. Shiva Prakash
Keyword(s):  
Performance Evaluation ◽  
Political Parties ◽  
Water Supply ◽  
Government Employees ◽  
Suitable Candidate ◽  
Drainage Connection ◽  
Android App ◽  
Timely Delivery

People in their day-to-day life face many general problems like damaged street lights, irregular water supply, blocked drainage connection etc. In these situations they complain to the concerned authority. If the complaint is unsolved, they complain to their areas representatives i.e. corporator. But in majority of the cases complainants dont get timely delivery of the solutions to their complaint and moreover authorities and corporators are neither made accountable nor answerable for it. Hence public grievances redressal is a major issue. Another important issue is that there are no quantitative measures representing a politician. If there would be any such metrics it would assist people in selecting suitable candidate in election and would also guide political parties in selecting suitable contestant for contesting in election. There are also no quantitative measures of government employees, which if exist would be used in providing promotions and increments. This work addresses these two major issues and provides solution for it. Android app is developed which evaluates Authorities and Corporators based on whether they have solved peoples complaint and if solved how early it is solved. It provides evaluation in terms of score and rank. It also provides performance graph and statistical graphs.

scholarly journals Red tape and psychological capital: a counterbalancing act for professionals in street-level bureaucracies

2020 ◽  
Author(s):  
A Dudau ◽  
G Kominis ◽  
Y Brunetto
Keyword(s):  
Local Government ◽  
Organizational Behavior ◽  
Psychological Capital ◽  
Negative Impact ◽  
Practical Implication ◽  
Well Being ◽  
Government Employees ◽  
Street Level ◽  
Red Tape ◽  
The Impact

Abstract Assuming that red tape is inevitable in institutions, and drawing on positive organizational behavior, we compare the impact of individual psychological capital on the ability of street-level bureaucrats (SLBs) with different professional backgrounds to work within the confines of red tape. The two SLB professions investigated here are nurses and local government employees; and the work outcomes of interest to this study are well-being and engagement. The findings show that red tape has a different impact on each professional group but, encouragingly, they also indicate that psychological capital has a compensatory effect. Implications include nurses requiring more psychological resources than local government employees to counteract the negative impact of red tape. A practical implication for managers is that, if perception of red tape in organizations is set to increase or to stay constant, enhancing the psychological capital of professionals in SLB roles, through specific interventions, may be beneficial to professionals and organizations alike.

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