Employee perception of inclusivity and organizational performance: The case of the Ontario public service

2021 ◽  
Vol 64 (1) ◽  
pp. 26-50
Author(s):  
Frank L. K. Ohemeng ◽  
Jocelyn McGrandle
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Employee Perception

Does psychological empowerment condition the impact of public service motivation on perceived organizational performance? Evidence from the US federal government

2021 ◽  
pp. 002085232110089
Author(s):  
Jae Young Lim ◽  
Kuk-Kyoung Moon ◽  
Robert K. Christensen
Keyword(s):  
Organizational Performance ◽  
Federal Government ◽  
Public Service ◽  
Psychological Empowerment ◽  
Public Service Motivation ◽  
Psychological State ◽  
Work Related ◽  
The Us ◽  
Us Federal Government ◽  
The Impact

Although the relationships between public service motivation and work-related outcomes are contingent on an employee’s psychological state, little empirical evidence exists on whether psychological empowerment conditions the relationship between public service motivation and perceived organizational performance in public organizations. This study addresses this gap by examining data from the 2010 US Merit Principles Survey on psychological empowerment’s moderating role between public service motivation and the perceived achievement of organizational goals, as well as the perceived quality of work-unit products and services in the US federal government. First, the findings indicate that public service motivation and psychological empowerment improve both of these perceived organizational performance measures. Second, the findings indicate that the link between public service motivation and perceived organizational performance is slightly enhanced when public employees feel more psychologically empowered. Points for practitioners This article offers practical lessons for practitioners who are concerned about improving organizational performance. Emphasizing the importance of psychological empowerment in strengthening the link between public service motivation and perceived organizational performance, the article suggests a critical need to cultivate psychological empowerment in the public sector, which has been under heavy pressure to do more with less in a rapidly changing environment.

Public service motivation and organizational performance in Chinese provincial governments

2016 ◽  
Vol 10 (4) ◽  
pp. 770-786 ◽  
Author(s):  
Chunkui Zhu ◽  
Chen Wu
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Public Service Motivation ◽  
Provincial Government ◽  
Civil Servants ◽  
Hunan Province ◽  
Government Employees ◽  
Content Type ◽  
The Public ◽  
The Government

Purpose This paper aims to examine different hypotheses concerning the effects of public service motivation (PSM) and other attitudinal or institutional dimensions on organizational performance (OP). Specifically, based on the experience of Chinese provincial governments, this study provides new evidence about how PSM may affect OP. Design/methodology/approach This study collected data from a survey of different provincial government departments in Sichuan Province, Hubei Province, Hunan Province and Chongqing Municipality in 2011. Using data from 761 respondents, Pearson correlation analysis and regression analysis were used to explore the relationships between related factors. Findings PSM, job satisfaction, affective commitment and job involvement have statistically significant effects on OP, and these results are consistent with the findings of previous researches that PSM positively affected OP at a significant level. The results suggest that, if civil servants have a strong PSM, the performance of their organizations will be high. Research limitations/implications Future research should look for additional factors that affect OP, comparing employees’ perceptions of an organization’s performance with objective data to determine whether, and to what degree, subjective measures of performance are valid measures of OP in the public sector. Practical implications In the process of improving government performance, it is significant to give attention to the government employees’ mentality. The government training and promotion system should encourage civil servants to care about the public interest. A more flattened organization should be considered as part of the next steps in government reform, and more opportunities should be provided to involve more government employees in policy making. Originality/value This study helps to clarify the effects of individual factors of PSM on OP in China in a tightly controlled bureaucratic environment, where related data are hardly accessible.

scholarly journals Employee Perception of the Impact of New Technology on Organizational Performance: A Case Study of Anuzo Palm Kernel Oil, Emene, Enugu, Nigeria

2020 ◽  
pp. 64-70
Author(s):  
Nneka Egbosionu
Keyword(s):  
Organizational Performance ◽  
New Technology ◽  
Palm Kernel ◽  
Employee Perception ◽  
Business Climate ◽  
Palm Kernel Oil ◽  
Kernel Oil ◽  
Survey Technique ◽  
The Impact

This study was a critical analysis of the employee perception of the impact of new technology on organizational performance. It was motivated by the often reported employee misalignment with the organizational objective of enthroning new technology as a way of staying afloat in the competition-ridden business climate. The objectives were to: Ascertain the perceived influence of acquisition of new technology on customer loyalty at Anuzo palm Kernel oil in Enugu, and to (ii) determine the extent to which introduction of new methods of production affects customer repeat purchase at Anuzo Kernel palm oil in Enugu. The study employed a quantitative situation analysis study (SAS) approach. In this approach, the quantitative opinion survey technique was employed in gathering data. The data were analyzed statistically. The result of the study shows that the employee of the organization, therefore, sees it as a medium towards effective management and consistent delivery of services to customers which in turn brings about repeated purchases and loyalty from the customers.

scholarly journals THE RELATIONSHIP BETWEEN PUBLIC SERVICES MOTIVATION AND ETHICAL LEADERSHIP WITH ORGANIZATION PERFORMANCE AT MILITARY TRAINING ACADEMY, NDUM.

2021 ◽  
Vol 4 (18) ◽  
pp. 01-08
Author(s):  
Fauzahani Pairan ◽  
Jessica Hai Liaw Ong ◽  
Mohd Juraimy Kadir ◽  
Nora Ibrahim
Keyword(s):  
Organizational Performance ◽  
Public Service ◽  
Ethical Leadership ◽  
Public Interest ◽  
High Performance ◽  
Military Training ◽  
Public Service Motivation ◽  
Quantitative Research Methods ◽  
The Public ◽  
The Relationship

A public organization is an important sector in the administration of the Nation and it needs to remain relevant and accepted by society. The sub-sector such as services and security are the most important organizations that require high performance in society and the country to ensure security is always guaranteed. Military Training Academy, NDUM is an organization involved in various security and humanitarian operations either nationally or internationally. Accordingly, this study was conducted to assess employee motivation in public service activities by using the Public Service Motivation Model (PSM). The elements contained in the model are an attraction to public policymaking, commitment to the public interest, self-sacrifice, compassion, and ethical leadership. This study aims to analyze the relationship between Public Service Motivation (PSM) and organizational performance with ethical leadership among employees in Military Training Academy, NDUM. Quantitative research methods were used and questionnaires have been distributed to staff and instructors in Military Training Academy, NDUM, located in Kuala Lumpur by distributing the questionnaire and analyzed using SPSS 19. The results of this study showed that the attraction towards public policy-making (t=1.927, p>0.01), commitment to public interest (t=0.289, p>0.01), self-sacrifice (t=1.623, p>0.01), compassion (t=0.704, p>0.01) and ethical leadership (t=7.071, p<0.01). Ethical leadership encourages employees to participate in community service programs and improve organizational performance.

scholarly journals Enhancing Integrity to Strengthen Organizational Performance of Local Authorities in Malaysia

2018 ◽  
Vol 7 (2.29) ◽  
pp. 326
Author(s):  
Ahmad Fadzli Ahmad Tajuddin ◽  
Anis Yusal Yusoff ◽  
Mohd Rezaidi Ishak
Keyword(s):  
Organizational Performance ◽  
Continuous Improvement ◽  
Public Service ◽  
Feedback Loop ◽  
Significant Contribution ◽  
Local Community ◽  
Main Theme ◽  
Local Authorities ◽  
Over Time

The main theme of this paper encompasses on the operationalization of the notion of integrity focusing on the performance of local authorities (LAs) in Malaysia. Specifically, the study applies the Community Integrity Building (CIB) concept which highlighted on the significant contribution of tripartite parties in gearing for better organizational performance namely community monitors, contractors and LAs. Furthermore, CIB creates an enhanced feedback loop of continuous improvement and vigilance, creating better community over time. The study also pioneered on measuring of fix rate methodology and integrity approach objectively; thus bridging the gap between conceptualization and operationalization spectrum. Finally, the paper concludes by enlightening and giving some insights on the potentials of CIB approach and changing the typical art of doing things in public service especially with regards to integrity agenda vis-‘a-vis building stronger local community.              

scholarly journals Aktualisasi Budaya Inovasi Pada Organisasi Sektor Publik

2018 ◽  
Vol 14 (3) ◽  
pp. 249-266
Author(s):  
Kemal Hidayah ◽  
Mayahayati Kusumaningrum ◽  
Fani Heru Wismono ◽  
Rustan Amarullah
Keyword(s):  
Organizational Performance ◽  
Continuous Improvement ◽  
Public Service ◽  
Holistic Model ◽  
Team Collaboration ◽  
Budget Support ◽  
Innovation Culture ◽  
Innovative Leadership ◽  
Public Sector Organizations ◽  
Descriptive Approach

Innovation is the key to improve organizational performance. The development presently requires the actualization of innovation culture as a continuous improvement in the organizations' services. This paper presents an overview of the application of innovation culture in public sector organizations namely Investment and Integrated Licensing Offices (DPMPTSP) of Samarinda City, as well as factors that influence the success of actualizing the culture of innovation in this organization. This research is a qualitative research with a descriptive approach. The application of an innovation culture in DPMPTSP of Samarinda City has been relatively optimal, as evidenced by the various achievements and awards that have been achieved. Afterwards, the factors that influence the success of the actualization of innovation culture in DPMPTSP of Samarinda City are mainly by visionary and innovative leadership, reliable human resources, high team collaboration, and budget support. In addition, it can also be analyzed that the innovation culture in this organization has relatively implemented a holistic model of innovation culture. Keywords : Innovation, Innovation Culture, Organization, Public Service Abstrak Inovasi merupakan kunci untuk meningkatkan performa organisasi. Perkembangan zaman menuntut aktualisasi atas budaya inovasi sebagai perbaikan terus menerus atas pelayanan organisasi yang ada. Tulisan ini menyajikan gambaran mengenai penerapan budaya inovasi dalam organisasi sektor publik yakni DPMPTSP Kota Samarinda, serta faktor-faktor apa saja yang mempengaruhi keberhasilan aktualisasi budaya inovasi dalam organisasi tersebut. Penelitian ini merupakan penelitian kualitatif dengan pendekatan deskriptif. Hasil penelitian ini menunjukkan bahwa penerapan budaya inovasi di DPMPTSP Kota Samarinda relatif sudah berjalan optimal, terbukti dengan berbagai capaian dan penghargaan yang telah dihasilkan. Adapun faktor-faktor yang mempengaruhi keberhasilan aktualisasi budaya inovasi di DPMPTSP Kota Samarinda utamanya adalah kepemimpinan visioner dan inovatif, sumberdaya manusia yang handal, kerjasama tim yang tinggi, dan dukungan anggaran. Selain itu, juga dapat dianalisis bahwa budaya inovasi pada organisasi ini relatif sudahmenerapkan model holistik budaya inovasi.  Kata Kunci : Inovasi, Organisasi, Budaya Inovasi, Pelayanan Publik

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