Taking Public Administration Seriously: Beyond Humanism and Bureaucrat Bashing
In: Administration & society, Band 37, Heft 1, S. 116-125
ISSN: 1552-3039
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In: Administration & society, Band 37, Heft 1, S. 116-125
ISSN: 1552-3039
In: Public administration: an international journal, Band 9, Heft 3, S. 349-352
ISSN: 1467-9299
In: Administrative theory & praxis: ATP ; a quarterly journal of dialogue in public administration theory, Band 34, Heft 1
ISSN: 1084-1806
In: Administrative theory & praxis: ATP ; a quarterly journal of dialogue in public administration theory, Band 29, Heft 3, S. 484-491
ISSN: 1084-1806
In: Administrative theory & praxis: ATP ; a quarterly journal of dialogue in public administration theory, Band 23, Heft 4, S. 507-528
ISSN: 1084-1806
Purpose – Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch. Design/methodology/approach – To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations capable of verifying if these are antecedent or not of the turnover intention levels in a sample comprising 228 civil servants. Findings – The validation of a model of structural equations unveiled a statistically relevant relation of dependence among values, expectations and the affective commitment to the organization. Moreover, engagement proved to be a mediator of the relation between the other variables and the turnover intention. Originality/value – The work contributed to literature by presenting evidence that low expectations among civil servants bring low affective commitment which, in turn, leads to higher willingness to quit organizations. On the other hand, the same model showed that self-transcendent values, typical to the public career (serve the public), prevail among civil servants and positively impact commitment. This scenario shows that in people management all these elements of values and expectations must be worked on to reduce the number of civil servants that quit the government every year, as well as the high costs associated with quitting.
BASE
In: RAUSP management journal, Band 53, Heft 3, S. 366-384
ISSN: 2531-0488
Purpose
Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch.
Design/methodology/approach
To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations capable of verifying if these are antecedent or not of the turnover intention levels in a sample comprising 228 civil servants.
Findings
The validation of a model of structural equations unveiled a statistically relevant relation of dependence among values, expectations and the affective commitment to the organization. Moreover, engagement proved to be a mediator of the relation between the other variables and the turnover intention.
Originality/value
The work contributed to literature by presenting evidence that low expectations among civil servants bring low affective commitment which, in turn, leads to higher willingness to quit organizations. On the other hand, the same model showed that self-transcendent values, typical to the public career (serve the public), prevail among civil servants and positively impact commitment. This scenario shows that in people management all these elements of values and expectations must be worked on to reduce the number of civil servants that quit the government every year, as well as the high costs associated with quitting.
Abstract Purpose Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch. Design/methodology/approach To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations capable of verifying if these are antecedent or not of the turnover intention levels in a sample comprising 228 civil servants. Findings The validation of a model of structural equations unveiled a statistically relevant relation of dependence among values, expectations and the affective commitment to the organization. Moreover, engagement proved to be a mediator of the relation between the other variables and the turnover intention. Originality/value The work contributed to literature by presenting evidence that low expectations among civil servants bring low affective commitment which, in turn, leads to higher willingness to quit organizations. On the other hand, the same model showed that self-transcendent values, typical to the public career (serve the public), prevail among civil servants and positively impact commitment. This scenario shows that in people management all these elements of values and expectations must be worked on to reduce the number of civil servants that quit the government every year, as well as the high costs associated with quitting.
BASE
Purpose – Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch. Design/methodology/approach – To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations capable of verifying if these are antecedent or not of the turnover intention levels in a sample comprising 228 civil servants. Findings – The validation of a model of structural equations unveiled a statistically relevant relation of dependence among values, expectations and the affective commitment to the organization. Moreover, engagement proved to be a mediator of the relation between the other variables and the turnover intention. Originality/value – The work contributed to literature by presenting evidence that low expectations among civil servants bring low affective commitment which, in turn, leads to higher willingness to quit organizations. On the other hand, the same model showed that self-transcendent values, typical to the public career (serve the public), prevail among civil servants and positively impact commitment. This scenario shows that in people management all these elements of values and expectations must be worked on to reduce the number of civil servants that quit the government every year, as well as the high costs associated with quitting
BASE
Purpose Understanding the reasons that lead civil servants to abandon their offices is an important step towards qualifying personnel management in the Federal Administration. The purpose of this study is to present an initial approach to the subject and to investigate variables that favor or reduce the turnover intention among civil servants in the Federal Executive Branch. Design/methodology/approach To fulfill the objective stated, the study resorted to variables of values, expectations and affective commitment to the organization. Variables were tested in a model of structural equations capable of verifying if these are antecedent or not of the turnover intention levels in a sample comprising 228 civil servants. Findings The validation of a model of structural equations unveiled a statistically relevant relation of dependence among values, expectations and the affective commitment to the organization. Moreover, engagement proved to be a mediator of the relation between the other variables and the turnover intention. Originality/value The work contributed to literature by presenting evidence that low expectations among civil servants bring low affective commitment which, in turn, leads to higher willingness to quit organizations. On the other hand, the same model showed that self-transcendent values, typical to the public career (serve the public), prevail among civil servants and positively impact commitment. This scenario shows that in people management all these elements of values and expectations must be worked on to reduce the number of civil servants that quit the government every year, as well as the high costs associated with quitting.
BASE
In: Organization: the interdisciplinary journal of organization, theory and society, Band 29, Heft 4, S. 770-780
ISSN: 1461-7323
Administration draws its legitimacy from neutrality in cultural contexts where power relations are shaped by gendered norms. Neutrality bestows legitimacy where power is vested in the male generative force and is heritable. In the public sphere, neutrality renders administration nonthreatening to politicians and justifies administrators' use of discretion despite their lack of democratic accountability and oversight. We examine historical and cultural roots of administrative neutrality as embodied by the physiologically transformed man and the resulting genderedness of public administration. We highlight two examples of power and sexuality in anime and different implications of neutered maleness. We also discuss enforced administrative neutrality in practice—the Hatch Act in the United States—which prevents administrators from engaging in political activity, rendering them "political eunuchs."
In: American review of public administration: ARPA, Band 17, Heft 1, S. 54
ISSN: 0275-0740
Recent governmental interventions in Public Administration, (such as annulment of Ministry of Public Order and alteration to Sub Ministry of Interior, Public Administration and Decentralization, annulment of General Secretariats, e.t.c) bring at forefront the, always crucial, matters of modernization of the Country's Administrative Structures, crack on bureaucracy, etc.
BASE
In: International journal of public administration: IJPA, Band 34, Heft 1, S. 59-65
ISSN: 0190-0692
In: International journal of public administration: IJPA, Band 28, Heft 11-12, S. 943-956
ISSN: 0190-0692