Review of Public Personnel Administration最新文献

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The Stay Interview: A Tool for Retention 住宿面试：留住人才的工具

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-05-06 DOI: 10.1177/0734371x221093612

M. Bradbury, M. Martin, Elizabeth Yokley-Krige

引用次数: 0

Teleworking at Different Locations Outside the Office: Consequences for Perceived Performance and the Mediating Role of Autonomy and Work-Life Balance Satisfaction 办公室外不同地点的远程工作：感知绩效的后果以及自主性和工作与生活平衡满意度的中介作用

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-05-04 DOI: 10.1177/0734371X221087421

Samantha Metselaar, L. den Dulk, B. Vermeeren

Enhanced communication technologies increasingly allow us to work anytime and anywhere. Many organizations have moved from traditional offices to flexible workplaces in which employees are allowed to vary their work hours and work at different locations both outside and inside the office. So far, findings are inconclusive regarding the effects of teleworking and few studies have examined its use by employees. Our study, which addresses the pre-COVID-19 context, is based on COR theory and explores how employees working in a Dutch public sector organization (N = 873) use teleworking and what the consequences of this are for individual perceived performance. With respect to teleworking, we focus on time spent working from home and time spent working elsewhere. To test hypotheses, we conducted SEM in AMOS using a two-step approach. Mediation analysis showed that the paths from teleworking to performance via autonomy and work-life balance satisfaction were significant for working from home.

增强的通信技术使我们能够随时随地工作。许多组织已经从传统的办公室转向灵活的工作场所，允许员工改变工作时间，在办公室内外的不同地点工作。到目前为止，关于远程工作的影响，研究结果还没有定论，也很少有研究调查员工对远程工作的使用。我们的研究以COR理论为基础，探讨了荷兰公共部门组织（N = 873）使用远程工作，以及这对个人感知表现的影响。关于远程工作，我们关注在家工作的时间和在其他地方工作的时间。为了检验假设，我们使用两步方法在AMOS中进行SEM。中介分析表明，从远程工作到自主绩效和工作与生活平衡满意度的路径对在家工作具有重要意义。

引用次数: 7

Blurred Lines: Exploring the Impact of Change Complexity on Role Clarity in the Public Sector 模糊的界限:探索公共部门变化复杂性对角色清晰度的影响

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-05-04 DOI: 10.1177/0734371x221093573

Stéphanie Verlinden, J. Wynen, Bjorn Kleizen, K. Verhoest

Over the past few decades, social, economic, and political developments have forced public organizations to continuously adapt to changing circumstances, casting them in ongoing cycles of organizational change. The continuous introduction of various types of change in an employee’s work environment may generate substantial levels of role ambiguity, which in turn could hamper performance and satisfaction. Given the increasing degree of change complexity in the public sector, it is surprising that no research has investigated whether more complex change is associated with greater reductions in role clarity. To gain a better understanding of how change complexity impacts organizations and their employees, we analyze survey data from the Australian Public Service Employee Census using propensity score matching. Results indicate that increasing levels of change complexity results in greater reductions of role clarity, suggesting that change trajectories sometimes exceed employees’ capability to adapt.

在过去的几十年里，社会、经济和政治的发展迫使公共组织不断适应不断变化的环境，使它们处于组织变革的持续循环中。在员工的工作环境中不断引入各种类型的变化可能会产生相当程度的角色模糊，这反过来又会阻碍绩效和满意度。鉴于公共部门变化的复杂性日益增加，令人惊讶的是，没有研究调查更复杂的变化是否与角色清晰度的更大降低有关。为了更好地理解变化复杂性如何影响组织及其员工，我们使用倾向得分匹配分析了澳大利亚公共服务员工普查的调查数据。结果表明，变化复杂性的增加会导致角色清晰度的降低，这表明变化轨迹有时会超出员工的适应能力。

引用次数: 4

2020 vision? A retrospective study of time-bound curative claims in British and Irish newspapers. 2020 年的愿景？对英国和爱尔兰报纸上有时限的治疗主张的回顾性研究。

IF 5.3 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-04-28 Print Date: 2022-05-01 DOI: 10.3399/bjgp22X719261

Douglas Gj McKechnie, M Ahmed Rashid, Margaret McCartney

引用次数: 0

How Leader’s Red Tape Interacts With Employees’ Red Tape From the Lens of the Job Demands-Resources Model 从工作需求资源模型看领导的繁文缛节如何与员工的繁文细节互动

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-04-26 DOI: 10.1177/0734371X221087420

Jolien Muylaert, Adelien Decramer, Mieke Audenaert

Currently, the public sector is undergoing a major digital transformation. Although this digitization is seen as a positive transformation, digital tools can also put additional job demands on employees, resulting in negative HR outcomes. An example of a job demand resulting from such digital tools is red tape. By building on the job demands-resources model, we developed a theoretical model investigating the relationship between red tape originating from digital tools and turnover intention. Our data analysis (N = 779 teachers; 91 school leaders) provides evidence for a positive indirect relationship between red tape originating from digital tools and turnover intention, through emotional exhaustion. Additionally, our results also suggest that the amount of red tape perceived by an employee’s leader will exacerbate the strength of this indirect relationship, hereby providing evidence that a factor at leader-level can exacerbate effects on a lower level.

目前，公共部门正在经历一场重大的数字化转型。尽管这种数字化被视为一种积极的转变，但数字工具也会给员工带来额外的工作需求，从而导致负面的人力资源结果。这种数字工具产生的就业需求的一个例子是繁文缛节。在工作需求-资源模型的基础上，我们建立了一个理论模型，研究了源自数字工具的繁文缛节与离职意向之间的关系。我们的数据分析（N = 779名教师；91名学校领导）提供了证据，证明源自数字工具的繁文缛节与通过情绪衰竭的离职意向之间存在积极的间接关系。此外，我们的研究结果还表明，员工领导所感知的繁文缛节数量会加剧这种间接关系的强度，从而提供证据表明，领导层面的因素会加剧对较低层面的影响。

引用次数: 0

When Perceptions of Public Service Harms the Public Servant: Predictors of Burnout and Compassion Fatigue in Government 当公共服务的感知伤害公务员:政府倦怠和同情疲劳的预测因子

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-04-25 DOI: 10.1177/0734371x221081508

Brenda Sciepura, Elizabeth Linos

Public servants’ mental health can impact how, how well, and to whom services are delivered. In this article, we extend the Job Demands-Resources (JD-R) framework to consider whether employees’ perceptions of themselves, their co-workers, and beneficiaries predict higher psychological distress during the COVID-19 pandemic. Through a survey of state and local public servants (n = 3,341), we report alarming rates of psychological distress: one in three employees are burnt out and one in five are experiencing compassion fatigue. Those who view government as the place to make a difference, and those who perceive co-workers as competent, are less likely to report distress. Those who attribute poverty to systemic factors, and not to individual flaws of beneficiaries, experience higher distress. These findings suggest an urgent need to prioritize public servant mental health, and show that individual perceptions of self and others can predict variation in psychological distress, even in periods of widespread crisis.

公务员的心理健康可以影响服务提供的方式、质量和对象。在本文中，我们扩展了工作需求-资源(JD-R)框架，以考虑员工对自己、同事和受益人的看法是否会在COVID-19大流行期间预测更高的心理困扰。通过对国家和地方公务员(n = 3341)的调查，我们报告了令人震惊的心理困扰率:三分之一的员工感到倦怠，五分之一的员工感到同情疲劳。那些认为政府是一个可以发挥作用的地方，以及那些认为同事有能力的人，不太可能报告痛苦。那些将贫困归咎于系统因素，而不是受益人个人缺陷的人，会经历更大的痛苦。这些发现表明迫切需要优先考虑公务员的心理健康，并表明个人对自我和他人的看法可以预测心理困扰的变化，即使是在广泛的危机时期。

引用次数: 0

Wellbeing During a Crisis: A Longitudinal Study of Local Government Civil Servants 危机中的幸福感:对地方政府公务员的纵向研究

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-03-11 DOI: 10.1177/0734371x221084104

Joëlle van der Meer, B. Vermeeren, B. Steijn

The COVID-19 crisis has affected numerous areas of civil servants’ working life. We investigate, using the JD-R model, the impact of the current crisis on civil servants’ wellbeing. Furthermore, we argue that the COVID-19 pandemic might have different consequences for civil servants with various role perceptions. We distinguish between traditional, NPM, and NPG civil servants. A longitudinal survey ( N = 569) has shown that: (a) wellbeing decreased over a 6-months period; (b) job demands, including work pressure and work-life disbalance, negatively influence wellbeing; and job resources, including autonomy, task variety, and social support, positively influence wellbeing. In terms of personal resources, self-efficacy positively influences wellbeing; and (c) civil servants’ role perception directly influences wellbeing. Although the effect is small, we found an interaction effect in the relation between leader support and burnout for NPG civil servants. The consequences of these findings for HR strategies related to civil servants’ wellbeing are discussed.

新冠肺炎危机影响了公务员工作生活的许多领域。我们使用JD-R模型调查当前危机对公务员福利的影响。此外，我们认为COVID-19大流行可能对具有不同角色观念的公务员产生不同的后果。我们区分了传统的、NPM的和NPG的公务员。一项纵向调查(N = 569)表明:(A)幸福感在6个月的时间内下降;(b)工作要求，包括工作压力和工作与生活的不平衡，对幸福感产生负面影响;工作资源，包括自主性、任务多样性和社会支持，对幸福感有积极影响。在个人资源方面，自我效能正向影响幸福感;(三)公务员角色认知直接影响幸福感。虽然影响不大，但我们发现NPG公务员的领导支持与倦怠之间存在交互作用。这些研究结果对与公务员福利相关的人力资源战略的影响进行了讨论。

引用次数: 2

Whistleblowing in the Public Sector: A Systematic Literature Review 公共部门的举报:系统的文献综述

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-03-02 DOI: 10.1177/0734371X221078784

M. Kang

Public administration scholars have provided a variety of theoretical insights to understand bureaucratic whistleblowing, and have emphasized its ethical, legal, and practical rationales in the context of democratic bureaucracy. To enhance our understanding of this principled dissent behavior in the public sector, this study systematically reviews 71 whistleblowing articles and dissertations that address three aspects in the literature: (1) definitions and theories; (2) methods and data, and (3) factors associated with whistleblowing intention and behavior. The findings show public administration whistleblowing research typically uses Near and Miceli’s definition, grounded on psychology, ethics, and human resource management (HRM) theories. Methodologically, there is a notable recent trend in the growth of empirical research using survey data, and equal attention has been paid to both whistleblowing intention and behavior variables. Based on the review findings, the study discusses two issues—definitional and theoretical—and presents four research agendas for future bureaucratic whistleblowing scholarship.

公共行政学者为理解官僚告密提供了各种理论见解，并在民主官僚的背景下强调了其伦理、法律和实践依据。为了加深我们对公共部门这种原则性异议行为的理解，本研究系统地回顾了71篇举报文章和论文，这些文章和论文涉及文献中的三个方面：（1）定义和理论；（2）方法和数据，以及（3）与举报意图和行为相关的因素。研究结果表明，公共行政举报研究通常使用Near和Miceli基于心理学、伦理学和人力资源管理理论的定义。从方法上讲，最近使用调查数据的实证研究出现了显著的增长趋势，举报意图和行为变量都受到了同等的关注。基于综述结果，本研究讨论了定义和理论两个问题，并提出了未来官僚告密学术的四个研究议程。

引用次数: 5

Up the Chain: Gendered Mentoring in the U.S. Army 上链：美国军队的性别辅导

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-02-21 DOI: 10.1177/0734371X221076770

Shannon Portillo, A. Smith, Alesha E. Doan

For careers in public service, meritocracy is espoused and idealized with formal structures for advancement. However, career development is also relational. Scholars have long discussed the benefits of mentoring both for psychosocial support and career advancement in organizations. While mentoring is recognized as important for career advancement, less is known about the nature of mentoring in male-dominated public sector organizations. In this paper we explore how mentoring functions in the U.S. Army—a male-dominated public service organization. Using data from a mixed method study, including survey data from approximately 1,200 Army personnel and analysis of 27 focus groups with 198 participants, we find that mentoring quality matters for all employees, but it matters more for women. We also find that mentoring is gendered, shaping the career trajectories of women and men in different ways.

对于公共服务领域的职业，精英政治受到支持，并被理想化为正式的晋升结构。然而，职业发展也是有关系的。学者们长期以来一直在讨论辅导对组织的心理社会支持和职业发展的好处。虽然辅导被认为对职业发展很重要，但对男性主导的公共部门组织中辅导的性质知之甚少。在这篇论文中，我们探讨了指导在美国军队中的作用——一个男性主导的公共服务组织。使用一项混合方法研究的数据，包括来自约1200名陆军人员的调查数据，以及对27个重点小组198名参与者的分析，我们发现辅导质量对所有员工都很重要，但对女性更重要。我们还发现，辅导是性别化的，以不同的方式塑造了女性和男性的职业轨迹。

引用次数: 1

Putting the Humanity Back Into Public Human Resources Management: A Narrative Inquiry Analysis of Public Service in the Time of COVID-19 将人性回归公共人力资源管理:新冠肺炎时代公共服务的叙事探究分析

IF 3.9 3区管理学 Q1 PUBLIC ADMINISTRATION

Review of Public Personnel Administration

Pub Date : 2022-01-22 DOI: 10.1177/0734371x211069656

Sarah Berry, Maren B. Trochmann, Judith L. Millesen

Amid a global pandemic, unprecedented numbers of citizens relied on essential public employees as lifelines for their health, safety, and connectedness to the broader community. These public servants worked tirelessly through collective trauma to ensure their neighbors had what was needed to maintain some semblance of a routine in an otherwise unpredictable environment. This article uses narrative inquiry to examine the implications of the COVID-19 pandemic disruption on the public sector workplace, the quality of work life, and to investigate how employees coped during the crisis. Our research reports on interviews with 43 front-line and behind-the-scenes public employees who describe how they coped, maintained their public service motivation, and worked through increased demands for emotional labor in this new work-life environment. The findings suggest the need for human resources policies that allow for a flexible, reflective, holistic, and person-centered approach.

在全球大流行期间，数量空前的公民依赖重要的公共雇员作为其健康、安全和与更广泛社区联系的生命线。这些公务员不知疲倦地克服集体创伤，以确保他们的邻居在一个不可预测的环境中保持一些日常生活所需要的东西。本文采用叙事探究的方法，考察了2019冠状病毒病大流行对公共部门工作场所和工作生活质量的影响，并调查了员工在危机期间的应对方式。我们的研究报告采访了43名一线和幕后的公共雇员，他们描述了他们如何应对、保持他们的公共服务动机，以及在这种新的工作生活环境中对情绪劳动的需求增加。研究结果表明，需要制定灵活、反思、全面和以人为本的人力资源政策。

引用次数: 0

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