Changing role of HRM in the public sector

Abstract

This article has been republished with minor changes. These changes do not impact the academic content of the article.

The Expression of Managerial Leadership in Social Service Organizations

“…Stoner et al, 2006 distinguish the "four C" model that reveals the results of management in the human resource management process, in which the expression of leadership is important: commitment, competence, congruence, cost-effectiveness. These components of the model allow us to explain the guidelines of managerial leadership in terms of commitment, competence, congruence, and cost-effectiveness (Chlivickas, Papšienė, & Papšys, 2010;Chlivickas & Luckutė, 2016;Brunetto & Beattie, 2020). The ever-changing social environment poses new challenges for the social services sector, society, community, so the manager must not only perform his / her direct management and leadership functions but also become an organizer and innovator of management practice (Lynch-Cerullo & Cooney, 2011;Carnochan et al, 2019;Hwang, 2019).…”

Does Organizational Politics in Public Sector Mediates the Impact of Recruitment and Selection on Employee Performance

“…Human resource management practices are an important function of an organization. It helps in increasing employee motivation and enhancing performance (Brunetto & Beattie, 2019). Globalization, technological advancement, and economic recession have made firms highly competitive (Niles, 2013).…”

“…Extant literature suggests that human resource practices are an important constituent for all types of businesses, including the manufacturing sector (Hee et al, 2018; public sector (Brunetto & Beattie, 2019) the health care sector (Pillai, Senthilraj & Swaminathan, 2019); and the private sector (Mangi, Jhatial, Shah, & Ghumro, 2012). Organizational politics has different facets, including nepotism and favoritism (Chukwuma, Agbaeze, Madu, Nwakoby & Icha-Ituma, 2019;Shneikat, Abubakar & Ilkan, 2016).…”

Are we on the same page?

“…Job satisfaction is a commonly studied concept when it comes to employee well-being . Nowadays, increased levels of work load, as a result of downsizing, organizational reforms, and pressure to perform better with fewer resources, can compromise public employees' well-being (Borst, 2018b;Brunetto & Beattie, 2020;Tummers et al, 2015). Making sure public employees remain satisfied with their job is not only of importance from the perspective of taking care of employees, but is also important in making sure essential services, like high quality education or health care, are adequately provided (Cantarelli et al, 2016).…”

“…The devolution of HR responsibilities to line managers, with greater flexibility and freedom in dealing with staff issues, challenges the uniform implementation of HR practices. In this respect, a relevant question for public organizations is whether they can maintain the model employer role that has traditionally set them apart from organizations in the private sector (Brown, 2004;Shim, 2001;Brunetto & Beattie, 2020). NPM reforms have resulted in movements along the public-private continuum, including greater variations between public organizations.…”