Public sector employees in a challenging work environment

Steen, Trui; Schott, Carina

doi:10.1111/padm.12572

Cited by 21 publications

(16 citation statements)

References 40 publications

(39 reference statements)

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“…While several past studies suggested that the activities of automation would replace human labor [5], other studies revealed that the knowledge worker and machine will complement each other [24][25][26]. Very little of the existing literature could highlight how knowledge workers' activities and automation have changed the entire structure of the organization.…”

Section: Contribution To the Literaturementioning

confidence: 99%

The Impact of Automation and Knowledge Workers on Employees’ Outcomes: Mediating Role of Knowledge Transfer

Mote

Karadaş

2022

Sustainability

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While there are existing empirical reviews regarding the relation between knowledge workers (KW) and knowledge transfer (KT), no study has examined the association of automation and knowledge transfer. The study describes knowledge workers as employees embedded with special abilities and having the main role of transfering their abilities to other workers in the organization. Additionally, automation (AUT) is described in the study as a technological process embedded with tacit knowledge. Therefore, using knowledge worker productivity theory and the technology acceptance model, this study aims to recommend and test a research model which examines the mediating role of knowledge transfer between automation, knowledge workers, and employee outcomes (employee creativity (EC) and innovative performance (IP)). The study evaluates the significant influence of knowledge transfer on innovative performance and creativity of other employees within the organization. This study applied a judgmental non-probability sampling research strategy to gather data from employees at an industrial firm in Japan by administering a questionnaire via Google Form. The data were analyzed with partial least squares based on structural equation modeling aimed at testing the predictive power and relationships of the model estimates. The results found support for the mediating role of knowledge transfer between automation and employee creativity as well as between automation and innovative performance. However, the study found partial support that knowledge transfer mediates the relationship between knowledge worker and employee creativity, as well as knowledge worker and innovative performance. In the same, automation and knowledge workers have significant impacts on knowledge transfer. Knowledge transfer has a significant impact on employee creativity and innovative performance.

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Section: Contribution To the Literaturementioning

confidence: 99%

The Impact of Automation and Knowledge Workers on Employees’ Outcomes: Mediating Role of Knowledge Transfer

Mote

Karadaş

2022

Sustainability

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“…This can be interpreted as a worrying trend as research suggests that the increasing workload is unfortunate to organizational performance because it fosters intentions to quit one’s job and it lowers job satisfaction (Gould-Williams et al, 2014). This makes it important for HRM studies to increase our understanding of how public sector employees can be managed in a challenging work environment (Bauwens et al, 2019a; Steen & Schott, 2019).…”

Section: Introductionmentioning

confidence: 99%

The Role of Feedback Quality and Organizational Cynicism for Affective Commitment Through Leader–Member Exchange

Audenaert

Heijden

Rombaut³

et al. 2020

Review of Public Personnel Administration

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Affective commitment is crucial for employees to guarantee that they adhere to organizational interests and goals, but not self-evident for street-level bureaucrats who have a great deal of discretionary freedom in doing their work. Street-level bureaucrats can deviate from organizational goals during the execution of custom-fit solutions, and particularly so when they are cynical toward their organization. To increase affective commitment among street-level bureaucrats, leaders may play an important role by providing qualitative feedback and having a high-quality leader–member exchange relationship with their team members. We examined the cross-level interaction of leaders’ feedback quality and police officers’ organizational cynicism in relation with affective commitment through Leader–Member eXchange (LMX). Building on theorizing on human resource (HR) attributions and on the assumption in social exchange theory that individuals engage in different reciprocation efforts, we expected that police officers who are more cynical toward their organization would be hesitant to reciprocate with more commitment to their organization when their leader’s feedback quality is low. Our findings in a sample of 266 police officers nested in 71 teams supported this expectation. Hence, this study contributes to a better understanding of how to foster the affective commitment of employees who have discretion in their work. Feedback quality appears to be crucial, both for LMX and affective commitment, and this particularly for police officers who are more cynical about their organization.

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“…For instance, studies have reported significant institutional and social factors in terms of productivity, trust in government, improved management practices, and accountability in the public sector [51]. However, performance management is also considered a significant factor, since public sector employees are expected to perform well in a challenging work environment [52]. Finally, the public sector is considered significant in terms of strategic management.…”

Section: Public Sector Downsizingmentioning

confidence: 99%

Public Sector Downsizing and Public Sector Performance: Findings from a Content Analysis

Kazho

Atan

2022

Sustainability

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The current literature suggests that downsizing is a popular strategy among public sector managers to improve organizational efficiency, effectiveness, and performance. To extend this line of research, this study aims to empirically examine the effects of public sector downsizing on organizational performance in the context of the Kurdistan Region of Iraq. To determine the effects of the subdimensions of public sector downsizing on the subdimensions of public sector performance, a conceptual model is developed and examined based on qualitative data collected from a sample of 20 public sector managers in various organizations in the Kurdistan Region of Iraq. Content analysis of the interviews reveals that, as a subdimension of public sector downsizing, privatization is suggested to link to the subdimensions of public sector performance. Implications of the findings for theory and practice are discussed, and avenues for future research are recommended.

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Public sector employees in a challenging work environment

Cited by 21 publications

References 40 publications

The Impact of Automation and Knowledge Workers on Employees’ Outcomes: Mediating Role of Knowledge Transfer

The Impact of Automation and Knowledge Workers on Employees’ Outcomes: Mediating Role of Knowledge Transfer

The Role of Feedback Quality and Organizational Cynicism for Affective Commitment Through Leader–Member Exchange

Public Sector Downsizing and Public Sector Performance: Findings from a Content Analysis

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