The Increased Importance of Sector Switching: A Study of Trends Over a 27-Year Period

Frederiksen, Anders; Hansen, Jesper Rosenberg

doi:10.1177/0095399714555750

Cited by 20 publications

(22 citation statements)

References 26 publications

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“…Conversely, we found private sector experience to be positively related to turnover. This is not surprising as the public sector companies exhibit strong public sector elements, and job changes have been shown to be more frequent among employees in the private sector (Frederiksen and Hansen ).…”

Section: Resultsmentioning

confidence: 96%

Employee Turnover in Hybrid Organizations: The Role of Public Sector Socialization and Organizational Privateness

Krøtel

Villadsen

2015

Public Administration

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Public sector reforms are increasingly blurring the boundaries between the public and private sectors, making way for hybrid organizations existing between the two sectors. While research has begun to explore organizational hybridity and how it affects employee identities and outcomes, knowledge about employee behaviour in hybrid organizations is scarce. Public-private hybrid organizations face the challenge of balancing some degree of privateness with traditional public sector practices and values. In this article we focus on public sector companies as an increasingly prevalent type of hybrid organization, and how employee turnover is affected by the degree of organizational privateness. We suggest that highly socialized public sector employees are more likely to leave when their organization exhibits higher levels of privateness. In an empirical study of all employees in public sector companies in Denmark we find support for this theory. The article contributes new knowledge about employee turnover dynamics and how the balance of opposing demands in hybrid organizations has implications for employee behaviour.Values and practices rooted in the private sector have increasingly been introduced into the public sector with the aim of boosting efficiency and quality in service delivery (Waring 2015). Following these reforms, public sector employees across a wide range of work areas have had to adapt to new ways of doing things. Studies have described in detail the content and prevalence of such reforms as well as the overall outcomes achieved. However, so far less attention has been devoted to the internal side of the organizations and how increased privateness affects employees in public organizations.Recent research interest in organizational hybridity has increased the understanding of individuals' response when organizations pursue contradictory demands (Buffat 2014; Skelcher and Smith 2015). For instance, studies have shown how medical managers develop new identities when managerialist thinking enters the field of healthcare (McGivern et al. 2015) and practices in public-private research centres (Gulbrandsen et al. 2015). This research is important as it increases our understanding of how the public sector reacts to the introduction of values and practices traditionally associated with the private sector of the economy. In this article we build on this research and aim to further this line of study by exploring how employees respond to increased public-private hybridity. We focus on two crucial dimensions. First, drawing inspiration from the dimensions of publicness theory (Bozeman and Bretschneider 1994), we focus on the degree to which a (public) organization is affected by elements from the private sector; and second, on the degree to which an employee is socialized into the public sector through working experience (Becker and Connor 2005;Petrovsky et al. 2015). We argue that the more pronounced the organizational privateness, the more strongly is an employee's public sector socialization positively related...

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Section: Resultsmentioning

confidence: 96%

Employee Turnover in Hybrid Organizations: The Role of Public Sector Socialization and Organizational Privateness

Krøtel

Villadsen

2015

Public Administration

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“…This model is characterized by flexible rules for hiring and firing supplemented by a generous social security system (Andersen and Svarer 2007). It should be noted that despite flexible rules for hiring and firing, a recent study found that sector switching among workers is relatively modest in Denmark (Frederiksen and Hansen 2017). In 2014, more than 34 per cent of Danish labour market participants were employed in the public sector.…”

Section: The Danish Employment Contextmentioning

confidence: 99%

The gender wage gap and the moderating effect of education in public and private sector employment

Stritch

Villadsen

2018

Public Administration

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In many countries, the rules and statutes governing public employment promote both transparency and accountability in employee hiring, promotion, and wage setting. These aspects of public employment might mitigate the pay inequalities women face in the public workplace relative to the private sector. At the same time, these formal aspects of public sector employment and payment systems might also limit the ability of women in the public sector to leverage human capital increases as a means of reducing pay inequalities. Utilizing 25 years of employee‐level data from Denmark, we find that women professionals in the Danish public sector face a smaller wage penalty than their private sector counterparts. However, our findings also suggest that public employment may place structural limits on their ability to leverage educational attainment to close the gap even further.

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“…Adding to this are the so-called sector switchers or those who start in public sector work but eventually leave. In Denmark, for example, researchers have reported a 90% increase in public to private sector moves from 1980 to 2006 (Frederiksen and Hansen 2014). At the global level, research from the USA has shown that federal government employees are more likely to leave government due to economic turbulence (Piatak 2017).…”

Section: How Are They Recruited?mentioning

confidence: 99%

Understanding Public Servants from a Global Perspective

Breaugh¹,

Hammerschmid²

2020

The Palgrave Handbook of the Public Servant

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Public servants are an important component of any functioning administrative system. However, a comprehensive, comparative analysis of public servants from a global perspective is rare. The purpose of this chapter and section is therefore to analyze the concept of the civil servant from a global perspective. In order to do so, the chapter examines the concept of the civil servant, who they are, how they are trained, what they do, how they are rewarded, and how political and institutional factors shape personnel systems. Special attention is placed upon comparisons between civil service traditions, international conceptualizations of civil servants, the scope of public service work, and the status of women in public service. The chapter concludes with a brief introduction to each of the subsequent chapters in this section.

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The Increased Importance of Sector Switching: A Study of Trends Over a 27-Year Period

Cited by 20 publications

References 26 publications

Employee Turnover in Hybrid Organizations: The Role of Public Sector Socialization and Organizational Privateness

Employee Turnover in Hybrid Organizations: The Role of Public Sector Socialization and Organizational Privateness

The gender wage gap and the moderating effect of education in public and private sector employment

Understanding Public Servants from a Global Perspective

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