Search results

The purpose of this paper is to explore the relationship between the determinants of public employee turnover intent and the use of workplace flexibilities, with particular attention on the role that gender plays on the relationship between these two constructs.

Using a cross-sectional quantitative research design, the data collection specifically targeted employees of US municipalities that had a significant portion of their workforce using some type of alternative work schedule. Nine cities from six different states were included in the data collection.

In support of prior research and conventional wisdom, the authors find that the use of alternative work schedules is associated with lower expressions of turnover intent, but this relationship is only significant for female municipal employees.

One limitation of the study is that it is mono-source data. A second limitation relates to the lack of controls for contextual and occupational characteristics. Further research is needed on the relationship between alternative work schedule choice and turnover, particularly exploring how other characteristics might impact the relationship between employment flexibilities and turnover.

Overall, the results of the analysis align with broader observations of the need for increasing workplace flexibilities and scholarship exploring these flexibilities, especially for female employees who are attempting to integrate their work and family responsibilities.

There has been relatively little research exploring the relationship between the determinants of turnover intent and the use of workplace flexibilities at the municipal level of government. This is particularly important given that employment in local government is larger than both federal and state government employment combined in the USA (US Census Bureau, 2017).

The objective of the study is to identify the themes of “family friendly practices” and to perform a literature review. The research aims to identify the emerging trends in the area of “family friendly practices” by carrying out an exhaustive literature review.

The study synthesizes the literature between the years 2010 and 2019. First of all, 150 research articles were identified by keyword search, bibliography and citation search, out of which 57 research articles were selected on the basis of the most sound theoretical background and maximum literature contribution. The citation analysis method was performed on these studies in order to study the journals, authors by using Google Scholar, ResearchGate, the international database Science Citation Index and SCImago Journal Ranking.

The author citation count shows that the research topic is still getting recognition and the research in this area is increasing. The finding of the research is that the current research in family-friendly practices has focused mainly on seven topics: availability and usability of family-friendly policy, job satisfaction, organizational performance, supervisor or manager support, work–life conflict, employee turnover employee retention and women’s employment.

The study may provide valuable inputs to the HRD practitioners, managers, research scholars, to understand the recent trends in the field of family-friendly policy. As per the best knowledge of the author, this is the first study on family-friendly practices using citation analysis.

The purpose of this paper is to examine the cause‐effect chain between public services motivation (PSM) and consequences variables, which include organizational citizenship behaviour (OCB) and job satisfaction (JS) of employees in the public sector of Guangzhou. Another purpose of the paper is to discuss the structure of behavior under the Chinese public sector's traditional culture, from the perspective of integration of three different mechanisms of behavior (ration, norm and affective).

The paper modified the PSM questionnaire, based on Perry's PSM scale, according to Chinese cultural customs. The data of public service motivation, job satisfaction and organizational citizenship behavior were collected by randomly sampling from the employees in the public sector of Guangzhou. Results were obtained through structural equation modelling for the examination of multiple relationships between PSM and its dimensions, and the consequences; and ANOVA for testing the difference between groups.

It was found that there are significant differences between groups in the PSM level and correlations exist between PSM, and JS, OCB.

This paper contributes to the literature regarding PSM by examining the relationship between the dimensions of PSM and the consequence variables of OCB and JS against a Chinese cultural background. The paper presents the findings as a model to show the dynamics in these relationships. The integration of three different mechanisms of behavior is novel in the field of human resource management (HRM). The paper not only contributes to the further development of the field, but also implies healthier and more sustainable practices in public HRM.

Chester Street, Aston, Birmingham, 6. The ‘Donald’ Patent Barrel Lifter Truck and Stand, the three‐in‐one appliance. Barrels up to 7 cwts. lifted and transported by one man. ‘Donald’ Patent Barrel Lifter Stands for Oil Stores.

The purpose of this paper is to explore whether a pro-social motivation called user orientation (UO), which aims at helping specific others, may affect performance of public sector employees in addition to public service motivation (PSM), and whether any personal, and/or contextual factors affect this relationship (age, tenure, role, and context).

Utilizing cross-sectional survey data obtained from 618 Italian public teachers, PLS-structural equation modeling is used to investigate the relationship between PSM, UO, and performance, along with the moderating effects of individual/contextual factors.

Findings show positive relationships between the two levers (PSM/UO) and individual performance (IP), depending on job and organizational tenure, role, and the social environment of the areas the schools are located in.

There might be problems related to causal inference and common method variance, due to the use of the cross-sectional self-reported data.

Managers should be aware of the crucial role UO and PSM play in order to improve IP in contexts where there is direct contact with the service beneficiaries.

The paper contributes to a clearer understanding of which motives are involved in the process that leads public service employees to enhance their performance.

Considering the ongoing international debate on the role of public administrations in economic systems, the interest around public service motivation (PSM) has significantly grown among practitioners and scholars in the past two decades. Following the research streams that have investigated topics of organizational behavior within the public context, the purpose of this paper is to examine the influence of PSM on public employees’ feelings of job satisfaction. The novelty of the study lies in linking some characteristics of the work context presumed to be more prevalent in public organizations with specific job characteristics, regarded as relevant antecedents of job satisfaction.

The study is based on two complementary studies conducted in an Italian public administration. The paper shows how PSM influences job satisfaction, job engagement, and life satisfaction.

This paper shows how PSM influences job satisfaction, job engagement, and life satisfaction. The findings display how job engagement affects both job and life satisfaction in such contexts. Additionally, the findings display how job engagement affects both job and life satisfaction in such contexts.

Although based on a specific context of public administration, the analysis allows some generalizations.

Based on these results, the paper contributes to two main streams of the literature. First, it enriches the existing research on PSM by analyzing how it can be managed in complex organizations. Second, it informs the literature on job satisfaction and work-related stress and relates to the intersection between organizational behavior and human resource management that informs the drawing up of HR policies. Furthermore, the paper sheds new light on how to deal with such problems and at the same time opens new avenues for investigations.