Many public organizations implement teleworking: an organizational innovation expected to improve the working conditions of public servants. However, it is unclear to what extent teleworking is ...beneficial for public servants. This study adds to the literature by studying the effects of teleworking on a day-to-day basis. We used a daily diary methodology and followed public servants across five consecutive working days. Studies that apply a daily survey method are more accurate than cross-sectional measures because they reduce recall bias. The results highlight that public servants experience quite negative effects from teleworking, including greater professional isolation and less organizational commitment on the days that they worked entirely from home. Contrary to predictions, working from home did not affect work engagement. We also found that higher leader–member exchange (LMX) reduced the impact of teleworking on professional isolation. These findings not only contribute to the literature by showing the unfavorable effects of teleworking but also highlight that LMX can, to some extent, reduce these negative effects.
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The purpose of this article is to provide a systematic review of leadership and Job Demands-Resources (JD-R) theory. We have analyzed 139 studies that study the relationship between leadership and ...Job Demands-Resources (JD-R) theory. Based on our analysis, we highlight ways forward. First, research designs can be improved by eliminating endogeneity problems. Regarding leadership concepts, proper measurements should be used. Furthermore, we point toward new theory building by highlighting three main ways in which leadership may affect employees, namely by: (1) directly influencing job demands and resources, (2) influencing the impact of job demands and resources on well-being; and (3) influencing job crafting and self-undermining. We hope this review helps researchers and practitioners analyze how leadership and JD-R theory can be connected, ultimately leading to improved employee well-being and organizational performance.
Innovation in the public sector is high on the agenda of politicians, civil servants and societal organizations. This attention in practice is mirrored in an increasing number of scholarly articles. ...In this introduction to the special issue on public sector innovation, we discuss how the scholarly perspectives on innovation have changed. Previously, it was assumed that innovation could be organized within organizations: if your organization had the necessary resources, innovation could happen. Nowadays, innovation in the public sector is seen as an open process of collaboration between stakeholders across various organizations. This change towards open and collaborative approaches has consequences for studies on innovation, for instance, it becomes important to analyse how to activate stakeholders to join the innovation process. Next to this, scholars interested in innovation should connect their research with other literature streams, such as those focused on network governance, leadership and design thinking. In such ways, innovation scholars can develop research that is relevant to society.
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There have been many important studies on leadership in the public administration discipline; however, scholarly inquiry still lags behind related disciplines such as psychology and business ...administration. This article helps fill that gap by analyzing the role that public leaders play in making work more meaningful for their employees, which, in turn, has a positive influence on employee job outcomes. Specifically, the authors analyze the mediating role of work meaningfulness in the relationships between leader-member exchange and organizational commitment, work effort, and work-to-family enrichment. Samples from education, health care, and local government are used. Results show that leadership strongly influences work meaningfulness, which, in turn, influences job outcomes. In addition, the impact and extent of leadership and work meaningfulness are higher in health care and education than in local government. The results emphasize the importance of leadership and meaningful work in the public sector.
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BFBNIB, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NMLJ, NUK, ODKLJ, OILJ, PILJ, PNG, PRFLJ, SAZU, SBCE, SBMB, UL, UM, UPUK
Abstract
To help researchers conduct a systematic review or meta-analysis as efficiently and transparently as possible, we designed a tool to accelerate the step of screening titles and abstracts. ...For many tasks—including but not limited to systematic reviews and meta-analyses—the scientific literature needs to be checked systematically. Scholars and practitioners currently screen thousands of studies by hand to determine which studies to include in their review or meta-analysis. This is error prone and inefficient because of extremely imbalanced data: only a fraction of the screened studies is relevant. The future of systematic reviewing will be an interaction with machine learning algorithms to deal with the enormous increase of available text. We therefore developed an open source machine learning-aided pipeline applying active learning: ASReview. We demonstrate by means of simulation studies that active learning can yield far more efficient reviewing than manual reviewing while providing high quality. Furthermore, we describe the options of the free and open source research software and present the results from user experience tests. We invite the community to contribute to open source projects such as our own that provide measurable and reproducible improvements over current practice.
Healthcare organisations face major challenges to keep healthcare accessible and affordable. This requires them to transform and improve their performance. To do so, organisations must influence ...employee job performance. Therefore, it is necessary to know what the key dimensions of job performance in healthcare are and how these dimensions can be improved. This study has three aims. The first aim is to determine what key dimensions of job performance are discussed in the healthcare literature. The second aim is to determine to which professionals and healthcare organisations these dimensions of job performance pertain. The third aim is to identify factors that organisations can use to affect the dimensions of job performance in healthcare.
A systematic review was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. The authors searched Scopus, Web of Science, PubMed, and Google Books, which resulted in the identification of 763 records. After screening 92 articles were included.
The dimensions - task, contextual, and adaptative performance and counterproductive work behaviour - are reflected in the literature on job performance in healthcare. Adaptive performance and counterproductive work behaviour appear to be under-researched. The studies were conducted in different healthcare organisations and pertain to a variety of healthcare professionals. Organisations can affect job performance on the macro-, meso-, and micro-level to achieve transformation and improvement.
Based on more than 90 studies published in over 70 journals, the authors conclude that job performance in healthcare can be conceptualised into four dimensions: task, contextual and adaptive performance, and counterproductive work behaviour. Generally, these dimensions correspond with the dimensions discussed in the job performance literature. This implies that these dimensions can be used for further research into job performance in healthcare. Many healthcare studies on job performance focus on two dimensions: task and contextual performance. However, adaptive performance, which is of great importance in constantly changing environments, is under-researched and should be examined further in future research. This also applies to counterproductive work behaviour. To improve job performance, interventions are required on the macro-, meso-, and micro-levels, which relate to governance, leadership, and individual skills and characteristics.
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Public Policy and Behavior Change Tummers, Lars
Public administration review,
November/December 2019, 2019-11-00, 20191101, Volume:
79, Issue:
6
Journal Article
Peer reviewed
Open access
Changing behavior is often necessary to tackle societal problems, such as obesity, alcohol abuse, and debt problems. This article has two goals. First, it aims to highlight how governments can try to ...change the behavior of citizens. Government can use policy instruments to do so, including incentives, bans and mandates, information campaigns, and nudges. However, the government should not be a manipulator that applies policy instruments without societal support. Therefore, the second goal of the article is to provide a conceptual framework that helps analyze whether public policies to stimulate behavior change are effective and supported by key stakeholders. This conceptual framework has five criteria indicating the extent to which there is effective and supported behavior change: the policy is (1) effective and (2) efficient, and there is support for the policy among (3) politicians, (4) implementing organizations, and (5) citizens. The article ends with suggestions to study public policy aimed at behavior change.
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BFBNIB, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NUK, ODKLJ, OILJ, PILJ, PRFLJ, SAZU, SBCE, SBMB, UL, UM, UPUK
Aim
The aim of this study was to analyse the effects of work alienation on organisational commitment, work effort and work‐to‐family enrichment.
Background
There is substantial research on the ...effects of work alienation on passive job performance, such as organisational commitment. However, studies analysing work alienation on active performance, such as work effort, and outside work, such as work‐to‐family enrichment, are scarce.
Method
Two dimensions of work alienation are considered: powerlessness and meaninglessness. Hypotheses are tested using surveys collected among a national sample of midwives in the Netherlands (respondents: 790, response rate 61%).
Result
the findings indicate that work alienation (powerlessness and meaninglessness) influence organisational commitment, work effort and – to a lesser extent – work‐to‐family enrichment. High work meaninglessness, in particular, has negative effects on these outcomes.
Conclusion
When people feel that they have no influence in their work (hence, when they feel ‘powerless’) and especially when the feel that their work is not worthwhile (when they feel ‘meaningless’) this has substantial negative effects.
Implications for nursing management
Managers should increase the meaningfulness that people attach to their work, thereby maintaining a high‐quality workforce. Possible strategies include: (1) improving person–job fit, (2) developing high‐quality relationships, (3) better communicating the results people help to deliver.
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BFBNIB, FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SBCE, SBMB, UL, UM, UPUK, VSZLJ
This article presents a review of the recent literature on change management in public organizations and sets out to explore the extent to which this literature has responded to earlier critiques ...regarding the lack of (public) contextual factors. The review includes 133 articles published on this topic in the period from 2000 to 2010. The articles are analysed based on the themes of the context, content, process, outcome, and leadership of change. We identified whether the articles referred to different orders of change, as well as their methods and theory employed. Our findings concentrate on the lack of detail on change processes and outcomes and the gap between the common theories used to study change. We propose an agenda for the study of change management in public organizations that focuses on its complex nature by building theoretical bridges and performing more in‐depth empirical and comparative studies on change processes.
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BFBNIB, FZAB, GIS, IJS, IZUM, KILJ, NLZOH, NUK, ODKLJ, OILJ, PILJ, SAZU, SBCE, SBMB, UL, UM, UPUK
Vitality refers to the experience of having energy available to one’s self. Vital employees are full of positive energy when they work, and feel mentally and physically strong. Such employees often ...show higher job performance and lower stress than their less vital colleagues. Despite the importance of vitality, few public administration studies have studied vitality. More generally, by focusing on vitality, we aim to bring a “positive psychology” perspective into the domain of public administration. We analyze whether two important job characteristics (leader’s task communication and job autonomy) affect vitality. We use a multi-method design. A large-scale survey (N = 1,502) shows that leader’s task communication and job autonomy are positively related to vitality. A lab experiment (N = 102) replicated these findings, showing cause-and-effect relationships. In conclusion, public organizations can potentially increase employee vitality (a) by increased task communication from leaders and (b) by providing employees with greater job autonomy.
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