The aim of this study is to contribute to the literature on how involuntary backsourcing in public organizations is performed in practice and how it affects the relationship between principal and ...agent. The study focuses on two questions: (1) Which stages characterize the process when public contracts are involuntary terminated? (2) How does involuntary backsourcing affect the relationship between principal and agent during the transfer period? The study's case concerns public backsourcing in Sweden, in particular, how a metropolitan municipality manages involuntary backsourcing. This study provides in‐depth insights into backsourcing and its practice, as well as the degree to which the conflict dimension between the parties is affected. The study shows—paradoxically—that the relationship between principal and agent during the transition phase is characterized by dependence, mutual exchange of information, collaboration, and less conflict. The study contributes to developing the theory of backsourcing, particularly the behavior that is played out between principal and agent in the transition stage. The findings identify the need for public organizations which make outsourcing decisions to have contingency plans for bringing operations back in‐house.
Branding in the public sector is emerging as an interesting area of research, as diverse organisations find themselves using branding principles to promote a consistent, clear brand. However, very ...little is known how public organisations could, or should, manage their brands. The purpose of this research, therefore, is to explore brand management processes in the public sector, and its implication for brand architecture, from an employee perspective. With a qualitative approach, the study argues that branding is important not only for the organisation, but also for individual departments. Further, unlike branding in the private sector, public organisations may be more concerned with supporting a positive perception and organisational attractiveness rather than a unique and differentiated brand. This may have implications for brand architecture. By allowing individual departments to manage their brand with support from organisational structures that provide alignment and focus, organisations can form a brand architecture that supports a strong organisational brand and employee brand commitment.
Technologia stawia przedsiębiorczości wyzwania, jeśli chodzi o ponowne ustalenie demokratycznych i otwartych rządów. Budowanie rządu cyfrowego pomaga przekształcić organizacje publiczne w instytucje, ...które zachęcają obywateli do udziału w pracach rządu. Celem badania jest wyjaśnienie, w jaki sposób technologia prowadzi do wykorzystania przedsiębiorczości w zakresie ponownego wynalezienia oraz budowania otwartego i cyfrowego rządu. Technologia w rządzie przyczynia się do demokratyzacji życia publicznego i poprawy jakości świadczenia usług publicznych, a jednocześnie poprawia jakość życia obywateli. Pobudzanie zmian w sektorze publicznym opiera się na podtrzymywaniu potrzeby przedsiębiorczości publicznej opartej na technologii po-przez ponowne przemyślenie organizacji publicznych jako platform opartych na technologii, które przyczynia-ją się do wspólnego tworzenia wartości publicznej i społecznej poprzez utrzymanie koprodukcji usług w celu ponownego odkrycia aktywnej roli obywateli w pracach rządu.
Technology is giving to entrepreneurial challenges when it comes to reinventing democratic and open governments. Building a digital government helps to transform public organisations into institutions which encourage citizen participation in order to involve citizens in the work of government. The aim of this study is to explain how technology is leading to an entrepreneurial challenge in terms of reinventing and building an open and digital government. Technology in government helps to democratise public life and improve the quality of public service delivery while also strengthening the quality of life for citizens. Driving change in the public sector relies on sustaining the need for technology-driven public entrepreneurship by rethinking public organisations as technology-enabled platforms which contribute to engendering public and social value co-creation through sustaining the co-production of services for rediscovering the active role of citizens in the work of government.
The Corona Pandemic has forced many organizations to limit human interactions by implementing what so-called Work-from-Home (WFH). This study aims to investigate the role of Authentic Leadership, ...Psychological Capital, and employees' gender in predicting employees' performance in a public organization in Indonesia during the implementation of WFH. Participants were recruited from a governmental institution under the Minister of Home Affairs in Indonesia. An online survey link was sent to 150 full-time employees via email or virtual groups. There were 116 usable responses included in the data analysis. The results supported the study hypotheses suggesting that employees' perception of leaders' authenticity could directly influence employees' performance or indirectly via employees' PsyCap. The effect of Authentic Leadership on PsyCap was significantly moderated by employees' gender in which female respondents showed a positive and significant impact of Authentic Leadership on their PsyCap. Working from home could have a significant impact on how employees perceive supports from leaders. Drawing from the Gender Role theory and Work/Family Boundary theory, female employees are more likely than their male counterparts to experience resource loss due to work-family interference and demanding household chores when working from home. Discussion, limitations, and future research directions are included.
Purpose
The purpose of this study is to examine whether individual-level knowledge sharing (in terms of attitudes, benefit estimations, self-efficacy and actualised behaviours) affects individual ...work performance.
Design/methodology/approach
Hypotheses are tested through structural equation modelling of survey data collected from 595 members of a public organisation.
Findings
The findings confirm the hypothesis that knowledge-sharing propensity impacts positively on knowledge-sharing behaviour. Additionally, knowledge-sharing behaviour mediates the relationship between knowledge-sharing propensity and individual performance. The latter effect is also significant amongst the most highly educated members of the organisation but not among those with the lowest educational levels.
Originality/value
This paper provides insights into the knowledge-sharing–attitude–behaviour–work performance linkage. It thus addresses a relatively neglected area in knowledge management (KM) research, namely, that of individual knowledge behaviours and their performance impact, with an aim to better understand the micro-foundations of KM. It also contributes to knowledge on KM in the public sector.
This article expands understanding of the relationship between punishment and performance in organisations. We analyse Korean data on performance and punishment as follows. While prior literature has ...focused on the effect of punishment on performance, this article examines the effect of performance gaps on punishment. Based on behavioural theory, strategic reference point theory and principal–agent theory, it sheds light on the negative relationship between performance gaps (cause) and punishment (effect). The article demonstrates that low performers are more often punished and high performers less so (i.e. a negativity bias). Our results also show that organisations prioritise light punishment over heavy punishment when disciplining employees in response to performance.
Points for practitioners
Low-performing organisations are more often punished and high-performing organisations less often so.
The degree to which negative performance increases punishment is greater than that to which positive performance decreases punishment.
Organisations prioritise light punishment over heavy punishment when disciplining employees in response to performance.
Abstract Background Sustainable development of employees is based primarily on practices oriented towards caring for the relationship between the employer and employee. In this approach, the ...employee's and the employer's perception of mutual obligations, the employee's belief in the conditions for the exchange of mutual experiences with the employer, and mutual obligations resulting from establishing an employer-employee relationship become important factors and elements of the sustainable development strategy of employees. A growing number of soundscape studies involve a psychological contract literature. However, outcomes have not yet been thoroughly reviewed. The need for a study with this purpose is proven by the fact that academic literature lacks a systematic review of this topic, despite the ascending trend in the number of published articles in the field. Therefore, this study aims at identifying the main outcomes of a psychological contract in public organisations. Research aims The purpose of this literature review was to identify the main effects of psychological contracting in public organisations. We also aimed to collect fragmented academic knowledge produced by pertinent studies. Methodology This article adopts the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach to conduct the systematic literature review. The final sample of 41 empirical and conceptual studies were scientifically screened and synthesised. Findings This study establishes that a psychological contract is a complex phenomenon influencing individual, group, and organisational outcomes directly. The application of a systematic literature review demonstrates the importance of a psychological contract for public organisations. The review suggests an agenda for further research and identifies practical implications for public organisations.
This study examines the role of knowledge management (KM) practices in fostering the improvisational capacities of employees. A survey data-set of 593 responses of employees in a city organisation ...was tested with partial least squares modelling. The results indicated that KM practices positively affect employee improvisation. The study suggests that organisations should pay conscious attention to KM practices that foster the utilisation of employee creativity for organisational success.
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