Algorithms are used in public management decisions, for instance, to allocate police staff to potential crime scenes. We study how the usage of algorithms for managerial decisions affects procedural ...justice as reported by public employees. We argue that some public management practices may be more suitable for algorithmic decision-making than others. We hypothesize that employees' perceptions differ depending on the complexity of the practice at hand. We test this through two survey experiments on 109 Dutch public employees and 126 public employees from the UK. Our results show that when a decision is made by an algorithm for practices that are low in complexity, procedural justice increases. Our results also show that, for practices that are high in complexity, decisions involving a public manager are perceived as higher in procedural justice compared to decisions that were made automatically by computers using algorithms. Nevertheless, adding an algorithm to a public manager's decision-making process can increase procedural justice for high complexity practices. We conclude that managers should explore automation opportunities for low complexity practices, but to be cautious when using algorithms to replace public managers' decisions for high complexity practices. In the latter case, transparency about algorithms and open dialogues on perceptions could be beneficial, but this should not be seen as a panacea.
•Using algorithms for managerial decisions can affect employees' procedural justice•Effects depend on complexity and are largest when algorithms are automated•For low complexity practices, including algorithms increases procedural justice•For high complexity practices, automating algorithms decreases procedural justice
Research on the role of public service motivation (PSM) relating to work performance has been a significant topic in recent years; however, the relationship between PSM and job performance remains ...mixed. To investigate whether job attitudes mediate the effect of PSM on public employees’ turnover intention, this study integrated job satisfaction and organizational commitment into a single model. Based on a sample of 587 full-time Chinese public employees, our findings revealed that job satisfaction and organizational commitment, respectively, mediated the negative association between PSM and employees’ turnover intention. Multiple mediation analysis indicated that job satisfaction and organizational commitment sequentially mediated the effects of PSM on turnover intention. As a result, our findings suggested that public employees with high PSM levels preferred to stay in the public organizations. The theoretical and practical implications of our findings are discussed.
Despite the relationship between public service motivation and job satisfaction is widely discussed, rare studies explore the theoretical mechanism of this relationship.
Through integrating public ...service motivation, role overload, job satisfaction, and marital status, this study explores psychological mechanisms and boundary conditions of the relationship between public service motivation and job satisfaction. Data was collected from 349 public employees in eastern China.
Empirical results reveal that public service motivation is positively related to job satisfaction by decreasing role overload. Moreover, marital status moderates the relationship between role overload and job satisfaction, as well as moderates the indirect effect of public service motivation on job satisfaction through role overload.
These findings advance our understanding of the psychological mechanism and conditional effect of PSM in relation to job satisfaction and provide valuable insights into how to improve public employees' well-being.
Purpose: To identify and analyze differences in the tasks, knowledge, and social features of the work of civil servants of the Superior Court of Justice, and, secondarily, to verify the factorial, ...convergent, predictive, and discriminative validity of the Work Design Questionnaire (WDQ) in the Brazilian Judiciary context. Originality/value: With the WDQ's development, the work design became the subject of further studies all around the world. Also, in Brazil, since its translation and adaptation, this variable has caused great repercussions in people management, becoming the first study within the scope of the Brazilian Judiciary. Design/methodology/approach: Through a survey sent to 2,898 civil servants, 895 responses were obtained and subjected to descriptive statistical analysis, confirmatory factorial analysis, reliability analysis, Kendall's tau correlation analysis, and the Kruskal-Wallis test. Findings: The most indicated work feature was social support, and the least indicated was interaction outside the organization. Special knowledge was most required from professionals with higher education. For the men, there were more problem solving, specialized knowledge, and decision-making autonomy in their work. Civil servants who work in judicial activities claimed to have more meaningful tasks. Managers claimed to have less autonomy in planning their tasks, as all other civil servants stated that their work has a more definite beginning, middle, and end. In a public body of great size and complexity, work features are differentiated by their sociodemographic and functional variables, requiring customization in the management practices of people and organizational policies. KEYWORDS Work design. Work Design Questionnaire. Public sector. Judiciary. Superior Court of Justice. Objetivo: Identificar e analisar diferencas nas caracteristicas da tarefa, do conhecimento e sociais no trabalho de servidores do Superior Tribunal de Justica (STJ), e, secundariamente, verificar a validade fatorial, convergente, preditiva e discriminante do Work Design Questionnaire (WDQ) no contexto do Poder Judiciario brasileiro. Originalidade/valor: Com o desenvolvimento do WDQ, o desenho do trabalho passou a ser ainda mais estudado mundialmente. Tambem no Brasil, desde sua traducao e adaptacao, essa variavel vem apresentando grande repercussao na gestao de pessoas, sendo este o primeiro estudo no ambito do Poder Judiciario brasileiro. Design/metodologia/abordagem: Por meio de survey encaminhado aos 2.898 servidores, obtiveram-se 895 respostas, que foram submetidas a analise de estatisticas descritivas, analise fatorial confirmatoria, analise de confiabilidade, analise de correlacao de Kendall-tau e teste Kruskal-Wallis. Resultados: A caracteristica do trabalho mais reconhecida foi o suporte social, enquanto a menor foi a interacao fora da organizacao. Conhecimentos especializados sao mais requeridos de profissionais de nivel superior. No trabalho dos homens, ha mais resolucao de problemas, conhecimentos mais especializadas e autonomia na tomada de decisao. Servidores da area finalistica afirmaram exercer tarefas com mais significado. Gestores consideraram ter menos autonomia para planejar suas tarefas, enquanto os demais servidores avaliam que seus trabalhos tem inicio, meio e fim mais bem definidos. Num orgao publico de grande porte e complexidade, as caracteristicas dos trabalhos se diferenciam em funcao de variaveis sociodemograficas e funcionais, exigindo-se customizacoes nas praticas de gestao de pessoas e nas politicas organizacionais. PALAVRAS-CHAVE Desenho do trabalho. Work Design Questionnaire. Setor publico. Poder Judiciario. Superior Tribunal de Justica.
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