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Roberts, Gary E. "Municipal Government Performance Appraisal System Practices: Is the Whole Less Than the Sum of its Parts?" Public Personnel Management 24, no. 2 (June 1995): 197–221. http://dx.doi.org/10.1177/009102609502400209.
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This article presents the results of a national survey of municipal government performance appraisal system practices based upon the responses of 240 personnel professionals. The survey focuses on appraisal system structure, the link between performance and personnel decision making, perceived user acceptance, and observations on the effectiveness of the appraisal system. The results indicate that most performance appraisal systems are designed in accordance with the literature. However, the administration of these systems is more problematic. Most systems are perceived to be somewhat effective in terms of the process of appraisal and the affects on motivation and productivity.
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Roberts, Gary E. "Developmental Performance Appraisal in Municipal Government." Review of Public Personnel Administration 15, no. 3 (July 1995): 17–43. http://dx.doi.org/10.1177/0734371x9501500303.
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Chhabra, Susheel. "Organizational Performance Framework." International Journal of Civic Engagement and Social Change 2, no. 4 (October 2015): 52–64. http://dx.doi.org/10.4018/ijcesc.2015100104.
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The research study proposes an organizational performance framework of Haryana Government departments involved in providing e-Government services through citizen service centers (CSCs). The objective of this framework is to suggest dimensions which need improvement for enhancing organizational performance. This will help to improve efficiency and effectiveness in providing services to citizens through CSCs. The organizational performance framework has been suggested using responses collected from 150 government departments. A log linear regression analysis is used to develop the framework. The framework can be used as a template for Government departments in similar other organizational settings.
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Devialesti, Veni. "PERFORMANCE ANALYSIS OF ORGANIZATIONAL EFFECTIVENESS IN THE GOVERNMENT." Saburai International Journal of Social Sciences and Development 4, no. 2 (January 16, 2021): 63–74. http://dx.doi.org/10.24967/saburaiijssd.v4i2.1093.
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Good governance is a prerequisite for effective government formation. For this reason, a competent apparatus is needed to improve its performance so that governance can run optimally. Performance is the result of work in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him, Mangkunegara (2007).The purpose of this study was to determine the effect of effectiveness on employee performance in Bandar Lampung City Government .Based on the results of the study found Variable organizational effectiveness is a very effective variable to improve employee performance.
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Rahmawati, A., Siti Haerani, Muh Idrus Taba, and Nurjannah Hamid. "Measures of Organizational Effectiveness: Public Sector Performance." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 5, no. 2 (November 23, 2016): 203. http://dx.doi.org/10.21013/jmss.v5.n2.p1.
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<em><span style="font-size: 12.0pt; font-family: 'Times New Roman','serif'; mso-fareast-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: IN; mso-bidi-language: AR-SA;">This study aims to investigate and analyze the influence of leadership, competence, OCB behavior of an employee's performance against organizational effectiveness at 209 employees working at the regional work units (SKPD) Provincial Government of South Sulawesi. The hypothesis was tested using Structural Equation Model (Analysis of Moment Structures, AMOS version 18). The results of the study provide evidence that the leadership and competencies that can improve OCB employee for the better. Good leadership and high competence and OCB employee can increase employee performance management to a higher direction. Leadership and competence cannot increase the effectiveness of the organization towards high, while the OCB employee and management performance that can increase the organizational effectiveness.</span></em><br /><em><span style="font-size: 12.0pt; font-family: 'Times New Roman','serif'; mso-fareast-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: IN; mso-bidi-language: AR-SA;">This study aims to investigate and analyze the influence of leadership, competence, OCB behavior of an employee's performance against organizational effectiveness at 209 employees working at the regional work units (SKPD) Provincial Government of South Sulawesi. The hypothesis was tested using Structural Equation Model (Analysis of Moment Structures, AMOS version 18). The results of the study provide evidence that the leadership and competencies that can improve OCB employee for the better. Good leadership and high competence and OCB employee can increase employee performance management to a higher direction. Leadership and competence cannot increase the effectiveness of the organization towards high, while the OCB employee and management performance that can increase the organizational effectiveness.</span></em>
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Holton, Elwood F., Donna H. Redmann, Mertis A. Edwards, and Marion E. Fairchild. "Planning for the transition to performance consulting in municipal government." Human Resource Development International 1, no. 1 (March 1998): 35–56. http://dx.doi.org/10.1080/13678869800000007.
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Hasanov, Rafail Musa oglu. "Social Capital, Civic Engagement and the Performance of Local Self-Government in Azerbaijan." Nationalities Papers 37, no. 1 (January 2009): 89–114. http://dx.doi.org/10.1080/00905990802535698.
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Eight years of municipal reform in Azerbaijan reflect a lack of social capital in communities. Without building social capital, achieving effectiveness of governance, as well as political stability and economic progress, in the country appears bleak.This paper seeks to study factors such as the set of informal values, tolerance, social trust, norms and networks of voluntary associations which contribute to social capital formation within the communities of Azerbaijan. As a way of exploring the problem, we have focused on one specific area of governance-the construction of infrastructural services (i.e. roads, housing and communal services, water supply, and sewerage) in Baku, the country's capital, and in Khachmaz and Masalli, both of which are districts of Azerbaijan. The aim is to highlight and clarify the effectiveness of municipal governments in different communities of Azerbaijan from the standpoint of civic engagement and its role in this process.
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BLOM‐HANSEN, JENS, KURT HOULBERG, and SØREN SERRITZLEW. "Jurisdiction size and local government effectiveness: Assessing the effects of municipal amalgamations on performance." European Journal of Political Research 60, no. 1 (May 31, 2020): 153–74. http://dx.doi.org/10.1111/1475-6765.12394.
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Amnions, David N. "Executive Satisfaction with Managerial Performance Appraisal in City Government." Review of Public Personnel Administration 8, no. 1 (September 1987): 33–48. http://dx.doi.org/10.1177/0734371x8700800103.
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The methods used by municipal executives to appraise the performance of upper management subordinates differ substantially among major U.S. cities. Responses from 122 municipalities indicate a wide variety of appraisal techniques in use by cities that systematically assess managerial performance, but further reveal that less than two-thirds use any kind of formal, documented system whatsoever. In this article, appraisal system characteristics are examined for their relationship to executive satisfaction with appraisal practices. The findings suggest that system conformance to initial design, subordinate involvement, and feedback frequency are among the system characteristics most relevant to chief executive satisfaction with upper management appraisal.
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Roberts, Gary E. "Barriers to Municipal Government Performance Appraisal Systems: Evidence from a Survey of Municipal Personnel Administrators." Public Personnel Management 23, no. 2 (June 1994): 225–36. http://dx.doi.org/10.1177/009102609402300205.
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Performance appraisal systems are an important tool of personnel management, but not all municipalities utilize this technique. The study analyzed the major reasons why municipal governments do not implement a formal performance appraisal system. The data was derived from a national sample of municipal government personnel officers. The results indicate that the most important barriers were a lack of expertise in performance appraisal and insufficient resources to adequately support a system. Discriminate analysis showed that western and southern cities were more likely to utilize an appraisal system, while eastern cities were least likely. Other significant variables associated with existence of a performance appraisal system were a favorable labor relations climate and lower turnover rates. Implications for development of a performance appraisal system are discussed.
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Snopko, Joanna. "Analysis of changes in the organizational structure of municipal offices." Management 16, no. 2 (December 1, 2012): 373–87. http://dx.doi.org/10.2478/v10286-012-0071-z.
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Abstract Organisational Structure of Municipal Offices - Key Determinats The multitude of tasks and problem issued faced by local governments necessitates their evolution towards improvement of the existing organisational structures. Comparison of the existing organisational structures of various municipal offices could create a misleading that their organizational structures do not undergo any transformations. In reality, the type of an organisational structure remains unchanged while its elements change very frequently. These changes are activated when, according to the office management, they do not ensure proper performance of tasks faced by local government administration and appropriate customer service. Also note that, in the applied solutions, there is a strive for perfection which can be noticed, in a sense. It expresses the concept that this is not a structure which can effectively play its role today and is prepared for challenges of tomorrow. However, the process of transformations has not developed any new solutions. To this end, the local government must develop organisational structures appropriate for identifying and reaching its objectives. For this reason, it’s worthwhile to consider solutions which combine elements of the existing and modern solutions or address new opportunities created by process-oriented structures. However, these transformations must, first and foremost, cause a transformation of bureaucratic-style municipal offices into modern organisations which apply modern methods of management. These are organisations which introduce deep-reaching organisational changes, i.e. transform their hierarchic interorganisational relations into more partner relations and transform their structural solutions into more flexible solutions as well as change their employees’ way of thinking. Without such transformations in local government, municipal offices will be still referred to as bureaucracy and civil servants as bureaucrats.
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Tackie, George, Edward Marfo-Yiadom, and Sampson Oduro Achina. "Determinants of Internal Audit Effectiveness in Decentralized Local Government Administrative Systems." International Journal of Business and Management 11, no. 11 (October 26, 2016): 184. http://dx.doi.org/10.5539/ijbm.v11n11p184.
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<p>This paper examines the determinants of internal audit effectiveness in decentralized local government administrative systems of Ghana. Ghana’s local government system is structured into metropolitan, municipal, and district assemblies (MMDAs). For the purpose of the study, we focused on the Ashanti region of Ghana which has the highest number of MMDAs. The motivation for the study is derived from the increased interest in the internal audits of local government units. Using a descriptive survey, the data gathered, through the use of questionnaire, revealed that majority of the internal audit staff of MMDAs in the Ashanti Region of Ghana possess the requisite professional proficiency. Contrary to the perception that audit quality in the public sector is usually compromised, the study revealed that there exists high quality of audit work due to compliance with the international standards on auditing and local audit legislations. Professional proficiency, organizational independence, and career advancement were found to have statistically significant positive relationship with internal audit effectiveness, whiles top management support was found to have no effect on internal audit effectiveness.</p>
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Roberts, Gary E. "Maximizing Performance Appraisal System Acceptance: Perspectives from Municipal Government Personnel Administrators." Public Personnel Management 23, no. 4 (December 1994): 525–49. http://dx.doi.org/10.1177/009102609402300402.
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The variables that are associated with perceptions of performance appraisal system acceptance were investigated. Employee acceptance is a critical factor in the development of an effective system. The data were derived from a national survey of municipal government personnel administrators. Factor analysis was used to produce reliable and valid measures of employee voice (participation, goal setting and feedback), information validity and the dependent variables of employee acceptance. Stepwise multiple regression analysis was used to analyze the relationships. The results indicated that the systems that were perceived to haveeffectively deployed processes to implement voice and performance appraisal information validity were associated with a higher level of perceived employee performance appraisal system acceptance.
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Rohim, Abdul, and I. Gede Sujana Budhiasa. "Organizational culture as moderator in the relationship between organizational reward on knowledge sharing and employee performance." Journal of Management Development 38, no. 7 (August 12, 2019): 538–60. http://dx.doi.org/10.1108/jmd-07-2018-0190.
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Purpose The purpose of this paper is to examine whether organizational rewards are able to improve knowledge sharing and have an impact on employee performance moderated by organizational culture type in Ternate Municipal Government. Design/methodology/approach The design for data collection a uses survey approach, that is a form of research conducted to obtain facts about the phenomena that exist in regional government organizations to seek more factual and systematic information. The research was conducted in Ternate Municipal Government area of North Maluku Province, Indonesia. The organizations of regional apparatus are public sector agencies responsible for providing services to the public. The population in this study is echelon IIb‒IVb officials in regional apparatus organizations and certain structural officials. The units of analysis that are focused on in this research are the head of local agency, body, and office; the secretary of local agency, body and office; the head of board, the head of division, the head of the sub-board and the head of sub-division. Findings Organizational rewards in the form of giving economic rewards as remuneration, such as employee performance allowance, significantly affect individual attitudes in knowledge sharing. The interaction between the variable of remuneration with clan culture has a significant effect on knowledge sharing; these findings suggest that clan culture is a pure moderation variable that strengthens the relationship between remuneration and knowledge sharing. The result of this research proves that the interaction between the variable of remuneration with adhocracy culture has no significant effect on knowledge sharing. The interaction between the variable of remuneration with hierarchical culture has a significant negative effect on knowledge sharing. Market culture is not proven to moderate the relationship between remuneration and knowledge sharing. However, market culture variables directly and significantly affect knowledge sharing. Originality/value This research is the development of a research model conducted by Durmusoglu et al. (2014). The previous model uses organizational culture with a knowledge-sharing culture instrument, whereas this research develops organizational culture by using the type of organizational culture by Cameron and Quinn (1999), namely clan culture, adhocratic culture, hierarchical culture, and market culture. This type of organizational culture as a moderating variable can be expected to play a role in strengthening organizational rewards toward sharing knowledge and also impacting employee performance. Howell et al. (1986) revealed that organizational culture can strengthen the relationship between organizational rewards and disseminated knowledge. Hence, organizational culture moderates the relationship between organizational rewards for knowledge sharing to build upon Durmusoglu et al. (2014).
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Chang, Ahrum. "Resource Stability and Federal Agency Performance." American Review of Public Administration 51, no. 5 (April 13, 2021): 393–405. http://dx.doi.org/10.1177/02750740211005046.
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Resources are essential for organizations to cope with challenges and to achieve their desirable outcomes. Although much scholarly attention has been paid to the type or level of resources allocated or used to enhance organizational effectiveness, relatively little effort has been made to analyze whether and how resource changes influence organizational performance. Considering today’s unstable fiscal climate, this study focuses on how government agencies respond to their budget fluctuations—both gains and cuts—and their distinctive impact on agency performance. Using data from the Performance and Accountability Reports from FY 2004 through FY 2014, we analyze the effect of budgetary resource changes on organizational performance in 52 U.S. federal agencies. Findings show that agency effectiveness is significantly influenced by budget changes. In particular, we find an asymmetric relationship between budgetary resource changes and organizational performance. It appears that budget cuts are not associated with changes in agency performance, whereas budgetary resource gains are associated with dampened agency effectiveness. Ultimately, this study provides insights into public organizations’ resilience and calls for considering change management perspectives when exploring resource–performance linkages.
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NZUZA, Zwelihle Wiseman. "Perceived Effectiveness of Municipal Financial Management on the Performance of Inventory Stock Management in Local Government of South Africa." Journal of Economics and Behavioral Studies 6, no. 3 (March 30, 2014): 251–61. http://dx.doi.org/10.22610/jebs.v6i3.488.
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This paper reports on the perceived effectiveness of municipal financial management (MFM), on the performance of inventory stock management, by South African local government. The study aimed to evaluate and discuss various factors affecting the effectiveness of MFM on the performance of inventory stock management, in a local municipal government of South Africa, with specific reference to the Kwa-Zulu Natal (KZN) Province. The MFM Act was used as a theoretical framework for the study, and a quantitative research method was applied. The questionnaire was formulated based on information obtained from the literature, and was distributed to only one KZN local government department. The sample consisted of 57 respondents, selected using a census sampling method. The results indicate that there is significant relationships between experience and performance of inventory stock management (p=.003a,b*), experience and effectiveness/efficiency of MFM (p=.000a,b*),as well as experience and the economic viability of MFM (p=.000b,c*).Interestingly, the respondents also indicated that, although there is good inventory stock management, there is a weak relationship between the effectiveness/efficiency, economic viability, and transparency of MFM. This study recommends that further research should aim to advance financial management skills in South African local government, in order to build financial management capacity to deal with inventory stock management issues. This should enable communication with other related structures and improve the understanding of each other’s efforts in the organization.
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Kravets, Anna. "Public law and municipal leadership and territorial public self-government: legal, institutional and communicative aspects." Право и политика, no. 3 (March 2021): 47–60. http://dx.doi.org/10.7256/2454-0706.2021.3.35377.
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This article reveals the public law concept of “leadership”, theoretical grounds of municipal leadership, its role within the system of municipal democracy and territorial public self-government from the perspective of integral legal understanding and a communicative approach towards law. The goal of this research consists in the analysis of conceptual and normative legal framework of the institutions of public law and municipal leadership, impact of the institution of leadership upon development of the forms of municipal democracy in the context of Russian and foreign experience, as well as peculiarities of the influence of the institution of public law leadership upon the forms of governance in territorial public self-government The subject of this research is the scientific views, normative legal framework of regulation, organizational practice of the institution of public law and municipal leadership in territorial public self-government in the context of functionality of the forms of municipal democracy. The article employs the formal legal and comparative analysis, methods of dialectics, municipal legal hermeneutics, communicative approach, and critical rationalism in legal studies, which allows viewing the municipal leadership as a complex interdisciplinary legal and administrative institution that assists the implementation of the forms of municipal democracy, and improves the effectiveness of the territorial self-government in cooperation with branches and officials of the local self-government. The following conclusions are made: the institution of public law leadership should be viewed as interdisciplinary, which incorporates the sphere of public law on the one hand, and the sphere of state and municipal administration on the other hand; the works of the Russian and foreign researchers indicate that the concepts of transformational leadership, leadership-service and adaptive leadership can be analytically applied to the institution of municipal leadership; it is necessary to improve the institution of public law and municipal leadership, and ensure new spheres of juridification of the requirements for the heads of territorial self-government on the federal and municipal levels.
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Mukhtar, Mukhtar, Risnita Risnita, and Muhammad Anggung Manumanoso Prasetyo. "THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP, INTERPERSONAL COMMUNICATION, AND ORGANIZATIONAL CONFLICT ON ORGANIZATIONAL EFFECTIVENESS." INTERNATIONAL JOURNAL OF EDUCATIONAL REVIEW 2, no. 1 (March 11, 2020): 1–17. http://dx.doi.org/10.33369/ijer.v2i1.10371.
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This study investigated whether the effect correlation exists between the Transformational Leadership, Interpersonal Communication, Organizational Conflict and Organizational Effectiveness in dayah in Aceh. Data were collected by questionnaires by 90 teachers in 3 pesantren, analysis using Path Analysis. The study found that the transformational leadership was most frequently employed, followed by the interpersonal communication, and then organizational conflict. The study found a positive effect transformational leadership, interpersonal communication and organizational conflict towards organizational effectiveness. Finally, organizational effectiveness differed according to leadership and communication factors. Suggestions from this research are there is a need to develop the organizational effectiveness by attitude, motivation and technology in utilizing existing resources in the pesantren, dayah program and unit program. Findings of this study also open a new area of research on dayah principalship, performance, and effectiveness in the Aceh Government.
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Sultan, Muhammad Faisal, Muhammad Asim, and Sadia Shaikh. "Perceived Impact of Corporate Entrepreneurship on Operational Performance: Evidence from Municipal Organizations." Journal of Independent Studies and Research-Management, Social Sciences and Economics 18, no. 2 (December 31, 2020): 147–62. http://dx.doi.org/10.31384/jisrmsse/2020.18.2.9.
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Corporate Entrepreneurship (CE) is the form of entrepreneurship which has been experienced by firms for almost the past five decades, but there is a lack of empirical studies on this contemporary concept relating to Pakistan. A few studies have been conducted on CE in private sector organizations however it pertains to a unique significance in the public sector domain which has its own importance in economy and growth. Previous research has also indicated a dearth of CE studies relating to public limited companies in eastern countries. Therefore, the major purpose of this study is to check the impact of Corporate Entrepreneurship in municipal organizations of Karachi, Pakistan. Besides, this study has also incorporated a moderating variable, Organizational Culture, in an attempt to devise a robust model relationship. Nevertheless, due to the limitations of data collection from government employees, especially from municipal corporations, the study has adopted the quota sampling technique and a sample of one hundred respondents was selected. The data was analyzed through SMART-PLS software and results highlighted that the changing organizational dynamics require Corporate Entrepreneurship to be adopted by municipal organizations and it has transpired as a dominant element for the growth and performance of firms.
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Ellickson, Mark C., and Kay Logsdon. "Determinants of Job Satisfaction of Municipal Government Employees." Public Personnel Management 31, no. 3 (September 2002): 343–58. http://dx.doi.org/10.1177/009102600203100307.
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What variables explain variation in job satisfaction among municipal government employees? Using data from a recent survey of over 1,200 full-time municipal employees, this research tests the relative influence of 11 environmental variables and 3 demographic factors on variation in job satisfaction among this rarely studied group of employees. The regression analysis revealed that environmental factors such as promotional opportunities, pay and benefits satisfaction, performance appraisal satisfaction, equipment and resources, training, workload, supervisory relationships, and most important of all, departmental esprit de corps were significantly, and positively, related to overall job satisfaction. In contrast, demographic variables were relatively poor predictors of job satisfaction. Over 50 percent of the variation in job satisfaction among municipal employees is explained using this model.
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Saerang, David Paul Elia, Heince R. N. Wokas, Robby J. Kumaat, and Christian Datu. "EFFECT OF UNDERSTANDING FINANCIAL MANAGEMENT, REGIONAL FINANCIAL ACCOUNTING SYSTEMS, EFFECTIVENESS OF INTERNAL CONTROL, AND COMMITMENT TOWARDS FINANCIAL PERFORMANCE OF NORTH SULAWESI PROVINCE." ACCOUNTABILITY 8, no. 01 (June 30, 2019): 51. http://dx.doi.org/10.32400/ja.24282.8.01.2019.51-59.
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This study aims to determine, the effect of understanding financial management, regional financial accounting system, effectiveness of internal control and organizational commitment towards financial performance of region and city governments in the province of North Sulawesi. The type of this research is quantitative. The population are all Regional Work Unit (SKPD) government financial managers of North Sulawesi, the respondents are 125 respondents as financial managers namely PPK-SKPD, Head of Finance and Financial Staffs. The Data method is using questionnaires and the analysis is using multiple regression analysis. The result shows that the understanding of financial management and effectiveness of internal control have a significant effect to the financial performance, while the regional financial accounting system and organizational commitment are not significant.Keywords : Understanding Regional Financial Management, Regional Financial Accounting Systems, Effectiveness of Internal control, Organizational Commitment, Local Government Financial Performance
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Osei Kwakye, Eric, and Osei -Wusu Bempah. "Enhancing Organizational Performance: The Role of Training and Development." Sumerianz Journal of Social Science, no. 41 (February 26, 2021): 32–43. http://dx.doi.org/10.47752/sjss.41.32.43.
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This study investigated the impact of training and development on employees’ productivity and organizational performance in the Asante Akim South Municipal Assembly as a case study. The study applied structured questionnaires to a sample size of 75 drawn by a convenient sampling technique. The study also employed the purposive sampling technique to generate respondents to be interviewed. The data generated was analyzed using descriptive statistics. The findings of the study show that majority (77%) of the respondents agreed that training and development has enhanced their efficiency and job productivity. Secondly, majority (68%) of the respondents agreed that training and development enhanced organizational performance. The effectiveness and quality of the training programmes have also been found to be appreciable. The study recommends that departments within the district assembly should conduct more training programmes for their employees on a continuous basis. Organizers of the training programmes should also ensure the effective organization of these programmes.
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Ngcamu, Bethuel Sibongiseni. "Knowledge management perceptions in two municipal units." Corporate Board role duties and composition 8, no. 1 (2012): 7–14. http://dx.doi.org/10.22495/cbv8i1art1.
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Few researchers have studied the perceptions of employees about knowledge management and processes for converting tacit into explicit knowledge within the public service, especially in local government. The purpose of this study is to gain knowledge about, and insight into, employees’ perceptions about the factors that contribute to strategies for managing knowledge, knowledge management processes to convert tacit into explicit knowledge, as well as their views regarding the implementation of knowledge management strategies, and their perceptions about the ways in which knowledge management can contribute to organizational effectiveness and efficiency in their workplace. The census approach was used and data was collected using questionnaires which were administered to 80 employees of eThekwini Municipality, of which 66 questionnaires were suitably completed. Results of the article indicate that there exist significant relationships amongst the key variables of the study relating to knowledge management, and that each of the areas of knowledge management studied needs improvement.
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Anisimov, Valery Filippovich, and Valery Fedorovich Lapshin. "Social-legal analysis and efficiency of measures applied o counteract corruption crime in local government bodies." Yugra State University Bulletin 15, no. 1 (December 9, 2019): 15–22. http://dx.doi.org/10.17816/byusu20190115-22.
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According to official statements, corruption crime in Russia is one of the threats to national security. Therefore, over the past ten years, a significant number of regulations have been adopted that regulate the procedures for countering crime in both state and municipal service.
The paper presents an analysis of the complex of anti-corruption measures that are implemented in relation to state and municipal servants, as well as persons applying for the posts of state and municipal service. Currently, the developed anti-corruption measures are a complex of economic, social, organizational and other means implemented in the field of law-making, coordination of interaction between the authorities and management, personnel activity and public control.
The effectiveness of the anti-corruption impact will be achieved only under the condition of a cardinal revision of the rules for the distribution and use of national income, the abandonment of the overdevelopment ideology, regardless of the source of its receipt, and each member of society understands the need to combat corruption as one of the most dangerous social phenomena.
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Chi-ho, Chiou. "Governance, Competence and Relationship Perspectives: An Empirical Analysis on New Taipei City Government." Lex localis - Journal of Local Self-Government 11, no. 1 (January 17, 2013): 1–19. http://dx.doi.org/10.4335/153.
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The thesis of this article is drawn from the governance, competence and relationship perspectives. It discusses what factors will enhance the government’s administrative efficiency and effectiveness and how to improve organization performance. For the first question, this article founds some factors including: organizational structure, management mechanism, resources and ability, partnerships, and so on. As for the second issue concerning how to improve organizational performance, this article argues that including: compatibility, complementary, collaboration, knowledge sharing, information technology, and effective governance. The results of this article will be able to be followed by other researches and as reference for practical applications. The thesis of this article is drawn from the governance, competence and relationship perspectives. It discusses what factors will enhance the government’s administrative efficiency and effectiveness and how to improve organization performance. For the first question, this article founds some factors including: organizational structure, management mechanism, resources and ability, partnerships, and so on. As for the second issue concerning how to improve organizational performance, this article argues that including: compatibility, complementary, collaboration, knowledge sharing, information technology, and effective governance. The results of this article will be able to be followed by other researches and as reference for practical applications.
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Sabharwal, Meghna, L. Douglas Kiel, and Imane Hijal-Moghrabi. "Best Practices in Local Government Wellness Programs: The Benefits of Organizational Investment and Performance Monitoring." Review of Public Personnel Administration 39, no. 1 (December 26, 2016): 24–45. http://dx.doi.org/10.1177/0734371x16682817.
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Over the last 25 years, municipal governments responded to an environment of increasing health care costs by implementing workplace wellness programs. Research reveals that workplace wellness programs can produce performance benefits ranging from reduced health care costs to productivity improvements. However, there is no systematic study of local government wellness programs that identifies the practices that produce cost reductions and productivity improvements. This article presents the results of a national survey of wellness programs in U.S. municipalities. We develop an index of program success using performance data from our sample. Statistical analysis reveals that targeted investments and performance monitoring, at both the individual and program level, serve to reduce costs and improve employee productivity. This research, thus, provides evidence for best practices in local government wellness programs. Given the array of potential benefits of wellness programs and the locus of employers in the provision of health care benefits, it is necessary to further investigate wellness programs in U.S. local governments.
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Батанов, O. В., and В. В. Кравченко. "Doctrinal problems of the municipal statute norm-setting (axiological, ontological and teleological aspects)." PUBLIC ADMINISTRATION ASPECTS 7, no. 4 (May 23, 2019): 17–27. http://dx.doi.org/10.15421/151919.
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The article is devoted to the conceptual problems of statutory rulemaking in local self-government. Conceptual analysis of axiological aspects of municipal statute norm-making is carried out. There is a connection with the axiology of the municipal statute law of the problem of its ontological significance. It is substantiated that the disclosure of ontological aspects of municipal statutory rulemaking will show the role of territorial communities as a special form of law in terms of the embodiment of the ideals of municipal democracy as a person, a member of a territorial community. The essential features and substantiated structural, informative and functional characteristics of the institute of statutory law in the local self-government are revealed. Attention is drawn to the coordination-integration and orientation-coordination value of the municipal statutory norm-setting. Established sources and forms of statutory law in local self-government and substantiated the basic organizational and legal patterns of its development. The system of functions of the statutory right, to which the authors include such as: legitimate, managerial, regulatory, innovative, reformatory, right of establishment, human rights, ethics are given.
It is concluded that an important criterion for determining the effectiveness of the statutes of territorial communities and the system of their functions, their social value is the effectiveness of the implementation of these functions in order to fulfill the tasks and objectives laid down in the municipal statutory regulation. Municipal statutory law - nothing if its provisions are not implemented in the activities of territorial communities and their members – the inhabitants of villages, settlements and cities, in municipal-legal relations. It is impossible to understand the value, essence, content, functional and teleological purpose of municipal law, if we deviate from the mechanism of its realization in the life of a society of specific territorial communities. This statement, first of all, should be attributed to the assessment of the statutes of territorial communities, their norms and functions. In other words, the statutes of territorial communities remain completely ineffective documents, and their prescriptions – abstraction, devoid of real meaning and practical significance, in the case where, firstly, the adoption of the statutes of territorial communities did not have objective preconditions; and secondly, the statutes of territorial communities do not have a real impact on social relations in the field of local self-government. Therefore, the effectiveness of the existence and functioning of the statutes of territorial communities and their normative requirements is determined by the degree of their implementation.
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Rashid Sabri, Nidal, and Rania Yaser Jaber. "Managerial performance of Palestinian local authorities." Transforming Government: People, Process and Policy 1, no. 4 (December 1, 2007): 350–63. http://dx.doi.org/10.1108/17506160710839178.
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PurposeThis study aims to analyze major concerns facing the Palestinian local governments in order to increase efficiency, effectiveness, and transparency in managing local governments.Design/methodology/approachA special questionnaire was developed to collect the perception of the municipalities' officials; thus qualitative data analysis has been done to analyze the answers.FindingsThe study found that the efficiency of local government is still limited in the Palestinian municipalities, including the absence of an internal auditor, the absence of written job descriptions for municipality functions, the weakness participation of the public. The study pointed out that the major‐managerial problems are similar to other experiences of emerging countries such as the undefined local‐central relation, the low participation and involvement of citizens in municipalities' activities and plans, and the lack of existing transparency aspects.Practical implicationsThere is a need for open public‐official sessions of municipal councils and the need for periodical meetings for senior officials with the Mayer of the municipality; in addition, there is a need to conduct annual periodical evaluation for measuring the performance of municipal employees.Originality/valueThis paper presented the features of the local‐government performance in Palestine in order to enhance the management efficiency of local governments and enhance the contribution of the related groups of communities.
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Babintsev, V. P., and J. A. Shapoval. "SOCIAL ASSESSMENT AS A TOOL FOR MEASURING THE PERFORMANCE OF PUBLIC AUTHORITIES, LOCAL GOVERNMENT, STATE AND MUNICIPAL EMPLOYEES AND CIVIL SERVANTS." Innovatics and Expert Examination, no. 1(26) (March 15, 2019): 49–59. http://dx.doi.org/10.35264/1996-2274-2019-1-49-59.
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The article deals with the technology of public evaluation of the activities of public authorities and local self-government, state and municipal employees and civil servants. The analysis of normative legal acts regulating the use of indicators measured on the basis of the opinion of citizens in assessing the effectiveness of Executive authorities and municipal authorities. The experience of individual regions and municipalities in the field of public evaluation is studied. A detailed description of the methodology of public evaluation, developed with the participation of the authors of the article in the framework of the regional project «Formation of the system of public evaluation of authorities, managers, state and municipal civil servants and employees», implemented in the Belgorod region during 2017–2018.
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Dos Santos, Kléber Montezuma Fagundes, and Guiomar de Oliveira Passos. "Student Achievement and Government Intervention: What to Learn from Teresina, Piauí, Brazil." European Scientific Journal, ESJ 14, no. 10 (April 30, 2018): 252. http://dx.doi.org/10.19044/esj.2018.v14n10p252.
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This text analyzes interventions by the Teresina municipal government to influence student performance, making test score results fall among the best of the Brazilian state capitals on assessments by the Anísio Teixeira National Institute for Educational Studies and Research (Instituto Nacional de Estudos e Pesquisas Educacionais Anísio Teixeira [INEP]) despite having the highest national proportion of the poor (27.6%). Using bibliographic data, the authors try to identify the factors favoring this performance. It was verified that Teresina implemented continuous and articulated actions, programs and projects, adopted a result and efficiency-based management model, introduced an evaluation and valorization merit system, measured and recognized in various ways. Educational policies and practices seem to follow a previously elaborated script in which each manager appropriates the actions of their predecessors, giving them continuity, perfecting and expanding them. In short, the public policies of each government were conditioned by preceding administrations. This had as its mainstay the longevity of the municipal government managed by the same political group, responsible for most of the organizational and educational policy initiatives, for the ideas and practices that characterized the performance of the municipal administration. The objective conditions offered by the new institutional framework, expressed by the political continuity, in combination with the subjective factors constitute the best explanations for understanding why the municipality of Teresina has become "a success story".
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Visser, Max. "Organizational learning capability and battlefield performance." International Journal of Organizational Analysis 24, no. 4 (September 5, 2016): 573–90. http://dx.doi.org/10.1108/ijoa-09-2014-0802.
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Purpose While intended as a bridge between the concepts of learning organization and organizational learning, current conceptualizations of organizational learning capability still predominantly lean toward the learning organization side, specifically directed at profit firms. The purpose of this paper is to propose a four-dimensional model of organization learning capability that leans more toward the organizational learning side, specifically directed at nonprofit and government organizations in general, and army organizations in particular. This model is applied to the British Army in the Second World War. Design/methodology/approach The paper entails a secondary analysis of historical and military sources and data. Findings It is found that the British Army possessed only a moderate learning capability, which can be plausibly, but not exclusively, related to differences in battlefield performance between the British and the German Army in the Second World War. Research limitations/implications The research scope of the paper is limited to the analysis of one particular army in the Second World War. Implications for theory reside in the importance of organizational learning capability and its dimensions to the effectiveness of “lessons learned” processes inside organizations. Practical implications The paper has clear practical implications for armies and organizations that resemble armies in one or more aspects, like prisons, correctional facilities, police forces, hospitals, mental institutions and fire departments. Originality/value The paper ranks among the first organizational papers to analyze army operations and functioning from the perspective of organizational learning capability.
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COBBINAH, ERIC, ALBERT HENRY NTARMAH, ANTHONY FRANK OBENG, and PRINCE EWUDZIE QUANSAH. "Organizational Commitment and Job Performance: Examining the Mediating and Moderating Roles of Organizational Citizenship Behaviour and Leadership Styles." International Journal of Human Resource Studies 10, no. 4 (October 28, 2020): 93. http://dx.doi.org/10.5296/ijhrs.v10i4.17660.
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Though a significant number of studies in organizational behaviour literature have shown a positive relationship between affective organizational commitment and job performance, the findings of some studies indicate that the relationship varies. This highlights the presence of mediator and moderator variables. Our study seeks to clarify when and why affective organizational commitment is more or less related to job performance by investigating the mediating role of organizational citizenship behaviour and the moderating effect of leadership styles (transactional and transformational) on this relationship. Using a quantitative survey we sampled 556 workers from the Metropolitan, Municipal and District Assemblies in Ghana. The empirical results from hierarchical multiple linear regressions showed a positive relationship between affective commitment and job performance whilst OCB also mediated this relationship. The moderation analysis revealed that leadership styles (transformational and transactional) strengthened the positive relationship between affective commitment and job performance with transactional leadership the most effective leadership style. The outcome of our study suggest that, though affective commitment positively relates with job performance the relationship varies with the leader’s leadership style. We realized that within the local government context in Ghana, organizational commitment is more closely or strongly related to job performance when leaders (MMDCEs/mayors) transactional rather than transformational leadership is high. The practical contributions of this study are thoroughly discussed.
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Cahyaningsih, Elin, Dieny Sukmiati, Nur Chasanah, and Dana Indra Sensuse. "DEFINING KNOWLEDGE MANAGEMENT STRATEGY IN INDONESIAN GOVERNMENT: CASE STUDY HEAD OFFICE OF BADAN KEPEGAWAIAN NEGARA." Jurnal Sistem Informasi 9, no. 2 (April 8, 2014): 67. http://dx.doi.org/10.21609/jsi.v9i2.353.
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Knowledge Management (KM) became a new concept of organizational development. Many organization starts to implement knowledge management including government. First step for implementing KM in organization is defining KM strategy. This research aims to define KM strategy byKM assessment from organization vision, mission and goals using balanced scorecard (BSC) methods to find KM performance indicator in each aspect of balanced scorecard variable. This study constructs SPSS (Statistical Package for the Social Sciences) for processing and data analysis. The authors spread questionnaire at Head Office of Badan Kepegawaian Negara, Jakarta. The result of this research are KM strategies for implementing KM in Indonesian Government case study at Badan Kepegawaian Negara are monitoring program performance in order to create a working relationship and good personnel management as a learning activity for increasing organizational performance, raise up a teamwork culture within organization in to support business process in order to reach organizational performance and competitive advantage, increasing timeliness of service target achievement and standard time of customer service in order to increase organizational performance, and increasing the coordination effectiveness of program planning and budget as to increase the accountability of the organization, performance achievement and organizational performance.
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Mtasigazya, Paul. "Local Government Staff Performance Management in Tanzania: Experience of Open Performance Review and Appraisal System (OPRAS) in Kinondoni Municipal Council." Vestnik of Saint Petersburg University. Asian and African Studies 13, no. 1 (2021): 51–73. http://dx.doi.org/10.21638/spbu13.2021.104.
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The article presents a study that examined the effectiveness of the implementation of OPRAS on local government staff performance in the Kinondoni Municipal Council (KMC) in Tanzania. The study adopted a case study research design and used questionnaires, in-depth interview and documentary review in data collection. The Sample size was 100 respondents selected through purposive sampling and the content analysis and cross tabulation methods were used in data analysis. The major study findings indicate that there was a weak implementation of OPRAS because there was no communication of the needs for OPRAS to employees, provision of OPRAS related training, and motivations to public servants were inadequately addressed. Furthermore, in local government authorities (LGAs) particularly KMC, there has been very little concern, demonstrated by inadequate funds and mechanisms put in place that ensure its implementation is effective and sustainable. In regard to this, the findings demonstrated an absence of viable efforts in terms of plans and strategies set to establish an effective and sustainable implementation of OPRAS in the KMC. The financial constrains caused by the absence of a specific budget for OPRAS implementation, laxity of the management in monitoring the implementation of OPRAS in the KMC, as well as inadequate funds disbursed by the central government to KMC are the major factors restraining the effective implementation of OPRAS in the KMC. It is therefore concluded that there is a need for the government to strictly adhere to the processes required in the implementation of OPRAS, such as communicating the need for OPRAS to public servants and setting adequate funds for OPRAS to be conducted.
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Nurdavlyatova, A. I. "The need for financial and administrative self-sufficiency of urban municipal entities." Finance and Credit 26, no. 5 (May 28, 2020): 1118–34. http://dx.doi.org/10.24891/fc.26.5.1118.
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Subject. The article discusses the system of local government in urban districts of the Russian Federation, its distinctions and development impediments. Objectives. The study determines whether it is reasonable to create internal municipal entities in cities of urban districts from perspectives of their fiscal and administrative self-sufficiency. Methods. I used general methods of research, such as comparison, analysis, synthesis, analogy and systems approach. Results. I analyzed financial and organizational conditions for urban districts and internal city districts in the Russian Federation before and after local government reforms. Nowadays, internal districts in cities are found to have ceased their financial and administrative independence, whether they have their own budget or not. Their operations do not improve the overall local government system. Therefore, I suggest setting the mechanism for the bottom-to-top authority assignment, rather than the top-to-bottom one. Thus, internal municipal entities will be allowed to determine powers, allocate funds, delegate them to urban district authorities. Local authorities will show better performance, since people will be directly involved in local decision-making processes and support their initiatives before municipal authorities. Conclusions and Relevance. The analysis and recommendations will help municipal entities of the Russian Federation make decisions concerning their intentions to become an urban district with internal districts within a city. The findings are useful to outline development lines for local government in Russia.
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Kuswati, Yeti. "The Influence of Organizational Culture on Employee Performance." Budapest International Research and Critics Institute (BIRCI-Journal) : Humanities and Social Sciences 3, no. 1 (February 2, 2020): 296–302. http://dx.doi.org/10.33258/birci.v3i1.761.
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This study was motivated by the insignificant performance of employees at Municipal Waterworks (Perusahaan Daerah Air Minum, PDAM) in Majalengka Regency office. Their performance was considered to be insignificant due to the following indicators: (1) some employees were less responsible resulting poor performance in carrying out the task; (2) some employees lack discipline in carrying out tasks such as coming and leaving work not following the applicable regulations; (3) some employees carried out their tasks not following the applicable guidelines (resulting poor quality of work); (4) There were delays in reporting by employees. This study used descriptive and survey methods by processing and analyzing quantitative data through a parametric statistical approach. The calculation was conducted using the SPSS version 19 program. The parameters used were variable X which was organizational culture and variable Y which was employee performance. According to Robin, organizational culture includes innovation and risk placement, clear attention, outcome orientation, people orientation, team orientation, aggressiveness, and stability. Meanwhile, according to Moeherionon, employee performance includes effectiveness, efficiency, quality, timeliness, productivity, and safety. After analyzing the data and testing the hypothesis, the results indicated that the organizational culture in Majalengka PDAM office was categorized well with the respondents’ response of 3.45 and a standard deviation of 0.574. Meanwhile, the employee performance reached a good category with a respondents’ response of 3.49 and a standard deviation of 0.705. The correlation coefficient (r) between variable X and Y was 0.828 indicating the influence of organizational culture on service quality by 68.5%. Moreover, the results of the t-test (significant level) obtained a t-value of 15.683 with a t-table of 1.661. Thus, t-arithmetic was greater than the t-table. Therefore, H0 was rejected and H1 was accepted. In other words, there was a positive and significant influence between organizational cultures (X) on employee performance (Y).
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Lionardo, Andries. "The Quality Effect of Digital-Based Signature Services on the Performance of the District Government." Webology 17, no. 2 (December 21, 2020): 607–20. http://dx.doi.org/10.14704/web/v17i2/web17055.
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This study aims to measure the extent of the influence of digital-based signature service quality on the performance of the District Government of Palembang, Indonesia. The benefits of research provide solutions to the effectiveness of bureaucratic reform at the sub-district level. This research on the Effect of Digital-Based Signature Service Quality on Government Performance uses public service theory and organizational performance. This research method uses quantitative research methods. Research respondents were determined by population and sampling techniques following selected criteria relevant to the research problem. The research findings show that digital signatures are very significantly influential in overcoming slow problems and lengthy procedures in administrative services at the sub-district level. As a result, the socio-economic community feels facilitated in public services of its many types. The results of this study also go in line with efforts to reform public services undertaken by the Central Government so that aspects of organizational communication and public administration undergo fundamental changes.
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Jacobson, Willow, Ellen V. Rubin, and Sally Coleman Selden. "Examining Training in Large Municipalities: Linking Individual and Organizational Training Needs." Public Personnel Management 31, no. 4 (December 2002): 485–506. http://dx.doi.org/10.1177/009102600203100405.
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A well-designed training system contributes to a public organization's performance by ensuring that employees have the knowledge and skills they need to meet the demands of their current and future jobs. Training may also help governments attract and retain workers in an increasingly competitive job market. Thus, it is important to understand the nature of training in public organizations. A comprehensive study of training in local government is almost nonexistent in literature. The purpose of this article is twofold. First, using data from the Government Performance Project, it describes the training infrastructure in 33 of the largest cities by revenue. Second, it develops a framework — the Strategic Systems Training Model — that integrates the needs of individual employees and organizations, and can be used by governments to plan and analyze their training effectiveness.
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Wright, Nathaniel S., and Tony G. Reames. "Unraveling the Links between Organizational Factors and Perceptions of Community Sustainability Performance: An Empirical Investigation of Community-Based Nongovernmental Organizations." Sustainability 12, no. 12 (June 18, 2020): 4986. http://dx.doi.org/10.3390/su12124986.
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Community-based nongovernmental organizations have emerged as leaders in local economic development, with a growing capacity for undertaking community sustainability projects in distressed neighborhoods. Very little is known about what organizational and managerial characteristics contribute to community sustainability performance. This article seeks to address this gap in the literature. Survey data from 134 community action agencies in the U.S. were analyzed to determine which organizational and managerial factors influence the effectiveness of community-based organizations in meeting community sustainability goals. The findings from an ordinary least-square regression model suggest that community engagement, human resource capacity, county/regional government collaboration, government funding, and revenue diversification are important predictors of community sustainability performance.
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Uswatun Chasanah, Anna Zahroh, and Putri Mega Desiana. "Peran Mediasi Job Satisfaction Terhadap Public Service Motivation (PSM) Dan Organizational Citizenship Behaviour (OCB)." JRB-Jurnal Riset Bisnis 1, no. 2 (May 17, 2019): 130–38. http://dx.doi.org/10.35592/jrb.v1i2.249.
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This research discusses the influence of public service motivation (PSM) and job satisfaction towards organizational citizenship behavior (OCB) in South Jakarta Municipal Administration Office. Improving public services is a priority of the government as an effort to fulfill people's wishes. The Government proclaimed bureaucratic reforms to improve the performance of the state civil apparatus. Performance of employees associated with the motivation, job satisfaction in order to provide more services to the community. This study was conducted on 108 respondents from the total population of 131 employees, with the aim to know the influence of public service motivation (PSM) and job satisfaction towards organizational citizenship behavior (OCB). The collected data is then processed using SPSS application version 22.0. The results showed that public service motivation has a direct effect on job satisfaction, as well as an effect on organizational citizenship behavior. The increasing of public service motivation (PSM) is increasing the employee's job satisfaction, and with the increase of public service motivation (PSM) also job satisfaction has an effect on improving organizational citizenship behavior (OCB), besides this research also found that public service motivation can influence directly to organizational citizenship behavior (OCB) even without mediation by job satisfaction. These results can help other organizations with similar characteristics to the South Jakarta Land Office in identifying strategies that can be done to improve organizational citizenship behavior (OCB).
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Park, Soonae, and Sungjoo Choi. "Performance Feedback, Goal Clarity, and Public Employees’ Performance in Public Organizations." Sustainability 12, no. 7 (April 9, 2020): 3011. http://dx.doi.org/10.3390/su12073011.
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Scholars have emphasized the importance of supervisory feedback in improving individual performance. Subordinates benefit from clear communication of organizational goals and expected behaviors of employees, which are linked to the improvement of individual performance and organizational effectiveness. We examine the dynamic relationship between feedback on performance and individual performance, which is mediated by performance goal clarity. Given the potential influence of contextual factors on the relationship, we also test the moderation effect of autonomy on the relationship between performance goal clarity and individual performance. The data collected from the local government workforce in Korea were analyzed through structural equation modeling. The findings show that performance feedback is significantly and positively related to individual performance, mediated by performance goal clarity. In addition, the mediation effect of performance goal clarity was positively moderated by autonomy. The results imply that performance feedback can contribute to the improvement of individual performance by helping employees clearly understand the performance goals they need to accomplish. The higher levels of autonomy may promote the positive link between a clear understanding of performance goals and individual performance.
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Shugrina, E. "Economic basis of local self-government: legal analysis." Law Enforcement Review 2, no. 3 (December 25, 2018): 89–109. http://dx.doi.org/10.24147/2542-1514.2018.2(3).89-109.
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The subject. The concept and elements of the economic basis of local self-government are discussed in the paper in the context of different laws on local self-government.The purpose of the paper is to identify the main ways of increasing the economic basis of municipalities.The methodology of paper includes the formal logical interpretation of Russian legislation and systematization of the court practice that concerns economical issues of local self-government as well as analysis and synthesis of statistics data of the Ministry of Justice of Rus-sia and the Ministry of Finance of Russia.The main results and scope of their application. The features of municipal property and local budgets are consistently considered. The property base of the municipality should be analyzed through the scope of it’s adequacy for the implementation of the relevant functions, including for the performance of public obligations. The profile of municipal assets and their purpose should play the minor role. The instruments of property management used by local governments (like attracting private investment) are also important. The sources of revenues and expenditures of the local budget are important not as themselves in absolute terms, but in the context of the ratio with the volume of competency that is assigned to local governments. The improvement of control and supervisory activities is a resource for improving the economic basis of local self-government. The proposed qualitative analysis the economic basis of local self-government may inspire new researches in the field of municipal law.Conclusions. The formation of the economic basis of local self-government is a complex complex process, closely related to the legal, territorial, organizational and competence bases of local self-government and it is determined by legislation and law enforcement practice.
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Tariq, Haleema, and Muqqadas Rehman. "An Empirical Analysis of Organizational Performance of Construction Companies in Pakistan through Mediating Role of Conflict Management Effectiveness." Review of Economics and Development Studies 6, no. 2 (June 15, 2020): 571–84. http://dx.doi.org/10.47067/reads.v6i2.224.
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This paper aims to examine the impact of organizational factors and verify mediating role of conflict management effectiveness on perceived performance of registered construction companies in Pakistan. The study adopts a survey research design using a well-structured questionnaire of 450 employees from construction companies located in Lahore and Karachi. The construction industry is characterized by performance setbacks for decades. Descriptive statistics and mediation analysis were employed to analyze the conceptual model. The research paper concludes that distortions in reduced workforce productivity and relationship conflicts should be overcome by capable professional & administrative services. The analysis depicts that socio-economic and political factors play a significant role to maintain the quality in local construction industry. The findings reveal that performance of construction companies is significantly related to internal factors i.e. workforce productivity, decentralization, perceived organizational politics and relationship conflict. The study provides guidelines to organizational decision-makers and government policy-makers for public reforms in infrastructure to improve their output. The present study was undertaken to provide new horizons and advance understanding on organizational performance (OP) of construction companies in Pakistan. The most significant part of this study is the comprehensive five-factor organizational performance model designed to test mediation among variables using partial least square structural equation modelling (SEM).
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Saerang, David Paul Elia, Heince R. N. Wokas, Robby J. Kumaat, and Christian Datu. "EFFECT OF UNDERSTANDING FINANCIAL MANAGEMENT, REGIONAL FINANCIAL ACCOUNTING SYSTEMS, EFFECTIVENESS OF INTERNAL CONTROL, AND COMMITMENT TOWARDS FINANCIAL PERFORMANCE OF NORTH SULAWESI PROVINCE." ACCOUNTABILITY 8, no. 1 (July 4, 2019): 51. http://dx.doi.org/10.32400/ja.23360.8.1.2019.51-59.
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This study aims to determine, the effect of understanding financial management, regional financial accounting system, effectiveness of internal control and organizational commitment towards financial performance of region and city governments in the province of North Sulawesi. The type of this research is quantitative. The population are all Regional Work Unit (SKPD) government financial managers of North Sulawesi, the respondents are 125 respondents as financial managers namely PPK-SKPD, Head of Finance and Financial Staffs. The Data method is using questionnaires and the analysis is using multiple regression analysis. The result shows that the understanding of financial management and effectiveness of internal control have a significant effect to the financial performance, while the regional financial accounting system and organizational commitment are not significant.
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Rugchatjaroen, Krish. "Approach of Electronic Government to Closing the Gap between Public and Citizens." Journal of Social and Development Sciences 5, no. 3 (September 30, 2014): 130–37. http://dx.doi.org/10.22610/jsds.v5i3.813.
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Electronic government uses ICT to improve public activities, bringing also greater organizational efficiency and effectiveness. The aim of this research is to study electronic government in Thailand to move towards success. The questionnaire obtained information on the current status of electronic government in Thailand which intendeds to investigate factors relating to information technology by interviewing state employees in National Electronics and Computer Technology Center: NECTEC. The results reveal 6 conclusion based upon the following area of study; 1) Investment: budget allocations for the integration of ICT in the public sector by considering the national strategic plan and the ASEAN community strategies, to increase the competitiveness and investigate in infrastructure and logistics. 2) Officials’ knowledge and understanding: involving the full cooperation from government agencies workshops on the development of information systems for public sector officials to allow implementation of the projects to restructure more efficiently the form of electronic government. 3) Citizens’ understanding: which investigated the public sectors acceptance of public participation and people-centered government services? There are wide gaps between those used in municipal and non-municipal area. 4) Networking: the form of networking through a collaborative network of TOT and CAT in the core layer, which makes the network redundancy and high availability. 5) Promoting: using website to promote activities and disseminate knowledge about technology in electronics and computer project or training. and 6) Policies: the manner the Ministry of Information and Communication Technology, allocates resources in their expansion of telecommunications infrastructure and communication channels and the way they encourage full access to ICT that will lead to close the gap.
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Spreen, Thomas Luke, Whitney Afonso, and Ed Gerrish. "Can Employee Training Influence Local Fiscal Outcomes?" American Review of Public Administration 50, no. 4-5 (March 13, 2020): 401–14. http://dx.doi.org/10.1177/0275074020911717.
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Employee training is often viewed as essential for incorporating performance management practices into public organizations, but few studies directly link training programs to subsequent changes in organizational outcomes. Typically, evaluations of the impact of training and management innovations more broadly focuses narrowly on improvements at the mean of the distribution, ignoring isomorphic pressures that may spur divergent responses at opposite tails of the distribution. We examine these notions by testing whether training local government personnel on the use of financial performance information in decision-making influences fiscal outcomes. Specifically, we compare the outcomes of North Carolina local governments whose employees participated in training on a new fiscal benchmarking tool at the University of North Carolina School of Government to peer governments that did not participate. Municipal governments with at least one trained employee experienced modest changes, on average, across most of the financial ratios reported in the benchmarking tool. By comparison, the dispersion of the reported outcomes declined considerably among municipal governments whose employees participated in training in comparison to control governments. The strength of this response increased with the number of public officials trained. The results indicate that employee training can facilitate the use of performance benchmarking systems in public sector decision-making. They also suggest that benchmarking without explicit performance targets may encourage convergence toward the average outcome.
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Kutsenko, D. O. "Transformational Leadership as a Source of Participatory Governance." Administrative Consulting, no. 8 (September 30, 2020): 191–200. http://dx.doi.org/10.22394/1726-1139-2020-8-191-200.
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The purpose of this article is to justify the new role of the municipal official, i.e. the role of a transformation leader, whose activity is increasingly connected with the introduction of participatory governance, with the development of citizen participation and through this participation, progressive changes in the local community and the municipality as a whole. The method of research was theoretical analysis of foreign experience in the use of social technologies at the local level, which made it possible to form a theoretical model of transformational leadership. The formation of such a model is important from the point of view of developing key competencies of municipal officials in the near future. Empirical support for the theoretical analysis was obtained through content analysis of documents published on the website of the Governor of St. Petersburg (https://www. gov.spb.ru/governor). The research made it possible to conclude that transformational leadership behavior of municipal authorities is aimed at increasing the participatory nature of governance, the mission of valence in the ratio of clear and attractive development priorities at the municipal, regional and federal levels with the interests of local communities. The constant need to solve new social and political problems and contradictions by municipal leaders means a continuous search for a balance between efficiency and fairness, and the effectiveness of this balance depends on the transformational potential of municipal managers. The participatory style of municipal management implies that transformation leaders use social technologies for public participation in state and municipal management. Transformational leadership is based on the principles of democracy, efficiency, effectiveness, openness, rule of law, ethics, competence, innovation, sustainability, performance, and accountability. It makes it possible to replenish the deficit of public resources, which is increasing due to economic crises, as well as unjustified and excessive expansion of social services and the number of their recipients. Transformative leadership involves reaching consensus among different social groups, finding a balance between economic rationality and social justice, between extensive growth and environmentally friendly sustainable development. This becomes the main task of any level of government, primarily the municipal government as the closest to the place where problems arise and the search for optimal solutions.
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Onaolapo, A. A., and T. A. Odetayo. "Effect of Accounting Information System on Organisational Effectiveness: A Case Study of Selected Construction Companies in Ibadan, Nigeria." American Journal of Business and Management 2, no. 1 (May 30, 2013): 183. http://dx.doi.org/10.11634/216796061706210.
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Automated Accounting Information System (AAIS) provides a tool for finance department to enhance organizational effectiveness especially in this era of global technology advancement. The study examined the effect of accounting information system on organizational effectiveness with special reference to selected construction firms in the Ibadan metropolis. Specifically, the study examined the effects of accounting information on quality of financial reports and decision –making. Purposive sampling technique was adopted in selecting a total of ten personnel from each of the selected companies as sample for the study. A hypothesis was formulated and both descriptive and inferential statistical tools were employed to analyze the data. The results show that accounting information system has effect on organizational effectiveness. Recommendations were subsequently made to both the managers of such organization and government on how the use of AAIS known as ‘Contract Plus– Financial and Project Accounting’ package software can enhance performance in Finance Departments.
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Ledeneva, V. "Administrative and organizational mechanisms for regulating the integration of migrants in Spain." Upravlenie 7, no. 3 (October 21, 2019): 120–26. http://dx.doi.org/10.26425/2309-3633-2019-3-120-126.
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The article analyzes different approaches to the policy of integration of migrants in Spain. The purpose of the article is: to show the experience of integration policy and intercultural dialogue in Spain and to determine the most effective methods for application in the Russian migration policy.The phenomenon of socio-cultural integration of immigrants and intercultural interaction through theoretical and methodological developments of domestic and foreign experts has been considered. Distinctions between the concepts of “adaptation of migrants” and “integration of migrants” have been made. Integration involves the next stage of inclusion after adaptation in the host community. A list of criteria for assessing the processes of integration of immigrants into the host society has been formed, three main groups of criteria have been defined: socio-economic, political, legal and socio-cultural. During the analysis, the author comes to conclusion, that the key direction of the policy of integration of migrants into the host community in Spain is economic integration, which implies the inclusion of migrants in labor relations and is supported by state structures as much as possible.The main directions and effectiveness of the integration policy of Spain have been analyzed. It has been concluded, that the effectiveness depends on the existence of a holistic system of interaction between the Central government, regional and municipal authorities and non-governmental organizations, which greatly simplifies the process of integration of migrants into Spanish society. The article widely uses the results of practical studies of the integration experience of Spain, official reports of the EU supranational bodies on the migration situation in this country, reports on the implementation of specific integration initiatives, as well as the analysis of expert assessments on this issue. The article analyzes the most effective methods of integration of the government of Spain and Spanish public organizations, based on which practical recommendations for Russia are proposed, taking into account the specifics of migration processes.
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Wananda, Adhi, and Puspitasari Puspitasari. "Organizational Environment, Organizational Change, And Polri Services." Management Technology and Security International Journal 1, no. 2 (November 1, 2020): 153–64. http://dx.doi.org/10.47490/mtsij.v1.i2.153164.
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A changing and developing environment , indeed, affects the organizational development of Indonesian National Police , called Polri in Bahasa . These environmental changes will affect the management of Indonesian National Police organization. The e xternal environmental factors that most influence organizational activities of Indonesian National Police consist of micro external environmental factors , including the personnel of Indonesian National Police and the public, as well as the macro external e nvironmental factors covering political and legal conditions in Indonesia. Organizational changes in Indonesian National Police institution have massively occurred since Indonesian National Police Reformation in 1999 - 2000 and due to the Bureaucratic Reform s launched by the government in 2010. The most prominent change from Indonesian National Police Reform is the organizational culture of Indonesian National Police , from previously having a military culture to fully become a police organization which protec ts and serves the community. Meanwhile, the changes due to the b ureaucratic r eform are implemented from the realization of programs and activities designed to improve the performance and the effectiveness and efficiency of Indonesian National Police ’s duties . By realizing and conducting these programs and activities, the level of public satisfaction with the services provided by Indonesian National Police has increased . This also shows an increase in the context of the image of Indonesian National Polic e in the eyes of the people . Keywords : organizational environment , organizational change , police services , police reform , bureaucratic reform