Download or read book Public Service Retention Do Federal Employees Views of Their Contribution to Mission Relate to Turnover Intention written by Katherine O'Connor and published by . This book was released on 2021 with total page 82 pages. Available in PDF, EPUB and Kindle. Book excerpt: The U.S. Federal Government is attempting reforms and recruitment strategies to combat a two-part demographic challenge, the aging federal workforce and a more competitive market for younger employees. While many of these efforts focus on mimicking strategies from the private sector, a growing field of evidence in public management studies highlights the value of uniquely public sector principles that could help recruitment, retention, and performance. In particular, there is evidence from studies of state and local government organizations that employees’ sense of mission is linked to greater satisfaction and organizational commitment. However, this relationship has not been tested for the Federal Government population that has a wide range of sectors of public work. This study tested the promising findings about mission and its relationship to organizational commitment within the Federal Government and, for a narrower focus, the subset of Department of Defense civilian employees. To achieve this, this study uses the 2019 Federal Employee Viewpoint Survey, which is a workplace survey administered annually to federal workers. The results of this study indicate that federal employees who do not perceive how their work contributes to mission are more likely to intend to leave the Federal Government. Beyond mission, the results support evidence from other studies that employee engagement and fairness in pay are relevant factors for employee commitment. This study makes a notable link of the importance of mission to the Federal Government population that could be a useful tool for federal managers to retain committed employees, the bedrock for administering many other federal policies and programs.
Download or read book Politics Bureaucracy and Employee Retention written by Susannah Bruns Ali and published by . This book was released on 2014 with total page 260 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study begins with a simple idea; if one regards the work of government as fundamentally political, why do researchers so rarely explore how that political world impacts the lives of careerists and their career decisions? So much of the research on job choices is isolated to managerial and demographic variables inside of an organization. Understanding the impact of these internal elements such as pay, mission, and relationships with coworkers are in and of themselves important for managers in building retention plans. However, this approach ignores what the open systems literature makes so clear: organizations and their operations shape and are shaped by their environment, just as people shape and are shaped by their organizations. In the process, it also ignores all that we can learn from public administration and political science literatures on relationships between agencies/individuals and political actors including the White House and appointees, Congress, and interest groups. My approach to studying turnover intent is novel in incorporating both internal and external organizational factors into an integrative theoretical framework for studying turnover intent, in deriving and testing a baker's dozen of hypotheses derived from that framework, and by "testing" and informing those findings with interviews conducted with federal employees. My study is also unique in integrating three research approaches to explore turnover intent: archival research on agency political environments; statistical analysis using logistical regression techniques of questions culled from iterations of the Federal Viewpoint (FedView) Survey between 2006 and 2012 and that prior research has found affect turnover intent by employees; and focus group and semi-structured interviews with both careerists and political actors. My analytical focus was on four agencies within the U.S. Department of Health and Human Services with different responsibilities, task environments, and histories: the Centers for Disease Control and Prevention (CDC), the Centers for Medicare and Medicaid Services (CMS), the Food and Drug Administration (FDA), and the National Institutes of Health (NIH). My comparative agency approach is also uncommon in the literature on turnover intent, as is my focus on the perceptions of high-level career civil servants (GS 13-15). My analysis offered mixed support for the findings of prior research on turnover intent, as well as support for incorporating both internal and external factors in future research. I find that internal organizational factors partially explain decisions to change jobs. However, I also find substantive and statistically significant differences in turnover intent across the four agencies related to the stability-turbulence factors in their political environments. I also find that turnover intent needs to be explored in a more nuanced way than in prior research which treats it as a decision to stay in or leave the federal government. Specifically, it needs to be disaggregated into preferred future jobs--namely, to stay in one's job, leave the federal government entirely, or change jobs within the federal government but not leave it. In addition, the decision to leave government appears to be driven by different factors than the decision to move to other jobs within the federal government. My findings also suggest that predispositions toward turnover intent vary over time, thus calling into question static measures of variables in favor of ascertaining their cumulative effects over time or the conjuncture of different variables at different points of time. I conclude by assessing the implications of my findings for practice, future research, and theory building on turnover intent. Most significantly, the finding of environmental differences across agencies and the likelihood that they affect turnover intent directly and indirectly through their impacts on internal organizational variables begs further research. Needed are studies that test and further refine our understanding of the relationships I posit in my integrative framework, with a special focus on identifying the precise causal mechanisms involved. I offer a range of strategies for doing so that involve both quantitative and qualitative analyses, individually or jointly, and that stress the need to disaggregate turnover intent rather than treat it as solely a decision to stay in or leave the federal government. In terms of practice, I discuss the implications of the findings for future human resource management strategies, as well for the need they identify to reframe in more useful ways the "quiet crisis" arguments that have occurred since the first Volcker Commission report in the late 1980s.
Download or read book Research Handbook on Motivation in Public Administration written by Stazyk, Edmund C. and published by Edward Elgar Publishing. This book was released on 2022-03-17 with total page 448 pages. Available in PDF, EPUB and Kindle. Book excerpt: This cutting-edge Research Handbook brings together international scholars to provide a comprehensive overview of motivation within and beyond the field of public administration. Discussing the implications of contemporary research for theory and practice, it offers suggestions for the development of future research in the field.
Download or read book A Government of Strangers written by Hugh Heclo and published by Brookings Institution Press. This book was released on 2011-10-01 with total page 289 pages. Available in PDF, EPUB and Kindle. Book excerpt: How do political appointees try to gain control of the Washington bureaucracy? How do high-ranking career bureaucrats try to ensure administrative continuity? The answers are sought in this analysis of the relations between appointees and bureaucrats that uses the participants' own words to describe the imperatives they face and the strategies they adopt. Shifting attention away form the well-publicized actions of the President, High Heclo reveals the little-known everyday problems of executive leadership faced by hundreds of appointees throughout the executive branch. But he also makes clear why bureaucrats must deal cautiously with political appointees and with a civil service system that offers few protections for broad-based careers of professional public service. The author contends that even as political leadership has become increasingly bureaucratized, the bureaucracy has become more politicized. Political executives—usually ill-prepared to deal effectively with the bureaucracy—often fail to recognize that the real power of the bureaucracy is not its capacity for disobedience or sabotage but its power to withhold services. Statecraft for political executives consists of getting the changes they want without losing the bureaucratic services they need. Heclo argues further that political executives, government careerists, and the public as well are poorly served by present arrangements for top-level government personnel. In his view, the deficiencies in executive politics will grow worse in the future. Thus he proposes changes that would institute more competent management of presidential appointments, reorganize the administration of the civil service personnel system, and create a new Federal Service of public managers.
Download or read book Human Resource Management in Public Service written by Evan M. Berman and published by CQ Press. This book was released on 2021-07-14 with total page 670 pages. Available in PDF, EPUB and Kindle. Book excerpt: Human Resource Management in Public Service: Paradoxes, Processes, and Problems offers provocative and thorough coverage of the complex issues faced by employees and managers in the public sector, including managing under tight budgets with increasing costs, hiring freezes, contracting out, and the politicization of the civil service. Continuing the award-winning tradition of previous editions, authors Evan M. Berman, James S. Bowman, Jonathan P. West, and Montgomery R. Van Wart encourage active learning through various skill-building exercises and a mixture of individual, group, and in-class tasks. The Seventh Edition includes new examples on how COVID-19 has disrupted the workplace, equity and racial discord, organizational diversity, employee engagement and motivation, leadership development training, work-life balance, gender-based inequities, behavioral biases in appraisal, and unionization trends.
Download or read book Creating Effective Rules in Public Sector Organizations written by Leisha DeHart-Davis and published by Georgetown University Press. This book was released on 2017-07-01 with total page 190 pages. Available in PDF, EPUB and Kindle. Book excerpt: The creation of rules that govern processes or behavior is essential to any organization, but these rules are often maligned for creating inefficiencies. This book provides the first comprehensive portrait of rules in public organizations and seeks to find the balance between rules that create red tape and rules that help public organizations function effectively, what the author calls “green tape.” Drawing on a decade of original research and interdisciplinary scholarship, Leisha DeHart-Davis builds a framework of three perspectives on rules: the organizational perspective, which sees rules as a tool for achieving managerial goals and organizational functions; the individual perspective, which examines how rule design and implementation affect employees; and the behavioral perspective, which explores human responses to the intersection of the first two perspectives. The book then considers the effectiveness of rules, applying these perspectives to a case study of employee grievance policies in North Carolina local government. Finally, the book concludes by outlining five attributes of effective rules—green tape—to guide future rule creation in public organizations. It applies green tape principles to the Five-Second Rule, a crowd control policy Missouri police implemented in the wake of protests following the Michael Brown shooting. Government managers and scholars of public administration will benefit from DeHart-Davis’s investigation and guidance.
Download or read book Improving Employee Retention in the Public Sector by Increasing Employee Engagement written by Durand Crosby and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: A poor reputation and low salaries has made retaining a talented workforce in the public sector more difficult over the past several decades, resulting in some to declare that the public sector is in the midst of a “human capital crisis.” However, in order to improve public's image of government, it is vital for public agencies to retain talented and experienced employees. It is our position that to improve retention, public agencies must increase levels of employee engagement in their work, which in turn will increase employee commitment and satisfaction. We posit that to create an engaged workforce, public managers must recruit individuals with high levels of public service motivation, link their employees with the meaningfulness of the organization's mission to the community, and utilize social marketing, reputation management, and branding initiatives to foster a better image and reputation for their organization. The present research will test these assumptions in public service organizations.
Download or read book Call to Action written by Anne Marrelli and published by DIANE Publishing. This book was released on 2010-11 with total page 110 pages. Available in PDF, EPUB and Kindle. Book excerpt: Examines the effectiveness of Fed. first-level supervisors and how well agencies select, develop, and manage them. First-line supervisors, as the nexus between gov¿t. policy and action, are critical to productivity, employee engagement, and workplace fairness. Supervisory positions -- even at the first level -- have distinctive responsibilities and skill requirements. Therefore, it is essential that agencies have valid selection criteria and processes, comprehensive training programs, good communication and support networks, and sound accountability mechanisms for their first-level supervisors. In addition, this report recommends specific measures to improve supervisors management and performance. Charts and tables.
Download or read book United States Code written by United States and published by . This book was released on 1959 with total page 1024 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Palgrave Handbook of the Public Servant written by Helen Sullivan and published by Palgrave Macmillan. This book was released on 2021-06-01 with total page 1737 pages. Available in PDF, EPUB and Kindle. Book excerpt: The Palgrave Handbook of the Public Servant examines what it means to be a public servant in today’s world(s) where globalisation and neoliberalism have proliferated the number of actors who contribute to the public purpose sector and created new spaces that public servants now operate in. It considers how different scholarly approaches can contribute to a better understanding of the identities, motivations, values, roles, skills, positions and futures for the public servant, and how scholarly knowledge can be informed by and translated into value for practice. The book combines academic contributions with those from practitioners so that key lessons may be synthesised and translated into the context of the public servant.
Download or read book The Role of Procedural Justice in Public Personnel Management written by Ellen Rubin and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This article examines the relationship between federal employee perceptions of procedural justice and work satisfaction rates, turnover intentions, and the degree to which employees trust their managers. As the federal government considers reforming the civil service system, including changes to the procedures used to discipline employees and resolve grievances, understanding these relationships becomes particularly important. Analysis of Department of Defense data from the 2002 Federal Human Capital Survey indicates a significant, positive relationship between procedural justice perceptions, satisfaction rates, and trust in management. Likewise, a significant and negative relationship exists between procedural justice perceptions and turnover intentions. Interestingly, given similar levels of procedural justice perceptions, managers exhibit lower levels of satisfaction and trust and higher turnover intentions. This study provides an important benchmark for Defense and other agencies that are redesigning personnel systems and serves as a caution against implementing systems that employees may not view as either legitimate or just.
Download or read book Adherence to the Merit Principles in the Workplace Federal Employees Views written by and published by . This book was released on 1997 with total page 18 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report discusses the results of a study undertaken by the Board to focus on the degree to which executive branch departments and agencies are adhering to the requirements of the statutory merit systems principles. The Merit System Principles, which were articulated in statute in the 1978 Civil Service Reform Act, are a set of values for Federal public service that date back to the beginning of the merit-based civil service system in 1883. The principles address basic human resource management activities. These activities-- including selections, promotions, and actions to deal with performance problems--define the goals that all Federal managers are expected to strive for when managing their workforce. While some of these principles were added in later years (such as protections for employees against reprisal for the disclosure of waste, fraud, and abuse in the civil service system), most of them have always been key to the operation of a merit-based system, and central to the ability of the U.S. Government to serve the public.
Download or read book High Performance Government written by Robert Klitgaard and published by Rand Corporation. This book was released on 2005-03-24 with total page 496 pages. Available in PDF, EPUB and Kindle. Book excerpt: In 2003, the National Commission on the Public Service, chaired by Paul Volcker, issued a report detailing problems within the federal government today and recommending changes in its organization, leadership, and operations. This book suggests practical ways to implement the recommendations and defines a research agenda for the future. Thirteen essays address the primary problem areas identified by the Volcker Commission, and the commission report itself is included.
Download or read book Keeping Talent written by Booz, Allen & Hamilton and published by . This book was released on 2011 with total page 17 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Retention Allowances Usage and Compliance Vary Among Federal Agencies written by and published by . This book was released on 1995 with total page 25 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report reviews federal agencies' use of retention allowances as salary supplements to retain essential employees. The General Accounting Office (GAO) was asked to report on (1) the total and average values of the allowances, as well as the highest values of individual allowances, at selected federal agencies for the period 1991 through 1994; (2) the extent to which Senior Executive Service (SES) employees are receiving retention allowances; (3) any compliance issues identified during limited review of agencies' retention allowance awards; (4) whether agencies are preparing retention allowance plans in accordance with Office of Personnel Management (OPM) regulations; and (5) the extent to which OPM is performing oversight of the use of retention allowances. The retention allowance authority was established by section 208 of the Federal Employees Pay Comparability Act of 1990 (FEPCA).' The act required OPM to issue government wide regulations on retention allowances, which it did on March 28,1991. The act and OPM'5 implementing regulations require agencies to document that (1) each allowance paid is based on a determination that unusually high or unique qualifications of the employee or a special need of the agency for the employee's services makes it essential to retain the employee and (2) in the absence of such an allowance, the employee would be likely to leave federal employment. The agency must also document the extent to which the employee's departure would affect the agency's ability to carry out an activity or perform a function deemed essential to the agency's mission.
Download or read book Employee Retention in the Public Sector written by Tamara Harutyunyan and published by . This book was released on 2020 with total page 35 pages. Available in PDF, EPUB and Kindle. Book excerpt: Employee retention is regarded by scholars as an important factor that contributes highly to the success of an organization. Over the years, the public sector has witnessed a high turnover rate of their employees, which, in turn has affected productivity. Strategies on how to keep employees committed to their work has therefore become a challenge. The current literature indicates that many factors that affect public sector employee's intention to stay. However, the present study attempts to find out the various factors affecting employee retention. Questionnaires will be sent to various government agencies for employees to answer. The research will look closely at the broad factors as determinants for employee retention. More specifically, it will look at career advancement and developmental opportunities at the local level of government, and provide insight regarding the main motivators for an employee's desire to stay.
Download or read book The Jossey Bass Handbook of Nonprofit Leadership and Management written by David O. Renz and published by John Wiley & Sons. This book was released on 2016-08-15 with total page 816 pages. Available in PDF, EPUB and Kindle. Book excerpt: The go-to nonprofit handbook, updated and expanded for today's leader The Jossey-Bass Handbook of Nonprofit Leadership and Management is the bestselling professional reference and leading text on the functions, processes, and strategies that are integral to the effective leadership and management of nonprofit and nongovernmental organizations. Now in its fourth edition, this handbook presents the most current research, theory, and practice in the field of nonprofit leadership and management. This practical, relevant guide is invaluable to the effective practice of nonprofit leadership and management, with expanded attention to accountability, transparency, and organizational effectiveness. It also extensively covers the practice of social entrepreneurship, presented via an integrative perspective that helps the reader make practical sense of how to bring it all together. Nonprofit organizations present unique opportunities and challenges for meeting the needs of societies and their communities, yet nonprofit management is more complex and challenging than ever. This Handbook provides a framework to help you lead and manage efficiently and effectively in this new environment. Building on solid current scholarship, the handbook provides candid, practical guidance from nationally-recognized leaders who share their insights on: The relationship between board performance and organizational effectiveness Managing internal and external stakeholder relationships Financial viability and sustainability and how to enhance both for the long term Strategies to successfully attract, retain, and mobilize the very best of staff and volunteers The fourth edition of the handbook also includes content relevant to associations and membership organizations. The content of the handbook is supplemented and enriched by an extensive set of online supplements and tools, including reading lists, web references, checklists, PowerPoint slides, discussion guides, and sample exams. Running your nonprofit or nongovernmental organization effectively in today's complex and challenging environment demands more knowledge and skill than ever, deployed in a thoughtful and pragmatic way. Grounded in the most useful modern scholarship and theory, and explained from the perspective of effective practice, The Jossey-Bass Handbook of Nonprofit Leadership and Management is a pivotal resource for successful nonprofit leaders in these turbulent times.
