JournalTOCs

Review of Public Personnel Administration
Journal Prestige (SJR): 1.225

Citation Impact (citeScore): 2
Number of Followers: 12

Hybrid journal (It can contain Open Access articles)
ISSN (Print) 0734-371X - ISSN (Online) 1552-759X
Published by Sage Publications

[1174 journals]

Antecedents of Work Engagement in the Public Sector: A Systematic
Literature Review
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  Authors: Norfadhillaton Zahari, Maniam Kaliannan
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  This article systematically reviewed the body of literature concerning work engagement in public organizations, aiming to examine the antecedents of work engagement in the public sector. Web of Science and Scopus, two prominent journal databases, were utilized to identify relevant literature. Adopting the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) approach, a final of 48 articles were systematically analyzed as research samples. The review identified five main themes: organizational and team factors, perceived leadership, job-related experience, individual, and organizational intervention factors. Generally, most studies reviewed emphasized individual and job-design-related factors as antecedents of work engagement in the public sector. Only minimal emphasis has been placed on organizational intervention compared to the other factors. This study also found that most literature addressed a single or a few themes of work engagement antecedents instead of a comprehensive work engagement model comprising all related aspects. This systematic review ends with directions for future studies to aid future scholars.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-06-14T01:33:43Z
  DOI: 10.1177/0734371X221106792
Work-Family Conflict and Burnout Amid COVID-19: Exploring the Mitigating
Effects of Instrumental Leadership and Social Belonging
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  Authors: Michelle Allgood, Ulrich Thy Jensen, Justin M. Stritch
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  The COVID-19 pandemic brought disruptions to government workplaces, including abrupt transitions to remote work for many employees. Remote work can offer a physically distant environment and greater flexibility for individual employees and organizations; remote work also creates or exacerbates potential work-life balance tensions. Drawing on Job-Demands Resources theory, we propose that two organizational resources, instrumental leadership (a vertical organizational resource) and a sense of social belonging (a horizontal organizational resource), help prevent burnout by alleviating conflict between work- and family-life activities. Using survey responses from local government employees collected during the COVID-19 pandemic (May 2020), we show that employees with a strong sense of social belonging experience less work-family conflict and, in turn, report lower levels of burnout. We also find that social belonging, as a horizontal organizational resource, appears more important for reducing burnout in a period characterized by disruption than the more formal, vertical resource of instrumental leadership.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-06-11T10:12:08Z
  DOI: 10.1177/0734371X221101308
Public Value at Cross Points: A Comparative Study on Employer
Attractiveness of Public, Private, and Nonprofit Organizations
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  Authors: Adrian Ritz, Kristina S. Weißmüller, Timo Meynhardt
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  A commonly held assumption is that public service motivation (PSM) positively affects individuals’ attraction to government, but there are also private and nonprofit organizations that are beneficial to the common good. Therefore, the goal of this study is to shed light on an understudied topic in Public Administration, namely, how the public value of public, private, and nonprofit organizations affects their attractiveness to citizens and how PSM moderates this relationship. We find that employer attractiveness is strongly influenced by organizations’ public value regardless sectoral affiliation. This attribution of public value interacts with citizens’ PSM. For high-PSM individuals, the relationship between public value and attractiveness is stronger than for low-PSM individuals. Furthermore, high PSM exercises an asymmetric effect, punishing organizations with low public value more strongly in the private sector. These results highlight important implications for HR practitioners in all three sectors seeking to attract and retain highly motivated employees.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-06-03T09:15:31Z
  DOI: 10.1177/0734371X221098153
Sexual Harassment and Employee Engagement: Exploring the Roles of Gender,
Perceived Supervisory Support, and Gender Equity Climate
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  Authors: Taha Hameduddin, Hongseok Lee
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  The creation of inclusive workplaces in which individuals can thrive constitutes an important goal for many organizations. Despite recognition of this fact, persistent adverse workplace experiences, such as sexual harassment, threaten to relegate inclusion to mere rhetoric. While previous research has identified several outcomes of sexual harassment, we examine the relationship between sexual harassment and employee engagement, a strong driver for improved service delivery, organizational performance, and employee motivation. Building on the job demands-resources model, we consider three moderators that may influence this relationship: gender, perceived supervisory support, and the gender equity climate. The results indicate that sexual harassment has a negative relationship with employee engagement, but that this relationship differs between male and female employees. However, we found no significant moderating effects of perceived supervisory support and gender equity climate. The article ends with a discussion of the findings and implications for theory and practice.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-05-18T09:27:48Z
  DOI: 10.1177/0734371X221095404
Workplace Disruption in the Public Sector and HRM Practices to Enhance
Employee Resilience
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  Authors: Phil Kim, Wonhyuk Cho, In Yang
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  This article aims to analyze workplace dynamics in the public sector under highly disruptive environments. Survey data collected from 1,430 public employees in South Korea reveal that workload and work intensity have increased 13% to 15% on average compared to pre-pandemic conditions. Yet this impact on working conditions seems to be unevenly distributed across the public sector; the proportion of pandemic-affected workforce in each public organization ranged from 10% to 80%. More than 70% reported flexible work arrangements in place to alleviate the disruption, though less than 20% enjoyed access to occupational health and safety consultation to handle this change. We found that baby boomer men, who have the fewest family responsibilities, are most satisfied with flexible work arrangements, while millennial women, with the most domestic commitments, are least satisfied, leaving ample room for improvement. Results of a randomized survey experiment showed that resilience-enhancing Human Resource Management (HRM) practices such as special leave assistance programs influenced civil servants’ perceptions of workload and work intensity. Higher levels of satisfaction with resilience-enhancing HRM were found to be associated with lower levels of turnover intention, though this relationship was weaker among employees whose work became too intense or heavy (“numbing effect”) under the pandemic.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-05-06T10:47:31Z
  DOI: 10.1177/0734371X221095399
The Stay Interview: A Tool for Retention
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  Authors: Mark D. Bradbury, Meridith Martin, Elizabeth Yokley-Krige
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  
  Citation: Review of Public Personnel Administration
  PubDate: 2022-05-06T09:45:45Z
  DOI: 10.1177/0734371X221093612
Teleworking at Different Locations Outside the Office: Consequences for
Perceived Performance and the Mediating Role of Autonomy and Work-Life
Balance Satisfaction
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  Authors: Samantha Alexandra Metselaar, Laura den Dulk, Brenda Vermeeren
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Enhanced communication technologies increasingly allow us to work anytime and anywhere. Many organizations have moved from traditional offices to flexible workplaces in which employees are allowed to vary their work hours and work at different locations both outside and inside the office. So far, findings are inconclusive regarding the effects of teleworking and few studies have examined its use by employees. Our study, which addresses the pre-COVID-19 context, is based on COR theory and explores how employees working in a Dutch public sector organization (N = 873) use teleworking and what the consequences of this are for individual perceived performance. With respect to teleworking, we focus on time spent working from home and time spent working elsewhere. To test hypotheses, we conducted SEM in AMOS using a two-step approach. Mediation analysis showed that the paths from teleworking to performance via autonomy and work-life balance satisfaction were significant for working from home.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-05-05T04:53:19Z
  DOI: 10.1177/0734371X221087421
Blurred Lines: Exploring the Impact of Change Complexity on Role Clarity
in the Public Sector
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  Authors: Stéphanie Verlinden, Jan Wynen, Bjorn Kleizen, Koen Verhoest
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Over the past few decades, social, economic, and political developments have forced public organizations to continuously adapt to changing circumstances, casting them in ongoing cycles of organizational change. The continuous introduction of various types of change in an employee’s work environment may generate substantial levels of role ambiguity, which in turn could hamper performance and satisfaction. Given the increasing degree of change complexity in the public sector, it is surprising that no research has investigated whether more complex change is associated with greater reductions in role clarity. To gain a better understanding of how change complexity impacts organizations and their employees, we analyze survey data from the Australian Public Service Employee Census using propensity score matching. Results indicate that increasing levels of change complexity results in greater reductions of role clarity, suggesting that change trajectories sometimes exceed employees’ capability to adapt.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-05-04T10:28:59Z
  DOI: 10.1177/0734371X221093573
How Leader’s Red Tape Interacts With Employees’ Red Tape From the Lens
of the Job Demands-Resources Model
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  Authors: Jolien Muylaert, Adelien Decramer, Mieke Audenaert
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Currently, the public sector is undergoing a major digital transformation. Although this digitization is seen as a positive transformation, digital tools can also put additional job demands on employees, resulting in negative HR outcomes. An example of a job demand resulting from such digital tools is red tape. By building on the job demands-resources model, we developed a theoretical model investigating the relationship between red tape originating from digital tools and turnover intention. Our data analysis (N = 779 teachers; 91 school leaders) provides evidence for a positive indirect relationship between red tape originating from digital tools and turnover intention, through emotional exhaustion. Additionally, our results also suggest that the amount of red tape perceived by an employee’s leader will exacerbate the strength of this indirect relationship, hereby providing evidence that a factor at leader-level can exacerbate effects on a lower level.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-04-27T06:44:11Z
  DOI: 10.1177/0734371X221087420
When Perceptions of Public Service Harms the Public Servant: Predictors of
Burnout and Compassion Fatigue in Government
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  Authors: Brenda Sciepura, Elizabeth Linos
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Public servants’ mental health can impact how, how well, and to whom services are delivered. In this article, we extend the Job Demands-Resources (JD-R) framework to consider whether employees’ perceptions of themselves, their co-workers, and beneficiaries predict higher psychological distress during the COVID-19 pandemic. Through a survey of state and local public servants (n = 3,341), we report alarming rates of psychological distress: one in three employees are burnt out and one in five are experiencing compassion fatigue. Those who view government as the place to make a difference, and those who perceive co-workers as competent, are less likely to report distress. Those who attribute poverty to systemic factors, and not to individual flaws of beneficiaries, experience higher distress. These findings suggest an urgent need to prioritize public servant mental health, and show that individual perceptions of self and others can predict variation in psychological distress, even in periods of widespread crisis.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-04-25T10:42:22Z
  DOI: 10.1177/0734371X221081508
Wellbeing During a Crisis: A Longitudinal Study of Local Government Civil
Servants
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  Authors: Joëlle van der Meer, Brenda Vermeeren, Bram Steijn
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  The COVID-19 crisis has affected numerous areas of civil servants’ working life. We investigate, using the JD-R model, the impact of the current crisis on civil servants’ wellbeing. Furthermore, we argue that the COVID-19 pandemic might have different consequences for civil servants with various role perceptions. We distinguish between traditional, NPM, and NPG civil servants. A longitudinal survey (N = 569) has shown that: (a) wellbeing decreased over a 6-months period; (b) job demands, including work pressure and work-life disbalance, negatively influence wellbeing; and job resources, including autonomy, task variety, and social support, positively influence wellbeing. In terms of personal resources, self-efficacy positively influences wellbeing; and (c) civil servants’ role perception directly influences wellbeing. Although the effect is small, we found an interaction effect in the relation between leader support and burnout for NPG civil servants. The consequences of these findings for HR strategies related to civil servants’ wellbeing are discussed.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-03-12T07:00:04Z
  DOI: 10.1177/0734371X221084104
Whistleblowing in the Public Sector: A Systematic Literature Review
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  Authors: Minsung Michael Kang
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Public administration scholars have provided a variety of theoretical insights to understand bureaucratic whistleblowing, and have emphasized its ethical, legal, and practical rationales in the context of democratic bureaucracy. To enhance our understanding of this principled dissent behavior in the public sector, this study systematically reviews 71 whistleblowing articles and dissertations that address three aspects in the literature: (1) definitions and theories; (2) methods and data, and (3) factors associated with whistleblowing intention and behavior. The findings show public administration whistleblowing research typically uses Near and Miceli’s definition, grounded on psychology, ethics, and human resource management (HRM) theories. Methodologically, there is a notable recent trend in the growth of empirical research using survey data, and equal attention has been paid to both whistleblowing intention and behavior variables. Based on the review findings, the study discusses two issues—definitional and theoretical—and presents four research agendas for future bureaucratic whistleblowing scholarship.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-03-03T07:01:55Z
  DOI: 10.1177/0734371X221078784
Up the Chain: Gendered Mentoring in the U.S. Army
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  Authors: Shannon Portillo, Amy E. Smith, Alesha Doan
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  For careers in public service, meritocracy is espoused and idealized with formal structures for advancement. However, career development is also relational. Scholars have long discussed the benefits of mentoring both for psychosocial support and career advancement in organizations. While mentoring is recognized as important for career advancement, less is known about the nature of mentoring in male-dominated public sector organizations. In this paper we explore how mentoring functions in the U.S. Army—a male-dominated public service organization. Using data from a mixed method study, including survey data from approximately 1,200 Army personnel and analysis of 27 focus groups with 198 participants, we find that mentoring quality matters for all employees, but it matters more for women. We also find that mentoring is gendered, shaping the career trajectories of women and men in different ways.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-02-21T09:36:14Z
  DOI: 10.1177/0734371X221076770
Putting the Humanity Back Into Public Human Resources Management: A
Narrative Inquiry Analysis of Public Service in the Time of COVID-19
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  Authors: Sarah Berry, Maren B. Trochmann, Judith L. Millesen
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Amid a global pandemic, unprecedented numbers of citizens relied on essential public employees as lifelines for their health, safety, and connectedness to the broader community. These public servants worked tirelessly through collective trauma to ensure their neighbors had what was needed to maintain some semblance of a routine in an otherwise unpredictable environment. This article uses narrative inquiry to examine the implications of the COVID-19 pandemic disruption on the public sector workplace, the quality of work life, and to investigate how employees coped during the crisis. Our research reports on interviews with 43 front-line and behind-the-scenes public employees who describe how they coped, maintained their public service motivation, and worked through increased demands for emotional labor in this new work-life environment. The findings suggest the need for human resources policies that allow for a flexible, reflective, holistic, and person-centered approach.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-01-22T09:08:39Z
  DOI: 10.1177/0734371X211069656
Experience, Emotion, and Exhaustion: How Unionization Influences Emotional
Labor
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  Authors: Randall S. Davis, Edmund C. Stazyk, Erika D. Kline, Adam C. Green
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  While HRM scholars have built a rich body of knowledge regarding emotional labor (EL), we know comparatively less about the social origins of EL components and individual outcomes in government work contexts. To address this gap, we employ conservation of resources theory to examine how one prominent social institution within government organizations, labor unions, influence the process through which EL shapes one individual-level outcome, emotional exhaustion. We also draw from the process model of EL developed by Brotheridge and Lee to evaluate one specific countervailing resource, person-job fit. Results obtained using data from the 2016 U.S. Merit Principles Survey suggest that unionization indirectly increases emotional exhaustion via increases in the perceived need for false face acting. While unionization does not have a direct relationship with person-job fit, perceived increases in the need for false face acting contributes to emotional exhaustion by reducing person-job fit.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-01-03T12:19:49Z
  DOI: 10.1177/0734371X211068171
Comparing Employer Attractiveness of Public Sector Organizations to
Nonprofit and Private Sector Organizations: An Experimental Study in
Germany and the U.S.
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  Authors: Jana Cordes, Rick Vogel
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Sector preferences in job choice have rarely been tested empirically across different administrative systems. We address this gap and apply a between-subject experimental design to examine the attractiveness of public, private, and nonprofit employers in two countries in different administrative traditions. Respondents (n = 362) from an Anglo-Saxon (i.e., the U.S.) and continental European country (i.e., Germany) were exposed to job advertisements that only differed in the employer’s sector affiliation, with other job attributes, such as payment and working hours, held constant. Contrary to expectations, and consistently across the two country samples, respondents evaluated public sector jobs more positively compared to vacancies in the private sector. In contrast, we found no such comparative advantage of public over nonprofit employers. By providing counterevidence to the prevalence of negative attitudes toward public organizations, our study warns against overgeneralizing previous findings on negativity biases to the context of employer attractiveness.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-01-03T12:13:29Z
  DOI: 10.1177/0734371X211065349
“I Expected More From You”: The Effect of Expectation-Disconfirmation
on Employees’ Satisfaction With Supervisory Support
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  Authors: Julia Penning de Vries, Eva Knies
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Are employees less satisfied with supervisor support when their expectations are disconfirmed' In this study, we examine this question for both predictive expectations (what will happen) and normative expectations (what should happen). Results from two preregistered experiments suggest that expectation-disconfirmation does not affect satisfaction with supervisor support. Instead, we find that expectation-disconfirmation as perceived by participants affects satisfaction with supervisor support. We conclude that even though supervisor support seems to be the most important predictor of satisfaction, perceived disconfirmation of expectations also influences employees’ satisfaction with supervisor support.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-01-03T12:06:08Z
  DOI: 10.1177/0734371X211065348
Book Review
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  Authors: Jessica N. Terman
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  
  Citation: Review of Public Personnel Administration
  PubDate: 2022-01-03T12:01:28Z
  DOI: 10.1177/0734371X211063615
Explaining High Performance Among Indian Administrative Service (IAS)
Officers: A Job Demands-Resources Perspective
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  Authors: Surya Prakash Pati, Ram Kumar Kakani
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  Indian Administrative Service (IAS) officers are careerist senior civil servants (SCS) in the world’s largest democracy, holding senior roles of policymaking and implementation. Therefore, identifying exceptionally performing SCS to unravel their “job demands” along with “personal resources” should help with understanding how best to manage these critical human resources. Employing a qualitative approach, we interviewed 11 high performing IAS officers identified through a unique career progression index. Our data analysis revealed that the IAS suffers from the following job demands: difficulty in coordination with other departments and stakeholders, financial inadequacy, and dishonest subordinates or coworkers. This study also found that self-directed learning, personal reputation, empathy, and service orientation are essential personal resources for high-performing SCS. While expanding the list of job demands and personal resources in the public administration context, our research provides a deeper insight into the challenges confronting careerist SCS in lower-middle income developing countries.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-01-03T11:59:08Z
  DOI: 10.1177/0734371X211062481
Managerial Challenges of Emotional Labor Disruption: The COVID-19 Crisis
in Mexico
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  Authors: Samanta Varela Castro, Elizabeth Pérez-Chiqués, Oliver Meza, Sergio A. Campos González
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  The purpose of this article is to contribute to the knowledge of managing emotional labor during a crisis. The COVID-19 pandemic has been a disrupting event, particularly affecting frontline healthcare workers and their supervisors who faced pressures to manage emotions during their interactions with patients. Emotional labor has been studied in emergencies; however, the case of Mexico offers insights into an understudied context and a long and singular crisis. Drawing from multi-level storytelling interviews with medical managers, physicians, and nurses in hospitals in different states of Mexico, this article argues that COVID-19 blurred relationships between performance and outcomes of emotional labor. As the organizational goal focused mainly on saving lives, some workers intensified and performed emotional labor innovatively, but others deviated from feeling rules. Managers’ role became crucial for employees to abide by affective requirements facing disruption.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-01-03T11:55:57Z
  DOI: 10.1177/0734371X211060735
I’m Only Human: A New E-road to Advancing Social Equity Through a
Humanist Approach to Mentoring in Public Service
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  Authors: Sue M. Neal, Angela Kline, Amanda M. Olejarski, Michelle Gherardi
  Abstract: Review of Public Personnel Administration, Ahead of Print.
  This research reviews how mentoring has manifested in public service and how it can evolve to be better positioned to address key diversity, equity, and inclusion objectives. This work inventories the current understanding of public sector mentoring, highlighting the contrast between the classical mentoring approach of functionalism with the emerging humanist approach. Barriers to implementing meaningful humanist mentoring are reviewed, and e-mentoring is presented as a modality well situated to overcome these obstacles. The humanist e-mentoring model provides a process and modality to advance social equity by removing existing barriers to opportunities. Finally, best practices and outcomes for successfully implementing e-mentoring humanist and relationships in public service are presented and an updated model of critical outcomes is advanced. A brief agenda for future scholarship on this topic is presented.
  Citation: Review of Public Personnel Administration
  PubDate: 2022-01-03T11:52:42Z
  DOI: 10.1177/0734371X211058180