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HUMAN RESOURCES (103 journals)                     

Showing 1 - 101 of 101 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 37)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 4)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 35)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 24)
Accounting Forum     Hybrid Journal   (Followers: 31)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 46)
Advances in Accounting     Hybrid Journal   (Followers: 14)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 33)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 9)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 25)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 48)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 331)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 10)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 32)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 19)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 22)
European Journal of Training and Development     Hybrid Journal   (Followers: 13)
Evidence-based HRM     Hybrid Journal   (Followers: 6)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 7)
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 65)
Human Resource and Organization Development Journal     Open Access   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 27)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 31)
Human Resource Development Review     Hybrid Journal   (Followers: 33)
Human Resource Management     Hybrid Journal   (Followers: 90)
Human Resource Management Journal     Hybrid Journal   (Followers: 85)
Human Resource Management Research     Open Access   (Followers: 27)
Human Resource Management Review     Hybrid Journal   (Followers: 64)
Human Resource Research     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 2)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 20)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 8)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 12)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 57)
International Journal of Human Resource Studies     Open Access   (Followers: 17)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 31)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 6)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 50)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 36)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 2)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 8)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal   (Followers: 1)
Journal of Global Responsibility     Hybrid Journal   (Followers: 5)
Journal of HR intelligence     Open Access   (Followers: 1)
Journal of Human Capital     Full-text available via subscription   (Followers: 13)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 24)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 7)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 9)
Journal of Professions and Organization     Free   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 9)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 13)
NHRD Network Journal     Full-text available via subscription  
Open Journal of Leadership     Open Access   (Followers: 19)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 76)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Personnel Assessment and Decisions     Open Access   (Followers: 2)
Personnel Review     Hybrid Journal   (Followers: 16)
Professions and Professionalism     Open Access   (Followers: 9)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 14)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Quarterly National Accounts - Comptes nationaux trimestriels     Full-text available via subscription  
Research in Accounting Regulation     Hybrid Journal   (Followers: 2)
Research in Human Development     Hybrid Journal   (Followers: 6)
Review of Accounting Studies     Hybrid Journal   (Followers: 27)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 12)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 9)
Revista Gestión de las Personas y Tecnología     Open Access  
Revista Portuguesa e Brasileira de Gestão     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Strategic HR Review     Hybrid Journal   (Followers: 9)

           

Similar Journals
Journal Cover
Public Personnel Management
Journal Prestige (SJR): 0.682
Citation Impact (citeScore): 2
Number of Followers: 14  
 
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 0091-0260 - ISSN (Online) 1945-7421
Published by Sage Publications Homepage  [1151 journals]
  • Does Grit Matter to Employees’ Quality of Work Life and Quality of
           Life' The Case of the Korean Public Sector
    • Authors: Min Young Kim, Hyo Joo Lee
      Abstract: Public Personnel Management, Ahead of Print.
      To ensure the quality of the work done in the Korean career civil service system (which is characterized by stability, such as lifelong job security), the public sector must use methods to motivate their employees and improve their performance in the long run. In this study, we propose that grit, as a type of work motivation, can boost employee well-being (i.e., job satisfaction, job stress) and organizational outcomes (i.e., organizational commitment, performance). Therefore, the main objective of this study is to assess the validity of grit among public employees from a collectivist culture; to this end, we use the 2016 survey of Korean public officials (N = 2,070). The results are as follows: (a) grit has a direct positive effect on quality of work life (QWL), (b) QWL can increase employee’s quality of life (QOL), and (c) professionalism and goal-oriented culture negatively and positively regulate grit and QWL. We also examined how employee motivation (e.g., grit) can enrich their QWL and QOL. Altogether, this study supports the argument that human resource (HR) managers should pay attention to grit. To achieve success, one needs not only some level of ability but also the zeal and capacity for hard labor, the latter two of which are considered to constitute grit. Given that, this research targeted grit in the Korean context—not the Western one—and examined its effects in the Korean public sector, where conscientiousness is emphasized.
      Citation: Public Personnel Management
      PubDate: 2021-05-12T01:56:47Z
      DOI: 10.1177/00910260211012713
       
  • The Impact of Human Resources Environment and Organizational
           Identification on Employees’ Psychological Well-Being
    • Authors: Imran Hameed, Muhammad Umer Ijaz, Meghna Sabharwal
      Abstract: Public Personnel Management, Ahead of Print.
      This study explores how Human Resources (HR) environment (i.e., job autonomy, opportunities for advancement, involved communication, and decisive action) promotes psychological well-being of public employees. We advance the literature by identifying organizational identification (OID) as the underpinning mechanism through which HR environment can foster employees’ well-being. OID is termed as a “social cure,” owing to its strong link with employee health and well-being. The results of structural equation modeling show a positive association among HR practices and OID, which subsequently enhances well-being of public sector employees. Managerial implications for public sector leaders are discussed in detail.
      Citation: Public Personnel Management
      PubDate: 2021-03-27T06:44:00Z
      DOI: 10.1177/00910260211001397
       
  • Gratitude Expression to Supervisors and Subjective Career Success of Civil
           Servants: Evidence from China
    • Authors: Cheng Chen, Liang Ma, Zhixia Chen, Peng Wen
      Abstract: Public Personnel Management, Ahead of Print.
      Subjective career success of civil servants is a major focus of both scholars and public managers, but few studies have explored its antecedents from the perspective of the expression of a special positive emotion. To narrow the gap regarding the antecedents of civil servants’ subjective career success, we use the broaden-and-build theory of positive emotions to examine whether, how, and when civil servants’ gratitude expression to their supervisors is related to their subjective career success, as well as the mediating role of supervisors’ mentoring and the moderating role of traditionality. By using the survey data of 216 supervisor-subordinate dyads from the Chinese public sector, we found that gratitude expression by subordinates is positively related to their subjective career success, and this relationship is mediated by their supervisors’ mentoring. The relationship between gratitude expression to supervisors and supervisors’ mentoring is positively moderated by supervisor traditionality. Moreover, supervisor traditionality plays a positive moderating role in the association between gratitude expression to supervisors and subjective career success via supervisors’ mentoring. The above relationships are stronger when supervisors have a high level of traditionality. These findings contribute to the literature and generate managerial implications for civil servants’ career success management.
      Citation: Public Personnel Management
      PubDate: 2021-03-19T09:00:16Z
      DOI: 10.1177/0091026021997853
       
  • Will They Stay or Leave' Interplay of Organizational Learning Culture
           and Workplace Mindfulness on Job Satisfaction and Turnover Intentions
    • Authors: Chun-Yu Lin, Chung-Kai Huang, Hung-Xin Li, Tai-Wei Chang, Yu-Chia Hsu
      Abstract: Public Personnel Management, Ahead of Print.
      Due to the ever-increasing standards required of administrative workloads, service efficiency, and quality, the turnover intentions of public servants in Taiwan have gradually increased over time. This study investigated the critical factors that reduce the turnover intentions of civil servants. The article is intended to offer a theoretical understanding of an organizational learning culture (OLC) and workplace mindfulness. We analyzed data from 331 public servants. Structural equation modeling and the bootstrapping method were used to verify the hypotheses. The results demonstrated that an OLC and workplace mindfulness are positively associated with job satisfaction and negatively associated with turnover intentions. Job satisfaction plays a mediating role between an OLC and turnover intentions and between workplace mindfulness and turnover intentions. This article offers a theoretical inquiry and a practical understanding of strengthening the workplace atmosphere by offering employees a sense of well-being and sustainable career development.
      Citation: Public Personnel Management
      PubDate: 2021-03-03T12:39:53Z
      DOI: 10.1177/0091026021991581
       
  • Linking Change-Oriented Organizational Citizenship Behavior to Turnover
           Intention: Effects of Servant Leadership and Career Commitment
    • Authors: Yue Li, Wei Xie
      Abstract: Public Personnel Management, Ahead of Print.
      Prior research in public management has emphasized the value of change-oriented organizational citizenship behavior (CO-OCB) and provided valuable insights on the antecedents of CO-OCB. However, questions regarding the consequences of CO-OCB have received limited attention. Using data collected from Chinese civil servants, this study utilized a moderated mediation model to examine how CO-OCB relates to turnover intention in the public sector. The results demonstrated that CO-OCB was negatively related to turnover intention through the mediating role of career commitment, and servant leadership moderated the positive association between CO-OCB and career commitment. More importantly, our findings showed that the indirect relationship between CO-OCB and turnover intention through career commitment was more pronounced when servant leadership was higher. Results are discussed in terms of their implications for research and practice.
      Citation: Public Personnel Management
      PubDate: 2021-01-20T05:41:33Z
      DOI: 10.1177/0091026020985907
       
  • What Makes Government Work Great: The Characteristics of Positive Public
           Service
    • Authors: B. J. Jones
      Abstract: Public Personnel Management, Ahead of Print.
      Optimal work experiences in the public sector do not receive the attention they deserve. And, though positive psychology research has shown that flourishing in the workplace is connected to healthier and more fulfilled employees as well as improved organizational performance, the public sector has largely taken a backseat as a subject of study in this field. This article addresses this shortcoming by conducting in-depth interviews of current and former public servants to identify the most prevalent features of their best work experiences and their connection to the components of prominent well-being theories. Five characteristics of positive public service emerged: challenge, efficacy, camaraderie, empowerment, and service. Several well-being components were connected to these characteristics as were other features such as hardship, novelty, leadership, and helping others. These findings provide a stronger theoretical basis to suggest that more can be—and should be—expected of government work.
      Citation: Public Personnel Management
      PubDate: 2021-01-20T05:38:53Z
      DOI: 10.1177/0091026020985559
       
  • The Role of Goal Specificity in the Relationship Between Leadership and
           Empowerment
    • Authors: Jaehee Jong, Sue Faerman
      Abstract: Public Personnel Management, Ahead of Print.
      Although there has been much recent attention to empowerment in public sector research, most of this research focuses on structural empowerment, rather than psychological empowerment, and thus focuses on management practices, rather than on employees’ motivational states. This article examines the processes through which transformational leadership and transactional leadership affect employees’ feelings of psychological empowerment, focusing specifically on the role of goal specificity as a mediating variable. Using data collected from state government employees, the structural equation modeling (SEM) analyses found support for hypotheses that goal specificity mediates the relationships between both transformational and transactional leadership and psychological empowerment. These results contribute to the discussion of transformational and transactional leadership approaches with regard to goal setting in the public sector and provide practical implications that public managers’ leadership behaviors can help employees develop positive attitudes toward goal specificity, which can then lead to feelings of psychological empowerment.
      Citation: Public Personnel Management
      PubDate: 2020-12-30T04:08:20Z
      DOI: 10.1177/0091026020982330
       
  • Civil Service Reform Is Dead: Long Live Civil Service Reform
    • Authors: James R. Thompson
      Abstract: Public Personnel Management, Ahead of Print.
      The federal civil service system is widely regarded as obsolete. The pay of federal employees bears little relation to the market, narrowly defined jobs hamper the assignment of tasks, and byzantine hiring rules impede the procurement of needed skills. The theory of punctuated equilibrium holds that an episode of rapid and dramatic change portends, that the pressures for change will build and that some exogenous event will trigger a reform event similar to what happened in the mid-2000s subsequent to the 9/11 terrorist incident. Does another episode of punctuated equilibrium impend or is change more likely to occur in an incremental manner' Distinctive features of the policy subsystem make evident the improbability of another episode of “grand reform.” Recent developments further highlight a dynamic element whereby small-scale adjustments are being employed to address some of the system’s most dysfunctional aspects.
      Citation: Public Personnel Management
      PubDate: 2020-12-30T04:01:00Z
      DOI: 10.1177/0091026020982026
       
  • Predictors of Turnover Intention in U.S. Federal Government Workforce:
           Machine Learning Evidence That Perceived Comprehensive HR Practices
           Predict Turnover Intention
    • Authors: In Gu Kang, Ben Croft, Barbara A. Bichelmeyer
      Abstract: Public Personnel Management, Ahead of Print.
      This study aims to identify important predictors of turnover intention and to characterize subgroups of U.S. federal employees at high risk for turnover intention. Data were drawn from the 2018 Federal Employee Viewpoint Survey (FEVS, unweighted N = 598,003), a nationally representative sample of U.S. federal employees. Machine learning Classification and Regression Tree (CART) analyses were conducted to predict turnover intention and accounted for sample weights. CART analyses identified six at-risk subgroups. Predictor importance scores showed job satisfaction was the strongest predictor of turnover intention, followed by satisfaction with organization, loyalty, accomplishment, involvement in decisions, likeness to job, satisfaction with promotion opportunities, skill development opportunities, organizational tenure, and pay satisfaction. Consequently, Human Resource (HR) departments should seek to implement comprehensive HR practices to enhance employees’ perceptions on job satisfaction, workplace environments and systems, and favorable organizational policies and supports and make tailored interventions for the at-risk subgroups.
      Citation: Public Personnel Management
      PubDate: 2020-12-17T12:19:42Z
      DOI: 10.1177/0091026020977562
       
  • How to Facilitate Innovative Behavior and Organizational Citizenship
           Behavior: Evidence From Public Employees in Korea
    • Authors: Yoon Jik Cho, Hyun Jin Song
      Abstract: Public Personnel Management, Ahead of Print.
      For decades, scholars and practitioners have paid serious attention to how to facilitate extra-role behaviors of employees. While many studies have been conducted, it is not yet clear what factors facilitate or suppress those behaviors within organizations and how those factors interact with each other. The current research focuses on two extra-role behaviors of employees: innovative behavior and organizational citizenship behavior (OCB). Both behaviors have been discussed as determinants of individual and organizational performance. Filling the gap of the existing studies, the current research comprehensively considers organizational characteristics, task characteristics, and motivational factors in explaining those behaviors. Integrating two data sets, the 2015 and 2016 Perception of Public Officials Surveys administered by the Korea Institute of Public Administration (KIPA), we conducted a hierarchical linear model (HLM) analysis to examine the effects of determinants in the Korean context. Based on the multi-level analysis, this research demonstrates the positive influence of autonomy and PSM on both behaviors. Among organizational-level variables, cooperative culture increases the innovative behavior, whereas the lack of organizational support decreases it. We provide several managerial implications based on the findings.
      Citation: Public Personnel Management
      PubDate: 2020-12-17T12:19:20Z
      DOI: 10.1177/0091026020977571
       
  • Transformational Leadership and Employees’ Helping Behavior in Public
           Organizations: Does Organizational Structure Matter'
    • Authors: Jae Young Lim, Kuk-Kyoung Moon
      Abstract: Public Personnel Management, Ahead of Print.
      Although transformational leadership (TFL) has been recognized as a significant predictor of follower work behaviors, open questions remain concerning whether its effectiveness is universally valid or contingent on context. Building on social exchange theory and leadership contingency theory, we propose that TFL affects employees’ helping behavior, and this relationship depends on centralized and formalized structural contexts. The results show that TFL is positively associated with employees’ helping behavior; however, when moderated by centralization and formalization, TFL is negatively associated with employees’ helping behavior. The results recognize that organizations’ structural characteristics should not be ignored in TFL literature and practice.
      Citation: Public Personnel Management
      PubDate: 2020-12-14T11:21:38Z
      DOI: 10.1177/0091026020977565
       
  • Revisiting Motivations for a Public Service Career (MPSC): The Case of
           China
    • Authors: Chengwei Xu, Chung-An Chen
      Abstract: Public Personnel Management, Ahead of Print.
      Motivations for choosing a public service career have long been a core issue in public administration research. This study focuses on China. Using the self-determination theory (SDT) as the basic framework, we revise Chen et al.’s scale which captures multiple motivations for a public service career (MPSC). We then validate the revised scale with responses from a questionnaire. The results show five distinct dimensions of MPSC, and all of them are associated with work-related attitudes and perceptions in different ways. In the conclusion, we discuss the theoretical and practical contributions of this study.
      Citation: Public Personnel Management
      PubDate: 2020-10-17T08:54:14Z
      DOI: 10.1177/0091026020964504
       
  • A Manager’s Guide to Free Speech and Social Media in the Public
           Workplace: An Analysis of the Lower Courts’ Recent Application of
           Pickering
    • Authors: Adam M. Brewer
      Abstract: Public Personnel Management, Ahead of Print.
      Public organizations are experiencing a burgeoning of workplace challenges involving employee use of social media. Comments, images, or videos ranging from racist remarks, to calls to violence, simple criticism of one’s organization, to full on whistle blowing significantly challenge public organizations’ policies for addressing speech that creates discord in the workplace. With the blurring of lines between personal and professional lives, these challenges create uncertainty for public organizations regarding how to maintain the efficient operation of the workplace, deal with the social and political fallout of such instances, and manage organizational liability. This article performs content analysis on 33 federal lower court opinions involving speech/social media workplace issues. The study analyzes the manner in which the lower courts apply free speech precedent on contemporary workplace speech cases. The findings suggest that patterns emerge from the opinions providing key insights for public managers regarding how to better manage these complex issues.
      Citation: Public Personnel Management
      PubDate: 2020-09-04T12:55:21Z
      DOI: 10.1177/0091026020954507
       
  • Does Perceptions of Organizational Prestige Mediate the Relationship
           Between Public Service Motivation, Job Satisfaction, and the Turnover
           Intentions of Federal Employees'
    • Authors: Leonard Bright
      Abstract: Public Personnel Management, Ahead of Print.
      Public opinion polls consistently suggest that government employment is not considered to be highly prestigious by most Americans. These negative images are likely to stifle the public sector’s recruitment and retention efforts. Scholars have suggested that individuals with high levels of public service motivation (PSM) are better equipped to work in these environments, yet no studies can be found that have directly explored the relationships between PSM and the perceptions that public employees hold regarding the images that citizens hold of their organizations. This article sought to fill this gap in the literature by exploring the extent to which perceptions of organizational prestige (POP) mediate the relationship between PSM and the job satisfaction and turnover intentions of public employees. Using a sample of federal employees working for the Transportation Security Administration in Oregon, this study found that POP fully mediated the relationship between PSM and turnover intentions and partially mediated the relationship between PSM and job satisfaction. The implications of these findings are discussed.
      Citation: Public Personnel Management
      PubDate: 2020-08-29T06:08:15Z
      DOI: 10.1177/0091026020952818
       
  • An Overlooked Cost of Contracting Out: Evidence From Employee Turnover
           Intention in U.S. Federal Agencies
    • Authors: Gyeo Reh Lee, Sergio Fernandez, Shinwoo Lee
      Abstract: Public Personnel Management, Ahead of Print.
      Contracting out has long been used in all levels of government in the United States, with federal contract spending increasing 8% to 9% annually since 2015. The literature on contracting out has examined the impact of this practice on the work-related attitudes and motivation of public employees who have transitioned to work for private contractors. However, we understand very little about the effects of contracting out on the overwhelming number of public employees who are not displaced. Given the importance of work-related attitudes and turnover for organizations, this study explores the potential consequences of contracting out for employee turnover intention over a period of several years. The results of panel data analyses suggest that an increase in contracting activity in federal agencies increases the employee turnover intention rate. Contracting out also impacts employee turnover intention indirectly through its influence on job satisfaction.
      Citation: Public Personnel Management
      PubDate: 2020-08-10T02:30:00Z
      DOI: 10.1177/0091026020944558
       
  • The Dynamic Role of Emotional Intelligence on the Relationship Between
           Emotional Labor and Job Satisfaction: A Comparison Study of Public Service
           in China and South Korea
    • Authors: Xiaojun Lu, Hyun Jung Lee, Seung-Bum Yang, Min Hye Song
      Abstract: Public Personnel Management, Ahead of Print.
      Today, research on emotional labor in public service has been growing both in China and South Korea; however, few studies have explored the management–performance relationship between countries with similar cultures. This study provides a new case for the comparative public management domain by conducting empirical research on two countries with similar cultures and clarifying the existing literature on the relationship between the dimensions of emotional labor and job satisfaction with emotional intelligence as the mediating role. Samples from public service employees were collected. The findings reveal that, among the dimensions of emotional intelligence, emotional self-regulation emerges as the sole important mediating variable in the relationship between the two countries.
      Citation: Public Personnel Management
      PubDate: 2020-08-06T11:22:52Z
      DOI: 10.1177/0091026020946476
       
  • Street-Level Bureaucrats’ Work Engagement: Can Public Managers’
           Servant-Leader Orientation Make a Difference'
    • Authors: Dong Chul Shim, Hyun Hee Park, Jaeduk Keum, Sangmook Kim
      Abstract: Public Personnel Management, Ahead of Print.
      The present study examines the antecedents of street-level bureaucrats’ work engagement. In particular, this study investigates whether a work-unit manager’s servant-leader orientation may, directly or indirectly, contribute to increasing subordinates’ work engagement by shaping employees’ resources (i.e., job autonomy, goal specificity, public service motivation [PSM], and organizational trust). Data collected from 416 street-level bureaucrats in Korean local government agencies and the analyzed results show that work-unit managers’ servant-leader orientation indirectly influence employees’ work engagement by developing employees’ positive perceptions and attitudes.
      Citation: Public Personnel Management
      PubDate: 2020-07-24T02:46:41Z
      DOI: 10.1177/0091026020941043
       
  • Ethical Climate and Whistleblowing Intentions: Testing the Mediating Roles
           of Public Service Motivation and Psychological Safety Among Local
           Government Employees
    • Authors: Wisanupong Potipiroon, Achakorn Wongpreedee
      Abstract: Public Personnel Management, Ahead of Print.
      Local governments in several developing countries are plagued with corruption. This study draws attention to the role of organizational ethical climate in promoting whistleblowing intentions among local government employees and asks whether public service motivation (PSM) and perceptions of psychological safety mediate this relationship. Based on survey data of 365 employees in 40 local governments in Thailand, our multilevel analysis confirms that the relationships between ethical climate and internal and external whistleblowing intentions were indirect. In particular, psychological safety was found to play a mediating role at both the individual and organizational levels of analysis, whereas the mediating role of PSM was observed only at the individual level. The findings also revealed the presence of “collective PSM” at the organizational level, which in turn helped to facilitate external whistleblowing intentions. This research unveils the importance of individual- and organization-level factors in the whistleblowing decision-making process.
      Citation: Public Personnel Management
      PubDate: 2020-07-24T02:46:11Z
      DOI: 10.1177/0091026020944547
       
  • The Impact of Workplace Aggression on Employee Satisfaction With Job
           Stress, Meaningfulness of Work, and Turnover Intentions
    • Authors: James Gerard Caillier
      First page: 159
      Abstract: Public Personnel Management, Ahead of Print.
      Research concerning workplace aggression has become more prevalent over the past several decades. These studies have mainly focused on the antecedents and outcomes of workplace aggression in general or one specific type of workplace aggression. This article took a different approach. Specifically, it tests the impact of workplace aggression overall, as well as several types of workplace aggression, on the following work-related attitudes: satisfaction with job stress, turnover intentions, and meaningfulness of work. The moderating effect of satisfaction with job stress in the workplace aggression–turnover intention relationship and the workplace aggression–meaningfulness of work relationship were also investigated. Research findings demonstrated that workplace aggression decreased satisfaction with job stress and meaningfulness of work. Workplace aggression also increased turnover intentions. However, satisfaction with job stress did not interact with workplace aggression in either of the work-related attitudinal models (i.e., turnover intentions and meaningfulness of work). Furthermore, not all types of workplace aggression were found to affect work attitudes. These results are thoroughly discussed in the article.
      Citation: Public Personnel Management
      PubDate: 2020-01-17T06:00:09Z
      DOI: 10.1177/0091026019899976
       
  • The Emotional Proletariat in Public Service
    • Authors: Sung Wook Choi, Mary E. Guy
      First page: 183
      Abstract: Public Personnel Management, Ahead of Print.
      There is an emotional proletariat in public service. This class of worker is employed in lower ranking, lower paid jobs that are disproportionately performed by women. While this study focuses on the Korean context, findings also raise awareness to the U.S. context. An investigation of two distinctly different missions—national tax officials and police officers—reveals how the combination of gender and rank produces differential outcomes in regard to emotive demands. Women in lower grades suffer more emotional exhaustion and feel less pride in their jobs than women and men in higher ranks. The pattern provides evidence that emotional exhaustion is less about individual failure and more about predictable job characteristics. After describing findings, the conclusion speculates about generalizing to the American context.
      Citation: Public Personnel Management
      PubDate: 2020-06-01T10:57:00Z
      DOI: 10.1177/0091026020921421
       
  • Effects of Monetary Incentives on Teacher Turnover: A Longitudinal
           Analysis
    • Authors: Sangyub Ryu, Yusuke Jinnai
      First page: 205
      Abstract: Public Personnel Management, Ahead of Print.
      Teacher turnover has been reported as a strong predictor for students’ academic achievement, yet little is known about the determinants of teacher turnover. Using a fixed effects model, we analyze panel data of individual teachers in North Carolina schools to test the effects of monetary incentives on teacher turnover. We find a U-shaped relationship between teacher salary and turnover, while the effects of group-based merit pay on turnover depend on salary level. Assuming that a teacher’s salary reflects their qualifications, the current study concludes that overqualified and underqualified teachers are likely to leave and that group-based merit pay causes turnover among qualified teachers.
      Citation: Public Personnel Management
      PubDate: 2020-06-17T08:02:13Z
      DOI: 10.1177/0091026020921414
       
  • A Critical Examination of Content Validity Evidence and Personality
           Testing for Employee Selection
    • Authors: David M. Fisher, Christopher R. Milane, Sarah Sullivan, Robert P. Tett
      First page: 232
      Abstract: Public Personnel Management, Ahead of Print.
      Prominent standards/guidelines concerning test validation provide contradictory information about whether content-based evidence should be used as a means of validating personality test inferences for employee selection. This unresolved discrepancy is problematic considering the prevalence of personality testing, the importance of gathering sound validity evidence, and the deference given to these standards/guidelines in contemporary employee selection practice. As a consequence, test users and practitioners are likely to be reticent or uncertain about gathering content-based evidence for personality measures, which, in turn, may cause such evidence to be underutilized when personality testing is of interest. The current investigation critically examines whether (and how) content validity evidence should be used for measures of personality in relation to employee selection. The ensuing discussion, which is especially relevant in highly litigious contexts such as personnel selection in the public sector, sheds new light on test validation practices.
      Citation: Public Personnel Management
      PubDate: 2020-06-29T12:25:23Z
      DOI: 10.1177/0091026020935582
       
  • The Impact of Predisposed Traits and Organizational Factors on the U.S.
           Federal Employee Perception of Whistleblowing
    • Authors: Myungjung Kwon, So Hee Jeon, Yuan Ting
      First page: 258
      Abstract: Public Personnel Management, Ahead of Print.
      Whistleblowers play a critical role in revealing organizational wrongdoing. Even after the passage of the 1989 Whistleblower Protection Act and the 2012 Whistleblower Protection Enhancement Act, numerous studies find that public employees are still reluctant to report wrongdoing due to various forms of retaliation. Drawing on insights from a framework of predisposition and environmental perspectives, this study examines which type of factors—predisposed characteristics or organizational/environmental factors—are more influential and consistent in increasing the favorable perception of public employees about whistleblowing. To test the model, this study uses multiple waves of data including the 2013, 2014, 2015, and 2016 Federal Employee Viewpoint Surveys to perform agency-level analyses. The findings suggest that organizational/environmental factors increase favorable federal employee perception of whistleblowing over time while predisposed characteristics show inconsistent influence.
      Citation: Public Personnel Management
      PubDate: 2020-07-16T01:15:05Z
      DOI: 10.1177/0091026020938828
       
  • Public Service Motivation and Employee Change-Supportive Intention:
           Utilizing the Theory of Planned Behavior
    • Authors: Hemin Ali Hassan, Xiaodong Zhang, Ahmad Bayiz Ahmad, Bangcheng Liu
      First page: 283
      Abstract: Public Personnel Management, Ahead of Print.
      Implementing change is considered as a difficult task for public organizations. Some individual dispositional factors have been suggested to influence recipient responses to change in public organizations. Past research has shown a link between public service motivation (PSM) and employee positive responses to organizational change. However, the psychological processes underlining this relationship are not specified. Building on the PSM theory and the theory of planned behavior (TPB), this study examines the role of psychological variables (attitude, subjective norm, and perceived behavioral control) in mediating the relationship between PSM and change-supportive intention. A sample of 143 employees is collected from a public university in the Kurdistan Region of Iraq that was going through a change initiative. The results revealed that PSM predicts change-supportive intention, and the relationship between PSM and change-supportive intention is mediated by change-related attitude and subjective norm. The implications of the findings for theory and practice are discussed.
      Citation: Public Personnel Management
      PubDate: 2020-07-27T10:20:42Z
      DOI: 10.1177/0091026020934515
       
 
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