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Thematische Bibliographien / Public employment Management / Zeitschriftenartikel

Zeitschriftenartikel zum Thema „Public employment Management“

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Autor: Grafiati

Veröffentlicht am 27. Juli 2024

Zuletzt aktualisiert am 29. Juli 2024

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1

Ma, Guoxin. „A dualistic view of employment in China“. Society and Business Review 15, Nr. 1 (21.12.2018): 35–43. http://dx.doi.org/10.1108/sbr-10-2018-0111.

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Purpose This paper aims to bring to the fore some neglected implications of the dual employment systems in China, especially for the public sector. Design/methodology/approach This paper reinterprets some recent developments in understanding Chinese employments and incorporates the relevant research in arguing for a dualistic view of employment in China[1]. Findings In highlighting the unique dualistic employment contexts in China and an indigenous phenomenon of “unequal pay for equal work”, this paper finds public management studies in China to deserve a separate platform for future research. Research limitations/implications Future Chinese management studies on public sector should contextualise their findings and conclusions, taking into account the employment structure at their research settings. More studies on the public sector are needed to better understand the dualistic Chinese employment relationships, especially for better public management policies and practices in China. Social implications It calls for more scholarly attention on the social injustice embedded in the dualistic employment in China. Originality/value It extends the ongoing discussions of Chinese employment reform and its implications on organising work and employment in China, while unveils important implications of the dualistic employment for future Chinese management research, especially in the public sector.

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2

Collins, R. Douglas. „Agency Shop in Public Employment“. Public Personnel Management 15, Nr. 2 (Juni 1986): 171–79. http://dx.doi.org/10.1177/009102608601500207.

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The controversial requirement that the employees of a public agency financially support a union as a condition of keeping their jobs is examined, looking at its historic and legal roots, and at its practical consequences for public management. The author draws from the California experience, where agency shop legislation has been in effect for several years, and examines relevant decisions of various courts and boards. The relationship between agency shop and a union's legal obligation to represent both union members and non-members is explored as the legal and ethical basis for agency shop legislation. General exceptions to the payment of agency shop fees, including the often misunderstood religious exemption, are reviewed, as are the uses to which a union may put any such money which it collects.

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3

Steijn, Bram, und Peter Leisink. „Public management reforms and public sector employment relations in The Netherlands“. International Journal of Public Sector Management 20, Nr. 1 (30.01.2007): 34–47. http://dx.doi.org/10.1108/09513550710722698.

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4

Ng, Eddy S. W., Charles W. Gossett, Samuel Chinyoka und Isaac Obasi. „Public vs private sector employment“. Personnel Review 45, Nr. 6 (05.09.2016): 1367–85. http://dx.doi.org/10.1108/pr-10-2014-0241.

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Purpose The purpose of this paper is to explore the factors that may be related to a career choice in the public vs the private sector in a developing African country. Design/methodology/approach Using a sample of graduate management students, the authors tested reward preferences and altruism, elements of public service motivation, on their generalizability to a developing country in Africa. The authors also examine the role of career attitudes, individual personality factors, and cultural values on a career choice in public service. Findings The authors find that not all the factors associated with the choice of sector (public or private) found in previous studies apply in the Botswana context. Research limitations/implications Perry and Wise (1990) developed the concept of public service motivation to explain why individuals may be motivated to serve the public. However, two of the factors associated with public service, intrinsic motivation, and altruism, were not predictive of a career choice in the public sector in Botswana, and thus may limit its generalizability outside of western developed countries. Practical implications In Botswana and other developing economies, government jobs are considered to provide lucrative and stable employment, and attract educated citizens regardless of motivations. However, as the private-for-profit sector is emerging, these countries could soon be facing serious competition for top university students, and will need to develop a strategy for attracting the best talents to choose employment in the public sector over career options in the private sector. Originality/value The present study seeks to further the understanding on how individuals make a career choice between public vs private sector management in a developing country.

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5

Trejo, Stephen J. „Public Sector Unions and Municipal Employment“. Industrial and Labor Relations Review 45, Nr. 1 (Oktober 1991): 166. http://dx.doi.org/10.2307/2524709.

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6

Gallaway, Lowell. „Public policy and part-time employment“. Journal of Labor Research 16, Nr. 3 (September 1995): 305–14. http://dx.doi.org/10.1007/bf02685758.

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7

Grubb, David. „Principles for the Performance Management of Public Employment Services“. Public Finance and Management 4, Nr. 3 (September 2004): 352–98. http://dx.doi.org/10.1177/152397210400400305.

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In the field of public employment services (PES), performance can be measured primarily in terms of employment outcomes - such as the employment rate, unemployment rate and earnings - achieved by the clients of each local employment office or employment service provider. An increasing number of OECD countries now have performance management systems in place within the national PES or under nationwide or localized subcontracting arrangements. the principal in these systems needs to renew or discontinue contracts with service providers according to the estimated net impact of their services, i.e. gross outcomes relative to a “benchmark” or “target” level, which will vary according to local-labor-market and client-group characteristics. These benchmarks can be explicitly estimated using econometric methods, but they can also be generated automatically under an institutional set-up that ensures that multiple service providers are handling comparable client groups on equal terms. An alternative contracting model involves paying providers the actual value of the summary gross outcome measure but with lump-sum co-payments, which are set to ensure that no large economic rents arise. as various principles are better understood and operational systems are developed, explicit performance management arrangements may increasingly outperform traditional hierarchical management and ad hoc management-by-objectives approaches.

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8

Kwazi Majola, Brian, und Rubby Dhunpath. „The development of disability-related employment policies in the South African public service“. Problems and Perspectives in Management 14, Nr. 1 (11.04.2016): 150–59. http://dx.doi.org/10.21511/ppm.14(1-1).2016.02.

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Worldwide, the employment of people with disabilities has been challenged by the slow development of ‘workplace specific’ disability employment policies. The focus has been on formulating legislation to overcome barriers and the implementation of national disability policies without ensuring that workplaces formulate such policies. While laws regarding disability have been on the statute books for two decades in South Africa, little is known about how effective they have been and their impact in the workplace. This article examines whether South African government departments have developed or reviewed employment policies for the benefit of people with disabilities, and determines whether policy makers were aware of the existence of the Disability Code (Republic of South Africa, 2002) and the Technical Assistance Manual (Republic of South Africa, 2005) when the policies were developed or reviewed. Human Resource Managers from 16 government departments in KwaZulu-Natal Province were interviewed. It was found that although HR policies were in place and some were being developed, very little has been done in terms of reviewing and/or developing disability employment policies. Furthermore, the existing prescripts were not extensively used as a resource during the development of disability-related employment policies. This has negatively affected the employment of people with disabilities in the public service. It is hoped that the results will assist management, HR practitioners as policy makers, and line managers to develop disability employment policies in order to attract and retain people with disabilities. The research also contributes to the existing body of literature on disability

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9

ZAX, JEFFREY S. „Employment and Local Public Sector Unions“. Industrial Relations: A Journal of Economy and Society 28, Nr. 1 (Januar 1989): 21–31. http://dx.doi.org/10.1111/j.1468-232x.1989.tb00720.x.

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10

Joice, Wendell H. „Home Based Employment—A Consideration for Public Personnel Management“. Public Personnel Management 20, Nr. 1 (März 1991): 49–60. http://dx.doi.org/10.1177/009102609102000105.

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11

Forstater, Mathew. „Flexible Full Employment: Structural Implications of Discretionary Public Sector Employment“. Journal of Economic Issues 32, Nr. 2 (Juni 1998): 557–63. http://dx.doi.org/10.1080/00213624.1998.11506064.

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12

Bewley, Helen. „Raising the Standard? The Regulation of Employment, and Public Sector Employment Policy“. British Journal of Industrial Relations 44, Nr. 2 (Juni 2006): 351–72. http://dx.doi.org/10.1111/j.1467-8543.2006.00504.x.

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13

Martin, Philip L., Vernon Briggs, Brian Rungeling und Lewis Smith. „Public Service Employment in the Rural South“. Industrial and Labor Relations Review 40, Nr. 1 (Oktober 1986): 143. http://dx.doi.org/10.2307/2523972.

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14

Houseman, Susan N., und Paul Osterman. „Employment Futures: Reorganization, Dislocation, and Public Policy.“ Industrial and Labor Relations Review 43, Nr. 1 (Oktober 1989): 150. http://dx.doi.org/10.2307/2523229.

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15

Ko, Jaekwon. „The Study on Determinants of Disability Employment in Local Public Enterprises“. Korean Association for Local Public Enterprises 19, Nr. 1 (30.06.2023): 1–20. http://dx.doi.org/10.24020/kjlpe.2023.19.1.1.

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The purpose of this study is to explore the factors that affect the employment of people with disabilities in local public enterprises as a public institution. In order to promote the employment of the disabled, the government has made many efforts at the government level, such as establishing plans to promote the employment of the disabled in public institutions. Since many previous studies on hiring of people with disabilities have been conducted centering on private companies, this study aims to analyze the hiring of people with disabilities, focusing on local public companies, which are public institutions. Location and industry types as organizational characteristics as influencing factors, ethical management and consideration for the socially underprivileged as recognition factors for employment of the disabled, and management performance as economic factors were set to verify the impact on the mandatory employment of the disabled in local public enterprises. As influencing factors, it was found that the location of the institution, ethical management, and management performance had a positive effect on the mandatory employment of the disabled in local public enterprises. Based on these results, we would like to present policy implications for promoting the employment of the disabled in local public enterprises.

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16

Yeh, Hsiu-shan, und Wan-I. Lin. „Disability employment services under new public management: A comparison of Australia and Taiwan“. International Social Work 61, Nr. 3 (10.06.2016): 437–50. http://dx.doi.org/10.1177/0020872816648201.

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In the 1990s, both Australia and Taiwan were influenced by new public management (NPM) and subsequently reformed their public employment services. However, the reforms of the two countries have led to divergent results. This study assumes that the essential differences lay in the mobilization capacity of the disabled rights advocacy organizations and the disability employment benefits. Taiwan’s disability employment services (supported employment), though privatized, are limited to nonprofit organizations (NPOs), while for-profit organizations (POs) remain absent in this area. In Australia, the employment services (open employment services for people with disabilities) have been privatized, and for-profit organizations are encouraged to compete with one another to enhance the service quality and to reduce the costs. By providing job-search benefits for disabled people and implementing workfare policy, the Australian government reforms have resulted in the change of the relationship between the government and the citizens. In contrast, since the Taiwanese government never provided sufficient social welfare benefits for disabled people, they have to actively seek employment not after encouragement from the government, but as a result of their desperate need to earn a living. Despite the two countries’ differences, the force of neoliberalism, along with NPM, ostensibly continues to be a part of their employment policies for the socially underprivileged.

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17

Petreski, Marjan. „Public provision of employment support services to youth jobseekers“. International Journal of Manpower 39, Nr. 6 (03.09.2018): 820–39. http://dx.doi.org/10.1108/ijm-04-2017-0078.

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Purpose The purpose of this paper is to investigate if public provision of employment support services to youth leads to reduced informality and increased wages in transition economies. Design/methodology/approach The author uses the school-to-work transition data sets of the International Labor Organization for seven transition economies of Southeast Europe and the Commonwealth of Independent States. The author focuses on two econometric issues: the selectivity into informal employment and the endogeneity of the public employment support service provision with respect to informal employment and wages. The authors achieves identification by employing internal regressors which are uncorrelated with the product of heteroskedastic errors, a-la Lewbel (2012), as the author could not prove the external validity of the commonly used external instruments in similar contexts. Findings Results suggest that the public provision of employment support services matters for relegating informal employment, but not for wages, in general. Placement in education or training programs is most powerful in reducing informal employment among the four different employment support services, while only advice for job search works positively for wages probably through enabling better match. Social implications Increasing budget allocations, varying the array of public employment support measures, enhanced targeting, and advancement of the profiling system may significantly contribute to strengthening the public employment support service effect on youth employment in transition economies. Originality/value The paper brings a couple of novelties to the current literature. First, it is among the early papers dealing with the issue of informality, public employment support service and labor market prospects of youth in general in a rigorous manner. Second, it fills an important gap for transition economies which were less researched due to the long-lasting transition process as well due to data scarcity. Third, it utilizes the recently collected School-to-Work Transition Surveys (SWTS). Finally, and likely most importantly, it thoroughly addresses the issues of selectivity bias and endogeneity of PESS by utilizing a recent approach of Lewbel (2012) whereby internally generated variables are used as instruments. Hence, the paper accounts for the endogeneity stemming from unobservables in a novel manner, contrary to the common approaches in the literature based either on propensity score matching addressing selectivity on observables only, or relying on commonly used instruments in the labor market literature – mainly regional employment variables – whose external validity is easily disputed.

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18

Cook, R. F. „The Public-Service Employment Program“. Environment and Planning C: Government and Policy 4, Nr. 3 (September 1986): 299–307. http://dx.doi.org/10.1068/c040299.

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In this paper, a four-year field network study of the public-service employment program under the Comprehensive Employment and Training Act is described. The emphasis of the study was on displacement—the extent to which states and local governments used federally subsidized workers in place of locally funded workers. A description of the field network methodology is also included.

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19

Kuykendall, Christine L., und Rex L. Facer. „Public Employment in Georgia State Agencies“. Review of Public Personnel Administration 22, Nr. 2 (Juni 2002): 133–45. http://dx.doi.org/10.1177/0734371x0202200205.

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20

Rutkauskas, Aleksandras Vytautas. „INTEGRATED MANAGEMENT OF MIGRATION, EMPLOYMENT, FISCAL POLICY AND PUBLIC DEBT“. Business, Management and Education 11, Nr. 2 (30.12.2013): 376–90. http://dx.doi.org/10.3846/bme.2013.21.

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The main idea of the paper states that national migration indicators are closely related with employment opportunities in that country. In addition, the management quality of migration and employment processes is an indicator of the national socio-economic policy competency, while management of these processes is the main purpose of intelligent adjustment of the national fiscal policy and government debt management. The author of the paper selected the formation of the system of quantitative indicators as the main objective of the paper. The system should allow employing government debt possibilities for the selection of proper fiscal policy in order to prevent the transformation of unemployment into the key reason of uncontrolled national inflation. This would be done by revealing the possibilities of fiscal policy to impact on the level and structure of unemployment. Recent globalisation processes and integration possibilities bring a lot of uncertainty to predetermined viability of theoretical assumptions as well as the adequacy of the applied quantitative methods. The paper uses the possibilities of stochastic optimisation and stochastically informed expertise pursuing the possibilities of integrated management of employment, migration processes, fiscal policy and government debt provisions.

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21

Boll, Joachim, und Lars Høeberg. „Performance Management and Evaluation in the Danish Public Employment Service“. New Directions for Evaluation 2013, Nr. 137 (März 2013): 57–67. http://dx.doi.org/10.1002/ev.20046.

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22

Thomason, George. „Employment Relations in the British Public Sector“. Management Research News 14, Nr. 10 (Oktober 1991): 17–18. http://dx.doi.org/10.1108/eb028173.

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23

Blyton, Paul, Edmund Heery und Peter Turnbull. „Politics, public policy and the employment relationship“. Management Research News 24, Nr. 10/11 (Oktober 2001): 1–68. http://dx.doi.org/10.1108/01409170110782973.

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24

Sherry, John E. H. „Public-Policy Exception to Employment at Will“. Cornell Hotel and Restaurant Administration Quarterly 33, Nr. 4 (August 1992): 10–11. http://dx.doi.org/10.1177/001088049203300402.

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25

Aslim, Erkmen Giray. „Public health insurance and employment transitions“. Labour Economics 75 (April 2022): 102126. http://dx.doi.org/10.1016/j.labeco.2022.102126.

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26

Karper, Mark D., und Jerome Lefkowitz. „The Evolving Process -- Collective Negotiations in Public Employment“. Industrial and Labor Relations Review 40, Nr. 1 (Oktober 1986): 131. http://dx.doi.org/10.2307/2523955.

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27

Masters, Marick F., Dale Belman, Morley Gunderson und Douglas Hyatt. „Public Sector Employment in a Time of Transition.“ Industrial and Labor Relations Review 51, Nr. 4 (Juli 1998): 705. http://dx.doi.org/10.2307/2525016.

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28

Garmann, Sebastian. „Voter turnout and public sector employment policy“. Review of International Organizations 15, Nr. 4 (25.06.2019): 845–68. http://dx.doi.org/10.1007/s11558-019-09346-0.

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29

Barnard, Andrew. „Regional analysis of public sector employment“. Economic & Labour Market Review 2, Nr. 7 (Juli 2008): 31–36. http://dx.doi.org/10.1057/elmr.2008.103.

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30

James, Nicola. „Regional analysis of public sector employment“. Economic & Labour Market Review 3, Nr. 9 (September 2009): 37–43. http://dx.doi.org/10.1057/elmr.2009.159.

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31

Millard, Bryce. „Regional analysis of public sector employment“. Economic & Labour Market Review 1, Nr. 3 (März 2007): 17–23. http://dx.doi.org/10.1057/palgrave.elmr.1410040.

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32

Cozzetto, Don A., und Theodore B. Pedeliski. „Privacy and the Workplace: Technology and Public Employment“. Public Personnel Management 26, Nr. 4 (Dezember 1997): 515–27. http://dx.doi.org/10.1177/009102609702600408.

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One of the most interesting, yet controversial, areas concerning public personnel is employee privacy. What limits are there to employers' intrusions into, and control over, employees' behaviors and personal properties. Claims of privacy abuse come against an employer's prerogatives in establishing workplace standards, and ensuring the efficiency of administration. There are five major areas which trigger privacy matters in the area of public sector employment: background checks, cognizance of off duty conduct and life styles, drug testing, workplace searches, and monitoring of workplace activity. Of these, the fifth, monitoring of employees in the workplace, has raised a range of new conflicts between employer and employee. The problems are particularly acute as technological advances change the nature of work, communication, and supervisory functions in private and public agencies. These conflicts open anew the basic questions as to what is private, what is proprietary, what legal rights an employee possesses, and what an employee's obligations and responsibilities are within the sphere of public employment.

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Мурашов und S. Murashov. „Problems and perspectives of public administration of the russian labor market“. Journal of Public and Municipal Administration 5, Nr. 2 (28.06.2016): 59–61. http://dx.doi.org/10.12737/20543.

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The article deals with topical issues of state management of labor market in Russia. The analysis identified the problems and prospects of government employment. Some measures in public administration in the field of employment are marked. It is concluded that there are conditions for further expansion of employment in Russia.

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34

Colley, Linda. „Employment Security in Public Services: A Political and Industrial Contest Over the Institutionalization of Employment Security in the Queensland Public Service“. Public Personnel Management 48, Nr. 4 (29.05.2019): 608–26. http://dx.doi.org/10.1177/0091026019851530.

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Public sector employment security is a central tenet of the public service bargain in many countries to provide continuity beyond an electoral cycle and support frank and fearless advice. Employment security was often an implicit condition, diluted by rounds of public management reform and the global financial crisis (GFC), but retained in some form. Following reforms and downsizing in the 1990s in the Australian state of Queensland, unions redressed the implicit nature of employment security by institutionalizing it in formal policies, enforceable regulations, and collective agreements. The research focuses on policy changes under a government with a large electoral majority that was prepared to breach its electoral commitments, and the institutional arrangements in these employment policies and collective agreements. It highlights the power of government as both employer and legislator, and the potential fragility of the public service bargain when a government has the will to exercise that power.

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Young, Peter C., und Martin Fone. „Organisation Risk Management in UK Police Authorities: An Integrated Management Approach“. International Journal of Police Science & Management 1, Nr. 1 (März 1998): 48–57. http://dx.doi.org/10.1177/146135579800100106.

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Risk management is evolving into a broader, more general, management role in organisations. This emerging form, called organisation risk management (ORM), seeks to manage all organisation risks in an integrated, comprehensive and strategic manner. The public sector has been somewhat slow to adopt both this view and practice, but changing political, social and economic pressures are forcing public authorities to provide better services with increasingly limited resources; and these pressures, in turn, are heightening the awareness of the value in managing the cost of risk. This paper introduces and develops the ORM concept, and provides a specific application that is a critical issue for the modern police authority — employment risk. In discussing this employment risk, the paper offers both a method for analysing risks generally and a set of risk management principles that apply to the actual management of all organisational risks.

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36

Farnham, David. „Employment Flexibilities in Western European Public Services“. Review of Public Personnel Administration 17, Nr. 3 (Juli 1997): 5–17. http://dx.doi.org/10.1177/0734371x9701700302.

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37

Craigie, Terry‐Ann. „BAN THE BOX, CONVICTIONS, AND PUBLIC EMPLOYMENT“. Economic Inquiry 58, Nr. 1 (02.09.2019): 425–45. http://dx.doi.org/10.1111/ecin.12837.

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38

BABCOCK, LINDA C., JOHN ENGBERG und AMIHAI GLAZER. „WAGES AND EMPLOYMENT IN PUBLIC-SECTOR UNIONS“. Economic Inquiry 35, Nr. 3 (Juli 1997): 532–43. http://dx.doi.org/10.1111/j.1465-7295.1997.tb02030.x.

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39

Haq, Nadeem ul. „Issues in the Designing of Public Sector Reform“. Pakistan Development Review 37, Nr. 4II (01.12.1998): 299–327. http://dx.doi.org/10.30541/v37i4iipp.299-327.

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“Civil service reform,” which has become the nickname for public sector management reform in the parlance of development economics, has only recently and grudgingly been accepted by those who advise on policy in the poor countries. Even then, the approach is somewhat paternalistic in that it emphasises externally-designed rules and processes for management, organisation, audit and accountability. It recognises the role of people in terms of noting that incentives and employment policies matter but only in terms of right-sizing the government and second to the need to spread budgetary resources over the politically chosen level of employment. What it does not accept is that and the drive to manage the public sector better has to be led and implemented by the domestic talent and in that they must have both the incentive and the honour of doing just that. This paper argues that the main reason that the public sector management has suffered in many of the poor countries is that incentives have been allowed to erode rapidly as public sector employment was viewed politically as a means of providing welfare.

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40

Williams, Colin C. „The undeclared sector, self‐employment and public policy“. International Journal of Entrepreneurial Behavior & Research 11, Nr. 4 (August 2005): 244–57. http://dx.doi.org/10.1108/13552550510603289.

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41

Laurin, Claude, und Sachenne Wagner. „Implementing “new public management”: The case of employment services in Quebec“. Canadian Public Administration 54, Nr. 1 (März 2011): 23–40. http://dx.doi.org/10.1111/j.1754-7121.2011.00159.x.

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42

Ibsen, Christian Lyhne, Trine Pernille Larsen, Jørgen Steen Madsen und Jesper Due. „Challenging Scandinavian employment relations: the effects of new public management reforms“. International Journal of Human Resource Management 22, Nr. 11 (Juni 2011): 2295–310. http://dx.doi.org/10.1080/09585192.2011.584392.

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43

Abd Rahman, Ishak, Mas Ayu Rusli, Abdullah Sanusi Othman und Azmi Aziz. „FINANCIAL LITERATIONS OF PUBLIC SECTOR EMPLOYMENT: ISSUES AND CHALLENGES“. Advanced International Journal of Banking, Accounting and Finance 2, Nr. 3 (10.06.2020): 13–25. http://dx.doi.org/10.35631/aijbaf.23002.

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Smart financial decision-making practices based on the level of knowledge and literacy of an individual will enhance the ability to manage financial management practices wisely. The purpose of this study is to investigate the level of financial literacy among public sector workers from Klang Valley including Putrajaya. In addition, the study aimed to identify differences in the level of financial literacy based on gender and marital status and to identify the relationship between financial literacy level and academic achievement. The data collected were analyzed descriptively to obtain frequency, percentage and mean using software Statistical Package for the Social Sciences (SPSS) version 25. The reliability of the questionnaire was α = 0.878. The findings of the study show that the level of financial literacy among public sector workers is at a high level of knowledge. Public sector employees are also aware of the importance of more efficient and organized financial management. They are also able to control the flow of financial expenditures with the help of support activities such as overtime, ancillary work such as business. In addition, they are also exposed to personal financial management which will help to improve financial literacy. However, the attitude and ability and financial attitude of the respondents remain at a moderate level as it is sometimes difficult for individuals to control their spending when there is no alternative to supporting income to cover their daily expenses.

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Ntimba, David Isaac, Karel Frederick Lessing und Ilze Swarts. „Labour regulation in the public sector: Employment relationship, employment relations satisfaction and psychological contract“. Journal of Governance and Regulation 10, Nr. 3 (2021): 54–71. http://dx.doi.org/10.22495/jgrv10i3art5.

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This paper aims to report on the outcome of the study that investigated the cause of the ongoing antagonistic employment relationship (ER) in the South African public sector workplace, which has negatively affected employment relations satisfaction (ERS) and psychological contract (PC) fulfilment. This antagonism between management and employees has lowered the levels of employer-employee trust (Sudiarta, 2021), as well as job satisfaction (Silitonga et al., 2020) in the workplace. This study, therefore, explored the type of ER, levels of ERS, and state of PC that is prevalent in the workplace to recommend solutions for the situation. A quantitative research approach was adopted for the study because of its appropriateness for the study’s objectives. Data collection was done by means of a structured questionnaire. The results revealed a prevalence of positive ER in the workplace, a higher level of ERS among employees, a negative state of PC, and a positive inter-relationship among the three variables. This led to the conclusion that although the three variables are positively interrelated, the PC influences both ER and ERS negatively in the workplace. This study contributes to knowledge and literature on ER, ERS and PC pertaining to their nature, interrelationship and collective effect in the workplace.

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Abdullahi, Muhammad, und Rilwan Nakazalle Usman. „Management of Public Enterprises through Public Private Partnership in Nigeria“. International Letters of Social and Humanistic Sciences 19 (Dezember 2013): 76–81. http://dx.doi.org/10.18052/www.scipress.com/ilshs.19.76.

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Collaboration with corporations, small businesses, non-governmental organizations and civil society organizations to provide socially beneficial goods and services. Public enterprises and the private sector cooperate in providing services and infrastructure through a variety of mechanisms. The level of performance and development of public enterprise in the country are very low due to corruption, management inefficiencies, overstaffing and inflation. This paper therefore in tend to highlight the different mechanisms of public private partnership (PPPs) in the management of public enterprise including concessions, build-operate- and- transfer (BOTs) arrangement, joint ventures and informal and voluntary cooperation as applied in some Latin American and Asian countries. The paper recommends that the government should clearly identify goals and objectives of public private partnerships and embody them in an official set of laws, develop strategy for management plan for public private partnerships and create employment protection measures for current government employees in organization that will go in to public private partnerships.

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Fernandez, Sergio, Craig R. Smith und Jeffrey B. Wenger. „Employment, privatization, and managerial choice: Does contracting out reduce public sector employment?“ Journal of Policy Analysis and Management 26, Nr. 1 (2006): 57–77. http://dx.doi.org/10.1002/pam.20227.

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Winkler, Anne E., und Paul Burstein. „Equal Employment Opportunity: Labor Market Discrimination and Public Policy.“ Industrial and Labor Relations Review 49, Nr. 1 (Oktober 1995): 176. http://dx.doi.org/10.2307/2524924.

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Smith, Graham. „Book Reviews : Aspects of Public Sector Employment Law“. Journal of Industrial Relations 32, Nr. 2 (Juni 1990): 289–91. http://dx.doi.org/10.1177/002218569003200212.

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Maddalena, Maria Laura. „Transformations in Public Employment from 1990 to Today“. International Journal of Public Administration 34, Nr. 1-2 (24.01.2011): 89–92. http://dx.doi.org/10.1080/01900692.2011.536086.

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O'Donnell, Michael, John O'Brien und Anne Junor. „New public management and employment relations in the public services of Australia and New Zealand“. International Journal of Human Resource Management 22, Nr. 11 (Juni 2011): 2367–83. http://dx.doi.org/10.1080/09585192.2011.584400.

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