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Published: 10 March 2023

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1

ELBASANI, Arolda. "The impact of EU conditionality upon democratisation : comparing electoral competition and civil service reforms in post-communist Albania." Doctoral thesis, European University Institute, 2007. http://hdl.handle.net/1814/10435.

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Defence date: 30 November 2007
Examining Board: Prof. Philippe Schmitter (EUI); Prof. Làszlò Bruszt (EUI); Dr. Antoaneta Dimitrova (Leiden University); Prof. Shinasi Rama (New York University)
PDF of thesis uploaded from the Library digital archive of EUI PhD theses
This dissertation explores how and to what extent EU conditionality can foster democratisation in a highly problematic case such as post-communist Albania. In order to examining the phenomena of democratisation in operational detail, the thesis delves into the sub-systemic level of democratisation focusing on two partial regimes - electoral regime and civil service system. The analysis follows on the rational choice premise that the domestic actors’ strategies of compliance depend on the structure of external incentives i.e. rewards and threats, that appeal to their interest. Our account on the impact of EU conditionality upon democratisation assumes that the likelihood of compliance depends on 1) the size of the rewards attached to conditionality; 2) the size of adoption costs; 3) the clarity of prescriptions and 4) credibility of reinforcement. The first part consists of developing a conceptual framework for assessing and explaining the impact of EU enlargement conditionality over democratisation processes. The second part explores the case of Albanian democratisation and the specific challenge it poses to the working of EU conditionality. The third part analyses the association between EU conditionality and reform seeking to identify whether the fortification of the EU conditionality coincides with a pattern-breaking change in each of the partial regimes of our choice. The thesis concludes that the EU was more successful to foster reforms in the area of electoral competition than public administration and civil service system. The EU seemed to push forward reforms by articulating clear prescriptions regarding the electoral competition; and advancing contractual relations with the country in function of electoral performance.

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2

Tsang, Lo-ming, and 曾路明. "The impact of civil service reform on civil service entry and exit." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46777878.

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3

Poon, Sau-yu Kerry. "Human resource management in Hong Kong Civil Service : a case study of the development of a multi-skilled general support service /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21036998.

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4

Davis, Jon Malcolm. "Prime ministers & civil service reform 1960-74." Thesis, Queen Mary, University of London, 2009. http://qmro.qmul.ac.uk/xmlui/handle/123456789/1656.

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This thesis anatomises the high watermark of belief in administrative and institutional remedies to the deeply-felt relative economic and absolute military decline of Britain in the years after the Second. World War. It analyses the second half of the Macmillan years, the administration of Sir Alec Douglas-Home, the first two premierships of Harold Wilson (but not the period from 1974-76 which saw little reformist activity) and the three-and-a-half years that Edward Heath occupied No. 10 Downing Street. The approach has been to look at the prime ministers' plans, examine how these were embraced by the Civil Service and analyse the results. The period 1960-74 saw a great many major reforms to the machinery of government, all of which are analysed. Significant new findings include the struggle over the demarcation `concordat' between the Treasury and the Department of Economic Affairs in 1964; the way that the Prime Minister's Principal Private Secretary acted against the senior civil servant handling the reception of the Fulton Report; the fact that Harold Wilson developed a keen interest in the `hiving off' of parts of the public sector in 1969; how, after the Heath Government was elected in 1970, the Civil Service took the massive political planning undertaken prior to government and effectively cherry-picked what it wanted, turning the dynamism for reform to its own advantage; the remarkable lack of interest in Programme Analysis and Review; and the way that the Central Policy Review Staff was sidelined in Heath's last weeks.

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5

O'Toole, John. "Civil Service reform in Ireland 1922 to 2012." Thesis, University of Liverpool, 2015. http://livrepository.liverpool.ac.uk/2013806/.

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This thesis examines civil service reform in Ireland from independence to 2012. Following independence, inexperienced and over-burdened Ministers gave the civil service, which was dominated by the Department of Finance, considerable autonomy. This creation of an impartial civil service remains one of the great achievements of the Irish State. The thesis finds that progress on administrative reform has been uneven and limited due to a combination of lack of political will and obstacles within the administration. Efforts to reform the civil service began with the 1935 Brennan Commission, and continued with the Devlin Report, 1969. This work examines the challenges faced by Taoiseach Garret FitzGerald and by John Boland, first Minister for the Public Service, in reforming the civil service. Later initiatives to reform the civil service are also analysed. The thesis finds that both political will and administrative support are required for administrative reform. Ireland’s economic collapse in 2008 transformed the approach to administrative reform through the Troika of the European Commission, International Monetary Fund and European Central Bank. Administrative reform was a key element of the strategic response to economic crisis for the government which came to office in 2011. Reforms were therefore driven by external financiers who required that Ireland modernise its public administration. The establishment of the Department of Public Expenditure and Reform in 2011 highlighted this. Uniquely, this new department combined both expenditure and reform elements. Earlier lessons in relation to poor implementation of reform were learned, with a strong focus on implementation and delivery. The Public Service Reform Plan of November 2011 set out 70 recommendations and 200 actions across five areas. This plan emphasised ownership within departments, with dedicated reform teams working under a Cabinet committee. The plan also highlighted the importance of implementation with deadlines, dates and ownership. The Irish civil service made good progress in recent years in reducing costs, improving productivity, the online delivery of services, developing shared services and putting in place administrative reforms. By drawing on the lessons learned since independence, particularly from the most recent economic crisis, governments and policy-makers may be better prepared to implement future administrative reforms.

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6

Kue, Mei-wah Karen. "Civil service reform in Hong Kong : new appointment policy /." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk:8888/cgi-bin/hkuto%5Ftoc%5Fpdf?B23295387.

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7

Kwok, Kai-chiu Jim. "The performance management system of the Customs & Excise Department." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18596137.

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8

Kyarimpa, Genevieve Enid. "Comparative Administrative Reform: The Rhetoric and Reality of the Civil Service Reform Programs in Uganda and Tanzania." FIU Digital Commons, 2009. http://digitalcommons.fiu.edu/etd/196.

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Administrative reform is a challenging endeavor for both developed and developing countries alike. For developing countries, the challenge is greater because numerous reforms are implemented concurrently sometimes under conditions of resource scarcity and political instability. So far there is no consensus as to what makes some reforms succeed and others fail. The current study seeks to fill that gap by offering an empirical comparative analysis of the administrative reforms initiated in Uganda and Tanzania since the early 1990s. The purpose of the study is to explain the similarities and differences, and give reasons for the successes and failures of the reform programs in the two countries. It focuses on four major areas; the size of the civil service, pay reform, capacity building, and ethics and accountability. Data were collected via in-depth face to face interviews with 35 key government officials and the content analysis of various documents. The results indicate that the reforms generated initial substantial reduction in the size of the public services in both countries. In Uganda, the traditional civil service was reduced from 140,500 in 1990 to 41,730 in 2004; while in Tanzania Ministries, Departments, and Agencies were reduced by 25%. Pay reform has generated substantial increases in civil servants’ salaries in both countries but in Uganda, the government has not been able to abide by the pay strategy while in Tanzania the strategy guides the increments. Civil Service capacity building efforts have focused on enhancing the skills of the personnel. Training needs assessments were undertaken in all ministries in Uganda and a training policy was formulated. In Tanzania, the training needs assessments are still under way and a training policy has not yet been developed. Ethics and accountability are great challenges in both countries, but in Tanzania, there is more political will and commitment to improve the integrity of the civil service. The findings reveal that although Uganda started the reform with much more rigor and initial success, Tanzania has surpassed it and has a more stable, consistent, and promising reform record. This is because Uganda’s leadership lacks political legitimacy. The country has since the late 1990s experienced a civil war in the northern and western parts of the country while Tanzania has benefitted from relative peace and high level political legitimacy.

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9

So, Mei-yee Nancy. "Civil service reform in Hong Kong pay determination system /." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967310.

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10

So, Mei-yee Nancy, and 蘇美儀. "Civil service reform in Hong Kong: pay determination system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31967310.

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11

Kue, Mei-wah Karen, and 葛美華. "Civil service reform in Hong Kong: new appointment policy." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B30257062.

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12

Karini, Artan. "The role of international aid in public service reform and capacity building : the case of post-communist Albania." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/the-role-of-international-aid-in-public-service-reform-and-capacity-building-the-case-of-postcommunist-albania(649d15f5-c0c3-47eb-bfef-67dd969e387d).html.

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This research study investigates the role of international aid in public service reform and capacity building in the context of post-communist Albania. It takes a two-pronged approach towards exploring the interaction between the key research variables. First, challenging the technocratic, results-based management frameworks used by aid organizations, it offers a qualitative and critical assessment of the role of aid in a specific arena, administrative reform and capacity building, given its significance as key to (and conditionality for) the EU accession process. Secondly, the research points to the specificity of the national politico-administrative context and its ability to modify the process of policy transfer from aid organizations to the Albanian bureaucracy. In doing so, it attempts to illustrate the domestic challenges in the transfer process towards policy learning thus making a contribution to the debate over the (voluntary vs. coercive) administrative reform in Southeast Europe in relation to the politics of EU accession. Therefore, the findings of the study are two-fold. First, based on the multi-level analysis of policy transfer, the research provides an account of (aid-supported) policies/programmes and institutions/mechanisms of transfer towards administrative reform and capacity building. Thus, the analysis reveals the conflicting nature of international aid via the dichotomy between the ‘career’ versus ‘managerialist’ approaches promoted respectively by the EU and the WB as the drivers of administrative reform in post-communist Albania. The study maintains that aid towards administrative reform and capacity building has been confined to regulatory frameworks while its impact on the capacities of the public sector HRM functions has been rather limited. Besides, it claims that programmes and mechanisms of transfer have supported alignment with EU standards and compliance with global aid effectiveness agenda towards a broader public sector reform. The study concludes that while administrative reform and capacity building are conditionality for EU accession, the significantly reduced funding combined with the use of alternative policy incentives (signing into SAA in 2006 and admission into the Schengen agreement in 2010) might be taken to indicate a silent abandonment of administrative reform as a national matter. The findings suggest that this has indeed led to a complacent relationship between the EU and Albania, which may jeopardize the country’s chances of accession into the EU. The study also challenges the views of the literature locating Albania among countries which have adopted the hybrid NWS, drawing on both NPM and Weberian reform doctrines. Accounts of an adversarial and polarized political culture in which political patronage and high staff turnover persist, coupled with a hierarchy-/clan-based administrative culture may explain the ability of the national context not only to modify but also to block policy transfer. The findings imply that the Albanian case provides a ‘classic’ example whereby transfer based on reform doctrines has been used by governing elites to solidify their political position. While the above may explain non-transfer towards policy learning, the role of aid is also reduced by other factors including overreliance on NGOs as ‘implementation partners’, ‘mixed feedback’ to bureaucrats and ‘strong’ informal donor-beneficiary-contractor networks characterized by a certain ability to affect donor behaviour.

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13

Milne, Terry (Terrence Arthur) Carleton University Dissertation Public Administration. "Bureaucratic reform and state intervention; from Glassco to Public Service 2000." Ottawa, 1992.

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14

Mak, Yin-chun. "Improving service delivery in the Urban Services Department." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1859654X.

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15

Kwok, Kai-chiu Jim, and 郭啓釗. "The performance management system of the Customs & Excise Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31965258.

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16

Guebuza, Anchia Nhaca. "Civil service reform and human resources management priorities in Mozambique." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.

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This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.

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17

Meyer-Sahling, Jan-Hinrik. "Governance by discretion : civil service reform in post-communist Hungary." Thesis, London School of Economics and Political Science (University of London), 2003. http://etheses.lse.ac.uk/2116/.

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This thesis analyses civil service reform and policy developments in Hungary since 1990 as an extreme case of the discrepancy between attempts to establish professional, de-politicised civil services and the persisting politicisation of personnel policy in post-communist central executives. At the theoretical level, it applies the insights of new institutionalist approaches to executive politics, in particular the body of so-called 'delegation studies' rooted in the new economics of organisations. The thesis develops four ideal types of personnel policy regimes that are distinguished on the basis of the concept of formal political discretion, which is defined as the extent to which the government of the day, or its ministers, has the possibility to exercise personnel policy authority and the extent to which the exercise of this authority is subject to specific procedural constraints. The thesis argues that a low degree of formal political discretion built into civil service legislation can enhance the informational role of ministerial bureaucracies in policy-making. However, governments do only have an incentive to establish or maintain a low degree of formal political discretion built into civil service legislation, if they have no problems of political trust towards the bureaucracy. The empirical analysis of civil service reform outcomes in Hungary reveals that three reforms since 1990 have led to the emergence of a personnel policy regime that allows governments to exercise a considerable degree of political discretion over personnel policy, in particular, the allocation of civil servants in managerial ranks. The analysis of civil service reform processes shows that the communist legacy of over-politicised personnel policy, the radical anti-communism of centre-right parties and four wholesale changes of government since 1990 have tended to reproduce severe problems of political trust in the relation between governments and the ministerial bureaucracy. The thesis shows that incoming governments have therefore continuously exercised political discretion over personnel policy, in particular, by recruiting (often politically affiliated) senior personnel from outside public administration. At the same time, successive governments have been unwilling to make a commitment to a de-politicised civil service system because of their distrust in the loyalty of bureaucrats associated with previous governments. Moreover, as the group of senior bureaucrats who seek a career in public administration has shrunk, the de-politicisation of the civil service has increasingly come to contradict the career interest of senior bureaucrats whose tenure is bound to that of the government and who commute between public administration, politics and the private sector. Setting Hungarian civil service reform and policy developments into a comparative post-communist perspective, the thesis concludes that the context of post-communist transformation tends to lock in a pattern of civil service governance characterised by high levels of political discretion.

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18

Malee, Surapong. "Managing civil service reform in Thailand, 1980-1999 : analytic narratives." Thesis, London School of Economics and Political Science (University of London), 2004. http://etheses.lse.ac.uk/1865/.

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The thesis seeks to explain change and stability in 'civil service policy' in Thailand between 1980 and 1999, by focusing on two issue areas relating to public sector human resource management: civil service downsizing and civil service pension reform. The thesis departs from the institutionalist research tradition, which explains administrative change using the concept of 'administrative reform capacity'. It argues that the static view of reform capacity advocated by institutionalists including Knill's ideal type constellations of administrative reform capacity needs to be re-conceptualised if it is to be analytically useful in accounting for variations in the trajectories and outcomes of civil service policy reform in Thailand across twenty-year period of this study and between case studies. To advance Knill's concept, the thesis take into account the processual view of public management policy change to develop a more flexible institutional processualist theoretical compass. The thesis adopts an 'analytic narrative instrumental case study' research design, which can accommodate inquiries from both institutional and processual research traditions. Drawing on evidence from two narrative case studies, this thesis develops process understanding and explanations for the dynamics of civil service policy making by shedding light on the analytical components of reform process: agenda setting, alternative specification and decision making. It argues that a combination of institutional and processual factors shape these processes, which results in variations in trajectories and outcomes in different episodes within the two case studies. Based on the narrative evidence, the thesis re-interprets the three main elements of Knill's concept of reform capacity - strength of executive leadership, entrenchment of administrative arrangement and political influence of the bureaucracy. It argues that for 'reform capacity' to explain public management policy change, the relationships between the three elements and between them and the dynamics contexts and situations faced by reformers need to be taken into account. The thesis elaborates two general approaches to civil service reform - the techno - bureaucratic and the political - and their dualities, which can be found in the principal reform actors, reform issues, reform process and mechanisms. It is the tensions between these elements and the reform context that affects the trajectories and outcomes of reform in Thailand - limited piecemeal public management policy change.

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19

Michalak, Katja. "Civil Service Reform and the Quality of Governance in Romania." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1222181181.

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20

Wai, In-fun Perseus, and 衛彥勳. "Reforming the civil service: the impact of HKSAR's 'Downsizing' policies to the civil service employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B45012672.

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21

Chou, Kwok-ping, and 仇國平. "Conflict and ambiguity in the implementation of civil service reform in China, 1993-2000." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B29822294.

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22

So, Kam-tong Bernie. "The Hong Kong police as a new paradigm of policing in a post colonial city : an analysis of reform achievement /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21036408.

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23

Yeung, Sau-kuen Sammy, and 楊秀權. "Case study of electrical and mechanical services trading fund." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31966068.

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24

Yeung, Sau-kuen Sammy. "Case study of electrical and mechanical services trading fund." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21037127.

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25

Chan, Wing-kit Eric. "An analysis of human resource management in correctional homes of the Social Welfare Department : implications for change /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18595753.

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26

Dlamini, M. P. "Development, administrative reform and the civil service : the case of Swaziland." Thesis, University of Manchester, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233428.

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27

Park, Soo-Young. "Who Is Our Master? -Debates during Civil Service Reforms-." Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/28804.

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Who is the American bureaucracy's master in national government? At least three different sets of answers have been proposed. The first answer claims a single master of American bureaucracy, be it the president, Congress, or the courts. The second denies that there is any master over the bureaucracy and claims the existence of bureaucratic autonomy. In the middle of the two theories, there lies multiple masters theory. This dissertation attempts to advocate multiple masters theory by answering such questions as "Is the conception of multiple masters only theoretically conceivable, or is it historically supported?" or "Does the historical record suggest that multiple masters scheme was seriously in play in actual American constitutional dialogue?" To be a master, one should have at least one of the following powers - budget, personnel, information, and regulatory review. This dissertation focuses on one of them - the appointing power. To look at it historically, this dissertation chose four distinct periods of American history. They are the founding era, Jacksonian era, Republican era, and the Carter Administration. These eras were related to the four important civil service reform acts: the two Tenure of Office Acts of 1820 and 1867, Pendleton Act of 1883, and the CSRA of 1978. Congressional debates recorded in Congressional Record were analyzed to find evidences supporting multiple masters perspective. There were evidences that support the significant existence and role of the multiple masters perspective in all the four eras analyzed. Although weakened in the 1978 debate, the multiple masters theory was supported in important congressional debates by leading politicians of the day, providing historical foundation for the theory. The multiple masters perspective provides a need to construct a normative foundation for bureaucrats to adopt, because bureaucrats, in many cases, cannot avoid making decisions on which master to choose and which to ignore at a given time on a given issue. Under the multiple masters scheme, bureaucrats may have to play the role of balance wheel in the constitutional order, using their statutory powers and professional expertise to favor whichever constitutional masters need their help to preserve the purpose of the Constitution itself.
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28

Sy, Mei-lee Janet. "Prison reform in Hong Kong issues and prospects /." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967322.

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Maema, Mapule. "Unionism and public service reform in Lesotho: between legislative constraints and apathy." Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003094.

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The study focuses on Lesotho‟s Public Service. The aims of this study were to examine the factors that led to the repeal of the Public Service Act No.13 of 1995. This study looks at the legislative constraints and attitudes of civil servants towards unionisation in the Public Service. It also outlines the relevant provisions of the Public Service Act No.1 of 2005; the changes that have occurred since its inception. Findings show that the Public Service Act No.13 of 1995 was repealed in order to reform the Public Service. The Ministry of the Public Service implemented five-year strategic plans to reform the public service. Changes have occurred in the public service since the inception of the 2005 Act; however, they differ from ministry to ministry. The respondents included public officers from the Ministry of the Public Service, Ministry of Justice, Law Office, Ministry of Employment and Labour, Ministry of Planning, the Ombudsman Office, Parliament, different ministries, the International Labour Organisation (ILO), the Congress of the Lesotho Trade Unions (COLETU) and the Lesotho Public Service Staff Association (LEPSSA).

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30

Lap-chung, Chan. "Productivity and efficiency improvement programmes of the Hong Kong Government /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17983046.

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Cheng, Chit-sum, and 鄭哲琛. "The effectiveness of non-civil service contract staff in replacing civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46772509.

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Nam, Ju Hyun. "The patterns and dynamics of the civil service pay reform in Korea." Thesis, London School of Economics and Political Science (University of London), 2016. http://etheses.lse.ac.uk/3377/.

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In the years following the economic crisis of 1997, Korean policymakers have focused on reforming the civil service by introducing New Public Management (NPM) ideas and practices. By the involvement of top decision-makers to individual central government departments, attempts were made to enhance the materialistic incentive, to reinforce performance management, and to improve flexibility and efficiency of government organisations. Despite these endeavours, the public management reforms in Korea seems to have not yet reached the expected goals. In the search of the cause of such discrepancy, this study investigated the developmental process of four representative civil service pay reform cases, namely, (1) public-private pay balance, (2) performance-related pay, (3) total payroll cost management, and (4) senior civil service pay. In order to do this, the data was collected from relevant documents and archives, such as government publications and newspapers, as well as interviews with 39 policymakers and experts. The analyses of the cases show how different motives and behaviours of key actors the president and core departments- led to varying degrees of attainment in terms of the outcomes of the reform. While NPM-inspired institutions were transplanted in appearance with necessary legal regulations and arrangements established by enactment in the initiating phase, the effectiveness and sustainability of the reform was limited due to the shift of ownership of the reform from the president to core departments in the consolidating phase. This created a pattern which included cyclic fluctuations of an ambitious start, speedy introduction of a new system, and apparent or hidden retreat or maintenance. This study argues that insufficient reform outcomes stem from the relationship between the president and core departments, which was transformed from the agency-type (owner-agent) relationship into the trustee-type Public Service Bargains (PSB) (autonomous department). In this context, this study contributes to the existing knowledge by providing insights into the reform process. Firstly, it expands the theory of NPM by presenting the details of convergence and divergence in the case of the Korean civil service. Secondly, this research suggests the Korean civil service reform model that implies the significance of reform ownership and monitoring process. Finally, this study suggests a concept of “dual identity” of bureaucracy as the object and subject of the reform. It is hoped that the implications of reform dynamics will be helpful to policy practitioners in developing countries that aim to initiate a civil service reform with reference to NPM.

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Wang, Xiaoqi. "China's civil service reform and local government performance : a principal-agent perspective /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36432854.

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王曉琦 and Xiaoqi Wang. "China's civil service reform and local government performance: a principal-agent perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B37327264.

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35

Makhova-Gregg, Anna Nikolaevna. "Russian civil service reform : a step toward democratic consolidation or bureaucratic authoritarianism? /." Available to subscribers only, 2008. http://proquest.umi.com/pqdweb?did=1605114471&sid=10&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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36

Pang, Ka-fai. "Building an organizational culture under a trading fund operation : a case study of the land registry /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19709419.

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37

Chang, Lai-yin. "An analysis of the impact of civil service reform on recruitment and retention in the Hong Kong police force." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41014327.

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38

Chung, Wing-hong. "An evaluation of the role of highways infrastructural development policy in the 1990's." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18596848.

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39

To, Wing-chow Raphael. "Emergency ambulance service in Hong Kong : a study of continuity and change /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21037899.

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40

Sebastiao, Mario Manuel. "Quality service within the context of Mozambique’s developmental objectives and public service reform." Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1641.

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Thesis submitted in fulfilment of the requirements for the degree Magister of Technologiae: PUBLIC MANAGEMENT in the Faculty of BUSINESS at the CAPE PENINSULA UNIVERSITY OF TECHNOLOGY 2013
Investment Promotion Agencies act as economic development conduits which seek not only just to undertake promotion, but also to improve the wider environment for investors by liaising and initiating change. As a result, worldwide governments have set up Investment Promotion Agencies (IPAs) to advance investment goals and by extension economic development in the context of a dynamic and competitive environment. Yet, little empirical research is done, especially in the developing world with a view to enhance the working practices of IPAs. This study investigated the effectiveness and quality of services provided by Mozambique’s Centre for the Promotion of Investment (CPI) from the perspective of both local and foreign investors. A quantitative approach by way of an online questionnaire was employed in the study. The data generated was analysed with the assistance of a registered statistician. The study found that most of the participants (local and foreign investors in Mozambique) do not make use of the services which the CPI is mandated to offer such as company registration; registration with the Fiscal Department and the publishing of company constitution in the government gazette, to name but a few. Furthermore, investors who have accessed the above services indicated a lack of service quality by the CPI. In the wider environment, the study found areas of concern such as an inadequate accounting system and a lack of proper coordination among the stakeholders involved in the process of setting up a business in Mozambique.

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Chan, Kwok-keung Kelvin. "An assessment of Hong Kong civil service pay system : lessons from reform measures of the OECD countries /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21038247.

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Chu, Yim-ming. "The influence of trading fund operation mode on the training & development policy of HongKong Post." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38611788.

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Tsang, Wa-chung. "A review of staff relations in relation to public sector reform in Hong Kong." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38701960.

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Shiu, Kit-chi Kitty. "An analysis of training and development for executive officers in the Hong Kong civil service." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25138613.

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Lau, Mung-tin Godfrey. "Business process reengineering : an analysis of theory and practice in the Hong Kong Special Administrative Region Government /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25139927.

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Leung, Kit-mui Gladys. "Restructuring of the Housing Department : the merging of maintenance and management /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22359709.

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Khac-Anh-Dang. "Personalentwicklung im öffentlichen Dienst durch Aus- und Fortbildung : ein Beitrag zur Reform des öffentlichen Dienstes in Vietnam unter Berücksichtigung der deutschen Erfahrungen /." Frankfurt am Main [u.a.] : Lang, 2007. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=015460156&line_number=0002&func_code=DB_RECORDS&service_type=MEDIA.

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