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Journal articles on the topic 'Employment public service'

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Published: 23 September 2022

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1

Zweifel, Peter, and Christoph Zaborowski. "Employment service: Public or private?" Public Choice 89, no. 1-2 (October 1996): 131–62. http://dx.doi.org/10.1007/bf00114283.

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2

Cook, R. F. "The Public-Service Employment Program." Environment and Planning C: Government and Policy 4, no. 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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3

Johnston, Helen, and Anne-Marie McGauran. "Moving towards a more tailored Public Employment Service?" Administration 69, no. 2 (May 1, 2021): 107–25. http://dx.doi.org/10.2478/admin-2021-0016.

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Abstract In this paper the authors draw on a qualitative study of low-work-intensity households in a disadvantaged suburb of Dublin in 2016–17 to identify some of the gaps in Ireland’s reformed ‘one-stop shop’ Public Employment Service. Drawing on the issues recognised as being required in an integrated Public Employment Service, the paper draws attention to gaps in information; training; services that support employment, such as childcare and housing; and links to employers. The authors conclude by drawing lessons on the issues which need to be addressed for a more tailored Public Employment Service.
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4

Colley, Linda, Shelley Woods, and Brian Head. "Pandemic effects on public service employment in Australia." Economic and Labour Relations Review 33, no. 1 (December 3, 2021): 56–79. http://dx.doi.org/10.1177/10353046211056093.

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The COVID-19 pandemic is sending shockwaves through communities and economies, and public servants have risen to the novel policy challenges in uncharted waters. This crisis comes on top of considerable turmoil for public services in recent decades, with public management reforms followed by the global financial crisis (GFC) leading to considerable change to public sector employment relations and a deprivileging of public servants. The research adopts the lens of the ‘public service bargain’ to examine the effects of the pandemic across Australian public services. How did Australian public service jurisdictions approach public employment in 2020, across senior and other cohorts of employees? How did this pandemic response compare to each jurisdictions’ response to the GFC a decade earlier? The research also reflects more broadly of the impact on public sector employment relations and to what extent pandemic responses have altered concepts of the diminished public service bargain or the notion of governments as model employers? JEL Codes J45
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5

Asmuß, Birte. "What Do People Expect from Public Services? Requests in Public Service Encounters." HERMES - Journal of Language and Communication in Business 20, no. 38 (March 13, 2017): 65. http://dx.doi.org/10.7146/hjlcb.v20i38.25905.

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What do customers expect from public services? This question has been addressed in numerous ways, and there are plenty of reasons why this question is worthwhile asking. One of them has to do with service quality: If counsellors in public service en counters know about customer expectations, they may be able to adjust their actions accordingly and thereby increase public service quality. One way to find out about customer expectation is to look closer at the actual encounter between the public and public services. The current study will investigate public service encounters at the Danish Public Employment Service. Here, one specific activity will be investigated in more detail, namely requests. Requests are a common and crucial activity in public service encounters. Research on requests has shown that participants in interaction orient to aspects of entitlement and contingencies in regard to the recipient’s ability to comply with the request. The current study will investigate in how far these findings correspond with the customer’s orientation to public service encounters at the Public Employment Service. The study will conclude by discussing implications for the workplace.
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6

Katelo, Iveta, Irēna Kokina, and Vitālijs Raščevskis. "SERVICE QUALITY IN THE PUBLIC SERVICE OF LATVIA." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 6 (May 28, 2021): 293–311. http://dx.doi.org/10.17770/sie2021vol6.6282.

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Improvement of quality of public services is one of the important goals in the advancement of the operation of state / public administration in Latvia. The aim of the research was to evaluate the quality of customer service in the institutions of public administration in Latvia, to perform the factor analysis of the collected data.The research was based on the selection of customers of public services, in total of 292 people in Riga and in Latvian regional centres in 2017-2018. The research was conducted in public institutions of Latvian regions that provide social assistance (SSIA – the State Social Insurance Agency), offer employment promotion services (SEA – the State Employment Agency); realize tax policy in the state (SRS – the State Revenue Service), implement the state environmental protection policy (MEPRD – Ministry of Environment Protection and Regional Development); provide legal aid services (DC – Daugavpils Court). The quality of services provided to the clients of corresponding institutions was evaluated. For the data collection, the service quality assessment model – the SERVQUAL instrument (Parasuraman et al., 1988) was used, as well as the analysis of the research data factors was carried out.The service quality assessment revealed that the performance of public service organizations in Latvia does not meet the customers’ expectations. The evaluation of service quality provided by public authorities, as well as their regular monitoring would improve the quality of services provided.
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7

Kwazi Majola, Brian, and Rubby Dhunpath. "The development of disability-related employment policies in the South African public service." Problems and Perspectives in Management 14, no. 1 (April 11, 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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8

Bachita, Elma B., and Ma Johanna Ann R. Bayoneta. "Implementation of Public Employment Services in a Philippine Local Government Unit." Philippine Social Science Journal 4, no. 3 (October 25, 2021): 133–44. http://dx.doi.org/10.52006/main.v4i3.412.

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The Public Employment Service Office is responsible for implementing labor market programs to promote full employment and equality of employment services. This study assessed the level of implementation of the services of the public employment service office of a component city in the areas of local employment in terms of labor market information, referral and placement, career and employment coaching, provision of livelihood and employment programs, and special employment in terms of reintegration assistance, employability enhancement, pre-employment counseling, and other services as assessed by local and overseas jobseekers and local business and overseas employment agencies. It also investigated the challenges encountered by the respondents in availing these services. This descriptive-comparative study used a researcher-made survey instrument administered to randomly selected local and overseas job seekers and local and overseas business and employment agencies. Using descriptive and inferential analyses, the study yielded a very high level of implementation which implies that the services by the PESO promoted job generation and addressed unemployment although, a significant difference was revealed in the implementation of labor market information and self-employment programs and services. The study recommended the enactment of local laws to enhance employment facilitation.
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9

Martin, Philip L., Vernon Briggs, Brian Rungeling, and Lewis Smith. "Public Service Employment in the Rural South." Industrial and Labor Relations Review 40, no. 1 (October 1986): 143. http://dx.doi.org/10.2307/2523972.

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10

Derlien, Hans-Ulrich. "Unorthodox Employment in the German Public Service." International Review of Administrative Sciences 65, no. 1 (March 1999): 13–23. http://dx.doi.org/10.1177/0020852399651002.

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11

McEntee, Gerald W. "The New Crisis of Public Service Employment." Public Personnel Management 35, no. 4 (December 2006): 343–46. http://dx.doi.org/10.1177/009102600603500407.

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12

Stafford, Bruce, Simon Roberts, and Deirdre Duffy. "Delivering Employment Services to Vulnerable Customers: A Case Study of the UK's Employment Service." Social Policy and Society 11, no. 4 (May 18, 2012): 495–506. http://dx.doi.org/10.1017/s1474746412000206.

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This article explores the impact of a more individualised public employment service on vulnerable people. It analyses a system Jobcentre Plus implemented in 2008, Accessing Jobcentre Plus Customer Services (AJCS), to improve customer services by minimising ‘footfall’ in local offices, encouraging the use of self-service facilities and targeting service delivery to the requirements of customers. The article shows that certain vulnerable groups, notably people with disabilities, are not necessarily well served by the new system. The article highlights tensions between managing a large and complex service and addressing the individual needs of vulnerable members of society adequately.
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13

Ng, Eddy S. W., Charles W. Gossett, Samuel Chinyoka, and Isaac Obasi. "Public vs private sector employment." Personnel Review 45, no. 6 (September 5, 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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14

Nykolaieva, Valentyna. "Analysis of government employment policy at the modern stage." Bulletin of Mariupol State University. Series: Philosophy, culture studies, sociology 10, no. 19 (2020): 124–29. http://dx.doi.org/10.34079/2226-2830-2020-10-19-124-129.

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The article reveals the directions of government policy in the field of employment, in particular: constant improvement of existing legislation, increasing the purchasing power of the population, preventing the development of unemployment and reducing it, stimulating economic activity, reforming public administration in the field of employment. Factors influencing the employment of the population of the regions: natural–geographical, demographic, economic, social, legislative–legal, political, legal, technical–technological, historical–cultural, ecological. Particular attention is paid to the modernization of the Government Employment Service through the expansion and active implementation of electronic and innovative services. As part of the reform of state employment policy in the of the Government Employment Service, new forms of social services were introduced: educational portal; provision of electronic social services to citizens and employers; institute of career counselor, differentiated approach to clients, taking into account skills, qualifications and provision of targeted services to return them to the labor market; individual plans for the provision of social services and employment. To modernize the civil employment service and determine its role and significance for society, the Strategy for the Development of the Civil Employment Service for 2020–2022 was developed and the service was improved on the basis of the main pillars of service provision, introduction of new approaches to staff work. It is proved that to overcome the employment crisis it is necessary to update the contents of the government employment policy, to shift the focus from payment of unemployment benefits to the creation of modern jobs and facilitate the unemployed to develop their activity and competitiveness in the labor market. In particular, national employment policy priorities, state employment programs, legislation and regulations should be developed at the state level. The entire content of public administration activities to implement employment policy should reflect the full range of active and passive measures of the state in the labor market and apply the most effective methods and techniques of public administration, taking into account the specifics of a particular region. Thus, the activities of public administration bodies to implement an effective employment policy should be aimed at creating more active measures in the labor market, considering the specifics of a particular region and community.
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15

Borysenko, Olha. "Service oriented model of the Public Policy for Employment in Ukraine: innovative approaches." Public administration and local government, no. 4(43) (December 25, 2019): 37–43. http://dx.doi.org/10.33287/101905.

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The issue of proper and careful use of the country’s labor resources is nowadays one of the most pressing ones. Low employment rates with low levels of remuneration, shadow labor market, and high rates of labor migration from Ukraine pose a threat to the economic and social security of the state. Under such conditions, the question of national employment policy development is highly relevant. The goal of this policy is to create optimal conditions in the labor market. It is also important to develop the public employment service as a social partner of labor market entities. The main objectives of this service are to help people find employment in Ukraine, analyze the labor market, assist people in organizing their entrepreneurial activities, provide vocational guidance and training, help specific categories of citizens with workplace and employment issues, provide financial and information support for the unemployed, etc. Therefore, it is necessary to form innovative approaches and solutions that will enable creation of a service-oriented model of the development of national employment policy. This model provides for use of outsourcing technology to optimize the employment tasks entrusted to government agencies. In this case, it is proposed that job search services for competitive citizens be transferred from public employment centers to private agencies that provide recruiting and outsourcing services. Interaction with employers and selection of jobs for specific categories of citizens should be left to units of the public employment service. An important task confronting regional employment centers is to analyze the requirements for skills and knowledge that employers want in their employees, industry prospects of job offers, staff turnover rates, and reasons for dismissal of employees. Participation of regional employment centers in regional clusters is innovative. Employment centers will supplement production and technical cooperation with required labor resources supply service. Cooperation of regional employment centers with business structures and institutions of higher education will help update the content of education, develop effective educational programs, and raise the quality of theoretical and practical training of students to match the current needs of the labor market for their successful employment in the future. Systematic labor market analysis will make it possible to propose measures to create conditions for legalization of employment and bringing the labor market out of the shadow based on social positions. As a result, this will lead to transformation of the labor force into a driving factor in the economic development and social well-being.
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16

Khairov, B. G., R. Kh Zaripova, S. M. Khairova, and A. S. Pinigina. "THE PROCEDURE OF EVALUATION OF PUBLIC SERVICES RENDERING BY THE EMPLOYMENT AUTHORITIES (USING THE EXAMPLE OF THE OMSK REGION)." Vektor nauki Tol'yattinskogo gosudarstvennogo universiteta. Seriya Ekonomika i upravlenie, no. 4 (2020): 40–48. http://dx.doi.org/10.18323/2221-5689-2020-4-40-48.

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The relevance of the study is caused by the necessity to reorganize the activity of regional employment centers within the implementation of measures of the federal project “The employment support and labor market efficiency improvement to ensure better performance”. The authors study the up-to-date sectors of work of Government Employment Services. The paper presents a model of the quality management system of government authorities developed based on the process approach and the PDCA cycle. This model offers customer satisfaction monitoring to assess the degree of meeting the specified requirements. The authors analyzed the key regulatory documents governing the process of rendering services, developed the technique to evaluate the quality of public service in promoting self-employment to unemployed citizens. The methodology includes the expert analysis of administrative procedures of rendering services to demander; the service quality assessment using a mystery shopper; service receiver survey; identifying the integral index of service conformance with the consumer expectations to assess the consumer perception. The authors analyzed the administrative procedure of public service in promoting self-employment to unemployed citizens. The study identified the reasons for service consumer demotivation, including the difficulty of perception of the procedure text, the plenty of bureaucratic terms, the lack of information on the additional services, and possibilities that can be received by an unemployed citizen. To evaluate the conformance of service quality with consumer expectations, the authors applied the well-known SERVQUAL methodology used in marketing research. The paper shows an example of a calculation of the integral index of service rendering conformance. The practical significance of the quality assessment methodology is in the possibility to carry out a complex evaluation of the work of regional employment centers, consumer satisfaction, and, finally, in the creation of the consumer-attractive services.
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17

Forstater, Mathew. "Green Jobs: Public Service Employment and Environmental Sustainability." Challenge 49, no. 4 (July 2006): 58–72. http://dx.doi.org/10.2753/cha0577-5132490405.

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18

Wray, L. Randall. "Public Service Employment-Assured Jobs Program: Further Considerations." Journal of Economic Issues 33, no. 2 (June 1999): 483–90. http://dx.doi.org/10.1080/00213624.1999.11506181.

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19

Sowa, Frank, Nancy Reims, and Stefan Theuer. "Employer orientation in the German public employment service." Critical Social Policy 35, no. 4 (August 25, 2015): 492–511. http://dx.doi.org/10.1177/0261018315601040.

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20

Kappo-Abidemi, Christiana, Chux Gervase Iwu, and Charles O. K. Allen-Ile. "Employment Relations, Service Quality and Professionalism within the Nigerian Public Service." Journal of Economics and Behavioral Studies 10, no. 2(J) (May 19, 2018): 155–64. http://dx.doi.org/10.22610/jebs.v10i2(j).2225.

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This paper was written with the following in mind: (1) to determine the effect of employee wellness on public servants’ professionalism, and (2) to establish the relationship between trade union activities and employee professionalism. Within organisations, employment relations are established to facilitate an interactive working relationship between an employer and an employee as well as determine how labour and social security law provisions addressed to employees are applied. We reviewed pertinent literature that guides employment relations and adopted the mixed methods to enable a rigorous study that will offer profound insight into the employment relations climate in Nigeria and how it affects professionalism. Subjects were drawn from the database of a public funded training provider, whichcaters exclusively for senior public servants. The data are presented in a graphical and narrative form owing to our use of themes in analysing the focus group interviews. Some interesting and at the same time confusing revelations emerge from this study. The distinct difference in the responses holds implications for research and practice. A future study that can clarify this confusion may start by identifying champions (trade unionists, managers at the coalface with unions and other employers) and then engaging them through indepth interviews to understand the real conditions which public servants are exposed. On a practical side, as confusing as the responses seem, they provide a serious opportunity for enhanced studies on Nigeria’s public service constitution. We make this call against the backdrop of what some social scientists have termed intense structural decay in the Nigerian public service.
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21

Kappo-Abidemi, Christiana, Chux Gervase Iwu, and Charles O. K. Allen-Ile. "Employment Relations, Service Quality and Professionalism within the Nigerian Public Service." Journal of Economics and Behavioral Studies 10, no. 2 (May 19, 2018): 155. http://dx.doi.org/10.22610/jebs.v10i2.2225.

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This paper was written with the following in mind: (1) to determine the effect of employee wellness on public servants’ professionalism, and (2) to establish the relationship between trade union activities and employee professionalism. Within organisations, employment relations are established to facilitate an interactive working relationship between an employer and an employee as well as determine how labour and social security law provisions addressed to employees are applied. We reviewed pertinent literature that guides employment relations and adopted the mixed methods to enable a rigorous study that will offer profound insight into the employment relations climate in Nigeria and how it affects professionalism. Subjects were drawn from the database of a public funded training provider, whichcaters exclusively for senior public servants. The data are presented in a graphical and narrative form owing to our use of themes in analysing the focus group interviews. Some interesting and at the same time confusing revelations emerge from this study. The distinct difference in the responses holds implications for research and practice. A future study that can clarify this confusion may start by identifying champions (trade unionists, managers at the coalface with unions and other employers) and then engaging them through indepth interviews to understand the real conditions which public servants are exposed. On a practical side, as confusing as the responses seem, they provide a serious opportunity for enhanced studies on Nigeria’s public service constitution. We make this call against the backdrop of what some social scientists have termed intense structural decay in the Nigerian public service.
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22

Petreski, Marjan. "Public provision of employment support services to youth jobseekers." International Journal of Manpower 39, no. 6 (September 3, 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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23

Jingxing, Liao, Feng Lei, and Liu Siyue. "Research and Application on the Third Party Quality Monitoring for Social Public Service: A Case Study of Survey Data in Liaoning Province." E3S Web of Conferences 253 (2021): 01033. http://dx.doi.org/10.1051/e3sconf/202125301033.

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To monitor study and analyze the social public service quality is conducive to promote the construction of a service-oriented government that is satisfactory to the people. In this paper, third-party quality monitoring was conducted in 14 cities of Liaoning Province from 11 public service fields such as living environment, public transportation, infrastructure, medical and health care, public security, culture and sports, compulsory education, pension service, employment service, social security and administrative convenience. The results showed that the public’s satisfaction with social security, compulsory education, living environment, public security and employment services was low, which needed to be paid attention to and further improved by Liaoning Provincial Government.
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24

Iyundhu, Andrew, Cleophas Karooma, and Paul Emong. "Complying with Reasonable Accommodation Requirements for Persons with Visual Impairment in Uganda Public Service Employment? Assumptions and Gaps." Advances in Social Sciences Research Journal 8, no. 3 (April 8, 2021): 632–51. http://dx.doi.org/10.14738/assrj.83.9877.

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Uganda has got legal and policy frameworks that guarantee the provision of reasonable accommodation in employment for persons with disabilities, persons with visual impairment inclusive. The available literature indicates that persons with visual impairment remain largely disadvantaged in public service employment despite the progressive disability legal and policy framework in the employment. The paper examines the Uganda public service employment compliance with provisions of reasonable accommodation for persons with visual impairment. This paper arises from a study on access to and inclusion of persons with visual impairment in public service employment in Uganda. The study adopted a qualitative research approach. Twenty-two [22] participants were interviewed and included persons with visual impairment in public service and their direct supervisors from four districts of Jinja, Kampala, Iganga, and Mbarara, officials from Public Service Commissions, National Council for Disability, and Uganda National Association of the Blind. Data was obtained using interviews and observation and analyzed using thematic analysis. The results show the gaps and assumptions in the provision of reasonable accommodation requirements for persons with visual impairment in employment and have effects in the provision of auxiliary and support services, modification of working environment & facilities, making information accessible, modification of job application procedures, restructuring work systems, provision of housing, among others.
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25

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, no. 4 (May 29, 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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26

Colley, Linda, and Robin Price. "Future Public Service Capacity: Employment of Young People into Australian Public Services during the GFC." Australian Journal of Public Administration 74, no. 3 (January 24, 2015): 324–35. http://dx.doi.org/10.1111/1467-8500.12123.

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27

Park, Jongsun, and Youngmin Oh. "The Impact of Different Public Contracting Management Models on the Inputs and Outcomes of Local Public Services." Lex localis - Journal of Local Self-Government 15, no. 1 (January 31, 2017): 19–41. http://dx.doi.org/10.4335/15.1.19-41(2017).

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Many empirical studies have found that local public contracting reduces the inputs and outcomes of public services. However, few studies have examined what factors are associated with such inputs and outcomes. To address the limitation, this study conceptualizes two competing contracting management models (competitive and cooperative) and empirically tests the associations between these contracting approaches and service inputs and outcomes. The findings report that while local governments using competitive contracting elements have lower service inputs through reduced local operating expenditures and part-time employment; cooperative contracting elements do not necessarily produce enhanced service outcomes.
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28

Stanton, Pauline. "Employment relationships in Victorian public hospitals: the Kennett years." Australian Health Review 23, no. 3 (2000): 193. http://dx.doi.org/10.1071/ah000193a.

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From 1992 to 1999, the Kennett government in Victoria moved to competitive market models of service delivery andthe measurement of service provision through casemix funding. Public hospital managers were given greateraccountability for the costs and provision of service delivery and a new range of service providers, many from theprivate sector, entered the public health market. The decentralisation of the industrial relations system led to newdevelopments in bargaining that brought both opportunities and problems. In the Victorian public health system therewas an increasing emphasis on decentralisation in both service provision and employment relations. In this paper Isuggest that there were contradictions in these developments for government, and new challenges and difficulties foremployers, employees and trade unions.
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29

Kjeldsen, A. M., and C. B. Jacobsen. "Public Service Motivation and Employment Sector: Attraction or Socialization?" Journal of Public Administration Research and Theory 23, no. 4 (October 29, 2012): 899–926. http://dx.doi.org/10.1093/jopart/mus039.

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30

Tunny, Gene, and John Mangan. "Stepping Stones to Permanent Employment in the Public Service." Labour 18, no. 4 (December 2004): 591–614. http://dx.doi.org/10.1111/j.1121-7081.2004.00279.x.

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31

Siegel, David. "The changing shape and nature of public service employment." Canadian Public Administration/Administration publique du Canada 31, no. 2 (July 1988): 159–93. http://dx.doi.org/10.1111/j.1754-7121.1988.tb01311.x.

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Shore, Jennifer, and Jale Tosun. "Assessing youth labour market services: Young people’s perceptions and evaluations of service delivery in Germany." Public Policy and Administration 34, no. 1 (August 21, 2017): 22–41. http://dx.doi.org/10.1177/0952076717722192.

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While youth unemployment is a widely studied topic, many accounts fail to take into consideration young adults’ experiences with and perceptions of the public services they make use of. Young people’s perceptions of the services they use are closely linked to a variety of behaviours such as noncompliance, early withdrawal or non-take-up, all of which can hinder the (re-)entry to the labour market. How young people evaluate their interactions with employment services can even have impacts on societal and political attitudes; as for many young people, these experiences represent their first interactions with the state. In this study, we draw on unique survey data to offer insights into young adults’ evaluations and experiences with public employment services in Germany and discuss them in light of the structure and organizational capacity of public employment services to deliver the programmes and services that young adults need. By placing the analytical focus on young people’s evaluations, we argue that although Germany is often highlighted as a highly successful case in terms of youth labour market outcomes; there is nevertheless ample room for improvement in terms of how young people assess the offerings and personal experiences with public employment services.
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Woods, H. D. "Labour Relations in the Public Service : Manitoba." Relations industrielles 30, no. 1 (April 12, 2005): 3–29. http://dx.doi.org/10.7202/028581ar.

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In reference with the Manitoba Labour-Management Review Committee, the author deals with the problem of public employment labour relations and the use of the Review Committee as a device to explore a major public policy problem in industrial relations.
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Henley, Andrew, and Dennis Thomas. "Public Service Employment and the Public‐ Private Wage Differential in British Regions." Regional Studies 35, no. 3 (May 2001): 229–40. http://dx.doi.org/10.1080/713693809.

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Henley, Andrew, and Dennis Thomas. "Public Service Employment and the Public– Private Wage Differential in British Regions." Regional Studies: The Journal of the Regional Studies Association 35, no. 3 (May 1, 2001): 229–40. http://dx.doi.org/10.1080/00343400120039632.

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Thomas, Andrew Henley, Dennis. "Public Service Employment and the Public– Private Wage Differential in British Regions." Regional Studies 35, no. 3 (May 1, 2001): 229–40. http://dx.doi.org/10.1080/00343400123462.

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37

Carter, Bob, Steven Davies, and Peter Fairbrother. "The Rise and Rise of Market Relations in the British Public Sector: Implications for Industrial Relations." Economic and Labour Relations Review 13, no. 1 (June 2002): 36–59. http://dx.doi.org/10.1177/103530460201300103.

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Having outlined a traditional model of British public sector industrial relations, this article focuses on developments from the 1980s to 2001. It argues that there has been a reorganisation of the state through privatisation and an historical shift in employment relations, from the state as a ‘model’, administrative employer to an increasingly managerial employer. In effect, a depoliticisation of employment relations has taken place, with the withdrawal of central government from direct control over operational and organisational activity in the public services. As part of these processes, the public services in Britain have been marketised, with the creation of a public service sector, no longer defined by ownership but by the service provided. These developments are reflected in the changing patterns of industrial relations activity in the public services, with profound implications for trade unionism.
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Gottrich, Ronald W. "Public Health/Government Service as an Alternate Practice of Pharmacy." Journal of Pharmacy Practice 2, no. 2 (April 1989): 77–82. http://dx.doi.org/10.1177/089719008900200204.

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Public health and governmental service are discussed as alternate forms of the practice of pharmacy. The author discusses his employment with the Illinois Department of Public Health in the areas of drug product selection, drug, medical device, and cosmetic establishment inspections, and long-term care. Aspects of the author's employment as consultant pharmacist for the state Medicaid program are related. Events leading to the author's selection of the field of public health pharmacy practice are described. The benefits of a pharmacy education in this field, rewards and frustrations of government employment, and the future prospects for public health pharmacy are highlighted.
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Giltman, Marina, Anastasia Merzlyakova, and Liubov Antosik. "Exit from registered unemployment: Estimating the impact of individual characteristics." Public Administration Issues, no. 1 (2022): 193–219. http://dx.doi.org/10.17323/1999-5431-2022-0-1-193-219.

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The subject of this study is the individual characteristics of the unemployed, which determine the speed of exit from registered unemployment to various employment options or economic inactivity. The relevance of such assessments is determined by the reform of the State Regional Employment Services, which began in 2019. In the very beginning of the reform it is important to understand which citizens, with which individual characteristics, are employed through the State Regional Employment Services and for which jobs. The article shows with whom the state employment centers are already working quite effectively, and which categories of citizens are still more successful in finding work on their own. The Tyumen region has become one of 16 pilot subjects of the Russian Federation in which the transition to a new type of the State Regional Employment Service started earlier than in most Russian regions. In addition in 2019 the institution of paying benefits to registered unemployed people has changed. That is why in our study we refer to the data for 2019, kindly provided to the authors of the article by the Employment Service of the Tyumen region. The purpose of this work is to assess the influence of individual characteristics of the unemployed on the duration of stay in the status of a registered unemployed. Estimates of the Kaplan-Meier function to determine the exit from unemployment were carried out for various socio-demographic groups, taking into account gender, age and educational heterogeneity of individuals, as well as differences in their place of residence. The study was carried out on data provided by the employment services of the Tyumen region for 2019. The results showed that individuals with a low level of human capital (without higher education), as well as those who lived in a village and / or agreed to temporary employment, were the fastest to get employed with the help of employment services. Those who found work on their own, as a rule, got employed in higher career positions. The least qualified unemployed are the fastest to join the group of economically inactive people. The obtained results allow us to conclude that the modernization of the employment service, increasing its role in employment is impossible without the formation of a more diverse bank of vacancies, close cooperation with employers and the formation of effective approaches to the employment of unemployed with a high level of qualifications.
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Cunningham, Ian, and Philip James. "Analysing public service outsourcing: The value of a regulatory perspective." Environment and Planning C: Politics and Space 35, no. 6 (October 3, 2016): 958–74. http://dx.doi.org/10.1177/0263774x16671138.

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This article draws on findings from two longitudinal case studies of voluntary organisations engaged in delivering social care services via purchaser–provider relations with local authorities. The study focuses on changes to contractual relations, employment conditions in provider organisations and service quality. The article argues the influence of the market on these changes can only be adequately comprehended by rooting the analysis in an understanding of the way in which surrounding regulatory frameworks shape its structure and operation. In doing so, it reveals how in an era of shifting market conditions characterised by greater competition and dramatic local authority cuts, a ‘soft’ regulatory framework offers little support to partnership relations between voluntary organisations and local authorities. Instead, the regulatory environment undermines financial security among voluntary organisations, degrades employment conditions in them and raises concerns regarding their service quality.
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Molnár, György, Balázs Bazsalya, Lajos Bódis, and Judit Kálmán. "Public works in Hungary:." socio.hu 9, Special Issue (June 18, 2020): 117–42. http://dx.doi.org/10.18030/socio.hu.2019en.116.

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This paper reviews the past 10 years of the Hungarian public works system in an international context. It describes changes in the system of public works over time, its various forms, its regional allocation mechanisms and the decision-making and planning process. In that respect, it explores the motivations of the key players, including the central planner, the employment service and the municipalities, as well as their interactions. The analysis is based on interviews conducted in the competent ministries, at national public works providers, the county and district offices of the public employment system and municipalities on one hand, and quantitative data analyses on the entire public works database for the period of 2011-2014, on the other hand.Originally intended to be a labour market policy tool, public works programmes assumed more significant social and municipality management functions, partly because of the extraordinary expansion of their volume. None of their functions performs adequately in the regulatory environment developed; however, they play a key role in mitigating social tensions in disadvantaged rural areas. The planning and regional allocation mechanisms of public works are in many ways similar to the planning procedure of state socialism and provide scope for the of plan bargaining, based on information asymmetry. As a result, this mechanism creates impacts different from the stated objectives in somerespects. The most disadvantaged municipalities thus have proportionately fewer public works participants than would be expected based on the number of long-term unemployed. The system of public works has had a considerable impact on local power structures and transformed the functions of mayors. The responsibility for tackling labour market problems was transferred from the competent employment services to municipalities without expertise, which also had a negative impact on the Public Employment Service.
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Bite, Kitija. "DRUNKENNESS AS A REASON FOR TERMINATING EMPLOYMENT RELATIONSHIP AND STATE SERVICE EMPLOYMENT RELATIONSHIP." Administrative and Criminal Justice 1, no. 74 (June 30, 2016): 64. http://dx.doi.org/10.17770/acj.v1i74.2879.

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The author in the article researches alcohol as one of the reasons to terminate public service employment relationships at the State Police and employment relationships. The legislation provides different regulatory approach to alcohol intoxication as a reason for terminating the employment relationships and the legal application of this reason. In practice, detecting of alcohol intoxication and denunciation of employment relationship or retiring from the public service is problematic. The government regulations in Latvia define the inspection procedure of the influence of alcohol, narcotic, psychotropic or toxic substance, however, there is no legislative act defining the term ‘alcohol intoxication’, while it is essential in employment relationships. There are several issues that emerge from the case-law: firstly, the employer must legally differentiate alcohol intoxication from alcohol influence in order to be able to terminate the employment; secondly, the employer must legally/judicially detect and record the presence of alcohol. The author suggests to define the state of ‘alcohol intoxication’ as well as make alterations in the Labour Law giving the liberty to the employer to terminate the employment relationship in case of alcohol influence. A Chief of Public Institution should be appointed to develop An Internal Regulations Act in order to detect alcohol intoxication or influence. Such alterations in Law would allow the employer to apply disciplinary penalty or denunciation in the cases of alcohol intoxication, and would clearly define the inspection procedure for the employees upon suspicion of being present at work or public service under the influence of alcohol.
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Yeh, Hsiu-shan, and Wan-I. Lin. "Disability employment services under new public management: A comparison of Australia and Taiwan." International Social Work 61, no. 3 (June 10, 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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Woodall, James, Kris Southby, Joanne Trigwell, Vanessa Lendzionowski, and Rosana Rategh. "Maintaining employment and improving health." International Journal of Workplace Health Management 10, no. 1 (February 6, 2017): 42–54. http://dx.doi.org/10.1108/ijwhm-02-2016-0005.

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Purpose A proportion of the working age population in the UK experience mental health conditions, with this group often facing significant challenges to retain their employment. As part of a broader political commitment to health and well-being at work, the use of job retention services have become part of a suite of interventions designed to support both employers and employees. While rigorous assessment of job retention programmes are lacking, the purpose of this paper is to examine the success of, and distils learning from, a job retention service in England. Design/methodology/approach A qualitative methodology was adopted for this research with semi-structured interviews considered an appropriate method to illuminate key issues. In total, 28 individuals were interviewed, including current and former service users, referrers, employers and job retention staff. Findings Without the support of the job retention service, employees with mental health conditions were reported unlikely to have been maintained their employment status. Additional benefits were also reported, including improved mental health outcomes and impacts on individuals’ personal life. Employers also reported positive benefits in engaging with the job retention service, including feeling better while being able to offer appropriate solutions that were mutually acceptable to the employee and the organisation. Originality/value Job retention programmes are under researched and little is known about their effectiveness and the mechanisms that support individuals at work with mental health conditions. This study adds to the existing evidence and suggests that such interventions are promising in supporting employees and employers.
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Jantz, Bastian, Tanja Klenk, Flemming Larsen, and Jay Wiggan. "Marketization and Varieties of Accountability Relationships in Employment Services: Comparing Denmark, Germany, and Great Britain." Administration & Society 50, no. 3 (April 22, 2015): 321–45. http://dx.doi.org/10.1177/0095399715581622.

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In the past decade, European countries have contracted out public employment service functions to “activate” working-age benefit clients. There has been limited discussion of how contracting out shapes the accountability of employment services or is shaped by alternative democratic, administrative, or network forms of accountability. This article examines employment service accountability in Germany, Denmark, and Great Britain. We find that market accountability instruments are additional instruments, not replacements. The findings highlight the importance of administrative and political instruments in legitimizing marketized service provision and shed light on the processes that lead to the development of a hybrid accountability model.
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Jefferson, C. W., and M. Trainor. "Public Sector Employment in Regional Development." Environment and Planning A: Economy and Space 25, no. 9 (September 1993): 1319–38. http://dx.doi.org/10.1068/a251319.

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In this paper, the role of public sector employment in regional development is examined, an area which has been neglected in regional science journals and textbooks. The public sector in all regions is large and diverse, and, consequently, changes in national policy may have major and differing implications for regional economies. The national expansion of public sector employment and the debate on its effects on national economies are considered. Trends in UK regional public sector employment are examined, and an attempt is made to formulate the role of such employment within the regional economy. The policy of civil service dispersal from London is examined as an example of how mobile public sector employment can be used to promote operational efficiency and enhance regional and national development.
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Fowler, Luke, and Chris Birdsall. "Are the Best and Brightest Joining the Public Service?" Review of Public Personnel Administration 40, no. 3 (April 26, 2019): 532–54. http://dx.doi.org/10.1177/0734371x19836152.

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The changing nature of public service has blurred the lines between economic sectors by intermingling public, private, and nonprofit missions, and made it easier for employees to balance extrinsic and intrinsic motivators by seeking employers positioned along a continuum that balance their interests. Using data from the “After the JD” study, the authors analyze responses of law school graduates to determine how academic qualifications and employee motives affect economic sector of employment. Findings suggest that the best and brightest law school graduates are predisposed to employment in the private or nonprofit sectors because they offer the strongest extrinsic or intrinsic incentives.
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McDonnall, Michele C., and Jennifer Cmar. "Employment Outcomes and Job Quality of Vocational Rehabilitation Consumers With Deaf-Blindness." Rehabilitation Counseling Bulletin 63, no. 1 (April 16, 2018): 13–24. http://dx.doi.org/10.1177/0034355218769461.

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The purpose of this study was to investigate employment outcomes for vocational rehabilitation (VR) consumers with deaf-blindness, a population that has received no attention in the literature. The sample was obtained from Rehabilitation Services Administration Case Service Report (RSA-911) data and included 1,382 consumers with deaf-blindness identified as their primary or secondary disability whose cases were closed during fiscal years 2013, 2014, and 2015. Independent variables consisted of consumer personal characteristics and VR service-related variables. Two measures of employment outcomes were used: obtainment of competitive employment and a composite measure of job quality. Overall, the results indicate that several VR service-related factors are associated with whether deaf-blind consumers obtain competitive employment, but consumers’ personal characteristics are much more important in determining job quality. Implications for improving employment outcomes for consumers who are deaf-blind include providing job-related services, supporting educational advancement, and providing counseling and guidance. Results also support the importance of accounting for employment status at application in RSA-911 analyses and the efficacy of service provision by separate agencies for the blind.
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Mulgan, Richard. "Outsourcing and public service values: the Australian experience." International Review of Administrative Sciences 71, no. 1 (March 2005): 55–70. http://dx.doi.org/10.1177/0020852305051683.

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With the increasing use of private organizations to provide public services and the corresponding blurring of boundaries between the public and private sectors, can public servants be held to a distinct code of ethics or should public sector ethical standards be applied to private providers? This question is explored in the context of the Australian Commonwealth which has recently codified a set of public service values in legislation and where agencies are being asked to report on the extent to which they require contractors to comply with public service values. Practice is evolving, with most emphasis on values relating to direct service to the public. Public service values dealing with internal organization and employment conditions, including the merit principle, are less likely to be extended to private contractors.
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Alsaman, Marwa A., and Chun-Lung Lee. "Employment Outcomes of Youth With Disabilities in Vocational Rehabilitation." Rehabilitation Counseling Bulletin 60, no. 2 (August 1, 2016): 98–107. http://dx.doi.org/10.1177/0034355216632363.

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The purpose of this study is twofold: (a) to examine the relationship between individual factors and rehabilitation outcomes of transition youth with disabilities receiving state vocational rehabilitation services and (b) to determine the contextual effects of state unemployment rate on the employment outcomes of transition youth and its potential interactions with personal and service factors. Hierarchical generalized linear modeling was used to analyze Rehabilitation Services Administration Case Service Report (RSA-911) data for fiscal year 2013. Results show that state unemployment rates were found to moderate the relationships between some demographic and service variables and successful competitive employment. These results indicate the importance of contextual variables, such as state unemployment rates, and their impact on the predictive strength of specific personal and service variables on employment outcomes of youth with disabilities. Implications for vocational rehabilitation services and policy, and future research are discussed.
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