Journal articles on the topic 'Public servants'
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Awang, Abd Hair, Maslinda Haron, Iskandar Zainuddin Rela, and Suhana Saad. "Formation of civil servants' creativity through transformative leadership." Journal of Management Development 39, no. 4 (February 26, 2020): 499–515. http://dx.doi.org/10.1108/jmd-04-2019-0142.
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PurposeCreativity is the core of digital knowledge-based economic growth and competitiveness. Given the fact that public service is a major contributor to the country's governance system, creativity among civil servants should be enhanced. Effective leadership in public services is necessary to nurture the creativity of high-quality public services. This study aims to examine the effects of transformational leadership on civil servant's creativity.Design/methodology/approachThis study was conducted in six selected public service agencies. A total of 214 questionnaires were distributed to civil servant offices, only 82.2 percent (176 questionnaires) were returned. Data were tested using SMART PLS to determine whether the four transformational leadership dimensions, namely, intellectual stimulation, idealized influence, individual consideration, and inspirational motivation, exhibit a significant effect on creativity of civil servant officers.FindingsFindings showed positive effects of the four transformational leadership dimensions on the civil servant's creativity.Research limitations/implicationsWith small sample size, this study can still be expanded to all available public services sector in urban and rural area to gain a wider perspective.Practical implicationsThis study presents strong managerial implications that can be used by public service to evaluate the consequence of transformational leadership on the creativity of employees, particularly the young civil servants. Through transformational leadership style, public service leaders can foster and improve young civil servants' creativity and share knowledge to achieve high performance.Originality/valueWith genuine verified measurement of transformative leadership and public sector creativity, the path correlation analysis shows that intellectual stimulation, idealized influence, individual consideration, and inspirational motivation have significant direct effects on creativity of the civil servant.
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Qosimov, Azimjon S., Qunduz O. Alimova, and Murodjon T. Aliyev. "RELEVANCE AND FEATURES OF PUBLIC SERVICE." American Journal Of Social Sciences And Humanity Research 02, no. 05 (May 1, 2022): 5–10. http://dx.doi.org/10.37547/ajsshr/volume02issue05-02.
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This article intorduces a brief overview of the definitions of civil service and civil servant by scientists, as well as the laws on civil service and civil servant in Uzbekistan and many foreign countries, as well as their rights, obligations, how to hire, their principles. There is also a recent law on civil servants in Uzbekistan.
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Michel, Jérôme. "Rights and duties of French public servants." Zbornik radova Pravnog fakulteta u Splitu 55, no. 1 (February 28, 2018): 1–13. http://dx.doi.org/10.31141/zrpfs.2018.55.127.001.
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The rights and freedoms of French public servants are not recognised by the General Statute of 1983, but they are only created in the light of the duties of public servants or in the light of the principles of deontological behaviour. Public servants to a certain extent have ordinary citizen status. The public servant is subject to the overall duties inherent to the service of general interest they take part in inseparably since state inception, its history and the legal stage of its current activity.
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van der Steen, Martijn, Mark J. W. van Twist, and Daphne Bressers. "The Sedimentation of Public Values: How a Variety of Governance Perspectives Guide the Practical Actions of Civil Servants." Review of Public Personnel Administration 38, no. 4 (October 20, 2016): 387–414. http://dx.doi.org/10.1177/0734371x16671369.
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What defines a good civil servant is not self-evident. In fact, when you ask civil servants what it means “to be a good civil servant” and “to do a good job,” you receive differing responses based on the various values that guide the way each individual approaches their job. The differing values can be traced to well-established perspectives in the literatures of public administration, governance, and political science. Each perspective defines “good government” and “being a good civil servant” in different ways, elevating differing values in the process. These perspectives are institutionalized and internalized in the present-day reality of public administration. Therefore, a present-day civil servant works amid a variety of competing perspectives about what “good government” and “being a good civil servant” mean. It is interesting how various perspectives on “good governance” and “being a good civil servant” play out in the working-practice of civil servants: How do values from the various governance perspectives guide the practical actions of civil servants? To answer this question, we conducted a research project to look for patterns in the values that guide the work of civil servants. We distinguished four governance perspectives from literature on governance. We translated these four governance perspectives into typical value statements that guide practical action, and used Q-methodology to survey civil servants with these perspectives as options. We found four distinct profiles of combined values that apparently guide the practical actions of civil servants. The profiles help us better understand the variety of values that guide practical actions of civil servants.
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Zhulavskiy, A., V. Hordiienko, and N. Malko. "PROFESSIONAL COMPETENCE OF CIVIL SERVANTS AS A FACTOR OF SUCCESS OF PUBLIC MANAGER." Vìsnik Sumsʹkogo deržavnogo unìversitetu, no. 4 (2020): 152–57. http://dx.doi.org/10.21272/1817-9215.2020.4-17.
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The article is devoted to the actual issues of professional competence of civil servants in the system of effective public administration. It was found out that official duties of a state body require professional knowledge and certain competencies of a civil servant how to properly apply them. The analysis of the legislative and regulatory framework in the field of civil service shows that a concept as "professional competence of civil servants." Undergoes formation of its foundations and development. The precondition for the formation of competencies for an employee is determined by the position requirements and job responsibilities. The role of the head of the state body, his/her vision and style of management of the institution and staff, his/her fairness and professionalism in the selection of specialists play an important role. The analysis of the procedure of civil servant evaluation, servant’s activities during the last year and the effectiveness of the tasks set by the head of the civil service indicates a constant need to increase the level of professional competence of the employees. Activities of an HR specialist or service, who is responsible for supporting employees in personal, professional and competence growth through elaborating individual plans and training schemes. Approaches to evaluate activities of civil servants and impact of these activities were identified. The current state of implementation of the system of training and re-training, the basic requirements and types of educational services, platforms, including online, were assessed. Basic requirements to professional competence of civil servants necessary for effective work of public authorities were identified. The ways to solve and improve the mechanisms of realization civil service policies, namely improvement of the system of increase of professional competence of civil servants, were suggested. Considering the long-term public administration reform in Ukraine, the government's focus on the gradual provision of public institutions with competent and professional employees who would meet European standards, was identified.
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HORDIICHUK, Mariia, and Nadiia KOTENKO. "The problem of forming the image of a public servant." Economics. Finances. Law, no. 3 (March 20, 2020): 33–36. http://dx.doi.org/10.37634/efp.2020.3.7.
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Introduction. With the implementation of public sector reforms in Ukraine, issues of increasing public confidence in the civil service as a whole and its representatives - civil servants - in particular, are updated. Ethical education measures for both existing and future civil servants (which over time must be filled by the ranks of state bodies - students and cadets of specialized universities) are highlighted. From the very beginning, future civil servants have the need to form and maintain a positive image of the representatives of the state apparatus, using the best examples of service to the people and the state, patriotic, highly professional and conscientious civil service. In Ukraine, as in all EU countries, the assessment of the effectiveness of public authorities is directly linked to the level of trust in relations between society and government, in the formation of which the image of public servants formed in the public consciousness is of paramount importance. In turn, personal experience of interacting with specific officials is often equated with the image of the public service as a whole. Thus, the image of a particular civil servant depends largely on the image of the entire public service. Purpose. This scientific article focuses on the problem of forming the image of the modern Ukrainian civil servant as one of the indicators of the effectiveness of the civil service as a whole. Results. It is established that the positive image of a civil servant in Ukraine is not so much in an unstable position as it is in general unformed. Even the creation of new government bodies and the practice of recruiting individuals after numerous competitions and inspections have failed to create a positive image of these bodies and their employees in the population. Conclusion. To create and maintain a positive image of a civil servant, it is advisable to use the following measures: setting up public relations, increasing the openness of civil servants; cooperation with non-governmental organizations, public institutions; control over the performance of their duties by the state enhancement of ethical education of civil servants, starting with high school; rigorous selection for the civil service, taking into account the competence, communication skills and external qualities of the future civil servant; providing services to coaches specializing in management, etc.
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TUGUCHEV, NIKITA. "Civil servants’ conflict of interest through the prism of social roles." Public Administration 24, no. 2 (2022): 19–26. http://dx.doi.org/10.22394/2070-8378-2022-24-2-19-26.
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The article is devoted to the current issue of preventing and solving civil servants’ conflicts of interest. The arising conflict of interest requires a civil servant to choose appropriate behavior consistent with the requirements of anti-corruption legislation. Otherwise, the incorrect choice may lead to corruption offenses since private interests will prevail over public ones. The article analyzes the concept that the social role of the “civil servant” is considered the prevailing or “titular” for the civil servant. The study involved conducting surveys (questionnaires) with civil servants responsible for preventing corruption and other offenses, and the goal was to find issues related to the diversity of social roles among civil servants. The author proposes measures aimed at minimizing situations where civil servants incorrectly rank their social roles in the context of public administration. These include educational activities and the preparation of methodological materials that provide specifics of a public body with concrete and transparent examples.
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Atkins, John F. "Gifted Public Servants." Science 272, no. 5264 (May 17, 1996): 938. http://dx.doi.org/10.1126/science.272.5264.938.a.
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Geiduschek, E. Peter. "Gifted Public Servants." Science 272, no. 5264 (May 17, 1996): 937–38. http://dx.doi.org/10.1126/science.272.5264.937.c.
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Geiduschek, E. Peter. "Gifted Public Servants." Science 272, no. 5264 (May 17, 1996): 937–38. http://dx.doi.org/10.1126/science.272.5264.937-c.
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Atkins, John F. "Gifted Public Servants." Science 272, no. 5264 (May 17, 1996): 938. http://dx.doi.org/10.1126/science.272.5264.938-a.
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De Simone, Silvia, Gianfranco Cicotto, Roberta Pinna, and Luca Giustiniano. "Engaging public servants." Management Decision 54, no. 7 (August 15, 2016): 1569–94. http://dx.doi.org/10.1108/md-02-2016-0072.
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Purpose – Considering the ongoing international debate on the role of public administrations in economic systems, the interest around public service motivation (PSM) has significantly grown among practitioners and scholars in the past two decades. Following the research streams that have investigated topics of organizational behavior within the public context, the purpose of this paper is to examine the influence of PSM on public employees’ feelings of job satisfaction. The novelty of the study lies in linking some characteristics of the work context presumed to be more prevalent in public organizations with specific job characteristics, regarded as relevant antecedents of job satisfaction. Design/methodology/approach – The study is based on two complementary studies conducted in an Italian public administration. The paper shows how PSM influences job satisfaction, job engagement, and life satisfaction. Findings – This paper shows how PSM influences job satisfaction, job engagement, and life satisfaction. The findings display how job engagement affects both job and life satisfaction in such contexts. Additionally, the findings display how job engagement affects both job and life satisfaction in such contexts. Research limitations/implications – Although based on a specific context of public administration, the analysis allows some generalizations. Originality/value – Based on these results, the paper contributes to two main streams of the literature. First, it enriches the existing research on PSM by analyzing how it can be managed in complex organizations. Second, it informs the literature on job satisfaction and work-related stress and relates to the intersection between organizational behavior and human resource management that informs the drawing up of HR policies. Furthermore, the paper sheds new light on how to deal with such problems and at the same time opens new avenues for investigations.
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Peter Geiduschek;, E., and J. F. Atkins. "Gifted Public Servants." Science 272, no. 5264 (May 17, 1996): 935c—939. http://dx.doi.org/10.1126/science.272.5264.935c.
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Geiduschek, E. P. "Gifted Public Servants." Science 272, no. 5264 (May 17, 1996): 937c—938c. http://dx.doi.org/10.1126/science.272.5264.937c.
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Atkins, J. F. "Gifted Public Servants." Science 272, no. 5264 (May 17, 1996): 938a. http://dx.doi.org/10.1126/science.272.5264.938a.
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Barratt, Edward. "Governing public servants." Management & Organizational History 4, no. 1 (February 2009): 67–84. http://dx.doi.org/10.1177/1744935908098859.
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Nalyvaiko, Larysa, Galiya Chanysheva, and Serhii Kozin. "REMUNERATION OF PUBLIC SERVANTS IN THE FEDERAL REPUBLIC OF GERMANY." Baltic Journal of Economic Studies 4, no. 5 (February 11, 2019): 228. http://dx.doi.org/10.30525/2256-0742/2018-4-5-228-232.
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The aim of the article is to determine the specificities of the remuneration of civil servants in the Federal Republic of Germany. The subject of the study is the remuneration of civil servants in the Federal Republic of Germany. Methodology. The study is based on the use of general scientific and special-scientific methods and techniques of scientific knowledge. The dialectical method enabled to interrogate the development of the institution of the remuneration of civil servants in the Federal Republic of Germany. The comparative legal method enabled to compare doctrinal approaches to this issue. The system-structural method enabled to determine the elements of the remuneration of civil servants of the Federal Republic of Germany. Methods of analysis and synthesis helped study certain parts of this institute to formulate further conclusions about its most optimal functioning. The logicsemantic method was used to determine the content of the principles of “ensuring a decent standard of living for a public servant,” “equality of public service actors” and “allowance/supplies”. The normative-dogmatic method enabled to analyse the content of legal regulations of the domestic legislation and the legislation of the Federal Republic of Germany on the issue. Practical implications. The determination of the specificities of the remuneration of public servants in the Federal Republic of Germany enabled to make recommendations for improving the remuneration system of this category of employees in Ukraine, as well as identify problematic issues that require further consideration and research. Relevance/originality. The author’s definition of the concept of “remuneration of public servants” is proposed and the specific features of this institute, insufficiently studied before, are analysed. The article analyses the specificities of the remuneration of public servants. Their list is determined and the content of each of them is disclosed. The specificities of the remuneration of public servants are substantiated in comparison with other categories of employees. The study of the positive experience of Germany enabled to suggest: to adopt a special legal regulation on the remuneration of public servants in Ukraine, that is, the Law of Ukraine “On Remuneration of Public Servants”; to provide in the norms of the Law of Ukraine “On Public Service” the allowances for the professionalism of a public servant; to provide public servants with the opportunity to carry out another paid activity subject to the special permission of the head of a state body.
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Lyubimov, К. "LEGAL LIABILITY AS AN ELEMENT OF THE LEGAL STATUS OF CIVIL SERVANTS." Social Law, no. 1 (March 1, 2019): 20–26. http://dx.doi.org/10.37440/soclaw.2019.01.03.
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The article reviews the scientific positions on understanding the concept of "legal responsibility", considers it as a positive and retrospective liability, and also proposes its own definition of legal liability of a civil servant. Emphasis is placed on distinguishing the civil servant's legal liability from the ordinary employee's legal liability, since the civil servant's legal responsibility is at the heart of each official's official activity, follows from the powers conferred, is a guarantee of the civil servants' observance of the law, civil service principles and their proper performance ulcers, etc.
The legal responsibility of a civil servant is considered, which is quite complex and multifaceted in contrast to the legal liability of ordinary citizens, since it is connected with the powers of the individual, the performance of their individual actions and functions, the exercise of administrative and administrative-legal influence on public relations in the state. Accountability of civil servants has both general and specific features of legal liability.
The scientist has identified a number of features that distinguish the legal liability of civil servants from the legal liability of ordinary workers. Such features include: 1) the legal liability of a civil servant is characterized by an increased level of liability of such persons for similar crimes, offenses or disciplinary offenses as provided by the current legislation; 2) increased possibilities for applying the head of the department, directly subordinate to a civil servant, to have powers to identify disciplinary actions and to bring a civil servant to disciplinary responsibility; 3) the broad effect of the legal liability of a civil servant for the offenses committed; 4) the purpose of legal responsibility consists not only in punishment of the guilty person, restoration of the violated rights and interests of the person, carrying out preventive activity, but also in ensuring in the further proper fulfillment by the civil servant of his official duties, prevention of behavior which could discredit the public service and the public employee as a whole; 5) features of its classification.
The author of the article emphasizes that applying to a civil servant a certain type of legal responsibility not only condemns a civil servant by applying to him a state coercion, but also encourages other persons to behave properly and properly perform their official duties, to prevent committing actions that directly prohibited by applicable law.
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Gelaidan, Hamid Mahmood, Glenn Houtgraaf, and Osama Sam Al-kwifi. "Creativity and innovation in rapidly developing Qatar: the impact of leadership and the mediation of psychological empowerment amidst rapid growth." International Journal of Public Sector Management 35, no. 3 (March 29, 2022): 257–75. http://dx.doi.org/10.1108/ijpsm-01-2021-0016.
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PurposeThis study examines the effects of perceived leadership styles on the perceived creativity and innovation of public servants working in a rapidly developing country while shedding light on the internal causal dynamics of these effects.Design/methodology/approachSurvey data are collected from 568 Qatari public servants working in a variety of public sector organizations. Data are analysed using structural equation modelling (SEM) employing SmartPLS.FindingsA significant relationship between perceived leadership styles and public servants' self-perceived creativity is found, with psychological empowerment as a mediating variable. Public servants that perceive their leaders as conveying transformational, transactional and servant leadership styles are found to have significantly higher self-perceived creativity, whereas authentic leadership does not have a significant positive effect. This finding indicates that transformational, transactional and servant leadership styles appear to impact public servants' creativity. This impact corresponds with findings from research on the relationship between leadership styles and creativity in the private sector. The results of this study confirmed the mediating effect of psychological empowerment, apart from authentic leadership.Originality/valueThe findings shed light on the relationship between perceived leadership styles and the self-perceived creativity of public servants working in a rapidly developing country, its causal dynamics and how these effects relate to corresponding findings in the private sector. The ensuing practical implications offer guidelines on how to organize leadership to maximize creativity and innovation in the public sector, especially in rapidly developing countries.
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Ye, Yong, Yang Liu, and Xiaojun Zhang. "The Public Servants’ Response When Facing Pandemic: The Role of Public Service Motivation, Accountability Pressure, and Emergency Response Capacity." Healthcare 9, no. 5 (May 1, 2021): 529. http://dx.doi.org/10.3390/healthcare9050529.
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(1) Background: Public servants are regarded as guardians of the public interest, and their pandemic response played a vital role in controlling the spread of the epidemic. However, there is limited knowledge of the factors that influence public servants’ response (PSR) when facing pandemic prevention and control tasks. (2) Methods: Based on the theory of planned behavior (TPB), models were constructed and a regression method was employed with Chinese civil servant data to investigate how PSR is influenced by public service motivation (PSM), accountability pressure (AP), and emergency response capacity (ERC). (3) Results and discussion: PSM, AP, and ERC all have a positive effect on PSR, with AP having the greatest influence, followed by PSM and ERC. The effects of PSM, AP, and ERC on PSR have group heterogeneity, which had little effect on civil servants with very low levels of PSR and the greatest impact on civil servants with medium-level PSR. Job categories of civil servants also are a factor related to PSR; PSM and AP have the strongest effects on civil servants in professional technology, and ERC has the greatest influence on administrative law enforcement. Moreover, gender, administrative level, and leadership positions also have an impact on PSR. (4) Conclusions: Based on the factors of PSR, we found at least three important aspects that governments need to consider in encouraging PSR when facing a pandemic.
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Quoc, Nguyen Anh, Nguyen Minh Tri, Nguyen Anh Thuong, Dinh The Hoang, Dinh Van Chien, and Nguyen Van Bung. "The state of destroyed." International journal of health sciences 6, S1 (March 19, 2022): 1231–43. http://dx.doi.org/10.53730/ijhs.v6ns1.4882.
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The appearance of the state is the need of life, it appears to remove helplessness, unhappiness, and falsehood in family and religious life. But the existence of the state becomes a public servant's job. Civil servants became a livelihood for the state in enforcing laws and issuing money. Money and law are the basic tools of every state. The state governs citizens by law and distributes products with money. When public servants are scarce, fake public servants appear popular, making society constantly increase inequality. Eliminating falsehoods of civil servants, eradicating social injustice becomes the abolition of the state. The perishing of the state is a natural historical process.
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Humeniuk, Tetiana. "PROBLEMS OF DISCIPLINARY LIABILITY OF PUBLIC OFFICERS." Scientific and Informational Bulletin of Ivano-Frankivsk University of Law Named after King Danylo Halytskyi, no. 8 (December 26, 2019): 135–41. http://dx.doi.org/10.33098/2078-6670.2019.8.20.135-141.
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Purpose. The purpose of the article is to address the problems of the legal consolidation and the application of disciplinary liability against public servants. Methods. The methodology involves a comprehensive study of theoretical and practical material on the subject, as well as the formulation of relevant conclusions and recommendations. During the research the following methods of scientific knowledge were used: dialectical, terminological, formal-logical, system-functional. Results. In the course of the research it was established that disciplinary responsibility had the following features: 1) disciplinary responsibility of civil servants is a special disciplinary responsibility. Its special character is due, firstly, to a special category of employees - the status of a civil servant, secondly - to the specifics of disciplinary penalties, and thirdly - to a special order of their application; 2) at this stage of legal regulation, one of the following types of disciplinary action is applied to civil servants: a remark; reprimand; warning of incomplete official compliance; dismissal from civil service Scientific novelty. According to the results of the study, it is established that the disciplinary responsibility of civil servants at the present stage requires changes in terms of consolidation of disciplinary penalties of property character. Practical importance. The results of the study can be used to improve the labour law of Ukraine in terms of disciplinary responsibility of civil servants.
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Lozina, Duško, and Mirko Klarić. "Local Public Servants and Employees in the Republic of Croatia: Legal Position and Obligations." Lex localis - Journal of Local Self-Government 6, no. 4 (September 4, 2009): 413–28. http://dx.doi.org/10.4335/60.
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The topic of this paper is an analysis of the legal position of local public servants and employees in the Republic of Croatia as well as of their rights and obligations in the light of the enactment of the Public Servants and Employees in local and regional self-government Act. In this sense, the concept and characteristics of the status of the administrative public servant from the aspect of administrative theory and practice are analysed, a short comparative overview of different official systems in Europe is given, and the position of local public servants and employees in Croatia in the light of positive legal regulations is analysed. In the conclusion, an assessment of the existing officials system which is related to local public servants and employees in Croatia is given in the context of the stated modern systems of public administration. Also assessed is whether the enacted legal regulations will have a positive effect on the implementation of personnel policy, greater motivation and the work of local public servants and employees thereby finally resulting in a better and more quality functioning of local self-government.
Key words: • Republic of Croatia • public administration • local self-government • local public servants and employees
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Juliani, Henny. "Perubahan Perilaku Aparatur sebagai Model dalam Mewujudkan Reformasi Birokrasi yang Berkualitas." Administrative Law and Governance Journal 2, no. 1 (June 11, 2019): 113–25. http://dx.doi.org/10.14710/alj.v2i1.113-125.
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Abstract This research was conducted to find out changes of Public Servants mental and behavior as a model in creating qualified bureaucracy reformation as a consequence of negative issues on Public Servants professionalism, particularly on their quality and performance. This research used a normative juridical method by using an analytical descriptive approach. The Government took strategic action in developing human resources of Public Servant through bureaucracy reformation policy focused on changing Public Servants mental and behavior. The change is intended not only for Public Servants but also for all related system. The focus of the change of bureaucratic is expected will create clean and accountable, effective, efficient bureaucratic and able to provide qualified public service as well. Keywords: the behavior of Public Servants, bureaucratic reformation Abstrak Penelitian ini dilakukan untuk mengetahui perubahan mental/perilaku aparatur sebagai model dalam mewujudkan reformasi birokrasi yang berkualitas sebagai akibat dari isu negatif terhadap profesionalisme khususnya pada aspek kualitas dan kinerja ASN. Metode pendekatan yang digunakan adalah yuridis empiris, spesifikasi penelitian yang digunakan adalah deskriptif analitis. Pemerintah mengambil langkah strategis membangun SDM aparatur melalui kebijakan reformasi birokrasi dengan inti perubahan pada mental/perilaku aparatur. Perubahan tersebut selain ditujukan langsung kepada aparatur, juga harus ditujukan kepada seluruh sistem yang melingkup aparatur. Fokus perubahan reformasi birokrasi tersebut diharapkan dapat menciptakan birokrasi yang bersih dan akuntabel, efektif, efisien, serta mampu memberikan pelayanan publik yang berkualitas. Kata kunci: Mental/perilaku aparatur, reformasi birokrasi
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Komarova, Kateryna. "Models of formation and development of professional competence of civil servants and public servants of local government." Public administration and local government 45, no. 2 (July 23, 2020): 184–95. http://dx.doi.org/10.33287/102035.
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The purpose of the paper is to study and substantiate models of formation and development of competencies of civil servants and public servant of local government in the process of professional training theoretically. An analysis of the research on the issues of professional competence of civil servants and officials of public administration bodies has shown that researchers focus on the conceptual construct and typology of professional competence. The models of formation and development of competence in the process of professional training have not been sufficiently thoroughly investigated, which led to the choice of the area of this research. The most effective models of formation and development of professional competence of civil servants and public servant of local self-government are substantiated on the basis of analysis and synthesis of modern scientific concepts of professional training. The main components of professional competence have been identified. Emphasis is placed on formation and development of conceptual, communication and professional skills, as competence is implemented only in the skills being critical for the practical activity. Models of professional training have been offered. This is recommended for use in educational institutions. The findings can form the basis of further theoretical and applied research related to the study of models of formation and development of competences of civil servants and public servant of local government in the process of professional training.
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Rosa, Ellysson Fernandes, Estela Najberg, and Marcos de Moraes Sousa. "Does PSM matter among innovative government managers?" Revista de Gestão 27, no. 3 (June 30, 2020): 263–79. http://dx.doi.org/10.1108/rege-05-2019-0059.
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PurposeThe need to improve the efficiency and quality of public services has increased the interest in innovation. This study seeks to understand the relationship between the Public Service Motivation (PSM) index and the profile of strategic-level public servants who are considered innovative.Design/methodolog/approachQuestionnaires were applied to the group of government managers who registered their projects in an innovation competition. Data were analyzed using t-test, multiple correspondence analysis (MCA) and hierarchical cluster analysis (HCA).FindingsThis paper concluded that the PSM level of these innovative public servants is significantly greater than public servants overall. In terms of the profile of these innovative government managers, it was found that the majority were female, with a high level of education and a background in Information Technology.Practical implicationsThe discovery that innovative government managers have a significantly higher PSM (p < 0.05) than public servants overall may be relevant, because it confirms a statistical tendency that it would be advantageous for policy-makers to invest in actions that increase public servant PSM since these servants with high PSM are more innovative.Originality/valueThis article has sought to fill a gap in studies that associate the level of PSM with the innovation practices in the public sector, as well as verify the profile of public servants with high levels of motivation in public service (PSM).
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Dobrobaba, Marina B. "Deformation of the Personality of a Public Servant as a Reason Disciplinary Offenses in the Public Service." Administrative law and procedure 11 (October 29, 2020): 43–48. http://dx.doi.org/10.18572/2071-1166-2020-11-43-48.
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This article is devoted to the problem of deformation of the personality of a public servant, as a reason condition for the commission of disciplinary offenses in the public service. Based on the analysis of the personal qualities of the civil servant, as well as the genesis of his illegal behavior, it is concluded that scientific research is necessary to study the personality of the civil servant as the subject of disciplinary legal relations, the mechanism of formation of his illegal behavior. The research data should be carried out as part of service-tort studies, as a direction of administrative tortology. It is concluded that in order to prevent deformation of the personality of a public servant, the following are necessary: detailed administrative and legal regulation of the mechanism of psychological selection using the methodology for identifying professional and personal qualities in relation to applicants, including using a polygraph; strengthening the importance and filling the gaps in the legal regulation of such personnel technologies as: mentoring, testing upon admission to the service and certification of public servants; development and implementation of a model of basic personal competencies; conducting a set of measures aimed at preventing and eliminating the problem of professional deformation of the personality of public servants.
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Nagi Noi, Erasmus, Alo Liliweri, and Lenny N. Tammunu. "Implementation of the regulations of the board of directors of TVRI public agency on Non-Civil Servant in public television broadcasting agency in Indonesia." Annals of Management and Organization Research 1, no. 2 (December 3, 2020): 95–106. http://dx.doi.org/10.35912/amor.v1i2.272.
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Purpose: This research aims to analyze the implementation of the regulation of the board of directors of the TVRI public broadcasting institution regarding non-civil servants (Study at the Indonesian Television Public Broadcasting Institute (TVRI), East Nusa Tenggara Station. Research methodology: In this study, the authors used an interpretive research paradigm. The interpretive approach aims to understand the "world of human experience". In this study, the total population was 110 people consisting of 27 non-civil servants and 83 civil servants. Furthermore, purposively, the researcher selected 11 people as informants with details of 1 Head of the Office as Key Informants and 10 non-civil servants as Ordinary Informants Results: The conclusions of this study can be grouped into four aspects, namely actors, organizations, procedures, and techniques. Limitations: this research only analyzes the implementation of policies on the development of Indonesian migrant workers' families in the field of economic empowerment in Kupang city. Contribution: This research becomes scientific information for public administration science. Keywords: Regulations, Implementation, Broadcasting agency, Non-Civil Servant
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SCHULZ, WILLIAM. "ACS honors public servants." Chemical & Engineering News 75, no. 44 (November 3, 1997): 10. http://dx.doi.org/10.1021/cen-v075n044.p010a.
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Davis, Randall S. "Blue-Collar Public Servants." American Review of Public Administration 41, no. 6 (December 16, 2010): 705–23. http://dx.doi.org/10.1177/0275074010392367.
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This study examines whether the norms and values of labor unions contradict public service motivation (PSM). Using Perry and Wise’s conceptualization of (PSM) this article tests four hypotheses by analyzing both quantitative data drawn from the employees of a large metropolitan city and qualitative data drawn from semistructured interviews conducted in two large Midwestern cities. I expect that as employees become socialized into union membership, they will increasingly identify with rational, affective, and normative union motives. The quantitative findings suggest that union socialization is associated with lower compassion, higher self-sacrifice, and greater commitment to the public interest. Union socialization is unrelated to attraction to policy making. This study supports the hypotheses that unions shape members’ motives through the socialization process. I rebut the argument that public sector union members are solely self-interested, but the findings suggest that union socialization can undermine one’s feelings of compassion.
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Orlov, Valentyn, Victoriia Poliakova, and Ihor Ratinov. "THE TRANSFORMATION OF THE SYSTEM FROM PERSONNEL PREPARATION FOR PUBLIC EMPLOYMENT MUNICIPAL LEVEL IN DECENTRALIZATION POWER CONDITION." Scientific Journal of Polonia University 29, no. 4 (June 18, 2018): 61–68. http://dx.doi.org/10.23856/2909.
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The problem of transformation of the professional training system for public service personnel is acute. The model of the personality of a public servant as an object of professional training is proposed. The emphasis is on the content and process transformations of the system of professional training of public servants in post-Soviet countries. Conceptualized the main directions and components of reforming the system of professional training of public servants for the needs of municipalities, their forms and mechanisms of implementation were determined.
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Gambeeva, Yulia N., Nadezhda N. Kozhuhova, and Elena Yu Pynik. "Formation of the Value and Motivational Sphere of the Personality of A Public Servant." Alma mater. Vestnik Vysshey Shkoly, no. 10 (October 2022): 85–92. http://dx.doi.org/10.20339/am.10-22.085.
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Values are one of the most important elements of the personality structure and underlie motives, priorities are chosen in accordance with them, significance is attached to certain events. Values are intertwined with the moral sphere, determine human behavior. The idea of public service is based on a certain system of values that should be shared by employees. This is the basis of both the moral image of a civil servant and the system of motivation, the creation of which is very complicated by the specifics of this activity. The purpose of this work is to identify the main factors that form the value-motivational sphere of the personality of a civil servant, to study its features. The empirical basis of the study was the survey of students in the direction of training “State and municipal management” and civil servants themselves. As part of the study, a classification of terminal and instrumental values of civil servants was developed, and a comparison was made of the value-motivational sphere of the personality of students studying in the direction of training “State and municipal management” and civil servants. The data obtained are of interest to personnel services in the selection and assessment of the personnel potential of civil servants.
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Bruce, Willa. "Servant Leaders in Public Service: Christian Spirituality in Practice." Public Voices 5, no. 1-2 (January 12, 2017): 29. http://dx.doi.org/10.22140/pv.283.
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Relying on a survey of members of the American Society for Public Administration, servant leadership is examined through the lens of Christian spirituality. Findings indicate that citizens can have confidence in the dedication and committment of public servants.
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Rivera, Jason D., and Andrew Uttaro. "The Manifestation of New Public Service Principles in Small-town Government: A Case Study of Grand Island, New York." State and Local Government Review 53, no. 1 (March 2021): 89–100. http://dx.doi.org/10.1177/0160323x211003139.
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Although New Public Service (NPS) principles are well known, their practice in local government settings has only been limitedly explored. As a means of better understanding governance practices that adhere to NPS principles in local contexts, this study engaged in a case study of Grand Island, New York. Through the analysis of interviews with elected officials and civic servant department heads, it is observed that public servants practice various public engagement strategies for gauging public sentiment and interests in public policy. However, these same public servants point out the challenges of public hearings and social media to understanding their citizens. Information on public servants’ notions of accountability is observed, which relates to how they view the public’s involvement in policy processes. Recommendations for future research are provided as a means of enhancing our understanding and development of more inclusive governance practices.
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Kachan, Yana. "TODAY’S CHALLENGES, WHICH INFLUENCE THE TRAINING AND ADVANCEMENT OF THE QUALIFICATION OF PUBLIC SERVANTS IN UKRAINE." Krakowskie Studia Małopolskie 33, no. 1 (March 31, 2022): 28–41. http://dx.doi.org/10.15804/ksm20220102.
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The article deals with the problem of qualification advancement of civil servants in Ukraine. The article reveals the problems connected with qualification advancement of the employees of the state authorities. The article outlines the main directions of formation of the current effective system of professional development of civil servants. It was found that the mechanisms of the system of vocational training, which are used in foreign countries, mainly do not vary from the domestic tools of professional development (e.g., workplace training, on-the-job training (lectures, seminars, workshops, interdepartmental trainings), group training, distance learning), but their application in practice has certain peculiarities. Reform requires a high level of qualification and professional uniformity of the management apparatus, which will enable to provide a professional basis for the constitutional uniformity of the system of power, as well as the transition (vertical, horizontal, interdepartmental, etc.) of public servants. The establishment of systemic and innovative thinking of public servants is considered to be a new challenge of today’s realities. It should be noted that “professionalism of a public servant is intended to ensure the proper performance of duties, stability of public service, the ability to solve complex problems and the ability and readiness to improve their qualification. The main criteria of professionalism of a public servant can include: Availability of high education; competence (knowledge, skills and abilities) in performance of duties; availability of practical work experience; discipline, responsibility; accurate adherence to the law; political neutrality; organizational, managerial skills, initiative, creativity; ability and inclination to work in the service career; social protection, as well as psychological, moral and ethical qualities”. At the same time, the character and nature of performance of duties by public servants require them to have not only basic organizational and managerial skills, competence and initiative in fulfilling the assigned tasks, but also high human qualities: orderliness, self-control, modesty and self-criticism, sense of responsibility for the entrusted task, concern for state and public interests. Professionalism is the main qualitative category of a public servant, which determines the efficiency of work and his career.
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Erni Irawati, Endang Larasati, Hardi Warsono, and Ida Hayu Dwimawanti. "EVALUATION OF THE EFFECTIVENESS OF BASIC TRAINING FOR CIVIL SERVANT CANDIDATES IN IMPROVING PUBLIC SERVICES IN CENTRAL JAVA." International Journal of Social Science 1, no. 3 (October 2, 2021): 209–24. http://dx.doi.org/10.53625/ijss.v1i3.414.
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Improving the quality of human resources for the apparatus is carried out through the recruitment of civil servants with more transparency and integrity by screening qualified civil servants, as the main engine for running the government. Furthermore, the development of Human Resources of state civil apparatus becomes the authority of the Region and the assistance task which is assigned to the Region. In this study, four aspects related to the evaluation of the effectiveness of basic training for civil servant candidates were seen; which are as follows, Integrated Competence Development, State Defense Attitudes and Behaviors, Actualization of the Basic Values of Civil Servants, and the Position and Role of Civil Servants in the Unitary State of the Republic of Indonesia. Competence is needed in service functions. Therefore, civil servants need to be equipped with practical education, not just theoretical. Basic Training for the Prospective Civil Servant as the initial provision for Prospective Civil Servants is a strategic training in which there are dominant aspects contained in the learning curriculum to be actualized later in the work and duties of the participants who are functions as civil servants. Curriculum development and learning systems that emphasize the transfer of culture or how those values will be integrated in the attitudes and behavior of the apparatus, become a culture, work ethic that supports the professionalism of their duties and positions. Analysis of the effectiveness of the results of the training on the competence of the training alumni is to conduct an assessment of the achievement of objectives, and the standard competence that have been set. In this case, the standard competence which is used is based on the Regulation of the Minister of Administrative Reform and Bureaucratic Reform of the Republic of Indonesia Number 38 of 2017 which is concerning about Competency Standards for State Civil Apparatus Positions
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Vytkо, T. Y. "The state personnel in conditions of reform of public administration in Ukraine." Public administration aspects 6, no. 3 (April 8, 2018): 39–47. http://dx.doi.org/10.15421/15201814.
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The peculiarities of the implementation of the public administration reform have been characterized, focusing on such areas of the reform as modernization of the civil service and human resources management. The article deals with the civil servant, who is the main object of the reform of the civil service, and its subject. The requirements for candidates for entering to civil service have been analyzed, namely, academic degree, general and special qualification, capability.The main aspects of the civil servant career in Ukraine are depicted graphically; the detailed analysis is done considering the provisions of the current legislation and implementation practice in Ukraine and some foreign countries. Some rights, duties and restrictions on civil servants, which are defined in the current legislation, are described. The main problem aspects of professional activity of civil servants in the context of adapting current legislation to European standards (conducting competition for civil service positions, evaluating the results of official activity, promotion, raising the level of professional competence, remuneration of labor, etc.) have been revealed. The analysis of the involvement of public associations and independent experts in personnel processes, as well as the issue of remuneration of civil servants. It is noted that the civil servant must meet the established requirements, actively react to all the challenges of society, act in accordance with the current legislation, and constantly increase his level of professional competence and be a single entity with the system of public administration. The emphasis is placed on the lack of an effective automated human resources management system in the civil service and the importance of its creation for the effectiveness of the civil service of Ukraine and the professional activity of civil servants in particular.
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Carroll, Barbara Wake. "Breaking the Bargain: Public Servants, Ministers and Parliament." Canadian Journal of Political Science 38, no. 1 (March 2005): 229–30. http://dx.doi.org/10.1017/s0008423905210107.
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Breaking the Bargain: Public Servants, Ministers and Parliament, Donald J. Savoie, Toronto: University of Toronto Press, 2003, pp. xiv, 337Most of us have been taught, and have taught, about the traditional relationship between public servants, ministers and parliaments under the Westminster tradition of government. Ideas like the accountability of the neutral, non-partisan, anonymous senior public servant to his minister, and concepts like ministerial responsibility and collective cabinet responsibility to Parliament, and the oversight and legislative role of Parliament, are part of what Donald Savoie calls the traditional bargain that underpins the political and administrative process in Canada. The central thesis of this book is that this traditional bargain has been broken and a new bargain needs to be struck if our system of responsible government is going to continue to function effectively.
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Yassin, Muhammad. "PERLINDUNGAN HUKUM BAGI WARGA NEGARA DALAM PELAKSANAAN MUTASI PEGAWAI NEGERI SIPIL." Yuridika 31, no. 2 (August 24, 2017): 254. http://dx.doi.org/10.20473/ydk.v31i2.4856.
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Civil servant is the incumbent Government in doing a service to the community. To meet the needs of employees in the Agency-agencies or areas that need or are experiencing a shortage of substitute employees Transfer of civil servants or mutations. The occurrence of a mutation or the transfer of work areas occurs only on civil servants, not government employees with the agreement because the civil servant has no agreement or contract work but hired a public agreement was generally recognized by many countries. In practice, Transfer of civil servants is one of the activities closely associated with the emergence of imbalance between the rights and obligations of civil servants as the civilian apparatus of state and as the citizens. Therefore, it is necessary to have legal protection for civil servants in the implementation of the transfer of civil servants. In relation to the implementation of the mutation, any civil servant who is transferred must be treated equally, whether it is the right or obligation of the civil servant concerned. Mutations are not the cause of the reduced rights, such as salary, leave, opportunities for promotion, even safe and healthy working conditions. Implementation of the mutation should also ensure that the workload and related employee responsibilities will remain the same as those performed in the previous workplace.
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Krzymkowski, Marek. "Zmiany w stosunku służbowym funkcjonariuszy państwowej służby cywilnej w II Rzeczypospolitej." Czasopismo Prawno-Historyczne 69, no. 2 (October 4, 2018): 197–206. http://dx.doi.org/10.14746/cph.2017.2.10.
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Legal situation of the civil servants in the Second Polish Republic was regulated by the act of the 17th of February 1922 on the state civil service. Employment in the civil service was public in character. The changes in the employment of the state civil servants could take different forms. Among them were the following: transferring a civil servant to a different town and to a different position; transferring a civil servant to “a position which is subjected to different regulations” within the same department of the state administration; transferring to a different department of the state administration at the request of a civil servant; changing the employee’s status to inactive state; releasing civil servants to a legislative body and freeing them from professional duties for the duration of their mandate in the said body.
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Rohulskyi, Oleh Ivanovich. "PREPARING PUBLIC SERVANTS IN EUROPEAN COUNTRIES: ARCHETYPAL APPROACH." UKRAINIAN ASSEMBLY OF DOCTORS OF SCIENCES IN PUBLIC ADMINISTRATION 1, no. 14 (June 16, 2018): 255–63. http://dx.doi.org/10.31618/vadnd.v1i14.117.
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The article describes the main components of the institutional framework of an archetypical approach to public administration. It is determined that the system of preparation of public servants is based on a chain of universal foundations of archetype, in particular, it is influenced by the principle of formation of personnel in the public service, formed on the basis of public opinion. Based on two basic principles relating to admission to public service, three basic models of training civil servants in the European country are defined: German. French and Anglo-Saxon. We analyze each of the models and define the archetypes that influenced their formation and development. The advantages of each model are determined, in particular, the benefits are: the German model of training managers is the balancing between the theoretical knowledge and practical skills that a public servant receives during training, but as a disadvantage one can distinguish the orientation of preparation for legal orientation, which limits the ability to hold managerial positions for many employees The French model of professional training of public servants should include a well-balanced understanding of tasks, namely: decentralization and territorial organization of public services, communication, support of territorial communities, in-depth knowledge and understanding of the need for cooperation with institutions of the European Commonwealth, high-quality human resource management and orientation towards environmentally friendly innovations, such a model of training of public servants is holistic, costly and effective; The Anglo-Saxon model of training of public servants is its orientation towards the implementation of the concept of public administration and the individual approach to employee training, taking into account all the specifics of its activities, providing for the formation of personnel capable of solving specific problems. It is concluded that today in most European countries dominated by mixed models that include elements of different models.
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Smalskys, Vainius, Svitlana Khadzhyradieva, and Sergii Slukhai. "THE CURRENT STATE AND PROSPECTS OF PUBLIC ADMINISTRATION REFORM AFTER 2014 YEAR." Public Administration and Regional Development, no. 7 (April 7, 2020): 217–33. http://dx.doi.org/10.34132/pard2020.07.10.
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As for the civil service in Ukraine, we can identify a number of innovations aimed at improving the performance and ensuring the quality of civil service, namely: separation of administrative and political positions; clarification of the legal status of a civil servant; separation of civil service from political activity; establishing an exhaustive list of persons who are not subjected to the civil service legislation; introduction of a new approach to the classification of civil servants’ positions; a competency-based approach to the selection of candidates for the civil service; defining legislatively common approaches to entry, performance and separation from civil service; improving professional skills and professional training of civil servants, their labor remuneration, bonus payments and encouragement, as well as disciplinary responsibility.
Reforming the civil service legislation has become the most important step towards the public administration reform. Constant changes and amendments to the newly adopted legislation signify about it imperfection. Nevertheless, it should be noted that legislators and reformers are moving in the right direction.
The data analyzed in the article show that Ukraine has come a long way from the Soviet civil service legacy. However, it is still in the middle of the road: these achievements must be supported by continuous efforts to render them irreversible and significantly improve the efficiency of public administration.
The analysis of the sources in the article shows that the ideal picture of a public servant should correspond to his real perception. In fact, the public perception of civil servants in Ukraine is quite negative, as people see a striking difference between the reality and the ideal mentioned above. It turned out that the public servant, according to public perception, lacked almost all the necessary features. This demonstrates the enormous problems with civil servants in Ukraine due to the mismatch between public perception and the ideal image of a public servant. Thus, statistics show that the majority of respondents (about 70 percent) said that a Ukrainian civil servant is poorly qualified, tends to avoid solving complex cases, impatiently violates the law, demonstrates low respect for customers, is not trustworthy, is biased and interested in his own interests (puts one's own interests ahead of the public), non-result oriented, etc.
The article concludes that public service reform in Ukraine should be supported not only by political measures that enhance the professionalism of employees, but also include procedures for changing public attitudes towards them. The negative perception of civil servants can be closely linked to the civil service itself: Ukrainians perceive it as a corrupt and bureaucratic institution that breaks innovation, does not care about cost-effectiveness, and does not perceive positive change.
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Grishchuk, A. "General theoretical aspects of responsibility of civil servants." Uzhhorod National University Herald. Series: Law, no. 71 (August 25, 2022): 234–38. http://dx.doi.org/10.24144/2307-3322.2022.71.39.
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The article examines the content of the concept of legal responsibility of civil servants as an element of the legal status of civil servants, reveals its normative consolidation, types (disciplinary, administrative, etc.), emphasizes the importance of civil servants aimed at improving law and order in society. Liability of civil servants is allocated as a separate institution, which contains the grounds for prosecuting civil servants, for example, for improper performance of their duties, a civil servant may be prosecuted, for example, disciplinary action and so on
The domestic legal framework is systematically updated, in particular in the context of the civil service, which is important for the adaptation of the civil service to European standards. An important event for our country was the signing of the Association Agreement between Ukraine and the European Union in 2014, as this document had a great impact on the domestic system of public administration, civil servant status, which includes legal liability, which is a necessary condition for stability, prestige and impartiality of the civil service in general. Nevertheless, the system of legal regulation of the civil service does not yet fully meet the needs of civil society, in particular the need to provide quality public services.
The problematic aspects of bringing civil servants to justice are analyzed, for example, insufficient publicity of imposing disciplinary sanctions, which can lead to «silencing» the process or avoiding them from legal responsibility, etc .; proposals were made to define the concept of legal liability of civil servants and its main features.
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Sui, Mengyuan, Haifeng Ding, Bo Xu, and Mingxing Zhou. "The Impact of Internet Use on the Happiness of Chinese Civil Servants: A Mediation Analysis Based on Self-Rated Health." International Journal of Environmental Research and Public Health 19, no. 20 (October 12, 2022): 13142. http://dx.doi.org/10.3390/ijerph192013142.
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With the rapid socioeconomic development of China, studies related to Internet use and civil servants’ happiness have become a research hotspot in Chinese academia. This study empirically analysed the impact of Internet use on the happiness of Chinese civil servants using a sample of 3793 civil servants in Hunan Province, China. It showed that Internet use significantly enhanced the subjective well-being of Chinese civil servants. Furthermore, heterogeneity analysis revealed significant heterogeneity in the effect of the Internet on civil servants’ happiness, which varied across civil service groups with different education and gender. Moreover, the effect of Internet use on the happiness of the male and better educated civil servant groups was more pronounced than in the female and less educated civil servant groups. Additionally, mediation analysis revealed that Internet use and the happiness of civil servants were not linear, with health having a significant mediating effect. This indicates that Internet use helps civil servants maintain good health, and thereby enhances the happiness of civil servants. In addition, we also use a propensity score matching model (PSM) to address the endogeneity problem due to sample selectivity bias. The results show that the estimates are more robust after eliminating sample selectivity bias. The effect of Internet use on civil servants’ subjective well-being would be underestimated if the sample selectivity bias is not removed.
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Kolomoets, Tetiana, Valentyna Stetsenko, and Serhii Kushnir. "BONUS FOR A PUBLIC SERVANT – IS IT SCHEDULED RAISE TO OFFICIAL SALARY OR EFFECTIVE METHOD FOR MOTIVATION? THERE SHOULD BE REGULATORY “FILTERS” FOR ITS USE." Baltic Journal of Economic Studies 4, no. 4 (September 2018): 173–80. http://dx.doi.org/10.30525/2256-0742/2018-4-4-173-180.
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The purpose of the paper. Search for the best motivation means for fruitful, efficient, and high-quality service activities of public servants requires in-depth study of those resources which are traditionally “associated” with public service. Traditionally, bonus for public servants still remains one of these kinds of means which is linked with the “distinguished”, “over-productive” official activities. Methodology. Comparative and legal analysis of “bonus” laws of countries across the world shows the difference in consideration of the role and purpose of an award in the modern public service, which contributes to the defeat of its real resource, false identification with the “scheduled”, “regular” pay for labour, along with other components of the latter, which does not depend on “achievements” in the official activities. Results. The author, on the basis of comparative legal research, substantiates the need to model the results of “bonus” rulemaking and enforcement of unified “rule-making filters” in different countries of the world for the targeted use of reward as a means to encourage public servants for the effective, efficient, and high-quality official activities, which is the purpose of the article. It is expedient: a) to define a bonus at the regulatory level as a means of encouragement and harmonization of related subject-matter legal terms; b) to differentiate two types of bonuses for public servants – according to the results of annual efficiency rating of person’s official activities (“effective”, “valuation”) and the bonus as a type of encouragement as a whole (“general”, “common”); c) “standardization” of the bonus amount for public servants, namely: “valuation” (“effective”) should be in percentage (twenty percent is proposed) to the annual salary of a person who received an excellent grade on the basis of annual evaluation, “general” (“common”) as a means of encouragement related to “achievements” of a public servant in official activity, “within rate” (from minimum to maximum) with “binding” to the official salary (it is proposed from one to two) of a public servant; d) to introduce regulatory “filters” of bonus frequency towards “common” (“general”) type due to the mandatory adherence to requirements for the application of encouragement means for a public servant in accordance with their consolidation in a unified list, which makes his “constant” bonus awarding impossible; e) intensification of the principles of transparency, publicity, openness, control over “bonus procedure”, elimination of the prerequisites for a broad manifestation of the discretion of subject who makes a final decision (with the introduction of principles for the division of powers on initiation and final decision, the approval of a draft decision with the public, etc.) on the bonus reward for a public servant. Practical applications. Under the conditions of practical application of the abovementioned recommendations, it is quite possible to use bonuses as means for stimulation, encouragement to fruitful, effective, and qualitative official activity of public servants, a real means to improve public service in general.
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Yuliarti, Susi Sri, Muhammad Bin Abubakar, and Rasyidin Rasyidin. "The Implementation of Government Regulation Number 53 Year 2010 Concerning Discipline of Civil Servants in Bener Meriah Regency 2019 in the Education Personnel Board And Bener Meriah District Training." Malikussaleh Social and Political Reviews 1, no. 1 (November 18, 2020): 20. http://dx.doi.org/10.29103/mspr.v1i1.3139.
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This study examines the implementation of Government Regulation No. 53/2010 concerning Civil Servant Discipline. The research objective is to understand how compliance and barriers to civil servants are in implementing these policies. The theoretical perspective used is the theory of public policy implementation according to Anderson. The research method used is a qualitative research method. The results of the study show that the compliance of civil servants in Bener Meriah Regency in 2019 in implementing Government Regulation Number 53 of 2020 concerning Civil Servant Discipline is still not effectively implemented, both in terms of actors implementing policies, the nature of the administrative process, compliance, and the impact of policies. which is implemented. Internal obstacles are caused by the inadequacy of the BKPP Bener Meriah Regency in supervising and evaluating civil servants who violate disciplinary rules, and the low awareness of civil servants in implementing discipline in duty, which is also influenced by the low reward or appreciation for civil servants who have high discipline and lack of discipline. he stressed that the punishment was given to civil servants who had low discipline by the leadership of the SKPK. External obstacles are caused by the lack of decisiveness and lack of supervision from SKPK leaders in following up on civil servants who violate discipline.
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Gray, Anthony Davidson. "Public Servants and the Implied Freedom of Political Communication." Federal Law Review 49, no. 1 (January 5, 2021): 3–39. http://dx.doi.org/10.1177/0067205x20973477.
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The High Court of Australia recently overturned a tribunal decision in favour of a public servant who was dismissed after sending tweets critical of various politicians and government policies. All members of the Court found the relevant provisions were valid and did not infringe the implied freedom of political communication. This article first discusses development of freedom of speech at common law, through development in ideas about governance from a Hobbesian tradition to a Lockean model of representative government. Notions of representative government underpinned earlier High Court decisions on freedom of political communication, reflecting values such as the sovereignty of the people, accountability and informed decisions at election time. The article then considers restrictions on the ability of public servants to contribute to public debate in that light. Scholars and courts elsewhere have recognised the important contribution public servants can make to representative democracy. The recent decision pays insufficient interest to such contributions and is too willing to accept government arguments as to the need to suppress opinion by public servants in the name of an apolitical and independent public service, without considering counter arguments in terms of democracy, and without sufficient evidence of actual or likely interference with government functions. The proportionality analysis undertaken by the court was inadequate in its failure to do so. Whilst the freedom of communication of public servants is not absolute, restrictions must be narrowly confined and fully justified. Neither test was satisfied in this case.
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Kozjek, Tatjana, and Nejc Brezovar. "Citizens Mistreatment Among Public Servants in Social Public Services." DANUBE 13, no. 2 (June 1, 2022): 82–106. http://dx.doi.org/10.2478/danb-2022-0006.
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Abstract Public servants’ decisions that are inconsistent with citizens’ interests can lead to the mistreatment of public servants. The purpose of the research was to found out how the HRM practices in public organizations are related to the perception of fairness (procedural and distributive justice), and how the positive and negative moods of public servants are related to the citizens’ mistreatment. The research was made in local government, public schools, health centres and hospitals. A total of 1,729 respondents answered all the questions. Reliability as the questionnaire’s internal consistency was measured by Cronbach α for each multi-item scale. Four linear regression models were built. The results show that HRM is positively and statistically significantly associated with the perception of procedural justice. Furthermore, public servants’ negative affect is positively and statistically significantly associated with all four dimensions of citizen mistreatment (ambiguous citizen expectations, dealing with a disliked citizen, citizen verbal aggression, and disproportionate citizen expectations).
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Eldar Mehraliyeva, Samira. "TERMINATION OF CIVIL SERVICE." SCIENTIFIC WORK 59, no. 10 (November 6, 2020): 98–100. http://dx.doi.org/10.36719/2663-4619/59/98-100.
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The responsibility of civil servants in public administration in a democratic environment is one of the central issues. The responsibility of civil servants and the grounds and conditions of termination are specified in the Law on Civil Service, which is the main legislative act implementing sectoral regulation, which emphasizes the importance of this issue. The article briefly analyzes the civil service position and civil servant, the legal basis, the concept of responsibility as a legal phenomenon, and the grounds for termination. Key words: civil service position, civil servant, termination, responsibility, restrictions
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Grosenick, Leigh E., and Carol W. Lewis. "Ethics Handbook for Public Servants." Public Administration Review 49, no. 3 (May 1989): 311. http://dx.doi.org/10.2307/977034.
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