Gotowe bibliografie tematyczne / Public servants

Gotowa bibliografia na temat „Public servants”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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Artykuły w czasopismach na temat "Public servants"

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Awang, Abd Hair, Maslinda Haron, Iskandar Zainuddin Rela i Suhana Saad. "Formation of civil servants' creativity through transformative leadership". Journal of Management Development 39, nr 4 (26.02.2020): 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 i Murodjon T. Aliyev. "RELEVANCE AND FEATURES OF PUBLIC SERVICE". American Journal Of Social Sciences And Humanity Research 02, nr 05 (1.05.2022): 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, nr 1 (28.02.2018): 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 i 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, nr 4 (20.10.2016): 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 i N. Malko. "PROFESSIONAL COMPETENCE OF CIVIL SERVANTS AS A FACTOR OF SUCCESS OF PUBLIC MANAGER". Vìsnik Sumsʹkogo deržavnogo unìversitetu, nr 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, i Nadiia KOTENKO. "The problem of forming the image of a public servant". Economics. Finances. Law, nr 3 (20.03.2020): 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, nr 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, nr 5264 (17.05.1996): 938. http://dx.doi.org/10.1126/science.272.5264.938.a.

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Geiduschek, E. Peter. "Gifted Public Servants". Science 272, nr 5264 (17.05.1996): 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, nr 5264 (17.05.1996): 937–38. http://dx.doi.org/10.1126/science.272.5264.937-c.

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Rozprawy doktorskie na temat "Public servants"

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Shrader, Nathan R. "Pennsylvania Public School Boards: An Analysis of Politics, Policy, and Public Servants". Diss., Temple University Libraries, 2015. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/326500.

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Political Science
Ph.D.
This study investigates the political, personal, and policy issues that drive citizens to seek unpaid, elected positions on Pennsylvania's public school boards. This research examines whether school board members are recruited to run for office and considers the role of various recruitment agents such as political parties, interest groups, and non-political community organizations. Trends in political and community engagement among school board members, their potential ambition to seek higher office, and the relationship between elected board members and appointed district superintendents are also examined. The study relies upon a unique dataset gathered through a survey distributed to all of Pennsylvania's nearly 4,500 school board members and a series of interviews with current state legislators who began their political careers by serving on their local school boards. Findings suggest that school board members are enormously engaged in the political and non-political life of their communities. It is also determined that school board members are principally self-starters who do not intend to use their positions as springboards to higher office. These findings are analyzed to help determine the implications for governance at the local level as well as to better comprehend the dynamics of party organizations, interest groups, and other community organizations within Pennsylvania school district politics and elections.
Temple University--Theses
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Mwase, Joseph (Joe) Ndala. "The over-indebtedness of public servants in South Africa". Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27751.

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The global financial crisis of 2008 revealed the substantial over-indebtedness of households across many countries. Over-indebtedness of households is the outcome of the policy of financial liberalisation and deregulation since the 1970s. The consumers who are most likely to become over-indebted are employees who earn regular salaries and wages. This paper studies the over-indebtedness of public servants in South Africa. The concept of over-indebtedness is described, as a structural condition of a consumer that experiences financial is unable to repay credit commitments. This paper briefly describes the evolution of consumer credit and discusses the causes and consequences of overindebtedness. The study evaluates the level of over-indebtedness of public servants in South Africa applying three quantitative measures: the ratio of credit repayments to income, the number of credit commitments held by the consumer and the indebtedness index. The analysis uses a very large sample of credit records for public servants that were obtained from a credit bureau shows interesting findings. The overall findings show that majority of public servants in South Africa are over-indebted. The indebtedness index estimates that at least fifty-four (54%) of public servants in South Africa are over-indebted. Although the study did not include any statistical test of significance, the findings of the study are significant given the large sample size. The result should be treated as valid and exploratory.
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Bader, Marcus. "Co-design package for civil servants’ public communication strategies". Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21187.

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Today’s emerging Co-design processes between citizens and civil servants in helixes groups, produces multiple challenges for the interaction designer. How can these challenges produce new merging roles and communication strategies for interaction designers for use in Co-design processes? This thesis focuses on the design research process outcomes from Co-design processes between civil servants and citizens in urban development processes. The tangible outcomes will be elicited through the merging of practice-based know-how as seen through the eyes of an interaction designer with a bifocal lens on Social psychology and Behavior economics. This research process produces tangible outcomes in the form of educational material, communication methods and strategies for interaction designers, civil servants in Co-design processes. Additional outcomes are digital communication strategies for city operations based on the need for increased citizen involvement in the urban development process.
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Mallory, Lisa Maria. "Factors That Motivate Millennial Public Servants in the Workplace". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1788.

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There is an abundance of scholarly literature examining the Millennial generation's characteristics and their uniqueness in the workforce, but few studies have examined the lived experiences of Millennials and what motivates them in the public sector workplace. Given the size of the Millennial cohort, the largest and most educated in history, this generation of public servants merits more research. This phenomenological study sought to determine what factors motivate Millennial public sector workers through a criterion sample of 20 District of Columbia government employees. Data obtained from interviews were analyzed through use of NVivo10 allowing for the identification of themes, findings and recommendations for further studies. Findings revealed that these 20 workers were motivated by the same factors that impact other generations, as Herzberg delineated in his 2-factor theory. Despite these similarities, participants felt they were unique and not understood by the generations of workers that precede them. The themes obtained from this study can inform public administrators seeking to increase workforce collaboration and productivity and underscores the need for further scholarly attention. Millennial public servants need to feel engaged through increased responsibility, recognition, and the nature of work, as they will soon comprise 1/3rd of the workforce. These findings have implications for social change by educating public administrators and Millennials' coworkers to capitalize on the younger workers' ability to contribute to the overall productivity and competitiveness of government.
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Foreman, Chad. "Canada’s 41st Parliament: Hansard, Members of Parliament, Public Servants, and Cost Savings". Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/42778.

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In acknowledging that the Hansard Oral Question Period records did not focus on the increasing personnel expenditures, this thesis will seek to identify and analyze how political party members convey their support or opposition for these austerity measures, during the first session of the 41st Parliament Oral Question Period exchanges; in particular, how these exchanges are structured within the setting of parliamentary debate and for what purposes. Furthermore this thesis examines, how parliamentary exchanges relate to the five (5) debate purposes identified in the literature: (1) position claiming; (2) persuading; (3) negotiating; (4) agenda-setting; and, (5) opinion-building (Ilie, 2017), within the four (4) categories identified in the review of the Hansard records; that is: safety and security concerns, Canada’s official language policies, regional cuts, and public service reductions in areas directly related to the Canadian Forces and Canadian Veterans.
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Kappo-Abidemi, Omolayo Christiana. "People management factors militating against public servants’ professionalism in Nigeria". Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2079.

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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2016.
The Nigerian public service has been perceived over the years as not delivering its services effectively and in most cases leadership has been assumed to be the problem. However, from the perspective of human resource management (HRM) this study seeks to examine the people management practices that could have contributed to this ineffectiveness. It has been observed that the importance of people as the most important element of productivity cannot be underestimated, because machines can be replaced, money can be recovered but diligent, competent and professional employees are an organisational asset that cannot easily be replaced. The professional employee is described as the one with the right skills, knowledge, qualifications and attitudes that support organisational effectiveness. The study was carried out at the Administrative Staff College of Nigeria where all public servants from Grades 07 or above in Nigeria are expected to attend at least one course before the end of their careers. Questionnaires were administered to about one thousand, one hundred (1,100) randomly selected participants while four hundred and seventy six (476) useable ones were retrieved. Likewise, a focus group discussion was held with three different groups. Quantitative data collected was cleaned and coded appropriately for the Statistical Program for Social Science (SPSS) and used to generate descriptive statistics. Recordings of focus group discussions were also transcribed and organised into themes according to the discussion content. All research objectives were achieved relying on both qualitative and quantitative data output. Various statistical analyses were used for the quantitative analysis and factor correlation showed that organisational culture, organisational climate, human resource retention and development, employment relations climate and exit management have significant relationship with professionalism at various levels. Other statistical measures (t-Test and Analysis of Variance) were adopted to determine the relationship of demographic variable and it was shown that age, work grade level and work experience have significant relationship with professionalism. Employee resourcing (recruitment and selection) was also found to have a significant effect on professionalism, having been statistically analysed using ANOVA. Likewise, all qualitative themes acknowledged the significance of the people management role in public servants’ professionalism.
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Butler, Clare Elizabeth. "How do public servants perceive the notion of civic virtue?" Thesis, University of South Wales, 2010. https://pure.southwales.ac.uk/en/studentthesis/how-do-public-servants-perceive-the-notion-of-civic-virtue(6e055cc2-bf55-4f35-b3a5-c2d1282b3f49).html.

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Organisational citizenship behaviour has been an active field of research for over three decades with research typically focusing on helpful and sportsmanlike behaviours or, conversely, examining destructive or criminal acts. Between these two is the frequently ignored civic virtue which includes questioning, making suggestions and challenging organisational norms. Civic virtue is the least researched, least performed, and the least popular organisational behaviour with it often being deemed an act of deviancy. Yet importantly, in terms of the transforming public service agenda, it is also the organisational behaviour that links most closely with organisational improvement. In pursuing this under-researched field, interpretivism provides a salient philosophical framework for the operationalisation of the thesis which utilises an in-depth qualitative approach to explore the lived realities of public servants, and seeks to advance the limited knowledge of civic virtue, set against the backdrop of public service citizenship. Using the lens of symbolic interactionism the thesis contributes an incremental advance in research method; specifically projective image elicitation, by using the metaphorical power of contextualised cartoon images to explore individuals’ perception of the workplace and their The thesis proposes a contribution to theory in recommending that public service citizenship promotes a predilection to bifurcate behaviours demonstrated by others and self into the act and underpinning values. Within public services this interpretative process gives precedence to the underpinning values; and promotes an environment where disdained behaviours are pardoned if the underpinning values are deemed honourable. This concept is termed value governance. Drawing on value governance, a model emerged which indicates that public servants predominately enact civic virtue when they perceive their values are seriously contested; otherwise their collectivist tendencies are dominant The discovery of value governance is significant in informing the conception of a dialogic public service citizenship; a citizenship which has its foundation in publicness but which is also able to face the challenges of civicness.
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Azab, Husein Moh'd Aqil. "Training evaluation for Jordanian public servants : an assessment of present practices". Thesis, University of Exeter, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251180.

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Brown, Laurie O'Hara Carleton University Dissertation Psychology. "Stress and burnout in a sample of Canadian federal public servants". Ottawa, 1992.

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bin, Nik Mahmod Nik Ahmad Kamal. "The constitutional status of civil servants in the United Kingdom". Thesis, University of Aberdeen, 1995. http://digitool.abdn.ac.uk/R?func=search-advanced-go&find_code1=WSN&request1=AAIU602296.

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The thesis is an attempt at a comprehensive discussion of the legal and constitutional rules that apply to civil servants considering the current changes experienced in the UK Home Civil Service. The research focuses on three main areas, namely; the legal aspects of the relationship between civil servants and the Crown as employer, secondly, the rights of civil servants to associate and the right to freedom of expression, and thirdly, the constitutional aspects of the minister-civil servant relationship. Changes in the Civil Service manifested by Next Step Agencies, market testing and contracting out public services has resulted in the fragmentation of the uniform structure of the Civil Service. Question is raised, for instance, whether a more coherent legal definition of a civil servant is needed, whether these changes are affecting the security of tenure of civil servants, and whether the quest for job security should turn to, for example, judicial review. The introduction of contracts of service for civil servants is applauded but insufficient consideration has been given to its compatibility with the Crown's power to dismiss at pleasure. In the sphere of the right to associate and trade unionism generally, the advent of Whitleyism in the early 20s was the main reason for the development of trade unions in the civil service. Since 1979, the government's interventionist policy resulted in more restrictions for trade unions in pursuance of their activities. The GCHQ affair was a classic situation when the policy of restriction was at its extreme. Nonetheless, trade unions continue to exist and industrial actions are cautiously tolerated by the government. Article 11 of the European Convention on Human Rights lay down a standard of proportionality as to any restriction imposed on the freedom of association. Yet the failures of the GCHQ unions appeal in Strasbourg indicates a strong acceptance of the need for restrictions in freedom of association in the civil service. The unions' success at ILO appeared ephemeral. Despite the concern that civil servant's neutrality will be affected if they are allowed to engage in political activities, the Masterman and the Armitage Committee viewed that certain amount of freedom should be given to civil servants in this area. So far political activities of civil servants have not caused substantial controversy. The formation of Next Steps Agencies should provide more rooms for flexibility in giving permission for civil servants to participate. Civil servants are also subject to the duty of confidentiality in civil law as well as in criminal law under the Official Secrets Acts. The amendment to section 2 of the 1911 Act have removed the draconian effect of unauthorised disclosure by civil servant. Yet the 1989 Act has left out the need to protect civil servants who disclose in the public interest. In their interpretation of Article 10 of the European Convention on Human Rights, the European Court and Commission were also not in favour of protecting whistleblower or would-be whistleblower in the public service. The first report by the Nolan Committee inquiring the standards in public life recommended a form of whistleblower's charter. This is a welcome change and the government should adopt the committee's proposal. Ministerial accountability to Parliament is the corollary to civil service anonymity. It has been accepted that civil service anonymity has not been properly protected. There were occasions when civil servants are being asked to do unethical, unconstitutional and sometime illegal acts. The Armstrong Memorandum was an attempt to provide an independent line of appeal but its failure was clearly illustrated when there was only one appeal brought by a civil servant for the last eight years. The new Civil Service Code includes a new line of appeal to the Civil Service Commissioners but only after the internal appeal procedure has been exhausted. It is only hoped that the failure of the Armstrong Memorandum is not repeated. The fact that senior civil servants are playing a more prominent role vis-a-vis Parliament, a rethinking of the present arrangement of accountability should be made. Such a rethinking need not lead to giving a constitutional personality to civil servants. It must however be an acceptance that they are carrying heavier responsibilities and therefore they should be given a proper recognition of their role in Parliament.
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Książki na temat "Public servants"

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South Africa. Public Service Commission. Branch: Investigations and Human Resource Reviews. Report on the indebtedness of public servants. Pretoria: Public Service Commission, 2007.

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Hooja, Rakesh. Training of public servants at state level. New Delhi: Indian Institute of Public Administration, 2010.

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Colin, James. Under new sail :MMP and public servants. Wellington, New Zealand: Institute of Policy Studies, 1997.

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Simms, Marian. Militant public servants: Politicisation, feminisation, and selected public service unions. South Melbourne: Macmillan, 1987.

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Serving the public interest: Profiles of successful and innovative public servants. Armonk, N.Y: M.E. Sharpe, 2012.

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Breaking the bargain: Public servants, ministers, and Parliament. Toronto: University of Toronto Press, 2003.

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Politicians, public servants and public enterprise: Restructuring the New Zealand government executive. Wellington: Victoria Univerity Press for the Institute of Policy Studies, 1987.

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Amanda, Coe, red. Managing change: The evolving role of top public servants. London: Commonwealth Secretariat, 1999.

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Bissessar, Ann Marie. The forgotten factor: Public servants and new public management in a developing country. St. Augustine, Trinidad and Tobago, West Indies: University of the West Indies, School of Continuing Studies, 2001.

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Board, Canada Treasury. Turning results into action: Public Service employee survey. Ottawa: Treasury Board, 1999.

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Części książek na temat "Public servants"

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Werle, Gerhard, i Moritz Vormbaum. "Vetting Public Servants". W Transitional Justice, 109–24. Berlin, Heidelberg: Springer Berlin Heidelberg, 2022. http://dx.doi.org/10.1007/978-3-662-65151-3_8.

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Matthews, Peter. "Representation: Public Servants in Public". W The Palgrave Handbook of the Public Servant, 1–10. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-03008-7_111-1.

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Depré, Roger, Annie Hondeghem i Jean-Luc Bodiguel. "Public Servants in Transition?" W New Public Managers in Europe, 281–95. London: Palgrave Macmillan UK, 1996. http://dx.doi.org/10.1007/978-1-349-13947-7_13.

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Ainsworth, Susan, i Peter Ghin. "Public Servants in Reflection". W The Palgrave Handbook of the Public Servant, 1–14. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-03008-7_88-1.

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Ainsworth, Susan, i Peter Ghin. "Public Servants in Reflection". W The Palgrave Handbook of the Public Servant, 411–23. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-29980-4_88.

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Zavattaro, Staci M. "Sextons as Public Servants". W City Sextons, 1–8. New York, NY : Routledge, 2020. | Series: Routledge research in public administration and public policy; Volume 25: Routledge, 2020. http://dx.doi.org/10.4324/9780429285967-1.

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Olney, Sue. "Serving the Public, But Not Public Servants?" W The Palgrave Handbook of the Public Servant, 1–19. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-03008-7_90-1.

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Matthews, Peter. "Representation, Public Servants in Public: An Introduction". W The Palgrave Handbook of the Public Servant, 1311–20. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-29980-4_111.

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Olney, Sue. "Serving the Public, but Not Public Servants?" W The Palgrave Handbook of the Public Servant, 445–63. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-29980-4_90.

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Bartsits, Igor, i Tigran Zanko. "Russia, System of Civil Servants Training". W Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–8. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-31816-5_4192-1.

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Streszczenia konferencji na temat "Public servants"

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Yevtushenko, Olga. "Ethics in the organization of work of public authorities in Ukraine". W ХI Міжнародна науково-практична конференція «Сучасні проблеми управління: Трансформація публічного управління у постковідному світі». Київ, Україна: Національний технічний університет України «Київський політехнічний інститут», 2021. http://dx.doi.org/10.20535/spu2021.249029.

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At the present stage of modernization of state power and development of Ukraine the role of ethics and rules of conduct for public servants are important factors that must ensure the proper functioning of public authorities. Today, it is not enough to be a professionally trained employee for effective performance of state and regional tasks, to have the necessary knowledge and sufficient work experience; it is also necessary to be able to establish business relations with consumers of management services and to avoid prejudgment or excess of official powers, and it is only possible only on condition of constant observance of rules of ethical behavior, availability of public servants and officials of local self-government of stable ethical beliefs, understanding of principles, understanding ability to act in good faith. In the people’s imagination, a public servant is not an ordinary specialist; it is a person who acts within the limits of the powers conferred on him on behalf of the state or territorial community...
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Munko, Anna, i Yaroslavna Liebiedieva. "PROMOTION OF PUBLIC SERVANTS’ ETHICAL CONDUCT". W INTEGRACIÓN DE LAS CIENCIAS FUNDAMENTALES Y APLICADAS EN EL PARADIGMA DE LA SOCIEDAD POST-INDUSTRIAL. European Scientific Platform, 2020. http://dx.doi.org/10.36074/24.04.2020.v2.01.

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Setyowati, Endah. "Civil Servants’ Moratorium to Improve the Capacity of Public Servants in Delivering Services". W Proceedings of the Annual International Conference of Business and Public Administration (AICoBPA 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/aicobpa-18.2019.21.

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Peng, Ching Huai. "Informal Learning of the Public Servants' Knowledge Communities". W 2008 Fifth International Conference on Fuzzy Systems and Knowledge Discovery (FSKD). IEEE, 2008. http://dx.doi.org/10.1109/fskd.2008.348.

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Xiujuan, Zheng. "The Research on Public Service Motivation of Ethnic Minority Civil Servants". W Fifth International Conference on Public Management : International Collaboration for Innovated Public Governance (ICPM 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icpm-18.2018.41.

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Martseniuk, Olena, i Ella Sergienko. "WAYS OF PREVENTING CIVIL SERVANTS OCCUPATIONAL DISTORTION". W 2nd International Conference on Relationship between public administration and business entities management. Scientific Center of Innovative Researches OÜ, 2022. http://dx.doi.org/10.36690/rpabm-2022-68.

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Arisanti, Yuli, i Janri Manullang. "The Obesity Prevalence in Navy Personal and Civil Servants at Lantamal X Jayapura". W The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.01.29.

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ABSTRACT Background: Central (visceral) obesity, one of the risk factors of metabolic syndrome, is becoming the major public health concern of non-communicable diseases. Predictions estimated that by 2030, 50% of adults will be listed as obese. This study aimed to examine smoking and exercise as the risk factors of central obesity in navy personal and civil servants at Lantamal X Jayapura. Subjects and Method: This was a cross sectional study conducted from November to December 2017 at Lantamal X Jayapura, Indonesia. A sample of 100 navy personal and civil servants was selected by random sampling. The dependent variable was central obesity. The independent variables were smoking and exercise. Waist circumference was measured by metline. The other variables were collected by questionnaires. Data were analyzed by Chi square. Results: The risk of central obesity increased with smoking (OR= 3.13; 95% CI= 1.63 to 5.98; p<0.001) and duration of exercise less than 60 minute per week (OR= 2.49; 95% CI= 1.14 to 5.40; p= 0.017). Conclusion: Risk of central obesity increases with smoking and duration of exercise. Keywords: central obesity, smoking, exercise, navy personal, civil servants Correspondence: Yuli Arisanti. National Institute of Health Research and Development Papua. Jl. Ahmad Yani No. 48, Gurabesi, Jayapura Utara. Email: yuliarisanti88@gmail.com. Mobile: +6281248978639. DOI: https://doi.org/10.26911/the7thicph.01.29
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Michael, Donny, Okky Chahyo Nugroho, Abby Marutama i Marwandianto. "Enabling People with Disabilities’ Dream to Become Public Servants". W 1st International Conference on Law and Human Rights 2020 (ICLHR 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210506.051.

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Fathiyah, Rainy, i Anhari Achadi. "Determinants of Hypertension among The Civil Servants in Central Sulawesi". W The 5th Intenational Conference on Public Health 2019. Masters Program in Public Health, Universitas Sebelas Maret, 2019. http://dx.doi.org/10.26911/theicph.2019.01.18.

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Yongkang, Li. "Analysis of Reasons for Chinese Civil Servants Resigning from Office". W 2014 International Conference on Public Management (ICPM-2014). Paris, France: Atlantis Press, 2014. http://dx.doi.org/10.2991/icpm-14.2014.48.

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Raporty organizacyjne na temat "Public servants"

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Vasilenko, L. A. The formation and implementation of innovative competencies by public servants in the context of globalization. Gosudarstvennaya sluzhba, 2014. http://dx.doi.org/10.18411/vasilenko-1-16.

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VASYUKOV, O. G., V. M. BOLSHAKOVA i P. YU NAUMOV. THEORETICAL AND PRACTICAL ASPECTS OF FORMING SOCIAL RESPONSIBILITY OF STATE CIVIL EMPLOYEES. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/978-0-615-67324-0-4-12.

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Target. Currently, the development of professional values and official behavior of civil servants are relevant for training personnel for the public authority system. One of the ways to form the personality of a civil servant who is a professional is to increase the real level of his social responsibility. The article is devoted to the study of the phenomenon of social responsibility of civil servants. Method or methodology of the work. The systematic, activity-based and axiological approaches were used as methodological principles in the work. The research methods were analysis and synthesis, movement from the general to the particular, comparison and analogy, movement from the abstract to the concrete, complex generalization and classification. Results. The main results of the study include the concretization of the concept of «social responsibility of civil servants», the identification of the essential properties of social responsibility, the determination of the features of its functioning, the formulation of urgent problems for further research in this aspect. Scope of the results. The scientific results of the article can be applied when conducting psychological and pedagogical research and organizing classes in educational institutions of higher education.
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Scartascini, Carlos, i Paula Zamora. Do Civil Servants Respond to Behavioral Interventions?: A Field Experiment. Inter-American Development Bank, listopad 2021. http://dx.doi.org/10.18235/0003753.

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Introducing financial incentives to increase productivity in the public sector tends to be politically and bureaucratically cumbersome, particularly in developing countries. Behavioral interventions could be a low-cost alternative, both politically and financially, although evidence of their effectiveness remains scarce. We evaluate the effect of redesigning the notice requiring civil servants in Buenos Aires to comply with citizens requests under Argentina's freedom of information act. The new notice, sent to the treatment group, attempts to exploit salience, deterrence, clarity, and social norms to increase adherence to deadlines. The results show an increase in the share of requests fulfilled by the second deadline, possibly because of a strong anchoring effect. These findings indicate that behavioral interventions can affect civil servants' actions. The fact that the intervention occurred at the same time as a civil service training program with sessions attended by members of both the control and treatment groups allows us to evaluate spillover effects. The evidence suggests that the time it takes a members of the treatment group to respond to a request increases with her interactions with members of the control group at the workshops. These findings have implications for policy design. First, they indicate that behavioral interventions could affect task compliance and productivity in the public sector. Second, they provide evidence that workshops may not always have the intended consequences, particularly when they increase interactions among employees with high and low incentives for task compliance.
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Regassa, Mekdim D., Gashaw T. Abate i Zaneta Kubik. Incentivizing and retaining public servants in remote areas: A discrete choice experiment with agricultural extension agents in Ethiopia. Washington, DC: International Food Policy Research Institute, 2020. http://dx.doi.org/10.2499/p15738coll2.133805.

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Strange, Michael, Hilda Gustafsson, Elisabeth Mangrio i Slobodan Zdravkovic. REPORT#1 PHED COMMISSION ON THE FUTURE OF HEALTHCARE POST COVID-19 SOCIETAL INEQUITY MAKES US VULNERABLE TO PANDEMICS : BASED ON PUBLIC SESSIONS CONDUCTEDOCTOBER TO DECEMBER 2020. Malmö University, 2021. http://dx.doi.org/10.24834/isbn.9789178771387.

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During Fall/Autumn 2020, the PHED project between Malmö and Lund Universities organised a Commission inviting oral and written testimony on the future of healthcare post Covid-19. Focused initially on the Scania region, the discussions expanded to include a wider Swedish national focus, and international comparison with France and the United Kingdom. The inquiry included testimony from healthcare practitioners, civil servants, civil society, as well as researchers. Overall, the testimony pointed to Covid-19 as both a tragedy and a learning moment by which to strengthen society. It identifies several key recommendations for protecting and improving public health.
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Berry, Vanessa A. Snyder v. Phelps: Public Servant or Private Citizen? Fort Belvoir, VA: Defense Technical Information Center, maj 2011. http://dx.doi.org/10.21236/ada565055.

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Teräs, Jukka, Anna Berlina i Mari Wøien Meijer. The Nordic Thematic Group for Innovative and Resilient Regions 2017–2020 - final report. Nordregio, styczeń 2021. http://dx.doi.org/10.6027/r2021:3.1403-2503.

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The Nordic thematic group for innovative and resilient regions 2017–2020 (TG2) was established by the Nordic Council of Ministers and is a part of the Nordic Co-operation Programme for Regional Development and Planning 2017–2020. Three Nordicthematic groups were established for the four-year period: Innovative and resilient regions, Sustainable rural development, and Sustainable cities and urban development. The thematic groups have been organised under the Nordic Council of Ministers’ Committee of Civil Servants for Regional Affairs, and Nordregio has acted as the secretariat for the thematic groups. This report summarises the work and results of the Nordic thematic group for innovative and resilient regions (TG2) in 2017–2020. The thematic group has not only produced high-quality research on innovative and resilient regions in the Nordic countries but also contributed to public policy with the latest knowledge on the creation and development of innovative and resilient regions across the nordic countries, with focus on smart specialisation, digitalisation, regional resilience, and skills policies. TG2 has also contributed to research on innovative and resilient regions in the Nordic cross-border context.
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Bhagawati, Rishiraj, Dolf J. H. te Lintelo, John Msuya i Tumaini Mikindo. Nutrition Accountability through Sub-National Scorecards in Tanzania – Policy Innovations and Field Realities. Institute of Development Studies (IDS), grudzień 2021. http://dx.doi.org/10.19088/ids.2021.067.

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Over the past decade, the Government of Tanzania has paid increasing attention to accountability in its nutrition policies. This has coincided with the introduction of truly innovative efforts to advance and monitor government action towards and accountability for nutrition at subnational level. A multisectoral nutrition scorecard (MNS) has been rolled out across all districts in the country, with quarterly updates on district performance. Moreover, a Nutrition Compact instrument was introduced to incentivise senior civil servants within regional and district administrations to advance efforts to promote nutrition. This paper explores how the government has used these initiatives to give accountability a particular form and meaning, pertinent to context. The paper analyses a series of policy documents and complements analysis this with field-based interviews with local officials across five regions. We find that the MNS and Compact are designed predominantly for internal purposes of government. This renders ‘accountability tools’ largely in the service of a centralised state, advancing vertical accountability. Such a narrow framing and design inhibits the potential of these instruments for galvanising social accountability, whereby citizens can hold public service providers and subnational government actors to account directly.
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Bhatt, Mihir R., Shilpi Srivastava, Megan Schmidt-Sane i Lyla Mehta. Key Considerations: India's Deadly Second COVID-19 Wave: Addressing Impacts and Building Preparedness Against Future Waves. Institute of Development Studies (IDS), czerwiec 2021. http://dx.doi.org/10.19088/sshap.2021.031.

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Since February 2021, countless lives have been lost in India, which has compounded the social and economic devastation caused by the second wave of COVID-19. The sharp surge in cases across the country overwhelmed the health infrastructure, with people left scrambling for hospital beds, critical drugs, and oxygen. As of May 2021, infections began to come down in urban areas. However, the effects of the second wave continued to be felt in rural areas. This is the worst humanitarian and public health crisis the country has witnessed since independence; while the continued spread of COVID-19 variants will have regional and global implications. With a slow vaccine rollout and overwhelmed health infrastructure, there is a critical need to examine India's response and recommend measures to further arrest the current spread of infection and to prevent and prepare against future waves. This brief is a rapid social science review and analysis of the second wave of COVID-19 in India. It draws on emerging reports, literature, and regional social science expertise to examine reasons for the second wave, explain its impact, and highlight the systemic issues that hindered the response. This brief puts forth vital considerations for local and national government, civil society, and humanitarian actors at global and national levels, with implications for future waves of COVID-19 in low- and middle-income countries. This review is part of the Social Science in Humanitarian Action Platform (SSHAP) series on the COVID-19 response in India. It was developed for SSHAP by Mihir R. Bhatt (AIDMI), Shilpi Srivastava (IDS), Megan Schmidt-Sane (IDS), and Lyla Mehta (IDS) with input and reviews from Deepak Sanan (Former Civil Servant; Senior Visiting Fellow, Centre for Policy Research), Subir Sinha (SOAS), Murad Banaji (Middlesex University London), Delhi Rose Angom (Oxfam India), Olivia Tulloch (Anthrologica) and Santiago Ripoll (IDS). It is the responsibility of SSHAP.
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