Citizen trust in government at the macro level has been studied by public administration scholars for many years. To further our understanding, assessing meso of organizations is important to more precisely determine effects and antecedents organizational level. The literature shown that trustworthiness multidimensional, but extant not validated such measures a context. proposed scale builds on adapts an existing ‘Citizen Trust Government Organizations’ using data from two different samples...

There is considerable scholarly writing about the theory and application of public value concepts, but this article explores why there is, by contrast, so little empirical research on value. The then goes to provide a framework agenda for inspiring guiding new research, based three different conceptualizations value, with researchers needing be explicit which approach they are using in order avoid confusion. While case studies have been used as method, authors suggest much wider array...

There have been many important studies on leadership in the public administration discipline; however, scholarly inquiry still lags behind related disciplines such as psychology and business administration. This article helps fill that gap by analyzing role leaders play making work more meaningful for their employees, which, turn, has a positive influence employee job outcomes. Specifically, authors analyze mediating of meaningfulness relationships between leader‐member exchange...

This article on public leadership contributes to the literature by focusing ‘public’ aspect of and developing quantitative scales for measuring four roles. These roles all refer extent which leaders actively support their employees in dealing with sector issues: (1) accountability leadership, (2) rule‐following (3) political loyalty (4) network governance leadership. We tested factor structure using exploratory confirmatory analyses, satisfactory results. Also, as expected, relate...

This article examines the validity of assumption that employees' perceptions those people management activities their supervisor impact on abilities, motivation and opportunities to perform influence employee extra‐role behaviour. The results a longitudinal survey with data from 3,368 employees provide support for this assumption. study's distinctive features – concept involves HR implementation, research design, use AMO framework specifying linkages between HRM performance make it possible...

Since the 1990s, there have been hundreds of conceptual and empirical articles investigating relationship between Strategic Human Resource Management (SHRM) performance. To this end, schola...

Abstract Red tape studies typically focus on burdensome rules that have negative effects organizations, as perceived by managers. The one‐item general red scale is representative of this approach. However, scholars called for improved measures address the scale's shortcomings. This article introduces a new measurement features (1) two‐dimensional construct includes compliance burden and lack functionality (2) job‐centered approach experienced employees in their jobs rather than more...

Abstract Caseloads and performance management are important working conditions of workers delivering public social services in street‐level organizations. The literature on these argues that high caseloads have considerable consequences for workers' terms the quality they provide results realize. This article empirically investigates compares consequences, drawing a quantitative study frontline 14 local welfare agencies N etherlands. These responsible delivery welfare‐to‐work policies to...

Line managers make a difference when it comes to older workers continuing participate in the labour market. Depending on their coaching abilities, and willingness use these line can offer social support those that they supervise. This is an extent dependent opportunities for action organization provides managers. Contrary earlier research, our study based survey of 160 front managers, failed find evidence provide influenced by negative stereotypical attitudes about lack flexibility...

Abstract Given the rhetoric that human resource management (HRM) models adopted by public and private organisations are becoming more similar, this study questions whether traditional distinction between sector HRM is still relevant. Building from institutional theory, we continuity change using four‐wave data eight European countries. We find investment in employee well‐being continues to be distinctive only for practices aimed at equal opportunities. Private organisations, on other hand,...

Purpose – The purpose of this paper is to examine the relationship between employer’s investments (through job characteristics and managerial support) employees’ employment opportunities, with employability, conceptualized as perceived up-to-date expertise willingness change, a mediating variable. Design/methodology/approach Hypotheses are tested using structural equation modeling on survey data collected from 1,626 employees three Dutch hospitals. Findings Consistent hypotheses, results...

Employability is commonly understood as an individual’s chances of employment in internal and/or external labour markets (Forrier, Verbruggen, & De Cuyper, 2015; Rothwell Arnold, 2007). Given the...

The health-impairment process from job demands to lower well-being among public servants is still understudied. This article therefore uses the Job Demands-Resources model and answers following question: What relationship between sector-specific servants’ work-related well-being, which of Big Five personality traits ensure that either hindering effect these lowered or challenging enlarged? Four sector specific are studied including organizational restructurings, technological innovations,...

Leadership behavior is recognized as an important variable in the Human Resource Management (HRM)-Performance chain. However, most studies, leadership viewed independent variable, and one that influences employees’ attitudes behavior. Because of this premise, claims public managers’ discretionary room for supervisory support constrained, personal motivation reason a manager engaging support, have not been systematically examined. This article fills gap by examining antecedents middle...

From the 1990s onwards HRM and performance debate has resulted in hundreds of conceptual empirical articles. Several studies have demonstrated added value for organizational perf...

The central concept in this study is people management, referring to line managers' implementation of HR practices and their leadership behaviour oriented at supporting the employees they supervise work. In we conceptualize management develop a multidimensional scale measure it from perspectives both managers. Using Study 1/Study 2 design, including two-wave multilevel data managers financial service provider, cross-sectional teachers, educational support staff, supervisors, demonstrate...

This intervention study examined the effects of a career crafting training on physicians' perceptions their job behaviors, self-management, and employability. A total 154 physicians working in two hospitals large Dutch city were randomly assigned to waitlist control group or an group. Physicians received accredited crafting, including mix theory, self-reflection, exercises. Participants developed four goals during training, work subsequent weeks, after which coaching conversation took place...

Due to the COVID-19 pandemic, new rules forced public servants work remotely or under strict guidelines at office. These were often perceived as red tape, creating a compliance burden and limiting flexibility. While tape is commonly seen job demand associated with reduced well-being performance among servants, effects of COVID-19-related remain unexplored. This research investigates how servants’ self-perceived examines moderating roles coping strategies (supervisor support) recovery (work...