Organisational commitment in Malaysian public sector

This paper describes a research project that aims to determine the level of civil servants’ organisational commitment and the factors associated with it. The instruments used to measure organisational commitment, empowerment, job characteristics, and organisational communication were adapted from Allen and Meyer (1990), Spreitzer (1995), Hackman and Oldham (1975), and Downs and Hazen (1977). The findings demonstrated that civil servants appeared to have a higher level of affective commitment with mean value of 3.88 compared to continuance 3.58 and normative commitment 2.92. The study also found that civil servants were psychologically empowered in the department with mean value of 3.71, had experienced a variable opportunity in job with mean 3.51 and were reported to be satisfied with the existing communication in the department with mean value of 3.68. Research findings also showed that there is a correlation between organisational commitment (affective, continuance, and normative commitment) with empowerment, job characteristics, and organisational communication variables. The stepwise regression exhibited that empowerment variable is the most dominant predictor of civil servants’ organisational commitment. Meanwhile, organisational communication variable appeared to be the most significant factor to influence civil servants’ affective commitment. Civil servants with continuance commitment were found to be best predicted by empowerment variable. Finally, civil servants with normative commitment tend to be mostly influenced by job characteristics variable

ASPECTS REGARDING job SATISFACTION AND MOTIVATION OF CIVIL SERVANTS IN THE LOCAL PUBLIC ADMINISTRATION IN ROMANIA

Motivation and satisfaction factors of civil servants are important elements that determine their work performance. This paper aims to analyze some aspects of civil service satisfaction, motivating factors, quality of service relationships at the level of local public administration in Romania. The analysis performed by applying a questionnaire to civil servants from local public administration revealed that the factor that induces the least satisfaction to the civil servants from local public administration is the quality of wage system in the public administration. Equally, employees in the public administration pointed out that political pressure pressure is an element that provides a low degree of satisfaction. By contrast, a high degree of satisfaction is provided by factors such as attention from colleagues, from the management of the institution, and workplace conditions. The most important motivation factor for the civil servants is a better recognition by the society of the importance of work. By contrast, the prospect of a successful career in the public and competition at the institution level for quality work is the most unimportant factors in motivating civil servants. Surprisingly, the salary is only the sixth motivator, even if the monthly income of civil servants is below their expectations. The results obtained from processing data sets highlight also positive aspects about the quality of relations in the civil service within local public administration in Romania.motivation, satisfaction, local public administration, civil servants

Ethical Aspects in the Activity of Civil Servants. Case Study Romania

Preventing corruption and improving the public service management are the main goals of the promotion of ethical standards for the civil servants. Several governments have revised their policies regarding the ethical conduct in the public service, implying both the corruption issue and the decline of trust in the public administration. In Dwight Waldo’s theory, the civil servants must take into account twelve obligations before: Constitution, law, the nation and the country, democracy, the bureaucratic organizational norms, profession and professionalism, family and friends, themselves, the communities they come into contact, the public interest or the general welfare, the humanity or the world, God or religion. Romania, under the pressure of the European Union accession process, has adopted the Law no. 7 of 2004 - “Code of Conduct of the Civil Servants”. The Code establishes the fundamental rules of conduct, compulsory for all the civil servants, emphasizing a behavioural mode that was not institutionalized or observed, like avoiding the conflict of interests and the use of the position for personal interest. The Code represents both an information instrument regarding the professional conduct the citizens are entitled to expect from the civil servants, and a way of creating an environment of trust and mutual respect between the citizens and the civil servants on one hand, and the citizens and the public administration authorities on the other hand. In the view of the civil servants, the Code represents a clear collection of rules of conduct through which the civil servants are asked to ensure an equal treatment for the citizens against the public authorities and institutions as well as professionalism, impartiality and independency, honour and correctness. The Code establishes the rights and duties of the civil servants when acting, among which the civil servants’ interdiction to demand or accept gifts, services, favours, or any other advantage for them, their family, parents or persons with whom they were involved in businesses or politics and that can influence their impartiality in acting as civil servants. Breaching this principle is what the Criminal Law regulates as a “bribe-taking” infringement. But the ethical conduct of the civil servants is not limited only to the application or observance of the provisions of this code. The ethical conduct also takes into account other aspects that the present paper aims at presenting and analysingcivil servants,ethical aspects,corruption

WORK ETHIC OF MALAYSIAN CIVIL SERVANTS

This paper seeks to explore work ethic of Malaysian civil servants. Positive work ethic among others emphasize on hard work, commitment and dedication, and avoidance of wealth accumulation through unethical methods. This ethic is indeed valued by organizations. Employees holding strongly to positive work ethic ensure organization of its goal. The questionnaire used to gauge the level of work ethic among Malaysian civil servants is the Islamic work ethic developed by Ali (1988). A total of 90 civil servants of the Islamic faith responded to the questionnaire. The result shows respondents hold strongly to Islamic work ethicHuman Resource Management, Organizational Behavior, Ethic

Growing Leaders: Innovations in the Competence Development System of Estonian Top Civil Service

The aim of this paper is to analyse the experiences of creation, implementation and development of the competency framework of the Estonian top civil service and the possibilities of contributing to the attainment of the state’s strategic goals through the development of the competencies of top civil servants. Firstly, on the basis of selected literature, the paper provides a short overview of the notions of competencies and competency frameworks. Secondly, the paper describes the creation, implementation and updating of competency framework of top civil servants of Estonia. Thirdly, the paper discusses the efficiency of different methods in the development of competences of top civil servants.

Managerial and Public Officials and Employees of Private Sector

For a long time, European companies have found that civil servants are bound by the state and can not be compared to private sector employees. This group of public employees was seen as a professional group for maintaining the rule of law and government policy implementation. Therefore, civil servants were required to have high standards and integrity to be entrusted with a single mission: work for the common interest. In this conception, where the state was separated from society and citizens, it was inconceivable that civil servants have the right to strike or the right to collective bargaining agreements.private sector, management.

Pengaruh Kompensasi, Pengalaman Kerja Dan Komitmen Organisasi Terhadap Kinerja Pegawai Negeri Sipil (Pns) Pada Dinas Pekerjaan Umum Daerah Kabupaten Morowali

The objectives of this study are: 1) to determine and analyze the influence of compensation, work experience, and organizational commitment on civil servants performance in the Department of Public Works Morowali Regency; 2) to determine and analyze the influence of compensation on civil servants performance; 3) to determine and analyze the influence of work experience on civil servants performance; 4) to determine and analyze the influence of organizational commitment on civil servants performance. The type of this research is descriptive causal and it involves 56 respondents who are selected by census method. Based on the tests result, it is found that: 1) compensation, work experience, and organizational commitment simultaneously influence the performance of civil servants in The Department of Public Works positively and significantly; 2) compensation positively and significantly influence civil servants performance; 3) work experience positively and significantly influence civil servants performance; 4) organizational commitment positively and significantly influence civil servants performance

Sikap, Norma Subjektif, Dan Intensi Pegawai Negeri Sipil Untuk Mengadukan Pelanggaran (Whistle-blowing)

This study aims to investigate factors that influence civil servants to whistle-blow fraud. It also investigates the effect of government's bureaucracy reforming program on the civil servants' intention to whistle-blow fraud. By employing the theory of reasoned action, this study included variables of subjective norms, attitudes, and whistle-blowing intentions. This study used primary data gathered from questionnaires of 293 respondents. Respondents were civil servants in the ministries/agencies that have and have not implemented bureaucratic reforms. The findings of this study indicated that subjective norms positively affected the attitudes and intentions of civil servants to report the wrongdoings. However, the attitudes had no significant effect on civil servants' whistle-blowing intentions. In addition, there are no significant differences on subjective norms, attitudes, and whistle-blowing intentions between civil servants in ministries/agencies that have implemented bureaucratic reforms and civil servants in ministries/agencies that have not implement bureaucratic reforms

A Hiatus in Soft-Power Administrative Law: The Case of Medicaid Eligibility Waivers

Administrative law is fundamentally a regime of soft power. Congress, the President, administrative agencies, civil servants, and the courts all operate within a broad consensus for rational, good-faith decisionmaking. Congress grants agencies discretion, and courts and civil servants defer to agencies’ political leadership based largely on the expectation that the latter are seeking to honor statutes’ purposes. That expectation of prudential restraint also allays concerns about delegations of legislative power. When the executive systematically disregards that expectation and seeks single-mindedly to maximize achievement of its policy objectives, deference’s justification breaks down. Across agencies, the Trump administration has disregarded the assumptions on which administrative law’s soft power consensus depends. Its waivers allowing states to deny Medicaid to otherwise eligible low-income people unable to find employment exemplifies this disregard. Exploiting a sweeping delegation of authority to test new ways to achieve Medicaid’s goal of providing health care coverage, this administration has instead sought to achieve very different goals, from legislation that Congress has rejected. The waiver applications themselves estimate substantial increases in the numbers of uninsured people. Ignoring the administration’s disregard of the longstanding administrative law consensus could deter future Congresses from valuable delegations of discretion. Permanently abandoning the deferential soft-power model would seriously undermine future governance. Instead, courts and civil servants should treat this period as a hiatus in consensus for good-faith decisionmaking. Courts should suspend deference and other aspects of soft-power jurisprudence. And civil servants should comply with political officials’ lawful directions but should remain steadfastly truthful in their words and actions