Partnership and Capacity Building of Local Governance

Partnership is about sharing of power, responsibility and achievements. According to the World Bank Public Private Partnership (PPP) promoting group, ―partnership refer to informal and shortterm engagements of non-governmental organizations, the private sector and/or government agencies that join forces for a shared objective; to more formal, but still short-term private sector engagements for the provision of specific services, for example, annual outsourcing arrangements for janitorial services for a school or operations of the school cafeteria; to more complex contractual arrangements, such as build, operate, transfer regimes, where the private sector takes on considerable risk and remains engaged long term; or to full privatizations‖ (World Bank Group 2014, 29).© Springer Nature Switzerland AG 2020. This is a post-peer-review, pre-copyedit version of an article published in Partnerships for the Goals. Encyclopedia of the UN Sustainable Development Goals. The final authenticated version is available online at: http://dx.doi.org/10.1007/978-3-319-71067-9_21-1.fi=vertaisarvioitu|en=peerReviewed

Governance in developing countries: the case of Shri Lanka and South Africa: a complex systems theory perspective

Abstract not available

E-government in developing countries: a Sri Lankan experience

Even though there is an emerging literature on information age reform of the public sector, research focused on potential and problems related to introduction of information-based reforms in developing countries is still limited. Thus in this chapter, experience in one developing country, Sri Lanka, is examined. Problems related to information-based technology is analysed and the lacuna in the literature is narrowed. It is argued that despite the great potential for IT in enhancing effective and efficient public sector in Sri Lanka, there are a number of difficulties hindering the development of computerised information systems. The upgrading of infrastructure facilities in Sri Lanka is long overdue. A lack of competent and committed individuals who could provide effective guidance in developing IT services in the public sector is another concern. The issues such as appropriate training, attractive promotion systems and remunerations for public officials need to be addressed urgently. Reforming existing organizational structures and changing officials\u27 attitudes towards change are essential. The increasing public awareness of the potential of IT services enhancing the quality and timeliness of the public service is essential.<br /

Coming to Australia: Cultural experiences and cultural competence as factors for success

This paper examines the role of cultural experiences and cultural competence as two factors that can influence how well immigrant employees can do in Australia’s culturally diverse work environment. The paper posits that individuals with more experience with other cultures and with higher levels of cultural competence will find the Australian culturally diverse environment less stressful compared to individuals who lack these resources. Using job demands-resources theory and the extant literature, this paper presents hypotheses and a conceptual model that links these two factors to levels of burnout amongst immigrant employees currently working in Australia. The theoretical and practical implications of the model are discussed, along with avenues for future research.Keywords: Cultural experiences, cultural competence, burnout, immigrant employees, Australi

Creating Better Employees through Positive Leadership Behavior in the Public Sector

This paper advances the notion that leaders&#039; behavior in public organizations impacts employee emotions and workplace functioning. The paper proposes a conceptual model showing the impact that specific leader behaviors have on employee momentary emotions and thereby subjective well-being, organizational citizenship behavior, and job performance. Findings from research on leader behaviors and follower outcomes in private organizations and workplace emotions are used to show the importance of understanding and promoting types of leader behaviors that enhance employee and organizational outcomes within public institutions. It is expected that this model will facilitate future research in this area

A question of ties: The impact of social ties on resource mobilization of women entrepreneurs in the Sri Lankan floriculture industry

Current understanding of women entrepreneurs in emerging economies remains limited, despite the fact that women entrepreneur numbers are rapidly growing across the globe. In particular, there is little empirical study on how women entrepreneurs identify opportunities, access resources and develop business networks. Floriculture is a booming agribusiness in Sri Lanka, especially for women growers. This research identifies the social reality of respondents and examines it objectively. The research used a mixed design, with questionnaire surveys. The interview sample was of floriculturists in Western Province. Variables of influence included support from family and from institutes. The study found that 76% of women sampled received support from their family and 16% support from other institutes. The results revealed that both strong ties and weak ties play a significant role in determining business growth for Sri Lankan women entrepreneurs.Keywords: Floriculture, social capital, strong ties, Sri Lanka, weak ties, women entrepreneurshi

The determinants of Middle Eastern immigrants’ entrepreneurial success in Australia

This study investigates, by way of a preliminary conceptual framework, determinants of successful firm performance of Middle Eastern immigrant entrepreneurs in Australia, using Social Identity Theory. In particular, drawing on the social identity theory and psychological capital, we develop a conceptual framework to examine the determinants of firm performance of these immigrant small business owneroperators. The influence of immigrants’ acculturation, perceived discrimination, utilization of social capital and entrepreneurial orientation have significant implications for their entrepreneurial success. The paper concludes with implications for immigrant entrepreneurship and policy development as a platform for future research.Keywords: Acculturation, firm performance, immigrant entrepreneurship, perceived discrimination, psychological capital, social capita

Using humor and boosting emotions: An affect-based study of managerial humor, employees&#039; emotions and psychological capital

Evidence from emerging scholarly investigations consistently points to managerial humor as fruitful new grounds to expand management knowledge and practice. In light of this, the present study examined managerial humor as an affective event at work that has short-term emotional and long-term psychological outcomes for employees. To test this empirically, we recruited a sample of 2498 Australian employees to participate in a field experience sampling study. We also considered the potential moderating effect of leader-member exchange on the humor-emotions relationship. Findings provide initial support for managerial humor as an affective event such that when employees perceived their manager&#039;s humor as positive they reported experiencing positive emotions, and vice versa. Importantly, employees with high-quality relationships with their managers responded to their manager&#039;s humor use with a greater number of positive emotions and fewer negative emotions than did employees with low-quality relationships with their managers. We argue that humor is an event that managers must responsibly manage in order to produce positive emotional experiences for employees and support healthy emotion regulation at work. We also discuss the conditions under which it is advisable for managers to use humor with employees, and suggest future research directions to develop this growing field of inquiry

Managing with Humor: A Novel Approach to Building Positive Employee Emotions and Psychological Resources

This book focuses on an emerging area of study in management: managerial humor and its impact on employees&#039; outcomes. Drawing from theoretical work that advocates humor as a managerial tool and building on existing theory and documented evidence on humor, the book explores how managers can use humor to positively affect employees short-term emotional states and long-term psychological resources at work, and thus reduce the likelihood of their leaving the organization. First, the book develops a theoretical framework for humor events at work and provides evidence-based findings on employees humor behavior within actual work contexts. Second, it explores how humor can be used to positively impact employees emotional states at work. In doing so, the book takes a multidisciplinary approach to humor by integrating theory and findings from the emotions literature, Positive Organizational Behavior, and Broaden and Build Theory into the humor literature. The book sheds new light on the consequences of managers use of humor for employees. It provides practical guidelines on how managers can use humor as an effective tool at work to bring about desired employee outcomes