Innovations in the public services have become mandatory to provide more efficient and secured services to the citizens. In today&#039 / s fast changing technological environment, the sustained management of innovation is the most vital executive task for the organizations. Identification of the technological innovation process is required in order to manage innovation in the public organizations. This thesis study aims to build a technological innovation model for public organizations in Turkey identifying technological innovation process, stakeholders of the process, sources of innovation, obstacles of innovation and driving forces of innovation. In this research study, strategically important organizations, including all ministries and the pioneer public organizations that perform technological innovation projects are analyzed. In the research study, case study is used as a research strategy and interviews are used as data collection methods. Using collected data / data sets are produced and presented in tables. Data analysis results enable to identify technological innovation process, stakeholders of the process, sources of innovation, barriers of innovation, and driving forces of innovation. Consequently, in accordance with the findings of the study, a new technological innovation model that may pave the way for technological innovation projects and enable successful management of innovation process is constructed. The proposed model lights the way of managers for their innovation projects by means of determining unclear innovation process and identifying the inputs and outputs of the process. Moreover, this study is a guide for managers in public organizations identifying possible obstacles and offering solutions, identifying driving forces to accelerate the innovation process, emphasizing the importance of interaction between the stakeholders.

The present study intends to examine the influence of workplace bullying incidents on the organizational justice perceptions of targets and by-standers with respect to organizational procedures, supervisory treatment and distribution of pay/reward schemes together with the performance of organizational citizenship behavior. For this purpose, six different public institutions in Ankara and Izmir are selected. A total of 288 white-collar public employees filled out the questionnaire where one third of the participants label themselves as being exposed to workplace bullying behavior in the last six months. As hypothesized, findings support the view that workplace bullying experience plays a significant negative role in organizational justice and citizenship behavior perceptions after controlling the significant effect of demographic variables. Besides, within this context, the ultimate effect of bullying on employees is bifurcated in terms of whether an individual has either target or bystander status.

Workplace learning is essential to the continuous improvement and competitiveness of organizations. Antecedent training conditions are crucial for training participation. Despite its recognized importance, few studies have proposed theory-based models for predicting the antecedents of training participation. The principal objective of this study was to test the theory of planned behavior (TPB) for predicting public sector training participation. The second aim was to elucidate the factors that influence, directly or indirectly, employee intentions to participate as well as training participation behavior. The third aim was to test the psychological mediators of past behavior and perceived organizational support on training participation intention of public sector. A sample of 1,108 participants was analyzed by structural equation modeling and hierarchical regression analysis to assess path suitability and significance. The empirical results confirmed the applicability of theory of planned behavior for predicting training participation in the public sector. However, the relationship between past behavior/perceived organizational support and intention to participate was only partially mediated by the direct measures of the TPB. This research adds to the extant training participation literature in several ways. First, it applies the TPB model to develop and examine the behavior and intention of participation in training, and the empirical studies conducted to date have not focused on this field. Second, it identifies several constructs and relationships that are new to this area. Third, this study demonstrates that TPB is a proper way to conceptualize the relevant training constructs. This study can help the public sector managers to encourage employees¡¦ participation in training by improving the time availability and assigning current workload, strengthening social support from family members, co-workers and supervisors. Finally, research limitations and areas for future research are discussed.

The purpose of this dissertation is three-fold. First, it explores whether or not experience with strategic planning increases comprehensiveness of the strategic planning process. Second, it investigates the potential impact of comprehensive strategic planning processes on performance. The final rationale for this dissertation is to determine whether the impact varies according to the dimension of performance analyzed. This exploratory study uses a unique data set that combines the performance measures of select local government departments from the International City/County Manager's Association and an original survey of the heads of those departments to determine their strategic planning practices. The dissertation utilizes an evaluative approach by analyzing the practical significance of the potential impact including correlation, differences between groups, and effect size. These analysis taken together can help demonstrate a potential relationship where regression analysis would be inappropriate due to small sample size. The findings justify further studying these questions about strategic planning in the public sector. First, the analysis demonstrates that departments with more strategic planning experience have higher mean comprehensiveness than departments with less experience. Second, though the findings are mixed concerning the impact of comprehensive processes, the majority of the findings support the hypothesis that more comprehensiveness leads to better departmental performance. Finally, the mixed findings demonstrate that strategic planning comprehensiveness impacts different dimensions of performance differently.

由羅伯.柯普朗(Robert Kaplan)與大衛.諾頓(David Norton)創始的平衡計分卡，自1992年推展以來受到各界廣泛的注意，哈佛商業評論其為75年來最具效力之管理工具，美國『Fortune』雜誌一千大企業中已有超過半數導入平衡計分卡。近年來，平衡計分卡也逐漸受到國內企業界的重視，許多的研究針對平衡計分卡在民營企業的導入與效益多所探討;但是在公營單位的研究則相對較少，由於公營單位在組織架構與管理方法有明顯的不同，實有必要對平衡計分卡在公營單位應用的實務作進一步的研究。 本研究以一公營自來水事業單為研究對象，探討公營單位如何建立其平衡計分卡制度。本研究認為公營單位導入平衡計分卡的步驟為: 1.釐清組織使命、願景與擬定策略重點， 2. 根據策略重點發展公司層級策略目標， 3.建立公司層級策略因果關係圖， 4.訂定策略性關鍵績效指標， 5.設計發展策略行動方案。 另本研究以技術面、組織面、人為面與程序探討個案導入平衡計分卡過程面臨的問題，並提出建議。 / The Balanced Scorecard (BSC) has widely drawn attention from industries since it has been founded by Kaplan and Norton in 1992. Harvard Business Review praises it as the most powerful management scheme for over the past 75 years. More than half of 「Fortune」1000 cpmpanies have introduced BSC to measure their strategic performance. In recent years, BSC also catches the attention from local companies. Many studies were published to reveal the practice and effectiveness of BSC implemented to private sectors. The study to public sectors, however, is relatively less popular than private ones. Public sector is different from private ones both in organization hierarchy and ways of management. Therefore, it is important to study more about how BSC implemented to public sectors. This research conducts a case study of how BSC implemented to public sectors by adopting BSC to a public water supply division. It was found from this research that the steps to implement BSC to public sector are, 1. Calrify organization’s mision and vision, define strategy theme. 2. Develop company level strategy objectives based on strategy theme. 3. Develop company level strategy map. 4. Define company level key performance indicator. 5. Develop strategy initiatives. This research also reveals the problems resulted from the BSC implementation in term of organizational, human related, technical and procedure aspects. Rrelative suggestions are proposed by this reseacher to eliminate the problems.

The public sector in Sweden has in recent decades undergone a large change due to market and liberalism impact. This change has meant that marketing communication and its concepts have been adopted by administrative authorities. In this thesis, we used governmentality, social constructivism and an interpretive perspective to examine the staff at the County Administrative Board in Kalmar County and their experiences and opinions of the concepts ”customer” and ”trademark”. The study was designed as a case study with qualitative interviews. The study showed that the experiences can be divided into three categories: those that are positive, those who are worried and see risks as well as those who believe the concepts are just empty words. We also discovered that there was a discrepancy between the management's view of the market influenced communication, which was positive and more liberal, and the rest of the staff which emphasized the traditional bureaucratic rhetoric.

The purpose of this dissertation is to analyze how managerial discretion is influenced by the environment and, thereby, increase the theoretical knowledge of the concept. Hambrick and Finkelstein (1987) introduced environment as a level affecting managerial discretion. However, the authors only discussed it in an industry context. Moreover, in this dissertation we developed the environmental level by adding two more contexts. Thereby, a theoretical input –and output model were created. These include three environmental sublevels: Industry characteristics, public sector and transition economy. The analysis is under a strategic perspective, which defines top managers’ discretion as the latitude of strategic actions. Hence, managerial discretion varies in the scope of available actions influenced by environmental factors. To fulfill the purpose of this dissertation, the methodical approach is a case-study. Thus, the data consists of interviews, observations and public documents collected in a governmental organization. The findings have shown that a dynamic environment, such as a country undergoing a transition, provides context-specific factors affecting the degree of managerial discretion. Context-specific factors, such as powerful outside forces and quasi-legal constraints can increase and/or decrease the degree of top managers’ degree of discretion. The conclusion summarizesthe findings of how the different factors within each sublevel, affect the degree of managerial discretion. Moreover, the conclusion also contains the contributions of this dissertation. Firstly, the study contributes to the theory of managerial discretion, by introducing context specific factors within the public sector and a transition economy. Secondly, the study enhances the empirical knowledge about the concept, by providing new empirical evidence of managerial discretion. Finally, the results of this dissertation can help policy makers as guidelines when implementing policies. Recommendations for future research include adding the governance perspective, and/or conducting a comparison research with different organizations/contexts.

This study looks at the differences in lean project management between projects done in the public sector and projects done in the private sector. The private sector consist of companies around Sweden, while municipalities are representing the public sector in this study. This study is based on the understanding that the lean philosophy can have advantages for the efficiency of project management, both for the private and the public sector, knowing that there are differences in the nature of these organizations. This thesis begins with an introduction that explains the theory that is important for this research, and that describes the research gap that has been found. The research gap is the basis for the research questions. After defining the research questions, an examination has been done on existing literature about the concepts of lean, project management, project managers, and lean project management. Prior research gives ideas about the challenges project managers encounter, and shows in what way lean can influence the efficiency of projects. As part of this qualitative research, and with an inductive approach, 12 semi-structured interviews have been conducted. During this interviews, project managers and persons with a connection to projects in the different organization were asked to describe projects in their organizations. This study is exploratory and has a cross-sectional design as the center of attention was on different organizations from both the private and the public sector in different parts of Sweden. In the analysis the results of the interviews are categorized and interpreted. The results show that projects are used in every organization, making use of, in almost every case, a project model which makes sure that different projects are run in similar ways. Although different organizations make use of the principles of lean, no organization is implementing the ideas completely. Major differences that have been found are differences in the background of the project manager, the level of standardization of projects, and differences in efficiency that in many situations are caused by legislation. It became clear that projects in the private sector are organized in a stricter way, with experienced project managers that follow project models strictly. In the public sector projects are mostly led by project managers that are interested in a certain project, and in those organizations project models are not followed strictly. As for lean projects, we have found no real evidence that any organization is currently having projects organized according to the lean principles. This can be expected however, seeing that lean project management is a generally unexplored part of the lean philosophy.

Smart acquisition was the change programme introduced at the end of the twentieth century charged with transforming the effectiveness of defence procurement within the United Kingdom. The initiative was rolled-out as a cornerstone of the Blair government’s strategic defence initiative from 1998 onwards and represents, today, the management philosophy, public sector organisational structures and UK industrial strategy for delivering defence equipment. This research seeks to understand the manner and extent of changes to defence procurement derived from the smart acquisition initiative, viewed as a ‘technology’ through which government exercises power. Accordingly, understanding smart acquisition develops and deepens our knowledge of the nature of government itself. I offer, initially, in chapters 1 and 2 an introduction to smart acquisition, its background and historical antecedence. I discuss the methodology employed for interrogating the phenomenon as an auto/ethnographical study of UK defence practices. Chapter 3 details the factors that drove defence reorganisation, whilst chapter 4 derives smart acquisition as rational and benign managerial change. Chapter 5 critiques this perspective by unveiling smart acquisition as a neoliberal construct through which government procures and cements assemblages of regimes of control and socialisation, legitimised through managerial narratives and governmentalist forms. A revised critical analytical model of smart acquisition embracing governmentalist notions is, consequently, provided in chapter 6. Chapter 7 introduces a specific defence procurement project team and describes its transformation strategy and emerging business model. In chapter 8 the project team is superficially revealed as a rational change agent embedding and embracing management reform. Chapter 9 critiques this, presenting the team as a constructed governmentalist regime, an expression of control, socialisation and surrender of agency. Chapter 10 concludes the research by observing that smart acquisition is a complex set of understandings and a multiplicity of forms and discourses.

Syftet med vår studie var att undersöka hur organisatoriska faktorer som krav i arbetet och stödfunktioner kan påverka grundskolans mellanchefers förutsättningar att vara tillgängliga för medarbetare enligt medarbetarnas förväntningar. För att får svar på vårt syfte använde vi oss av en kvalitativ metod med semistrukturerade intervjuer. Resultatet från vår kvalitativa undersökning analyserade vi med hjälp av teorier kring krav i arbetet, kontrollspannetsbetydelse, mellanchefers behov av stöd och chefen som stötdämpare. Resultatet visar att medarbetarna förväntar sig att chefen är nåbar och tar sig tid genom att faktiskt lyssna aktivt när medarbetaren behöver det. Hur stödet ser ut påverkar hur mycket tid chefen kan lägga på att vara tillgänglig enligt medarbetarnas förväntningar. Ett stöd som fungerar frigör tid med medarbetarna medan ett ofungerande stöd istället tar tid från medarbetarna. Kraven på cheferna ökar, möjliga faktorer handlar om att omvärlden förändras och då ändras även arbetets förutsättningar som exempelvis fler uppgifter att hantera. / The aim of our study was to examine how organizational factors such as job demands and support can influence primary school middle managers opportunities to be available to subordinates under subordinates' expectations. To answer our purpose, we used a qualitative approach with semi structured interviews. The results was analyzed using theories of job demands, span of control, middle managers need for support and a theory about middle managers acting as a shock absorber between subordinates wishes and the managements demands. What kind of support the manager have affects how much time the manager can spend on being available for the subordinates. If the support isn´t adapted for the managers situation, the result will be more unnecessary duties for the manager and less time for the subordinates. The results show that subordinates expect the middle manager to be reachable and to take time to priority the subordinate when the subordinate needs it. Even if the manager can prioritize subordinates needs today, changes inside and outside the organization leads to higher demands on the managers.