Research report presented to SBL, Unisa, Midrand. / The purpose of this research is to investigate the impact of employees’ perceptions on the effectiveness of the board in the public sector. The units of analysis relevant to this research were the board of directors and the employees in the public sector. Thus, two questionnaires were designed: one for the board members, and the other for employees. The questionnaires were designed around various themes aimed at establishing the following: whether employees in the Public Sector perceive their Board of Directors to be effective, whether the Board of Directors in the Public Sector believe that their effectiveness is impacted by employee perceptions, and to determine what factors need to be in place to promote a positive relationship between employee perceptions and board effectiveness. The survey confirmed that the board members do believe that they are effective in the execution of their functions. The employees do agree that the board plays an important role in organisations, that organisations will be impacted negatively without the direction of the board, and that the board is conducting its roles and responsibilities as effectively as possible. In terms of whether the board of directors in the public sector believe that their effectiveness is impacted by the employees’ perceptions, the results from both the employees and members of the board were inclined towards ‘agree’ on the Likert scale. The survey also revealed that the prevalence of other factors in the organisation, (Transparency and Accountability, Communication, Stakeholder Relations Strategy, Board’s high Ethical Standard, Speedily Resolution of Labour disputes, Commitment to employee development, and Consistency in policy implementation), will have a high impact in their organisations, particularly in promoting a positive relationship between employee perceptions and board effectiveness.

This study was exploratory in nature, with the purpose of examining the relationships between working Baby Boomers’ knowledge of retirement health benefits and health costs and actions they have taken to prepare for retirement. An online survey was completed by 209 Baby Boomers who are employed by three city governments in the Dallas-Fort Worth Metroplex. The research showed that health benefits knowledge does not predict retirement preparation but that Baby Boomers who demonstrate higher levels of knowledge-seeking behavior are more likely to undertake retirement preparation, specifically by purchasing an annuity. Among public sector working Baby Boomers, retirement preparation activities are found to be minimal. Age was found to predict knowledge-seeking behavior, in that older vs. younger Baby Boomers are more likely to engage in knowledge-seeking behavior related to retirement preparation. Current knowledge about health benefits does not predict retirement preparation.

Research report presented to SBL, Unisa, Midrand. / The purpose of this research is to investigate the impact of employees’ perceptions on the effectiveness of the board in the public sector. The units of analysis relevant to this research were the board of directors and the employees in the public sector. Thus, two questionnaires were designed: one for the board members, and the other for employees. The questionnaires were designed around various themes aimed at establishing the following: whether employees in the Public Sector perceive their Board of Directors to be effective, whether the Board of Directors in the Public Sector believe that their effectiveness is impacted by employee perceptions, and to determine what factors need to be in place to promote a positive relationship between employee perceptions and board effectiveness. The survey confirmed that the board members do believe that they are effective in the execution of their functions. The employees do agree that the board plays an important role in organisations, that organisations will be impacted negatively without the direction of the board, and that the board is conducting its roles and responsibilities as effectively as possible. In terms of whether the board of directors in the public sector believe that their effectiveness is impacted by the employees’ perceptions, the results from both the employees and members of the board were inclined towards ‘agree’ on the Likert scale. The survey also revealed that the prevalence of other factors in the organisation, (Transparency and Accountability, Communication, Stakeholder Relations Strategy, Board’s high Ethical Standard, Speedily Resolution of Labour disputes, Commitment to employee development, and Consistency in policy implementation), will have a high impact in their organisations, particularly in promoting a positive relationship between employee perceptions and board effectiveness.

The current study analyzes the impact of ethical work climates (caring, law and code, rules, instrumental and independence climates) and perceptions of organizational justice (distributive, procedural and interactional justice) on workplace deviance (organizational and interpersonal deviance) which is associated with huge financial, social and psychological costs for the organizations and organizational members. The findings of the research are based on a quantitative survey conducted among 219 employees in a public organization. The results obtained after controlling the significant effect of demographic variables revealed that it was only the perceptions of procedural justice that had a significant negative impact on organizational deviance. Distributive and interactional justice predicted neither interpersonal nor organizational deviance. Among the ethical work climates, caring climate was found to be the only ethical climate type that predicted organizational deviance. The remaining types of ethical work climates had significant relationships with neither one of the interpersonal or organizational deviance. Results also showed that ethical work climate was a better predictor of organizational deviance than interpersonal deviance.

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.

This diploma thesis focuses on determining the internal and external factors (both economic and social) that affect the motivation of civil servants to conduct and perform their work activities in ministries of the Czech Republic.The research that forms the basis for it is primarily a follow-up to the quantitative research of prof.PhDr.Arnošt Veselý, Ph.D. The diploma thesis is multidisciplinary and not only deals with human resource management in terms of its functionality, efficiency, and effectiveness, but also in terms of its influence on, among other things, public policy, sociology, psychology and public economics. The theoretical part is based on the theory of motivation (Madsen), McGregor's theory of X and Y, Maslow's hierarchy of needs and the theory of bureaucracy (Weber). The work is theoretically and methodologically anchored in the findings of alternative action theory (Weinberger, 1997), the ontology of ethical phenomenon (Hartmann, 2002) and the concept of public accountability (Veselý). The empirical part includes the results of qualitative research conducted in the form of semi-structured interviews with 17 ministerial officials across 8 ministries of the Czech Republic. During the interviews, research topics were presented in the form of questions, the answers to which were...