PurposeThe purpose of this paper is to highlight the most prominent barriers to public sector innovation, but also display what an innovation hub can do to help bypass such barriers.Design/methodology/approachThis is an embedded case study with a deductive approach investigating innovation barriers in the public sector after a model of 8 different barriers which are all examined through a theoretical thematic analysis.FindingsLimited resources, poor leadership as well as limiting laws and regulations were revealed to be the greatest barriers to public sector innovation. A lack of incentives and rewards and resistant users and suppliers were deemed not to hinder innovation especially. Innovation hubs can help bypass these barriers by bringing in external resources as money and substitutes, but also by offering public sector employees a platform to meet between organizational units, thereby allowing them to circumvent risk-avoiding cultures and ill-fitting structures to innovation that tend to exist in the public sector.Research limitations/implicationsThe study is limited to innovational projects of one hub, situated in a relatively small town in Sweden. The results might not be fully transferable to other countries or contexts.Practical implicationsThe results of the study could give an indication to public sectors what use an innovation hub can have in bypassing barriers to innovation.Originality/valueFew studies have addressed the role of innovation hubs in the public sector, especially in combination with innovation barriers.

Thesis submitted in fulfilment of the requirements for the award of the Degree of Doctor of Philosophy (Library and Information Science) in the Department of Information Studies at the University of Zululand, South Africa, 2013. / Agriculture is the dominant sector in Zimbabwe’s economy, contributing significantly to the Gross Domestic Product (GDP) and providing an income to over 75% of the population. Agricultural research and extension is undertaken in both public and private sector institutions across the five agro-ecological regions of the country. The aim of this study was to investigate the information needs and challenges of agricultural researchers and extension workers in the public sector in Zimbabwe. The government is responsible for agriculture in Zimbabwe through the Ministry of Agriculture, Mechanisation and Irrigation Development (MoAMID). The study focused on researchers falling under the Department of Research and Specialist Services (DR&SS) and extension workers under the Department of Agricultural Technical and Extension Services (AGRITEX). The study utilized both quantitative and qualitative methods; a questionnaire was distributed to researchers and extension workers, and interviews were conducted with key informants and librarians. An observation schedule on the state of agricultural libraries in Zimbabwe was also used. The respondents were drawn from eight provinces and research institutes as defined in the target population. Mashonaland Central Province produced the highest number of respondents because the population for the province included ward and village extension workers in addition to the district and provincial extension officers and supervisors targeted in each province. Forty four (44) districts participated from the projected sixty (60), while sixteen (16) out of seventeen (17) research institutes responded, although there were variations in responses per institute. The findings of the study indicated that the respondents held qualifications ranging from certificates (for extension workers at ward level) to doctorates for senior researchers in their respective areas of work. The study also showed that the agricultural researchers were generally younger than extension workers, and on average the majority of both categories of respondents had less than 10 years working experience. The majority of the respondents also had less than five years working experience in their current positions. In terms of gender, there were more males than females in both categories of respondents. The study revealed that the information needs of the researchers and extension workers aligned with the major agricultural disciplines of crop science, animal science, agricultural engineering, although agricultural economics did not attract prominence. v The respondents were using various sources of information in fulfilling their information needs, ranging from libraries to internet sources (including databases and other electronic sources), consulting colleagues, workshops and seminars, and personal collections. The level of usage and preferences differed, but overall agricultural researchers showed a preference for electronic sources while extension workers preferred print sources. Departmental collections were especially prominent among the extension workers, and these were mentioned as their first point of call when they were in need of information. Library usage was low, and it was observed that the Ministry of Agriculture’s libraries were not adequately equipped to meet the information needs of the researchers and extension workers. The materials were dated, and the libraries had no budget for the acquisition of new resources. Internet access was limited to institutions with access to internet connections and requisite technologies like computers; the TEEAL database, for example, was only available on standalone access at the Central Library. The different available resources were considered to be important sources of agricultural information. The use of indigenous knowledge by both researchers and extension workers in agriculture was also evident in the study. The study revealed that agricultural research prioritisation was determined by the government, national needs, and the availability of funds in consultation with relevant stakeholders, including farmers. The research extension model that is used suggests a communication pattern where researchers reach the farmers through the extension system and also through direct contact with the farmers. The reverse – farmer to researcher - also shows communication in the opposite (upward) direction. Overall, the researchers and extension workers appear to play a pivotal role in disseminating agricultural information to the farmers. Various channels also appear to be used to communicate agricultural information, including the media, pamphlets and posters, and public gatherings like field days and agricultural shows. Lack of material in local languages was identified as a major challenge in the communication process, although some translation was being done. This challenge was exacerbated by the land reform programme, which has seen a massive increase in the number of people directly involved in farming. The Ministry of Agriculture was seen to lack a clear policy on the management of information generated by its departments, including research and extension. This was vi despite mention by the respondents that the information was adequately captured. The study showed that ICTs were used to generate information which was subsequently distributed as hard copies. The distribution of such material was hampered by lack of resources like printers and toners. ICTs such as the radio, television, the internet, databases, and telephones were also being used to disseminate agricultural information, although databases were hampered by the lack of computers. Mobile phones, although not readily available as office equipment, were highly utilised in the communication process. The study revealed that there is collaboration between agricultural researchers and extension workers and with other stakeholders at both local and international level in the areas of material production, research facilities, and training. Linkages were also evident with farmer organisations in the areas of funding, farm research, and materials production. The study concluded that funding was one of the main challenges facing research and extension in Zimbabwe, with donor funding having dried up in recent years. Although privatisation and charging for services have been considered as alternatives for income generation, they face criticism for discriminating against poor farmers. The study recommends that the Central Library should be empowered in terms of personnel and other resources in order to address the information needs of researchers and extension workers. It also recommends the strengthening of the delivery of research and extension services by capacitating research and extension institutions through adequate ICTs, funding and enhanced collaboration with relevant stakeholders among other issues. / University of Zululand

Retention of personnel should form and remain part of the core business of all government institutions which intend to remain competitive in the world where swords of war on talent continue to erode the public sector. The aim of the research was to unmask and understand the challenges on implementation of retention policy within the department of Home Affairs. A qualitative study was undertaken and literature review on retention, staff turnover, labour turnover, talent and manpower was conducted. Relevant secondary data were searched and interviews undertaken with senior and middle managers of the Department responsible for policy development and implementation, constituting the main source of primary data. The research revealed that most senior and middle managers in the Department are not aware of the existence of the Department„s retention policy and thus contribute to its non-implementation. Challenges on implementation of the policy were also found to be associated with poor leadership, emotions and lack of defined skills needs, lack of communication and a poorly co-ordinated approach towards the implementation process. Retention is a critical factor to success and each organisation has to develop a systematic approach to address turnover challenges based on its unique needs.

Good infrastructure and equitable distribution of resources are critical factors in securing equal health care access to all. Poverty, food production and distribution, water, sanitation, housing, environmental protection and education all impact on health (Lee and Mills, 1983). Despite the multi-dimensional determinants of health and healthcare, one of the most noticeable challenges facing the health care system is that of human resources. Health care systems cannot function optimally without sufficient levels and adequate distribution of health care personnel. Brain drain in South Africa is one of the critical areas of concern according to the Health Minister (Poggenpoel, 2004). Recruitment and retention of health care workers within public health institutions is still one of the most critical challenges facing South Africa. Poor working conditions; limited consumable resources and mismanagement of facilities aggravate the problem of shortage of skilled health care personnel. Limited private practice (LPP) is seen as one of the many mechanisms to retain health care personnel. Limited Private Practice or moonlighting allows for government or state employees to perform private duties within certain time parameters. LPP is common in many developing countries, including South Africa. This study focuses on the health professionals engaging in limited private practice in South Africa. Remunerative Work Outside Public Sector (RWOPS) is potentially an alternative term used for LPP in South Africa. The study focuses on the evolutionary process of the RWOPS policy and explores the attitudes and perceptions of the health professionals and management at the Johannesburg Hospital with regards to the RWOPS policy. Policy documents, press releases, international studies and official documents collected through searches on the world-wide-web have provided the bases for the evolutionary process of the study. The perception and attitudes were determined through a selfadministered structured questionnaire. Participants were randomly selected from a list obtained from the Johannesburg Hospital Human Resource personnel. Some participants were selected using snowball sampling. A total of forty two questionnaires were handed out to the respective participants with feedback from thirty five participants. The questionnaire compromised of closed and open ended questions. The sample population consisted of the following participants: · Nursing personnel (these included nurses at all levels, professional nurses, senior nurses, chief nurses as well as representatives from DENOSA) · Doctors (all levels registrars, senior registrars, Head Of Department’s, consultants and reps from SAMA) · Management (the CEO and some human resource personnel responsible for processing the RWOPS applications) · Allied Health Professionals (all levels of physiotherapists, occupational therapists, pharmacists and the speech and hearing therapists) The results are presented graphically. The data was thematically analyzed allowing the researcher to identify the role of the key actors in the implementation process. The Walt and Gilson (1994) model was used to analyze and assess the RWOPS policy. A pilot study was conducted to determine if the validity and reliability of the questionnaire in determining the role, attitudes and perceptions of these key actors with regards to the RWOPS policy. The pilot study was included in the actual sample population. Management n=2; doctors n=11; nurses n=15 and allied health n=7 were the total number of respondents. Most individuals felt that a shortage of human resource was the most critical challenge. Most participants are not familiar with the RWOPS policy even though seventy seven percent of the participants answered yes to being familiar with the policy. The expectation from many participants was for them to receive substantial financial incentives through the policy. This relates the lack of knowledge on the policy terms. Participants also felt that certain professions and individuals benefited the most from the RWOPS resulting in animosity amongst health care workers at the Johannesburg Hospital. The questionnaires indicated that there was minimal input from all the relevant key actors. This lack of consultation with all relevant actors or perhaps a miscommunication amongst the relevant players may have contributed to the abuse of this policy.

There is a lack of understanding of the factors that determine one's motivation to share knowledge within a public sector community of practice. Additionally, the impact of knowledge sharing in communities of practice on the work performance of members remains under-investigated. The purpose of this study was first to investigate how motivational factors, enablers and barriers influence knowledge sharing within a community of practice in a public organization and, second, to examine how community of practice members' work performance is associated with knowledge sharing. Findings are as follow. First, all three motivating factors considered in the study, community related considerations, normative considerations, and personal benefits, were found to have a unique contribution to the variance in knowledge sharing. Second, results showed that three enablers have a significant main effect on knowledge sharing: social interaction, reward, and support. Third, two of the four barriers, degree of courage and degree of empathy, which measured organizational culture, were found to have a significant main effect on knowledge sharing. Fourth, the interaction of normative consideration with social interaction, personal benefit with support, and normative considerations with courage had a moderating effect on the relationship between motivating factors and knowledge sharing. Fifth, there was a moderate positive correlation between knowledge sharing and work performance. Trust and reward were not significant predictors of one's willingness to share knowledge in a community of practice

We live in a society where more and more services are available online, and to an increasing extent, people expect that there should be a digital solution. The demand for digitalization of the public sector is increasing. However, at the same time, there are requirements for public activities to handle tax funds responsibly and not buy more expensive solutions than necessary. Here, cloud providers are often used to solve the equation of being both efficient and economical - and not least secure. The problem is that after a judgment in the Court of Justice in the European Union (Schrems II), cloud-based solutions supplied by US-based providers appear to be legally prohibited as their use violates the GDPR. GDPR complicates the digitization work by creating uncertainty about what a public organization is allowed to do. The research question to help shed light on this issue is “How can the public sector in Sweden use US cloud providers in the light of Schrems II?” This research uses design science as a research method to find the critical factors to support the use of US cloud service providers and use the factors as requirements. As the problem is practical, action research is used as a research strategy. The primary data collection methods are interviews of subject matter experts for their knowledge and direct insight into the problem, document research of mostly official documents as a knowledge base for the research with their validity and reliability, and a variant of brainstorming for new perspectives. Thematic analysis is used to analyze the results and help define the requirements for using US cloud providers in the public sector, along with explanation and root cause analysis. The GDPR is clear about third country transfers, but the additional laws and demands cause uncertainties on applying it and for which kind of data. The critical factors found are contributing laws, data classification, risk management, internal procurement,routines, employee knowledge level, and the need for documentation. These results led to a conclusion that open, public data is the only kind of data for which it is possible to use US cloud providers. After carefully examining the critical factors, some public organizations have chosen to use US cloud services for other data types, as they decided it was the safer choice. EU and the US have just agreed on the principles of a new trans-Atlantic data transfer treaty. This treaty must solve several problems to guarantee an adequate level of protection, and the probability that this will be met creates continued uncertainty in the affected organizations. One thing is clear - an organization that meets the critical requirements is firmly facing whatever future may come.

Over more than three decades, there has been a sustained interest in strategic planning in the public sector to secure positive outcomes and long-term growth. However, several authors argued that strategic planning is limited, costly, time consuming and not producing the needed outcomes. Previous research has focused almost upon developed, and not on developing countries, for instance, the Kingdom of Bahrain. This gap in the knowledge provides the justification for this research. Using survey method, this research aims to explore strategic management practices in the public sector of Bahrain. Using both interviews and questionnaires as the mixed methods was more convincing and produced more comprehensive findings and hence stronger credibility. The findings reveal that the strategic management process was not effective in the researched organizations in the strategic formulation stage, the strategic implementation stage, and the strategic evaluation stage. The findings also reveal that there is a low satisfaction level with strategic management process within most of the organizations surveyed. Moreover, the findings revealed that the progress in the transition from strategic planning to a strategic management approach was limited. However, some of the organizations were found to be at the start of such a transition and this may be a good sign. Additionally, the findings reported many leading edge elements that are closely related to this transition, and help to successfully implement organizational objectives. Finally, the present research is proposing a strategic management model to increase the ability to formulate, implement and evaluate better future governmental strategic plans.

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