Public services play an essential role in society, and every citizen uses them. They have traditionally been the principal means of implementing the political will, through policy development and implementation. Yet it is almost a national sport to criticise public servants. Their image is often poor, fed by television programmes such as Yes Minister. Common perceptions include that they have little real merit, do not work hard, are under little pressure to perform, are too powerful, are almost impossible to dismiss, and could benefit from some private sector experience. Such are the consequences of the career service model of employment that public servants enjoy. This thesis considers the much-maligned career service model of public sector employment relations, and asks how important it was, how it evolved, and why. First, it outlines the traditional understanding of public service employment, with its central tenets of merit, tenure, standardised conditions and political neutrality, all administered by an independent central personnel agency, and then explores the adoption, adaptation and reform of that model in three major western democracies - Britain, the United States and Australia. Then, it considers the implementation and evolution of that model in the Queensland public service from 1859 to 2000. The thesis argues that the traditional career service model was necessary to overcome problems of politicisation, corruption, insecurity and inefficiency that arose from the previous patronage model in the early 1800s. The model contained sound principles that were largely consistent with Westminster conventions, and were considered necessary for effective service in a political environment. Poor implementation of the model led to growing dissatisfaction by the late 20th century. However, rather than diagnose the problem as poor implementation and perhaps inadequate political leadership of the service, the career service model itself was found deficient, and was subjected to extensive reform through the weakening of its central tenets. The evolution of the career service demonstrates some circularity, as the problems of politicisation and insecurity that existed prior to the career service model begin to re-emerge.

La tesi analizza l'evoluzione storico normativa del rapporto di pubblico impiego concentrando l'attenzione sul trattamento economico, principalmente quello accessorio, esaminando le principali vicende della contrattazione collettiva in conseguenza della c.d. privatizzazione. / Analyses how salaries in the public sector are composed: one part is fixed and the other is variable. The variable element is an innovation from 1993, and may be linked to "payment by results".

Civil servants with close access to monarchs have often been seen as influential advisers. A specific group of civil servants were the Royal Secretaries in Sweden and Spain, and the Secretaries of State in England and France. They all held offices which gave them close and continuous access to their masters. In all the above-mentioned countries these civil servants were recruited from among groups divergent from the political, social and economic elite. This discrepancy in social status was most apparent in Sweden and Spain. In Spain this led to a political conflict between secretaries and the aristocracy, which in turn led to the marginalization of the secretaries; in Sweden a similar political conflict remained unresolved throughout the century. In England and France the old establishment was able to enclose both the administration and its members. In Sweden the aristocracy failed to integrate this new office-holding nobility, thus laying the foundations for the strengthening of a homogeneous group which politically was strongly supportive of the monarchs. In France, England and Sweden the secretaries could use their offices to influence political decisions. This became a problem in Sweden since the Royal Secretaries within their own group were well-integrated by family and friendship connections. By supporting the monarchs, they themselves gained support and towards the end of the century these socially inferior civil servants had grown in importance and formed a politically important group alongside the established nobility. / digitalisering@umu

Submitted by Kelly Ayala (kelly.ayala@fgv.br) on 2016-09-08T17:45:29Z No. of bitstreams: 1 Dissertação gisela resnitzky.pdf: 1864514 bytes, checksum: f682ccb6bdc88267020cba4394ff6b24 (MD5) / Approved for entry into archive by Kelly Ayala (kelly.ayala@fgv.br) on 2016-09-08T17:46:33Z (GMT) No. of bitstreams: 1 Dissertação gisela resnitzky.pdf: 1864514 bytes, checksum: f682ccb6bdc88267020cba4394ff6b24 (MD5) / Approved for entry into archive by Kelly Ayala (kelly.ayala@fgv.br) on 2016-09-08T17:48:43Z (GMT) No. of bitstreams: 1 Dissertação gisela resnitzky.pdf: 1864514 bytes, checksum: f682ccb6bdc88267020cba4394ff6b24 (MD5) / Made available in DSpace on 2016-09-08T17:49:45Z (GMT). No. of bitstreams: 1 Dissertação gisela resnitzky.pdf: 1864514 bytes, checksum: f682ccb6bdc88267020cba4394ff6b24 (MD5) Previous issue date: 2011 / This study aimed to describe how managers working for the Brazilian Federal Government reward and punish their subordinates, having as background Law number 8.112, that regulates laboral relations. The theoretical framework was based on international publications about rewards and punishments, on books about the subject, and on current legislation in Brazil. The method used was based on grounded theory, with adaptations. Civil servants which occupy or have occupied managing positions in Government were interviewed, in 5 Organs of Brazilian Direct Administration and 5 Organs of Brazilian Indirect Administration, all of them based in Rio de Janeiro, with the objective of building a model that expresses the existing reality. The use of performance appraisal has been distorted over time, not reflecting reality at work. The application of sanctions is avoided by managers. The result is the predominant use of informal rewards and sanctions. / A presente pesquisa teve por objetivo descrever como os gestores da Administração Pública Federal recompensam e punem os servidores sob sua subordinação, tendo como pano de fundo a Lei 8.112, que é o regime jurídico que rege as relações de trabalho dos servidores públicos federais. O arcabouço teórico fundamentou-se nos conhecimentos relativos a recompensas e punições existentes em publicações internacionais, em livros sobre o assunto, e na legislação vigente no Brasil. A pesquisa utilizou método baseado no grounded theory, com adaptações, sendo realizada por meio de entrevistas com servidores públicos ocupantes ou ex-ocupantes de cargos em comissão, em cinco órgãos da Administração Direta e em cinco orgãos da Administração Indireta, localizados no Rio de Janeiro, visando a construção de um modelo que demonstrasse a realidade existente. O estudo constatou que a utilização da avaliação de avaliação de desempenho como instrumento de recompensa e punição vem sendo sido desvirtuada ao longo do tempo, não refletindo a realidade laboral. A aplicação de sanções administrativas previstas em lei é evitada pelos gestores, fazendo com que tanto as recompensas, como as punições informais predominem na área pública.

Orientador: Angela Maria Carneiro Araujo / Tese (doutorado) - Universidade Estadual de Campinas, Instituto de Filosofia e Ciencias Humanas / Made available in DSpace on 2018-08-10T18:44:13Z (GMT). No. of bitstreams: 1 Pereira_MariaCristinaCardoso_D.pdf: 1630536 bytes, checksum: 9d4daf192703071fc57cf91cdf8f13a7 (MD5) Previous issue date: 2008 / Resumo: Nesta tese discuto as características e conseqüências da crescente procura da via judicial (a denominada ¿judicialização¿) para decidir questões que dizem respeito aos servidores públicos, e que poderiam ser resolvidas pela via da negociação entre Sindicatos e Estado. Analiso o período do presidente Fernando Henrique Cardoso (1995-2002), quando tivemos uma flexibilização generalizada dos direitos trabalhistas, tanto na esfera pública quanto privada. Com relação aos servidores públicos, observamos uma forte recusa, tanto pelo governo quanto pelo Supremo Tribunal Federal, em reconhecer o direito dos Sindicatos em negociar. O mesmo acontece com o direito de greve, apesar de ser constitucionalmente garantido. Demonstro que, apesar desta recusa, houve um crescimento dos sindicatos de servidores públicos durante este período, assim como do número de greves. Uma vez que a via negociada era negada, o número de ações na justiça aumentava, e direitos coletivos importantes foram decididos pela Corte. Finalmente, analiso o Sindicato Nacional dos Docentes do Ensino Superior (ANDES-SN), uma associação muito forte e ativa, e demonstro como o impacto da judicialização é negativo para Sindicatos e servidores / Abstract: In the thesis I discuss the characteristics and consequences of the increasingly request to Courts to decide questions regarding civil servants that could be solved by negotiation between Unions and the State (the so-called ¿judicialization¿). I analyze the period of President¿s Fernando Henrique Cardoso government (1995-2002) in Brazil, when we had a general flexibilization of labor rights, both in private and public sphere. Regarding civil servants we observe a strong refuse, both by the government and the Supreme Court (STF), in recognizing the Unions¿ right to negotiate. The same happens with the right to go on strike, although it¿s a Constitutional right. I show that, in spite of this refusal, there was a grown of the Civil servants Unions during that period, as well as the number of strikes. As the negotiated via was denied, the number of demands increased and important collective rights were decided by the Court. Finally I analyze the Union representative of the Professors of Public Institutions in Brasil (ANDES-SN), a very strong and active association, and demonstrate how the impact of Judicialization is negative to the Union and the servants / Doutorado / Doutor em Ciências Sociais

Despite deficient institutional practices, political resistance, and lagging public support for European Union (EU) membership, as well as the presence of two existential EU crises—the euro crisis and migration crisis—, the states of Southeast Europe (SEE) continue to adapt their domestic policies, procedures, legislation, norms and values to the EU’s acquis communautaire—Europeanization. The Europeanization literature explains that such processes of adaption are induced by incentives, and informed by the (limited) ability of each state to negotiate its membership requirements. However, given the degree of political and institutional weakness in SEE, in addition to the EU’s current apathetic stance towards enlargement, this dissertation questions the explanatory power of traditional, hierarchical conceptualizations of Europeanization. It in turn investigates the extent to which the EU and Southeast European candidates (SEECs) have employed new, ‘horizontal’ mechanisms of Europeanization that rely on cooperation, learning, and the co-production of outputs to overcome the technical and strategic problems facing the candidates. Very little work has acknowledged Europeanization outside of the traditional top-down-bottom-up dichotomy, and even less has attempted to specify and investigate the impact of these alternative mechanisms of Europeanization. To address this gap in the literature, this study traces incidents of civil servant cooperation (twinning) and Non-Governmental Organization (NGO) involvement in Croatia and Serbia, and assesses to what degree these mechanisms have helped Croatia and Serbia comply with the acquis. It argues that while the effectiveness of these mechanisms vary due to a number of factors, they have been vital to the accession processes of Croatia and Serbia. These mechanisms have helped align domestic and EU legislation, improved institutional procedures, fostered inter-ministry cooperation, updated policy frameworks, extended state programs to rural and minority populations, and encouraged more systematic public consultation, all of which have been deemed a necessary part of membership preparations. More broadly, these findings suggest a shift in EU-candidate state relations, and demonstrate that a more diverse set of actors and mechanisms are active in Europeanization and governance processes. In candidate states, and indeed even in some member states with weak institutional capacities, tense political environments, and an uncertain public, mechanisms that rely solely on conditionality have varied in their ability to induce domestic compliance. This dissertation contends that horizontal mechanisms that rely on socialization instead of coercion, may present a worthwhile alternative. / Graduate / crouchgb@uvic.ca

Philosophiae Doctor - PhD / The thesis examines the implications of Public Sector Reform (PSR) for public sector unions in Zambia. Using the case study strategy, the research investigates the Civil Servants and Allied Workers Union of Zambia (CSAWUZ) in Lusaka district under the rubric of PSR. The research is qualitative in nature. Two types of data were collected, namely, secondary and primary data. A sample of 25 key informants was engaged in the research. These informants include five managers of public institutions and 20 leaders of the CSAWUZ. The methods of multistage, purposive and snowball sampling were used to select the informants. Secondary data were collected by reading documents on PSR and trade unions while primary data were collected by conducting semi-structured interviews with the sampled informants. The data are analysed using the method of content analysis. The findings reveal that Zambia is characterised by a young, unskilled and impoverished population. The government faces challenges to deliver services especially in rural areas and to the female population. There are three major categories of government institutions in Zambia. These are central government, local government and parastatals. There are also different types of trade unions organising employees in these institutions. They include sectoral unions, enterprise unions, occupational unions, industrial unions, and federations of trade unions. However, the operations of these unions have been challenged by the reform of the public sector. Two generations of PSR have been implemented in Zambia. These are New Public Management (NPM) and post-NPM reforms. On the one hand, NPM reforms emphasised the effectiveness of market forces and the weakness of government regulation. On the other hand, post-NPM reforms emphasise the interconnectedness of stakeholders in the processes of policy formulation and implementation. These stakeholders include government, business, civil society organisations, employers and trade unions. The implementation of PSR is influenced by the interplay of a number of factors. These include the recognition of problems in the public sector, the emergence of a new ideology, and the presence of actors spearheading the reform of the public sector. The findings show that PSR involves changing the role of the public sector in the process of providing goods and services. Instead of the public sector being the only provider, it is a partner. As a partner, its role is to create an environment that encourages the growth of the private sector. However, this kind of reform negatively affects trade unions in the public sector. The effects include reductions in union membership, income and power. Although public sector unions are negatively affected by PSR, they have agency and do not just wait to become victims of the reform process. They make strategies to adapt to the changing circumstances. These strategies include diversifying the membership, servicing the membership, decentralising the organisational structure of the union, coordinating union activities, and forming alliances with external organisations dealing with issues affecting workers. This implies that trade unions in the public sector have opportunities to deal with challenges facing them under the rubric of PSR.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-01-21T14:02:53Z No. of bitstreams: 1 mariaangelicacostasimoesabdalla.pdf: 2369784 bytes, checksum: 754a6460a6fb85b6be6968f7d20fa6fb (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-01-25T18:46:16Z (GMT) No. of bitstreams: 1 mariaangelicacostasimoesabdalla.pdf: 2369784 bytes, checksum: 754a6460a6fb85b6be6968f7d20fa6fb (MD5) / Made available in DSpace on 2016-01-25T18:46:16Z (GMT). No. of bitstreams: 1 mariaangelicacostasimoesabdalla.pdf: 2369784 bytes, checksum: 754a6460a6fb85b6be6968f7d20fa6fb (MD5) Previous issue date: 2014-10-02 / A depressão vem se tornando mundialmente um problema de saúde pública, acomete milhões de indivíduos, impactando de forma negativa na vida dos trabalhadores e suas famílias contribui para a degradação da qualidade de vida, a perda da produtividade, a redução da renda familiar e, consequentemente, para perdas nas áreas econômicas e sociais dos países. Diante da importância da realização de pesquisas nessa área, tanto para o tratamento como para a prevenção dos quadros depressivos associados com a atividade laboral, o presente estudo teve como objetivos avaliar a prevalência de sintomas de depressão nos Técnicos Administrativos em Educação (TAEs) da Universidade Federal de Juiz de Fora (UFJF), traçar seu perfil socioeconômico, identificar os sintomas de depressão e analisar a associação entre o perfil socioeconômico e os sintomas de depressão nestes servidores públicos. Para isso foi realizado um estudo epidemiológico de delineamento transversal com 828 trabalhadores TAEs com idade entre 20 e 68 anos. Como instrumento de coleta de dados utilizou-se um questionário autopreenchível com questões sobre os sintomas de depressão através do Patient Health Questionnaire (PHQ-9), o estado de saúde geral e os fatores socioeconômicos (sexo, idade, estado civil, raça, escolaridade, religião, renda familiar, presença de filhos e estado geral de saúde). Os dados foram processados através do programa estatístico Statistical Package for the Social Sciences (SPSS), versão 2.0. A análise dos resultados revelou que 28, 8% das mulheres e 16, 1% dos homens apresentavam sintomas de depressão leve, sendo que a faixa etária de maior prevalência foi entre 20 e 50 anos. Quanto ao estado geral de saúde, dos servidores que o referiram como muito bom e bom, 15, 5% e 25, 6%, respectivamente, apresentaram sintomas de depressão leve. Dessa forma, o presente estudo sugere necessidade de se planejar e executar ações e programas preventivos em relação aos distúrbios mentais comuns, tais como a depressão, de modo a minimizar seus impactos sobre a qualidade de vida e sobre o trabalho dos servidores públicos federais. / Depression is increasingly becoming a worldwide public health problem, affecting millions of individuals, negatively affecting the lives of workers and their families, and contributing to the degradation of quality of life, lost productivity, reduced family income, and consequently to losses in the economic and social spherein many countries. Given the importance of conducting research in this area, both for treatment and for prevention of depressive disorders associated with work-related activity, the present study aimed to assess the prevalence of symptoms of depression in the Administrative-Technical Staff in Education (TAEs) at the Federal University of Juiz de Fora (UFJF), to outline their socioeconomic profile, identify symptoms of depression, and analyze the association between the socioeconomic profile and the symptoms of depression in these public servants. To this end, an epidemiological cross-sectional study with 828 TAE workers, aged between 20 and 68 years, was conducted. The data collection instrument was a self-administered questionnaire covering the symptoms of depression using the Patient Health Questionnaire (PHQ-9), general health status, and socioeconomic factors (gender, age, marital status, race, education level, religion, family income, presence of children and general health status). The data were processed using the statistical program, Statistical Package for the Social Sciences (SPSS), version 2.0.The results revealed that 28.8% of the women and 16.1% of the men showed symptoms of mild depression, the age group between 20 and 50 year shaving the highest prevalence. As to the general state of health, of the workers classified as very good and good, 15.5% and 25.6%, respectively, showed symptoms of mild depression. Thus, this study suggests the need to plan and execute preventive actions and programs for common mental disorders, such as depression, in order to minimize their impact on the quality of life and the work of federal public servants.

This study is a comparative study of government ethics documents in Sweden and Denmark. It explores how the role of civil servants and their relationship with politicians are described in the ethical documents of both countries. The study aims to identify and analyze the types of civil servants emerging from these documents, their loyalties, and their political and administrative autonomy. The thesis employs a qualitative content analysis method to examine the documents, considering the differences in administrative traditions and political-administrative institutions in the two Nordic countries. The study contributes to understanding the public administration and ethics within the specific contexts of Sweden and Denmark.

Employees in the workplace face many challenges that cause stress. Despite these stresses many cope and remain positive. This study investigated positive psychological functioning among civil servants and explored how they functioned despite stressors in the work environment. The constructs of locus of control, sense of coherence, engagement and their relationship to the burnout construct (viewed as the opposite end of the wellness continuum) were used to examine this behaviour. Results showed that high sense of coherence, locus of control and engagement scores resulted in low burnout scores. Internal control and meaningfulness were found to be significant predictors of engagement. Employees will therefore be engaged in their work only if and when they display and/or are allowed to exhibit emotional meaningfulness in their work and their relationships, and when they behave and make decisions from an internal motivation. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)