Os motivos que levavam as pessoas a procurar emprego no setor público, baseavam-se principalmente na busca pela segurança, tanto financeira quanto de carreira, além de outros benefícios. O contexto dos dias atuais está um pouco modificado, uma vez que reformas foram feitas no Estado a fim de promover mudanças na máquina administrativa do governo. Com esse novo modelo de gestão em pauta, o governo iniciou uma reforma do Estado, atuando, entre outras áreas importantes do governo, na área de Recursos Humanos. Assim, o presente estudo é relevante, também, para a literatura que trata do PSM - Public Service Motivation, uma vez que os principais estudos da área se concentram nos EUA, e alguns em desenvolvimento na Bélgica e na Coréia. O objetivo principal deste estudo, portanto, é cumprir as etapas da validação de constructo da escala de medida do PSM - Public Service Motivation para as secretarias pesquisadas no município de Ribeirão Preto. O presente estudo pode ser caracterizado como quantitativo e descritivo, uma vez que utilizará o método survey para a coleta dos dados e identificará e descreverá um fenômeno. A amostra é caracterizada como não-probabilística por acessibilidade e composta por servidores públicos que compõem os quadros funcionais das secretarias municipais pesquisadas. O instrumento de medida será um questionário formado pela escala do PSM - Public Service Motivation, pela escala de comprometimento organizacional de Meyer e Allen, além de dados demográficos. A conclusão foi de que a escala pode ser utilizada, porém necessita de ajustes para melhor adequação de seu uso. / The reasons that used to take people to seek job in the public sector were based, mainly, in the search for stability and financial security, plus the benefits. Nowadays, this context has been modified, once reforms were made in the State in order to promote changes in the government\'s administrative machine. With that new administration model on the agenda, the government began a State reform that took action, among other important areas of the government, in the area of Human Resources. The study is relevant for the PSM (Public Service Motivation) literature since the main studies are concentrated in the USA, with some few that are under development in Belgium and in Korea. The main objective of this study, therefore, it is to do the steps of the construct validation of the scale of measurement of PSM - Public Service Motivation for the municipals agencies researched in Ribeirão Preto. The present study can be characterized as quantitative, descriptive and exploratory, once it will use the survey method for data collection, it will identify and it will describe a phenomenon and will familiarize with this phenomenon, in order to obtain a new perception on the same. The sample is characterized as non-probabilistic for accessibility and it will be composed by public workers from the agencies researched. The measurement instrument will be a questionnaire formed by the Perry\'s scale of PSM - Public Service Motivation, by Meyer and Allen\'s scale of organizational commitment, and some demographic data. The conclusion is that the scale can be used, but it\'s necessary to improve it to use it with more adequacy.

The purpose of this study was to examine the relationship between industrialization and changes that occurred in the local economy and the quality of life in a selected North Central Texas community which had experienceg industrial growth.

The aim of the diploma thesis is to analyze the recruitment process in the private and public sector and to compare its complexity, flexibility and efficiency. Based on a comparative analysis, these approaches to employee recruitment and selection will be compared across two completely different employment environments, including the privately-owned transnational company Clearstream, s.r.o. on one hand, and the Revenue Authority in Prague on the other. The first part of the thesis deals with the theoretical definition of the issue of recruitment and selection of workers. The practical part deals with the analysis of the recruitment and selection of employees in the private and public sector. The attractiveness of these institutions on the labor market and the different approaches to recruitment are assessed on the basis of data obtained through systematic observation of practices and studies of relevant internal resources. The conclusion of the practical part is the deduction of the main differences between the private and public sector, the evaluation of suitability and effectiveness of used methods and recommendations leading to the possible improvement of the recruitment processes.

The concept of social media is top of mind for Canadians today. Decision makers, such as the Canadian government, try to identify ways in which they can benefit from tools such as Twitter. This thesis is an investigative analysis that studies how the Canadian government currently uses social media networks. Based on the conceptual framework of Rogers’ diffusion of innovations (2003) and Qualman’s socialnomics theory (2013), the study aims to define how members of the Parliamentary Press Gallery use the Government of Canada tweets. Through a series of interviews with members of the press and government communications executives, a themed analysis was conducted to demonstrate how Twitter is being used and if a dialogue exists between federal institutions and reporters. The research unveiled that the Government of Canada uses social media as a one-to-many broadcasting channel, not actively engaging in online dialogue with members of the press. Conversely, journalists use Twitter as a wire service to obtain instant information, and to gain insight from the consumers. However, they are not interested in conversing with the public service on social media as they want to protect the exclusivity of their story, and they criticize the anonymity of the government corporate accounts as having an impact on its credibility.

Main subject of this work characterisation of PPP projects and barriers that inhibit application of PPP projects in Czech Republic. First there are characterised main concepts as public sector and his mission in providing public goods and services. Attention is also paid to characterization of PPP projects and to the differences between providing public goods and services through PPP scheme or by traditional way. Afterwards there is described the whole process of preparation and implementation of a PPP project including the key moments, that can't be ignored. If ignored, it could cause incorrigible faults in the implementation phase. This work also includes analysis of interviews made with a view to find out, how are Czech citizens informed about PPP projects. The produces of this work serve as basis for setting strategy and policy, which should be observed. Otherwise there is a risk that the project won't be finished successfully with positive public evaluation.

The thesis focuses on the analysis of various performance management approaches, generally from the private sector, and their applicability in the public sector. The applied part aims to evaluate the quality of current public sector performance management in Czech Republic, to identify the current challenges and cast some light on possible solutions.

This thesis investigates how the Thai public sector, particularly at the provincial level, makes sense of the performance management system (PMS) aimed at driving forward the improvement in public service and enhancing the sustainability of service quality. The study explores the implications of the PMS implementation after the major civil service reform in 2002. The core aspects of this development include the nation-wide implementation of the PMS, the Provincial CEO scheme, as well as the incentive schemes put force to motivate and enhance such development and improvement. Although there is rich literature on performance management, there is limited in the Thai context, particularly at the provincial level. The empirical study relies on a qualitative approach through intensively exploring five provincial case studies. In-depth, semi-structure interviews have been conducted within the provinces, as well as with executives from central agencies, training and development institutes, and key resource persons who are directly involved in the PMS implementation. The data analysis reveals that a strong commitment of the government at policy level brought in support and coordination among central agencies and has altered attention and resources towards the system implementation. Additionally, the PMS implementation together with the promotion of the Provincial CEO scheme has created new challenges for the Provincial Governors and the provincial administration in which there is shown to be a shift from an administrative approach to a more managerial and participative one. The performance agreement (PA) has played a crucial role in improving and evaluating performance, driving public sector development, and linking performance with the monetary incentive schemes. However, the study also finds a limitation of the PA execution in relation to its linkages with incentive distribution to individuals. Furthermore, several incentive schemes are available for different groups of people and cause misunderstanding and demotivating affects which, in turn, has impacts on the PMS as a whole. The findings of this research provide new evidence on the PMS implications at the provincial level in the Thai public sector in which political policies are cascaded down into real practices and execution. Therefore, the result could be considered as extending the knowledge boundary in the context of public management. Crucially, the research highlights significant implications and specified factors enabling and inhibiting success in the PMS implementation.

The theme of the re-aggregation of public organisations has been embraced in the recent public sector reforms of some developed countries such as the UK. The re-aggregation of public organisations may benefit the government in terms of focusing its interests on policy coordination. This is an alternative way of reforming the public sector in order to increase greater outcomes and the performance of public organisations with regard to the achievement of particular policy goals. The reform inevitably affects the targeted public organisations in both tangible and intangible ways. Since organisational culture is an important issue that can affect organisational outcomes and performance, including the achievement of policy goals, the research aims to analyse how organisational cultures have been changed following the integration of Thai public organisations. In this respect, the researchers used an integrated model of Competing Values Framework and human paradox theory to assess cultural changes of integrated public organisations.The research was based on quantitative and qualitative data gathered in field research conducted in Thailand’s four integrated public organisations. It was found that, overall, organisational cultures were altered following the organisational integration. Public employees perceived that the hierarchy culture hardly changed following a reform. However, the clan value has largely reduced, while market and adhocracy values have increased rather significantly within the new organisations. In terms of clan value, the research found that the reduction was a result of power struggles between groups of people who came from different organisational backgrounds. Power-struggling between clans could lead to lower team cooperation, a lack of trust and diminished loyalty to organisations. Public officials also perceived that a significant development of market and adhocracy cultures in organisations could be a result of external forces, as well as the integration reform. With regard to these changes, the development of market values was inimical to human relations within integrated organisations. Together with the existence of a patronage system in the Thai public organisations, leadership also contributed to a paradox of competition and cooperation where members of a dominant clan could be favoured over the others. People who came from minor cultures might feel a disadvantage from being part of the minority and then give minimal cooperation to the integrated organisation. In this respect, teamwork and organisational cohesion could be difficult to build if the tension is unbalanced. It can be concluded that the cultural model of the organisations studied changed and seemed to be more balanced than was previously found. The integration of organisations also has a great influence on cultures and paradoxes in organisations. The dissertation hopes to contribute to the existing literature, with regard to the application of a Competing Values Framework and human paradox theory to the underexplored context of integration reform in the public sector. Findings from the use of this instrument can offer a fresh point of view towards the reality of organisational integration reforms, especially for academics, Thai reformers and public employees themselves.

Masters in Public Administration - MPA / Public service motivation refers to individuals’ with a predisposition to perform public service for largely altruistic motives in public institutions. The purpose of this study was to investigate what public service motivation (PSM) meant to state-employed social workers in the South African context. In gaining insight into PSM amongst social workers in the public sector, my objectives were to explore the value social workers place on intrinsic rewards, the reasons why participants entered the profession, and what social workers’ self-perceptions of their role was as public servants and what public service meant for their own identities. This qualitative study was conducted in the Western Cape with state-employed social workers. The social workers were selected using snowball sampling. Participants varied in age, years of experience as social workers, gender, and race. Data for this study was based on in-depth, semi-structured interviews. With public service motivation being an under-researched subject in the South African context, an open-ended inquiry into the important variables that influence PSM in the local context was followed. This approach will inform ways in which PSM could be measured in the future in the South African context. The results of my study indicate that social workers were attracted to public sector employment because it offered the greatest extrinsic incentives – higher salaries, medical aid benefits, and a housing subsidy, compared to NGO’s in the private sector. This finding challenges the widely accepted notion in PSM literature that social workers place more value on intrinsic reward than extrinsic rewards. Extrinsic reward refers to financial or other tangible incentives. The data further revealed that participants were willing to leave the social work profession and exit public service for employment opportunities that offered them greater support from superiors, and remuneration that acknowledged their academic qualifications. Poor remuneration adversely affected participants’ feeling of job satisfaction and motivation to perform their duties. Politics has played a seminal role in shaping the quality, and the denying of public service to certain categories of citizens.

Occupational therapists form part of the vocational rehabilitation multidisciplinary team, in returning patients back to work after any form of injury or illness. Among the services that they provide is work intervention procedures, which is comprised of different components that are implemented to rehabilitate patients’ work occupation, in order to ensure entry into, and/or return to the open labour market. The right of South African citizens’ opportunity to work is protected by specific legislation. When this right is affected by illness, injury or disability, the National Health Insurance system intervenes and ensures adequate healthcare services that are delivered equitably. The public healthcare services are delivered to over 84% of the South African population, of which a majority is dependent on public healthcare for medical intervention, including rehabilitation from different professions such as occupational therapists. To rehabilitate patients’ work occupation, occupational therapists follow different procedures as part of intervention. When researched, however, it was found that when this intervention was executed, it occurred haphazardly. The aim of the study was to explore the occupational therapy work intervention procedures that should be implemented by occupational therapists in the Gauteng public healthcare sector. A qualitative, explorative and descriptive research design was used. Data was collected through a workshop, working from an appreciative stance. Purposive sampling was used. Seventeen occupational therapists who practised in vocational rehabilitation and implemented work intervention procedures in the Gauteng public healthcare sector attended the workshop. Data was analysed using the creative hermeneutic data analysis method. The work intervention procedures for occupational therapists were generated. Client-centredness was identified to be at the heart of work intervention procedures, which entail different components, such as legislation, empowerment, assessment, planning, prevocational and vocational skills, work visit, job analysis, work hardening and conditioning, placement and follow-up. Occupational Therapy work intervention procedures for the public healthcare sector in the Gauteng province, were successfully explored and generated. The results showed that although there are procedures that can be followed in work intervention, the implementation process is not linear, and the procedures should be customised to individual patients. / Dissertation (MOccTher)--University of Pretoria, 2019. / Occupational Therapy / MOccTher / Unrestricted