Resource Stability and Federal Agency Performance

2021 ◽  
pp. 027507402110050
Author(s):  
Ahrum Chang
Keyword(s):  
Change Management ◽  
Organizational Performance ◽  
Organizational Effectiveness ◽  
Public Organizations ◽  
Federal Agencies ◽  
Government Agencies ◽  
Budget Cuts ◽  
Budgetary Resource ◽  
Using Data ◽  
Scholarly Attention

Resources are essential for organizations to cope with challenges and to achieve their desirable outcomes. Although much scholarly attention has been paid to the type or level of resources allocated or used to enhance organizational effectiveness, relatively little effort has been made to analyze whether and how resource changes influence organizational performance. Considering today’s unstable fiscal climate, this study focuses on how government agencies respond to their budget fluctuations—both gains and cuts—and their distinctive impact on agency performance. Using data from the Performance and Accountability Reports from FY 2004 through FY 2014, we analyze the effect of budgetary resource changes on organizational performance in 52 U.S. federal agencies. Findings show that agency effectiveness is significantly influenced by budget changes. In particular, we find an asymmetric relationship between budgetary resource changes and organizational performance. It appears that budget cuts are not associated with changes in agency performance, whereas budgetary resource gains are associated with dampened agency effectiveness. Ultimately, this study provides insights into public organizations’ resilience and calls for considering change management perspectives when exploring resource–performance linkages.

Examining the Role of HR Practices in Improving Individual Performance and Organizational Effectiveness

2006 ◽  
Vol 31 (2) ◽  
pp. 111-133 ◽  
Author(s):  
Soumendu Biswas ◽  
Vijai N. Giri ◽  
Kailash B. L. Srivastava
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Individual Performance ◽  
Human Resource Practices ◽  
Hr Practices ◽  
Organizational Efficacy ◽  
Quasi Experimental ◽  
Using Data ◽  
The One

Research on managerial issues in India in the post-liberalization period has identified several factors that have a significant impact on individual and organizational efficacy. In this connection, one factor that has been identified as critical is the human resource management function of the firm. In this quasi-experimental field study, we examine how human resource practices mediate the relationship between organizational culture and structure on the one hand, and individual and organizational performance on the other. Using data from 357 managerial level employees, we found that HR practices are positively related to employees' in-role and extra-role performance, and to organizational effectiveness. The results indicate that paying attention to cultural and structural ethos that shape human resource practices in Indian organizations is an important requirement for researchers, as well as, practitioners in this area.

scholarly journals Public organizational performance: Policy implementation in environmental management in Bandung City

2021 ◽  
Vol 34 (4) ◽  
pp. 380
Author(s):  
Engkus Engkus ◽  
Ahmad Syamsir
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Public Organizations ◽  
Underground Water ◽  
Qualitative Approach ◽  
Literature Study ◽  
Internal Constraints ◽  
Mining Sector ◽  
Using Data ◽  
A Current

This study is motivated by the performance of the Department of Environment and Hygiene Services of Bandung City which has not been optimal. This is partly due to the poor services in the underground water mining sector, thus it is a current synthesis. This study aims to explore and discuss organizational performance through policies that have been implemented. The research method used was a descriptive qualitative approach, using data collection techniques of observation, interviews, and literature study. The results of the study indicate that the performance of public organizations has not been optimal due to low responsibility, responsiveness, and accountability, as well as internal constraints that occur structurally, the competence of human resources and non-human resources that are not appropriate so that it affects performance in the underground water mining sector that does not comply rule. This study concludes that the organizational structure and human resources in public organizations have not been effective and efficient so that the completion of public services is hampered.

ANALISIS MANAJEMEN PERUBAHAN TERHADAP KINERJA ORGANISASI PADA PT SOLUSI BANGUN INDONESIA TBK

2021 ◽  
Vol 5 (1) ◽  
pp. 47-56
Author(s):  
Lingga Yuliana ◽  
Ida Trigani ◽  
Wulan Aditya Putri
Keyword(s):  
Change Management ◽  
Organizational Performance ◽  
Process Analysis ◽  
Sampling Technique ◽  
Analytic Network Process ◽  
Major Influence ◽  
Leadership Performance ◽  
Management Leadership ◽  
Network Process ◽  
Research Analysis

Abstract Cement is one of the building material commodities that has an important role in the smooth running of development, particularly in the construction sector. The purpose of this study was to find out how the influence of Change Management on Company Organizational Performance and to determine the Aspects of Organizational Performance and Organizational Performance which have a major influence based on the Analytic Network Process analysis. Respondents who were involved in the study were a research analysis and business owner with a material store business unit. The sampling technique used in this research was purposive sampling method. This research was a descriptive study and requires a model and analysis tools that are able to accommodatethe research. The analytical tool used in this research was the Analytic Network Process (ANP) method. With ANP, the study analyzed the value per cluster, the value of all nodes and the synthesis value of the change management cluster. The results showed that change management has an impact on organizational performance. In change management, leadership performance is one of the six dimensions that provide the most important impact and get the highest value. Whereas in organizational performance, task performance gets the highest score. Keywords: Change Management, Organizational Performance, Analytic Network Process

scholarly journals The Implementation of High Performance Work System in Public Organizations: Implication for Organizational Performance.

2015 ◽  
Vol 11 (28) ◽  
pp. 139
Author(s):  
Solomon Ozemoyah Ugheoke
Keyword(s):  
Organizational Performance ◽  
High Performance ◽  
Positive Relationship ◽  
Public Organizations ◽  
Training And Development ◽  
Three Dimensions ◽  
The Public ◽  
Work System ◽  
High Performance Work System ◽  
Individual Role

<p>Abstract</p> <p>A principal concern express among organizational researchers is to understand why some organizations irrespective of size, location and sector outperform others. High performance work system (HPWS) offers an explanation for this phenomenon. The implementation of unique practices leads some organizations to outperform others and give organizations the competitive advantage over others. While it has been well established that HPWS practices affect organizational performance within a large and complex organizations, less have been empirically established if they also create benefit for public organizations and this has generated concerns among researchers in the field of HPWS.  Following this argument, this study examines this theoretical gap with a survey data collected from employees in the public sector. Overall, three dimensions of HPWS were identified by the researchers and the level of awareness was assessed on a seven point Likert scale. We found that two out of the three dimensions of HPWS identified in this have a positive relationship with organizational performance.</p> <p>Keywords: HPWS, organizational performance, selective training and development, PMS, individual role.</p> <p> </p>

scholarly journals Optimalisasi Layanan Publik Badan Intelijen Negara Dalam Perspektif Global Cybersecurity Index

2022 ◽  
Vol 7 (1) ◽  
Author(s):  
Muh Yusuf S
Keyword(s):  
Qualitative Research ◽  
Cyber Security ◽  
Public Services ◽  
Security System ◽  
Government Agencies ◽  
Security Assessment ◽  
Intelligence Agency ◽  
The Public ◽  
Using Data ◽  
Alternative Solutions

Indonesia is currently ranked 24th in the Global Cybersecurity Index (GCI) 2020. Indonesia's ranking can be improved by improving the assessment pillars of the GCI survey, one of the efforts is to improve the cyber security system of government agencies through Security Assessment. For this reason, the purpose of this study is to provide alternative solutions in order to optimize the public services of the State Intelligence Agency (BIN) in the form of Security Assessment in the perspective of the GCI 2020 survey. This research is a qualitative research using data related to BIN public services and then juxtaposed with data from the Global Cybersecurity survey. Index 2020 as a reference. The results of the study indicate that the optimization of the Security Assessment can be done by implementing cyber counterintelligence and optimizing the publication of services by paying attention to the rules of intelligence secrecy. With the optimization of the Security Assessment, it will affect the assessment of the Technical and Organizational pillars in the GCI survey so that it is expected that Indonesia's ranking will increase in the next survey.

The latitude for loyal contradiction and public leadership: a conceptual and comparative approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Frits M. van der Meer ◽  
Gerrit S.A. Dijkstra
Keyword(s):  
Organizational Performance ◽  
Civil Service ◽  
Public Organizations ◽  
Comparative Approach ◽  
Content Type ◽  
Public Leadership ◽  
Service Function ◽  
Ex Ante ◽  
Public Leaders ◽  
Relevant Factors

PurposeThis paper looks into the mechanisms that determine (stimulate and limit) the scope for loyal contradiction in organizations through ex ante voice. The paper provides insights into how this essential civil service function and obligation can be maintained and the role that public leadership can play in addressing these issues.Design/methodology/approachThis paper consists of a conceptual analysis of major determinants for constraints on and stimuli of loyal contradiction and provides an interpretational framework of the relevant factors involved.FindingsThis paper examines the mechanisms that determine (stimulate and limit) the scope for loyal contradiction in organizations through ex ante voice and provides insights into how to maintain this essential civil service function and obligation through the contribution of public leadership.Practical implicationsThe findings of this paper offer insight into how to avoid constraints on loyal contradiction within public organizations and point to the way public leaders can, by facilitating and stimulating it, enhance organizational performance and legitimacy.Originality/valueThis paper points to an issue that is increasingly relevant in politics and public administration. By providing a conceptual framework, this paper provides a deeper understanding of how the necessary conditions for loyal contradiction can be created within public organizations.

Measuring the Right Objectives

2013 ◽  
pp. 122-132
Author(s):  
Kizzy M. Parks ◽  
Felicia O. Mokuolu ◽  
Daniel P. McDonald
Keyword(s):  
Change Management ◽  
Organizational Performance ◽  
Work Environment ◽  
Employee Engagement ◽  
Future Research ◽  
Organizational Strategies ◽  
Diversity And Inclusion ◽  
Actual Effectiveness ◽  
The Right ◽  
Promotion Rates

For businesses to keep pace with contemporary workforce changes, it is imperative to foster an inclusive work environment that empowers, values, identifies, and capitalizes on the workforces’ talents, skills, and abilities. Although diversity is recognized as a crucial element for organizational performance, its measurement lacks standardization. Organizations tend to follow simplistic assessment approaches, typically by tracking and measuring salient areas (i.e., easily measured areas such as the demographics of the organization and/or promotion rates). Thus, they fail to evaluate the actual effectiveness of diversity initiatives. Given that this approach is limited and lacks the substance that would inform organizational strategies of the need to increase employee engagement and productivity, the authors leveraged the expertise of two practitioners to discuss methods for measuring the effectiveness of diversity and inclusion programs. In addition, diversity is discussed as related to innovation, employee engagement, and change management, thereby leading to suggestions for future research.

Measuring Information Systems Success

2012 ◽  
pp. 23-38 ◽  
Author(s):  
Cees J. Gelderman ◽  
Rob J. Kusters
Keyword(s):  
Information System ◽  
Information Systems ◽  
Organizational Performance ◽  
Organizational Effectiveness ◽  
Information Systems Success ◽  
Information System Success ◽  
Objective System ◽  
System Success ◽  
Surrogate Measure ◽  
Surrogate Measures

Information System success is difficult to measure directly. Because of the influence of non-controllable variables, it actually seems to be impossible to directly compute or determine the contribution of Information Systems to organizational performance, or to overall organizational effectiveness. As an alternative, perception of system success is often used as a surrogate measure. However, this raises the question of the validity of this surrogate measure. In this chapter, the authors describe a survey aiming to investigate the validity of this surrogate measure. Results show that there is reason to doubt the usefulness and validity of surrogate measures for objective system success.

Convergence and the Changing Nature of Innovation

2021 ◽  
pp. 37-50
Author(s):  
Amanda Arnold ◽  
Katherine Bowman
Keyword(s):  
Mental Health ◽  
Research Universities ◽  
Well Being ◽  
Mental Health Disorders ◽  
Federal Agencies ◽  
Lessons Learned ◽  
Government Agencies ◽  
Innovation Ecosystem ◽  
American Research ◽  
Health Disorders

Convergence has the potential to shape cultures of innovation in health and medicine by providing a framework integrating perspectives from multiple disciplines and sectors to tackle challenges such as understanding and addressing mental health disorders and improving well-being. This chapter discusses examples of efforts to establish cultures that support convergence and lessons learned from multiple sectors. The chapter highlights changing perspectives from institutions engaged in convergent research, including universities, industry, philanthropic foundations, and government agencies. Facilitating progress toward solutions that could not otherwise be obtained serves as a critical motivation for pursuing convergence, even when approaches that rely on convergence challenge conventional institutional incentives and structures. Indeed, barriers to establishing and supporting convergence arise where existing organizational practices and structures misalign with the changing nature of innovation. Nevertheless, examples from across the innovation ecosystem, from American research universities to the biotechnology industry, reveal some of the strategies such organizations are using to actively create and foster cultures that support convergence. Federal agencies are also beginning to investigate funding incentives to support convergent work through their grant-making programs. The chapter concludes with an array of actions others have used to help foster convergence institutionally. These lessons learned may have relevance for those interested in establishing convergence in the realm of mental health.

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