Learning in Public Sector Organizations: A Theory of Action Approach

Visser, Max; Togt, Kim Van der

doi:10.1007/s11115-015-0303-5

Cited by 53 publications

(25 citation statements)

References 62 publications

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“…The TOC in literature has concentrated on how it affects job satisfaction or commitment and on employees' perceptions [84,85]. Similarly, the TOA had mostly been studied in the organizational literature regarding how dissonance can exist between espousals and enactments, and how managing such dissonance offer scopes of organizational learning [86,87]. Yet, little to no studies with TOA focused on how such dissonance might generate PCH among employees.…”

Section: Theoretical Contributionsmentioning

confidence: 99%

Measuring Perceived Corporate Hypocrisy: Scale Development in the Context of U.S. Retail Employees

2018

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Despite an increasing amount of research on perceived corporate hypocrisy (PCH), limited research has investigated PCH among employees. Particularly, the literature lacked a valid instrument for estimating employees' PCH, even though employees experience severe consequences for PCH. To address this gap, a scale was developed to measure employees' PCH, using a three-stage Item Response Theory modeling approach. After a series of qualitative studies and six quantitative scale-development iterations, PCH was found to be a unidimensional construct represented by the perceived lack of morality, perceived control breach, double standards, and a value-behavior gap. Further, the nine-item PCH scale was confirmed to be reliable, valid, and unbiased for different demographic groups. The scale makes theoretical contributions by being one of the few attempts to objectively measure employees' hypocrisy judgements and incorporating corporations' double standard and perceived commitment to morality as defining features of employees' PCH. Assessment of employees' PCH can help in expanding the hypocrisy literature beyond consumers' perceptions. Finally, the scale enables corporations to measure employees' PCH and get an in-depth understanding of the issues of concern as work and organizational phenomena. By implementing proper management strategies, corporations can potentially avoid PCH, create more favorable perceptions among employees, and improve their reputations.

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Section: Theoretical Contributionsmentioning

confidence: 99%

Measuring Perceived Corporate Hypocrisy: Scale Development in the Context of U.S. Retail Employees

2018

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“…This is because they operate on different terms: private sector organizations operate under market conditions by focusing primarily on profit and economic data in general, the public sector on the other hand is trying to support and demonstrate its social values. Moreover, public organizations depend on the perceptions, interests, ideologies and values of the prevailing groups as well as on whether government wants to impose or interfere with sub-policies or to leave space for organizations to succeed through procedures and initiatives that they develop themselves (Visser & Van der Togt, 2015).…”

Section: The Asset "Learning Organization" In the Public Sector: Realmentioning

confidence: 99%

The Role of Work-Group Emotional Intelligence in Learning Organizations: a Case Study of the Greek Public Sector

Arfara¹,

Lamprakis²,

Tsivos³

et al. 2018

IJOL

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Keywords:Work-group Emotional Intelligence, Learning Organization, Greek Independent Administrative AuthoritiesThe purpose of this paper is to explore the impact of Emotional Intelligence at work-group level on Learning Organization, examining five dimensions of L.O. according to Senge's model, within a framework of Greek Public Administration reform. The research was conducted among Greek Independent Administrative Authorities, a modern European institution that among others guarantees transparency and optimum performance, leading to upgraded public sector services. Our research is a quantitative research consisting of 257 valid questionnaires out of a sample of 300 employees. Our research highlights the strong correlation between Work-group Emotional Intelligence and Learning Organization. A constructive emotional climate affects the vision of the organization, while emotions have an impact on employees' attitudes/behaviours and on the learning process within the group as well as on the diffusion of information. Finally, our research demonstrated that emotional intelligence affects the personal improvement and development of employees. Managers should focus on developing more emotionally intelligent employees by cultivating an emotional environment that promotes positive behaviours, system thinking and group learning. Thus, the benefits generated can be identified at both individual and organizational level, including higher levels of employees' personal development, better communication processes and implementing the organization's vision.

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“…In response to the first class of pressures, learning in and by PSOs increasingly has received attention. PSOs should increase their ability to detect and correct errors and problems early and rapidly, so as to improve the quality and quantity of public services delivery (Rashman, Withers & Hartley, 2009;Visser & Van der Togt, 2015). In response to the second class of pressures, control and accountability in and by PSOs increasingly have received attention.…”

Section: New Public Management In the Netherlandsmentioning

confidence: 99%

“…AU:4 Please update references Vosselman (2013) and Visser and Van der Togt (2015) with volume number and page range.…”

Section: Author Query Form Book: Spnpg-v005-3611214mentioning

confidence: 99%

Management Control, Accountability, and Learning in Public Sector Organizations: A Critical Analysis

Visser¹

2016

Studies in Public and Non-Profit Governance

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Purpose À In the past decades, Dutch public sector organizations (PSOs) have been encouraged to become more "business-like" in their internal control and accountability processes, following a more general trend toward New Public Management (NPM) in Western societies. However, in the Netherlands, this trend has met with increasing resistance and discontent among public sector professionals. In this chapter, a framework is developed that enables these public sector professionals themselves to discuss and reflect on their internal control and accountability processes, and possibly to effect changes in it.Methodology/approach À The chapter contains a critical analysis of existing research on management control, accountability, and learning in PSOs and describes a reflection and discussion session with a group of Findings À It is argued that, generally speaking, the "business-like" approach of NPM does not appear appropriate for most public sector activities and may even negatively affect accountability and learning in PSOs.Social implications À The chapter critically assesses the impact of NPM on PSOs and provides an alternative to NPM in the form of experimentalist governance, with possible positive implications for the effectiveness of public sector activities.Originality/value À This chapter is among the first to adapt a framework, developed for scientific and descriptive use, for more practical and prescriptive purposes, that is, as an instrument for public sector professionals to discuss and reflect on their internal control and accountability processes.

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Learning in Public Sector Organizations: A Theory of Action Approach

Cited by 53 publications

References 62 publications

Measuring Perceived Corporate Hypocrisy: Scale Development in the Context of U.S. Retail Employees

Measuring Perceived Corporate Hypocrisy: Scale Development in the Context of U.S. Retail Employees

The Role of Work-Group Emotional Intelligence in Learning Organizations: a Case Study of the Greek Public Sector

Management Control, Accountability, and Learning in Public Sector Organizations: A Critical Analysis

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