Mind the context gap: a critical review of engagement within the public sector and an agenda for future research

Abstract

In this review paper, we critically examine the evidence base relating to engagement within the public sector given a wide range of public services have faced acute human resource challenges over recent years. Our review of 188 empirical studies reveals that much of the evidence focuses attention on individual and job level factors, such that specific public sector contextual contingencies have rarely been considered. Through identifying significant 'context gaps', we present a future research agenda addressing the following key areas: i) clarifying the relationship between engagement and public service motivation, ii) further contextualizing general engagement models, iii) exploring cultural, socio-political, and institutional factors in more depth, iv) encouraging a more critical perspective on engagement, v) understanding the variation in the experience of engagement across different public services/delivery models, and vi) connecting more strongly with practical concerns and initiatives within public organizations. In presenting this agenda, we highlight how engagement and HRM scholars can more strongly embed their research within a sectoral context.

The impact of extended shifts on strain‐based work–life conflict: A qualitative analysis of the role of context on temporal processes of retroactive and anticipatory spillover

“…We propose the role of context could explain differential outcomes. It is increasingly recognised that context is an important shaper of employee experience (Cooke, 2018; Fletcher, Bailey, Alfes, & Madden, 2020; Johns, 2006, 2017), but is often overlooked. Extant work–life conflict (WLC) research has paid limited attention to context, as studies often recruit participants outside of their employing organisation and so do not account for situational influences shaping spillover processes (Casper et al, 2007; Eby et al, 2005; Gisler et al, 2018; Poppleton, Briner, & Kiefer, 2008; Williams, Berdahl, & Verdello, 2016).…”

New Public Management in the Developing Countries: Effects and Implications on Human Resource Management

“…NPM reforms also varied broadly from one country to another (Leisink & Knies, 2018), with a significant disparity between the implementation of such reforms between developed and developing countries (Aoki, 2019). In this regard, the existing gaps and challenges of implementing NPM reforms by public organisations have significantly affected public servants' behaviours, conditions, and performance by developing, motivating, and assessing the performance via HRM practices and policy towards public organisations' performance (i.e., public services) (Cantarelli et al, 2020;Fletcher et al, 2020). This finding underscores that employees are a vital resource in achieving excellent performance in organisations (Delaney & Huselid, 1996).…”

Engajamento no Trabalho: Conceitos, Teorias e Agenda de Pesquisa para o Setor Público.

“…A temática ganhou escala na literatura mundial na década de 2010 (Fletcher, Bailey, Alfes, & Madden, 2019). A razão para esta alavancagem recente dos estudos sobre engajamento no trabalho deve-se ao aumento das evidências sobre o constructo e sua relação positiva com desempenho individual no trabalho (Bailey, Madden, Alfes, & Fletcher, 2017), satisfação de clientes, produtividade e lucro (Shuck, 2011).…”

“…No setor público, embora receba menos atenção que no privado, já existem evidências de que engajamento no trabalho também é um importante preditor de desempenho em contextos específico (Borst et al, 2019). (Error 1: La referencia: 2019 está ligada a un elemento que ya no existe) (Error 2: La referencia: 2019 está ligada a un elemento que ya no existe) (Error 1: La referencia: Borst et al, 2019 está ligada a un elemento que ya no existe) É possível afirmar que há diferenças significativas nos determinantes de engajamento quando se compara o setor privado com o público (Borst et al, 2019;Fletcher et al, 2019). As políticas e práticas para gerar engajamento nos dois setores não podem se dar da mesma forma (Fletcher et al, 2019): por exemplo, em geral, remuneração variável associa-se positivamente a desempenho no setor privado, o que parece não ocorrer no setor público (Bryson, Forth, & Sotkes, 2017).…”

“…(Error 1: La referencia: 2019 está ligada a un elemento que ya no existe) (Error 2: La referencia: 2019 está ligada a un elemento que ya no existe) (Error 1: La referencia: Borst et al, 2019 está ligada a un elemento que ya no existe) É possível afirmar que há diferenças significativas nos determinantes de engajamento quando se compara o setor privado com o público (Borst et al, 2019;Fletcher et al, 2019). As políticas e práticas para gerar engajamento nos dois setores não podem se dar da mesma forma (Fletcher et al, 2019): por exemplo, em geral, remuneração variável associa-se positivamente a desempenho no setor privado, o que parece não ocorrer no setor público (Bryson, Forth, & Sotkes, 2017). (Error 3: La referencia: 2019 está ligada a un elemento que ya no existe) (Error 2: La referencia: Borst et al, 2019 está ligada a un elemento que ya no existe)…”