The effect of leadership on public service quality

Abstract

This study refers to the new public management paradigm so that management approaches in private organizations are used in public organizations. This study is to confirm the relationship of leadership with the motivation of public service, then the motivation of public service to the quality of public service and job satisfaction of the State civil service (ASN). This is done because there are differences between the results of research in Europe -America, and Asia, especially in Indonesia about the relationship between public service motivation and the quality of public services. On the other hand, it is found that leadership does not affect the quality of public services directly but there is a strong correlation with the motivation of public service delivery. This study uses a quantitative approach with SEM-AMOS analysis tool version 23. The population in this study is all ASNs in Bantaeng Regency with a planned sample target of 397 respondents consisting of 173 echelons 1-3, echelon 4 totaling 74 respondents (10% of the population), and staff of 151 respondents (10% of the population). However, of the 397 questionnaires distributed, only 369 questionnaires were returned and could be analyzed, while 28 respondents did not return within the specified time limit (4 weeks after being distributed). The results showed that public service motivation became a full mediator between leadership and quality of public service and ASN job satisfaction. Good leadership will increase the motivation of public services which will further improve the quality of public services and ASN job satisfaction.

The effect of training and education and teacher certification allowances on teachers

“…Experts agree that training is the most important thing to deal with difficult conditions at work. Training can improve performance (Ibrahim et al, 2017;Nzeru et al, 2015;Rahman et al, 2013;Rajeswari & Palanichamy, 2014;Simonton, 2008) and enhance the quality of service (Nurung et al, 2019(Nurung et al, , 2020. Interestingly, not all training can enhance performance in absolute terms (Häfner & Stock, 2010).…”

Frontiers of public service motivation research in Canada: A scoping review

“…More research in this area would be useful for better understanding: (1) the nature of PSM among Canadian public servants, including the relative weight of the PSM dimensions, and the personal characteristics associated with them; (2) the extent to which PSM and its dimensions contribute to desirable employment outcomes (e.g., satisfaction, engagement, retention) in Canada; and (3) how organizational policies and practices affect PSM and, in turn, how PSM affects the success of policies. Moreover, the non‐Canadian literature suggests that PSM among public servants is influenced by job characteristics (Battaglio & French, 2016, Chen, 2015, Danaeefard et al, 2022, Mer et al, 2022), leadership and supervisory styles (Bro et al, 2017, Caillier, 2015, Campbell, 2018, Fazzi, 2016, Jensen & Bo, 2018, Lauritzen, Grøn & Kjeldsen, 2022, Mer et al, 2022, Nguyen et al, 2023; Nurung, Tamsah, & Azis, 2020), organizational climate (Danaeefard et al, 2022; Dinh et al, 2020, Lee et al, 2019; Ripoll, 2022, Ugaddan, 2019, Wang & Seifert, 2020), peer relations (Deng et al, 2021, Dinh et al, 2020, Lauritzen, Grøn & Kjeldsen, 2022, Lee et al, 2020), and training (Chen 2021). We have no evidence of the extent to which these relationships hold or their relative importance in Canada.…”

The way to improve the quality of new smart city public service under the demand heterogeneity

“…Moreover, in the field of public service, the introduction of new technology often means that the traditional service mode of change and innovation, therefore, how to ensure the effective integration of new technology and existing service system, become the key link to improve the quality of public service, so to focus on new technology and new mode and the existing service system, to ensure that new technology and new model can smoothly integrated into the existing system, the maximum benefit. In addition, the implementation of the new model needs a group of staff with the corresponding skills and quality to support, P ublic service motivation is a good mediator for improving the quality of public service and Public service personnel job satisfaction [14]Therefore, it is also necessary to pay attention to the training and guidance of the application of new technologies, improve the skill level of public service personnel, so that they can better use the new technologies and adapt to improve the quality of service under the new mode.…”