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Sector Employees (sector + employee)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting75%
Humanities and Social Sciences16%

Kinds of Sector Employees

  • public sector employee
    		•

    Selected Abstracts

    AN INVESTIGATION OF HOME BIAS IN SUPERANNUATION INVESTMENT CHOICES

    ECONOMIC PAPERS: A JOURNAL OF APPLIED ECONOMICS AND POLICY, Issue 1 2006
    PAUL GERRANS
    Australian superannuation funds have increased investment choices available for their members. Fund members can typically choose from a range of ready-made options or select their own asset allocations. Evidence suggests that individuals may display a home bias in these allocations by favouring domestic assets at the expense of international assets. Such a bias may produce a sub-optimal investment. This paper investigates the asset allocations of members of the Government Employees Superannuation Board (GESB), the superannuation fund for Western Australian public sector employees. Asset allocations appear to be in line with a normal allocation to international equity, especially at the time of their first choice. Subsequent choices however appear to be driven more by historical performance of the asset classes offered, rather than by a home bias. [source]

    Distal goal and proximal goal transfer of training interventions in an executive education program

    HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 3 2009
    Travor C. Brown
    This study assessed transfer from a customized executive training program involving 89 public sector employees. Participants who set a distal goal had higher self-efficacy than those in both the "do your best" (DYB) and the proximal plus distal goal conditions. Participants who set proximal plus distal goals had higher maintenance than those who set distal outcome goals, and those who were urged to DYB. The distal goal participants had a higher level of applied generalization than their DYB counterparts. Maintenance did not differ between DYB and distal goal conditions. [source]

    Merit pay preferences among public sector employees

    HUMAN RESOURCE MANAGEMENT JOURNAL, Issue 4 2001
    Michelle Brown
    Organisations have choices about methods of pay, and employee pay adjustment preferences are an important consideration in this decision-making process. Of particular organisational interest currently are pay systems that seek to link increases with individual performance, usually referred to as merit pay. Researchers have shown that pay adjustment systems that are incompatible with employee preferences can be costly for organisations, and have identified a range of demographic factors that predict support for merit adjustments. This article extends this line of research by investigating the impact of a performance appraisal system and a range of situational factors on the level of support for merit pay in a large public sector research organisation in Australia. The study finds that higher levels of perceived job security are associated with support for merit pay, while good promotional opportunities are associated with lower levels of support. Those who saw the outcomes of the current performance appraisal system as fair were unlikely to support merit pay. [source]

    Human resource development in remote island communities: an evaluation of tour-guide training in Vanuatu

    INTERNATIONAL JOURNAL OF TOURISM RESEARCH, Issue 2 2002
    Rosemary Black
    Abstract About 30% of visitors to Vanuatu visit the outer islands, where ecotourism has recently emerged as a small-scale but significant activity. In the face of increasing competition from comparable Asia,Pacific destinations, there has been pressure on tourism operators and the Vanuatu Government to improve product quality through mechanisms such as the development of high-quality tours. One way to enhance product quality is through the provision of appropriate professional training for tourism sector employees, including local tour guides. The paper outlines a tour-guide training programme delivered on the outer islands, which received financial assistance from several foreign aid agencies. The programme is an instructive example of an attempt to implement a human resource strategy in a developing country arising from the recommendations of a national tourism masterplan that sought the active involvement of international funding agencies in the implementation phase. The paper evaluates the effectiveness of the training programme and outlines the challenges of programme delivery. Copyright © 2002 John Wiley & Sons, Ltd. [source]

    Age differences in career activities among higher-level employees in the Netherlands: a comparison between profit sector and non-profit sector staff

    INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 2 2006
    Beatrice Isabella Johanna Maria Van Der Heijden
    The present study describes age differences in the occurrence of career activities among profit sector and non-profit sector employees in the Netherlands. Three different types of variables have been studied, i.e. individual, job-related and organizational variables. Hypotheses have been tested with original survey data from 423 profit sector employees and 136 non-profit sector employees. The employees are all working in higher-level jobs in large organizations. Overall, we may conclude from this study that the differences between profit sector and non-profit sector workers are not consistent at all. For some factors the situation is more advantageous for profit sector employees, whereas for other factors the outcomes point in the opposite direction. Regarding age effects, we have found that, in general, for profit sector employees the differences between starters (20,34 years) and middle-aged workers (35,49 years) are not univocal, whereas the differences between middle-aged workers and seniors (over-fifties) imply that the amount of individual initiatives and organizational activities is less for the latter group of employees. When the three age groups are compared for the non-profit sector employees, most factors do not vary significantly. For the factors where the F-test is found to be significant, by and large, the situation regarding the possibilities for a further career development is worst for the seniors. [source]

    Disability benefits and workers with HIV/AIDS: Coverage issues and challenges in the United Republic of Tanzania

    INTERNATIONAL SOCIAL SECURITY REVIEW, Issue 4 2008
    Tulia Ackson
    Abstract This paper explores the effective non-availability of disability/invalidity benefits to formal sector employees with HIV/AIDS in the United Republic of Tanzania. The legal difficulty of establishing a direct connection between HIV/AIDS and employment injury and occupational diseases present a challenge to social security institutions and schemes which are simultaneously trying to come to grips with the mounting problems of the shrinkage of the formal sector and low coverage. Remedial policy responses are proposed. These identify the statutory and legal adjustments needed both to ensure convergence of eligibility criteria for invalidity benefit claims among the concerned institutions, and to ensure that qualifying conditions are both consistent and in line with contemporary approaches to disbility. The suggested adjustments would simplify and clarify eligibility criteria in cases of invalidity involving existing scheme members, potentially also allowing for a future expansion of benefit coverage better to reflect labour market realities. [source]

    A psychological contract perspective on organizational citizenship behavior,

    JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2002
    Jacqueline A-M.
    This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three-year period from 480 public sector employees. Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees' acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice did not moderate the relationship between employer inducements and OCB. The implications of the findings for psychological contract research are discussed. Copyright © 2002 John Wiley & Sons, Ltd. [source]

    Guaranteeing Defined Contribution Pensions: The Option to Buy Back a Defined Benefit Promise

    JOURNAL OF RISK AND INSURANCE, Issue 1 2003
    Marie-Eve Lachance
    After a long commitment to defined benefit (DB) pension plans for U.S. public sector employees, many state legislatures have introduced defined contribution (DC) plans for their public employees. In this process, investment risk that was previously borne by state DB plans has now devolved to employees covered by the new DC plans. In light of this trend, some states have introduced a guarantee mechanism to help protect DC plan participants. One such guarantee takes the form of an option permitting DC plan participants to buy back their DB benefit for a price. This article develops a theoretical framework to analyze the option design and illustrate how employee characteristics influence the option's cost. We illustrate the potential impact of a buy-back option in a pension reform enacted recently by the State of Florida for its public employees. If employees were to exercise the buy-back option optimally, the market value of this option could represent up to 100 percent of the DC contributions over their work life. [source]

    Sleep disturbances as a predictor of occupational injuries among public sector workers

    JOURNAL OF SLEEP RESEARCH, Issue 1p2 2010
    SIMO SALMINEN
    Summary The association between disturbed sleep and increased risk of occupational injury has been observed in several cross-sectional and case,control studies, but prospective evidence is lacking. We examined prospectively whether sleep disturbances predicted occupational injuries in a large population of Finnish public sector employees. A total of 48 598 employees working in 10 municipalities and 21 hospitals in various parts of Finland were included. Sleep disturbances were assessed with the four-item Jenkins Sleep Problems Scale. Records of sickness absence due to occupational injury during the year following the survey were obtained from employers' registers. A proportion (9076; 22%) of participants reported disturbed sleep, and 978 (2.4%) had a recorded occupational injury. After adjustment for socio-demographic characteristics, the odds ratio (OR) for occupational injury was 1.38 [95% confidence interval (CI) 1.02,1.87] times higher for men with experiences of disturbed sleep than for those without sleep disturbances, but not significant for women. Of the sub-dimensions of sleep disturbances, the OR for occupational injury was 1.69 (95% CI 1.26,2.26) for women with difficulties initiating sleep, but not significant for men. These associations remained after additional adjustment for work stress, sleep length, obesity, alcohol use and mental health. This study suggests that sleep disturbances are a significant predictor of occupational injuries even after accounting for a range of covariates. [source]

    Inter-Industry Wage Differentials in Great Britain

    OXFORD BULLETIN OF ECONOMICS & STATISTICS, Issue 2000
    Andrew Benito
    The paper considers the determination of earnings of private sector employees in Great Britain, focusing upon the importance of industry affiliation in this process. Whilst cross-sectional estimates, using waves 1 to 4 of the British Household Panel Survey, suggest industry status is of considerable importance, much of this variation is removed by estimating earnings equations by fixed effects methods. Estimated differentials are not inversely related to the steepness of age-earnings pro(r)les in an industry, do not appear to vary over time and are positively related to industry profitability. [source]

    THE IMPACT OF PUBLIC SERVICE MOTIVES ON WORK OUTCOMES IN AUSTRALIA: A COMPARATIVE MULTI-DIMENSIONAL ANALYSIS

    PUBLIC ADMINISTRATION, Issue 4 2007
    JEANNETTE TAYLORArticle first published online: 12 OCT 200
    There is a general consensus that individuals who are driven to serve the public interest can possess a mix of public service motives for engaging in altruistic actions. This article proposes that when analysed simultaneously, some public service motives may play a more important role than others in influencing work outcomes. The pressing questions are which ones and how? Through a survey of a group of Australian public sector employees, this article explores the relationship between the various dimensions of public service motivation (PSM) and the common work outcomes: organizational commitment, job satisfaction and job motivation. The combinations of PSM dimensions that had a greater impact on these work outcomes are also found to vary with different outcomes. [source]

    Strategic Human Resource Practices: Introducing Alternatives for Organizational Performance Improvement in the Public Sector

    PUBLIC ADMINISTRATION REVIEW, Issue 1 2010
    Jungin Kim
    Can public sector organizations increase productivity through competition in spite of inherent limitations, such as budget constraints? This study addresses that question by examining the impact of four factors that contribute to employees' expectations regarding competitive work environments on organizational performance in terms of overall quality of work and client satisfaction. The four factors measured include rewards for merit such as salary and benefits, opportunities, organizational rules, and the capacity to deal with risks as perceived by employees. Using data on public and nonprofit sector employees, expectations for merit rewards were positively related to employees' perception of organizational performance when the conditions of performance-based organizational rules and risk-taking behaviors were also satisfied. Moreover, employees' perceptions of organizational performance tended to increase when they felt that organizational rules were oriented toward performance plus organizational members and top leaders exhibited greater risk-taking behaviors. However, no correlation was evident between employees' expectations of opportunities and perceived organizational performance. [source]