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Research and educational journal
Published quarterly since 2007
ISSN 1999-5431
E-ISSN 2409-5095
Issue 2018 no4 contents:
THE THEORY AND PRACTICES OF THE PUBLIC ADMINISTRATION
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7–41
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In the article we examine the institutional process in a regional economy connected with the infrastructure development. The hypotheses stated are the following: 1) the existence of the interrelationship between the economic growth and attracting the investment into infrastructure; and 2) the influence of the institutional environment on the public-private partnerships (PPP) development. We have adopted the neoinstitutional approach to study the factors which influence the behavior of the government and business in their interaction in the economy. We also employ statistical methods for analyzing the dynamics of socio-economic development (SED) indicators of the subjects of the Russian Federation as well as the results of measures to attract private investment into infrastructure, including the PPP. The best regional practices were shown in creating an institutional environment for investors and implementing infrastructure projects. Also we propose new indices for assessing the attraction of private investments in infrastructure and for assessments of the regional SED. We chose the city of Moscow and the Yamalo-Nenets AutonomousDistrict as two empirical case studies, which differ in the economic and geographic conditions, but both demonstrate success in attracting private investment and implementing infrastructure projects. The existence of a relationship between indicators of private investment in public infrastructure and economic growth was revealed. In addition, in both regions there proves to be an interrelationship between the creation of the institutional environment and the emergence of new PPP projects. Against the background of institutional changes, there is a growth in private investment in infrastructure, and the share of non-budgetary funding in government programs increases. Our conclusions are consistent with a theory that asserts the primacy of institutional environment in relation to project implementation. In conclusion we make some practical recommendations for the development of the institutional environment which are acceptable for all regions solving similar problems of infrastructure development.
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42–69
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The paper is devoted to the problem of increasing the Russia’s regions branding effectiveness. The purpose of the study is to substantiate the possibility of applying project approach in enhancing branding efficiency of the federal subjects’ of Russia. The achievement of this objective is based on the hypothesis that the effect of Russia’s regions branding is actually related to brand-management quality of the regional authorities. In order to reach the purpose the following tasks are solved. First, it is proved that the quality of brand-management by regional authorities is connected with the effects of regional branding. Secondly, a possibility of applying the project approach to regional brand management is established and the structural-role model of regional brand project is proposed. The conceptual framework of this research presupposes the division of marketing and management aspects of regional branding, which allows to explain the observed contradiction between high methodological provision and numerous failures to develop brands of Russia’s regions and thus to define the direction of further methodology development. The proof of the management level’s role as a key factor for regional branding success is based on the comparison of the estimates of brand success and the quality of its management obtained on the basis of the normative documentation, scientific publications and expert opinions analysis. The research results could be used to increase the regional authorities’ competence in regional branding matters.
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FOREIGN EXPERIENCE
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70–93
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This article contributes to the discussion on digital transformation in government from the angle of further implementation of performance management approaches. The article analyses the key approaches to defining digital transformation in government, reviews international literature and practices illustrating the experience in applying advanced digital technologies for planning, monitoring, and evaluating the results achieved by public administrations. The article concludes with proposals on the priorities for using digital technologies for further implementation of performance management practices. The research demonstrates that the digital transformation of government is not an alternative to the performance management concept. Moreover, the advanced technologies may enable the solution of the problems identified in performance management implementation earlier. In particular, digital technologies facilitate minimizing the time lag between achieving the results and the data on such achievements, significantly increasing the amount of data available for planning, monitoring, and evaluating the performance, and minimizing the risk of data manipulation.
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94–119
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The research object is the effect of self-effectiveness and government auditors’ professional development on the quality of governmental audit. The purpose of the research is to study correlation between professional development, self-effectiveness and auditing quality in order to provide practical recommendations on increasing the effectiveness of governmental audit. For studying the relationship between auditing quality, professional development and self-effectiveness of auditors, there was carried out a survey among 20% of government auditors, then dispersion, regression and correlation analyses were conducted based on gathered data. Authors tested following hypothesis: a) high self-effectiveness of auditors has a positive effect on auditing quality; b) organizational culture is the key factor for professional development of auditors; c) there is a strong correlation between professional development and self-effectiveness; d) professional development has a strong effect on auditing quality. Results of the analysis showed that professional development (including organizational culture and learning opportunities) and self-effectiveness (including profession, experience, work tendencies and results) are significant factors influencing auditing quality.
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PERSONNEL POLICIES
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120–144
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Nowadays society requires new competencies of its specialists and citizens. The competencies of civil service employees must meet the requirements of the professional sphere and take into account the demands of the digital economy. The purpose of the study is to determine the key competencies of civil servants required in the conditions of digital transformation of the civil service, and to make recommendations for their development through the introduction of a competence-based approach to the assessment and formation of personnel, diversification of training areas, covering the issues of training in the workplace, exchange of experience and knowledge with colleagues, the introduction of modern analytical tools to support the functions of recruiting, building career tracking and individual competence development of the employee. The article provides a review of the main positions of the competence approach to the formation of human resources. The group of competences is defined. Based on the survey, a rating of the competencies of civil servants is compiled; the characteristic problems of the civil service that prevent successful career advancement and development of the civil service in general are highlighted. The results indicate the inertia of the public civil service system in the field of talent management and career tracking, insufficient or complete lack of interest in new formats of communication and training to form soft skills. The competency-based approach to talent management and career planning can be implemented within a single digita l platform. The basis of such a platform should be formed by the ontological model. Data research tools will enable to carry out an objective selection of personnel for the position, determine the development program and build career tracking, as well as measure the effectiveness of the head of the department. The results of the study can be useful in setting professional standards in the fi eld of public administration.
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145–171
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The study estimates the role of personality traits in choosing between careers in the private and the public sectors among Russian students. We used the 10-item Big Five instrument (TIPI) on a sample of 804 students from a major Moscow-based University in conjunction with a questionnaire of career preferences. The results demonstrate that students aiming to work in the public sector differ from their peers who prefer a private sector in terms of personality traits. The results are particularly strong for students preferring a career in government: they score higher on extraversion, conscientiousness and lower on openness to experience. Conscientiousness is by far the strongest predictor of government career preference. At the same time, panel data (N = 184) collected two years after graduation show that those who actually stayed in the public sector score higher only on emotional stability scale. Thus, the public sector seems to attract individuals with one set of personality traits but holds those with a diff erent one. Implications of this finding are discussed and a more active use of longitudinal designs is advocated.
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172–194
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In this article, the adaptation of personnel is considered from the perspective of the modern approach of social identity, according to which the personal involvement of a young specialist in the new social and professional environment forms the desire to continue their activities in the organization. The main hypothesis suggests that positive social identity is associated in the course of adaptation at enhancing cognitive, axiological and behavioral aspects of the activity with such an action as providing information-psychological support to young specialist from the head, mentor and team with the engagement of a specialist in joint activities. The aim of the study is to identify the most significant for young civil servants socialization factors, which have a direct impact on the formation of their positive social identity. We consider the main factors include the acceptance by a young employee of the status of a public servant, the motivation of a public servant, attitudes to common activities and a desire to enlarge contacts with management and colleagues, social and labor activity. The method of research was a survey (questionnaire) of 109 young professionals who experienced socialization practices in federal and regional government bodies, and municipal employees. The study revealed that the information and psychological support of the young specialist by his leader, mentor and team, when the new employee is involved in common activities, is one of the main factors of socialization. This article concludes with propositions for possible areas of improvement of the process of socialization of young professionals in public administration at various levels.
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REVIEW
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195–200
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The article reviews the monograph aimed at systematizing OECD requirements to good governance, comparing the Russian legal base and implementation practice with OECD criteria, and developing legal basis of public administration in Russia. The monograph was issued in the publishing house «Delo» RANEPA in 2018.
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