Issue 2022 no6 contents:

It is largely accepted that effective strategy implementation, as one of the most essential phases of the strategy making process, leads to good organisational outcomes. However, there is still very little research addressing which implementation style is associated with better public service outcomes. For public sector organisations, there is a common belief that the implementation of strategies mostly fails in practice. Another important organisational characteristic, seen as an effective tool for increasing performance, is organisational culture. While there are also numerous studies in the literature investigating the relationship between organisational culture and performance in both the private and public sectors, most of this research only investigates the direct effects of culture. This research undertakes a novel approach and explores the separate and combined effects of strategy implementation style and organisational culture on performance in Turkish local government organisations. Survey data were analysed using multiple and robust moderated regression models. The results of the study confirmed the presence of a significant positive relationship between rational strategy implementation and organisational performance and consistently positive influence of hierarchy type of culture on performance. Moreover, a rational strategy implementation style appeared to strengthen the effects of a hierarchical and a market-based culture on performance, while an incremental strategy implementation style seemed to enhance the effects of a clan-oriented culture and an adhocracy culture on performance.

The aim of this study is to examine the relationship between the work engagement of state administration employees and managerial support from their superiors. Attention is focused  not only on the direct effect of these two variables, but also on the role of perceived fairness and public service motivation in the examined relationship.  For data collection, a questionnaire survey was conducted among managers in the state administration in Slovakia (221 respondents). The PLS-SEM method using SmartPLS 3.0 software was used to test the theoretical research model and the proposed hypotheses. The direct correlation between managerial support and employee engagement in state administration was confirmed as significant. Our study showed that even the support from managers can influence work exposure, but the intensity of the effect is enhanced by the engagement of perceived fairness in the work environment and public service motivation of employees. At the same time, women are more sensitive to the effects of the studied variables compared to men. Therefore, it is essential that government management builds a culture of support and fairness that encourages employee engagement.

The contribution of this article is to explore the deeper mechanisms, that influence employee engagement in public administration.

This study aims to extend the concept of organizational identity, the soul of organizational culture, and its five characterizing attributes, namely, purpose, philosophy, priorities, processes, and projections, to the regulatory space. It has been done through a thematic review of previous articles. Although a few academic articles in the public policy arena have dealt with one or two of these attributes, there is a lack of a holistic evaluation of the regulatory framework covering all these five attributes of regulatory identity. After building an understanding of how these elements have evolved in public policy and regulation domains, we have hypothesized that processes and projections of the regulatory framework need to be aligned with the core regulatory identity (constituted by purpose, philosophy, and priorities) for achieving strategic outcomes. On the other hand, a change in the long-term strategy should trigger a reassessment of organizational priorities followed by the realignment of the core regulatory culture to guide decision-making and organizational actions. Finally, since the regulatory processes or practices, both internal and external, are the actions that keep the regulatory identity alive, therefore, they should be aligned with the core identity and culture of the regulatory framework.

This study analyzed the relationships between administrative decentralization, empowering local governments, and attracting foreign direct investments (FDI) based on an online questionnaire completed by government officials in Uzbekistan. The examined data suggests that empowerment of local governments is positively related to attracting foreign direct investments as mediating variable, while administrative decentralization does not directly affect foreign direct investments attraction. The paper presents the first comprehensive analysis of the mediating role of empowering local governments in Uzbekistan, and highlights policy implications that need to be implemented to establish a new legal status for local authorities.  Further research is required on the specific way that the survey will be conducted only among government officials who are in charge of departments in investment policy. Based on the analysis, the study developed recommendations for changing the administrative environment that can create conditions that are more favorable for foreign investors. This study might help public administration, policy scholars, and, to be more specific, the policymakers, government officials to put better regulation into their agendas.

This paper presents the development and validation of a questionnaire-based model to assess the quality of services provided by public institutions based on internal service variables. This model comprises four latent factors (Systems, Human Resources, Regulation and Relationship) that allow analyzing a set of 19 managerial variables involved in the perception of quality from the point of view of managers. The developed methodology was based on an empirical study that was statistically validated for the Brazilian federal public services, with the collaboration of the Digital Government Secretariat of the Ministry of Economy, which carried out a data collection survey with 289 services from 52 Brazilian public institutions. The model allows a standardization in the planning of the internal processes of the public services offered, with vision and administrative rationalization strategies to be adopted to optimize the quality offered by the services.

The phenomenon of demographic bonus is one of the opportunities to increase tax revenues since the increase in productive age population will be inversely proportional to the increase in the number of taxpayers in the future. The problem facing the government is still the same, the lack of tax compliance and tax awareness among the taxpayers. One of the services in the field of taxation which is provided by the government, the Directorate General of Taxes, is the online based facility to report taxes through an e-filing system. However, it seems that many millennials, as the successors of the nation’s next-generation, do not utilize the e-filing system well. The current study sought  to examine the acceptance process of e-filing technology among the millennials. This study used a quantitative approach with a questionnaire as the research instrument. The population of the study was people who were in the age of millennials, namely those who were between 20 and 40 years old in 2021. The results show that the factors of innovativeness of the millennials are a crucial factor that suggests that e-filing is not difficult to be implemented. Nevertheless, the findings also revealed that there is a risk factor that prevents them from using e-filing. It cannot be denied that millennials may technically not find any problems with the systems implemented. Although the current study showed the implementation of the TAM theory in e-filing issues, there are some limitations. The current study did not show whether there is a difference between the millennials’ behaviour of the acceptance of e-filing and their high or low incomes or their lifestyle.