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Public sector adaptation to remote working during the Sars-Cov-2 pandemic. Analysis and evaluation of the determinants and effectiveness of action

Bielińska-Dusza Edyta, Dyśko Agnieszka, Stępnik Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2024

z. 192

9--31

Purpose: The purpose of the study is to analyze and evaluate the remote work of public sector employees during the SARS-CoV-2 pandemic, taking into account the evaluation of the efficiency of the tasks performed, taking into account the type of position held, the experience of the employees, technical and organizational aspects, the inconvenience of the work and the level of digital competence. Design/methodology/approach: Providing remote work is becoming increasingly common, especially in the context of the Sars-CoV2 pandemic. Both employees and employers recognize the benefits of a flexible work model, as well as several limitations and challenges. The findings of past research on remote work and the study's results indicate the relevance of this research area. This is particularly important concerning the public sector, which is not the subject of as much interest as the private sector. The problem of remote work is a complex and multidimensional phenomenon, hence the need for research using various research methods and techniques. Therefore, our research is based on a mixed approach. They took advantage of the literature analysis and legal regulations on remote work in the public sector and applied a diagnostic survey using a survey questionnaire. In turn, statistical methods such as the chi-square test, p-value, and Pearson's coefficient were used for analysis. Findings: The results of our study showed that the evaluation of the effectiveness of remote work by public sector employees varies. In addition, of the seven hypotheses posed, three were positively verified: (1) the effectiveness of remote work depends on organizational conditions; (2) the effectiveness of remote work depends on the support of supervisors; (3) The effectiveness of remote work is related to perceptions of changes in the quality of services during the e pandemic. The results also suggest the need to develop management training programs that consider the role of support and communication with employees in the context of remote work. Research limitations/implications: The study provided valuable information on evaluating remote work in the public sector during the COVID-19 pandemic. However, the study has some limitations. On the one hand, confirmation of three of the seven hypotheses indicates the existence of relationships between the variables studied, but at the same time, highlights the need for further research. The analysis focuses on the public sector, which may not be entirely representative of other sectors, and the focus on employee perceptions may affect the subjectivity of the results obtained. Practical implications: The study's results highlight several critical recommendations for organizations in the public sector. First, there is a need to develop training programs that focus on support and communication in the context of remote work to ensure higher efficiency. Second, there is a need to implement a communication strategy to ensure that information flows effectively when working remotely. In addition, organizations should regularly monitor and analyze employee satisfaction and performance to identify areas for improvement. Finally, analyzing the impact of remote work on the quality of services provided is essential to identify and provide the necessary resources or support in relevant areas. Originality/value: The article addresses the timely and relevant topic of the impact of pandemic on remote work, which represents a research gap. From the literature, the issue has been analyzed in the context of the commercial sector, while limited research exists for the government sector. Our research fills a gap in the literature on remote work in the public sector in the context of the COVID-19 pandemic, providing valuable information on the effectiveness and factors affecting the quality of remote work in this sector.

Antecedents predicting coaches’ intentions to remain in sport organisations

Surujlal J., Dhurup M.

Polish Journal of Management Studies

2017

Vol. 16, No. 1

234--247

In order to acquire optimal performance from coaches, sport organisations provide various mechanisms in an attempt to improve their management of sport coaches. Demonstrating support for their coaches, by proving adequate resources and rewards, proper supervisor support, organisational fairness, organisational support afforded to coaches are vehicles through which organizations’ management can elicit the optimal performance from their workforce. The study is located within a quantitative research paradigm and adopts a cross sectional survey to collect data from 151 coaches who were purposefully selected from various sport organisations in the Gauteng province of South Africa. The results of the regression analysis demonstrate that rewards, supervisor support and organisational support are strong predictors for coaches to remain within their current organisation. Organisational fairness seems to negatively impact on coaches intention to remain within their respective organisations. It is recommended that in managing sport coaches sport organisations should create a favourable environment that positively nurtures coaches’ intentions to remain within their current organisations. More specifically, the current reward system, the organization’s fairness towards coaches, support from supervisors and general organisational support should be a target for enhancement in order to foster the relationship between coaches and their respective organisation that they work for. These antecedents can offer insights that are particularly valuable to coaches’ management and sport organisations seeking to nurture interactions with their coaches in order for them to remain in their current organisation.

Aby uzyskać optymalną wydajność coachów, organizacje sportowe zapewniają różne mechanizmy w celu poprawy zarządzania coachami sportowymi. Organizacje sportowe wspierają swoich coachów, poprzez zapewnienie odpowiednich zasobów i nagród, odpowiednie wsparcie ze strony przełożonych czy uczciwość organizacyjną. Wsparcie organizacyjne przyznawane coachom to pojazdy, za pomocą których kierownictwo organizacji może uzyskać optymalną wydajność ze strony swoich pracowników. Badanie przeprowadzono w ramach ilościowego paradygmatu badań, w celu zebrania danych od 151 trenerów, którzy zostali celowo wybrani z różnych organizacji sportowych w prowincji Gauteng w RPA, przyjęto ankietę przekrojową. Wyniki analizy regresji pokazują, że nagrody, wsparcie zwierzchników, jak i wsparcie organizacyjne, są silnymi predykatorami dla coachów do pozostania w ich obecnej organizacji. Sprawiedliwość organizacyjna zdaje się negatywnie wpływać na intencje coachów do pozostania w swoich organizacjach. Zaleca się, aby w zarządzaniu coachami sportowymi organizacje sportowe tworzyły sprzyjające warunki, które pozytywnie wspierają ich zamiary pozostania w swoich obecnych organizacjach. Mówiąc dokładniej, obecny system nagród, uczciwość organizacji wobec coachów, wsparcie ze strony przełożonych i ogólne wsparcie organizacyjne powinno być celem ulepszania i rozwijania relacji między coachami a organizacją, dla której pracują. Te okoliczności poprzedzające mogą zapewnić wgląd, który jest szczególnie cenny dla kierownictwa coachów i organizacji sportowych, pragnących pielęgnować interakcje z ich coachami, aby mogli pozostać w swojej obecnej organizacji.