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Abstract

Workplace deviant behavior has been linked to a number of organizational losses such as decreased employee morale, increased turnover and loss of legitimacy among important external stakeholders. Therefore, this paper investigated the relationships between religiosity, job status and workplace deviant behavior. Participants consisted of 351 (F=178; Mean age=39.2) employees of the Local Government Service Commission in Nigeria. Data which were sourced through the Workplace Deviant Behavior Scale and Centrality of Religiosity Scale were analyzed using multiple regression. Results revealed that religiosity negatively related to workplace deviant behavior, but no significant difference was found between junior and senior staff in their display of workplace deviant behavior. In addition, both religiosity and job status jointly influenced respondents’ workplace deviant behavior. The findings imply that high religiosity among employees might reduce the risks of deviance and in turn create a better work environment.

in three cohorts in three European countries. 2 Methods 2.1 Study Population and Design A longitudinal study was performed between January and September 2018 among public service professionals in Spain, Monte Negro and Bosnia and Herzegovina (B&H). We assessed the influence of ageing and gender to work ability among public sector employees (in three various European countries: Spain (country in Europe Union), Monte Negro and B&H (countries in South East Europe region). We compared national and gender differences of work ability in older employees aged ≥55 years in

Abstract

Career anchors represent the internal constellations of motives, needs and career goals of individuals. It is of great importance to identify person’s career anchor and according to it, to design career management practices. Furthermore, if there is congruence between career anchor and job related characteristics, many positive outcomes such as job satisfaction, organizational commitment, low turnover intentions, etc. may emerge. The aim of this paper is to identify which one of nine defined career anchors is dominant career anchor of secondary school teachers as public sector employees and how they differ in terms of demographic factors such as gender, age and work experience. In order to achieve this goal, empirical research was conducted using a sample of 44 secondary school teachers from one town. The descriptive statistic’s results indicated that the dominant career anchor of secondary school teachers is security – job tenure, followed by service and lifestyle career anchors. Non-parametric tests were applied for the assessment of statistically significant differences between demographic groups. Female teachers and teachers between 41 and 50 years expressed higher levels of importance of security – job tenure career anchor, but teachers with work experience lesser than 15 years showed higher levels of importance of security – geographic. The findings of this study add new contribution to the literature and career management practices in Serbia.

Civil Service and Civil Servants in Lithuania: Issues of Regulation and Status

This paper analyses two issues: first, the possibilities for corrections of Lithuanian civil service legal regulation, deliberating on a more flexible regulation perspective. It discusses whether the narrowing of civil service legal regulation could become a potential way to increase the efficiency of public administration with respect to the Lithuanian legal system. It also evaluates the possibilities of discretionary power use in the civil service. Another issue is the possibility of Lithuanian civil servants and public sector employees' statuses change, emphasizing existing problems and alternative considerations that may lead to the correction of the concept of servant in the future. The need for special civil servant status and responsibilities are discussed, as well as the possibilities to extend, narrow or eliminate the corps of civil servants. The paper is based on the data from qualitative research carried out in 2011 in the form of semi-structured interviews with more than fifty of the highest level Lithuanian civil servants, politicians responsible for civil service, and other experts-practitioners of the field.

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