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Hyo Joo Lee (Sungkyunkwan University)
Seo Rin Kim (Sungkyunkwan University) Eun Hye Seo (Sungkyunkwan University) Sung Min Park (Sungkyunkwan University) Organizational innovation is not only the interaction with external environment but also the accumulation process of internal members’ efforts to drive the desirable change (Amabile et al., 2004). In other words, the initiatives of organizational innovation are the attitude and behavior of individual those are motivated by the will to improve the current situation. It is individual to bring out the organizational innovation (Griffin et al., 2007; Parker, Williams, & Turner, 2006). One of the most influencing factors on individual attitude and behavior in Korean public sector is pay for performance under the New Public Management (NPM) waves since 1990. Additionally, the pay for performance has been believed as the driving force to innovate the public organizations. With the introduction of pay for performance, organizational justice has been crucial factor (Greenberg, Ashton-James, & Ashkanasy, 2007) to determine the success of HRM practices designed by NPM waves. Drawing on survey data from the “Korean public employees’ perceptions on public organization” collected in 2016, this research investigates those questions. First, could we statistically confirm the level of organizational justice in Korean central and local governments? Second, does the organizational justice significantly and directly affect individuals’ attitude (Public Service Motivation: PSM) and behavior (Organizational Citizenship Behavior: OCB)? Thirdly, do individual PSM and OCB play a role in promoting organizational innovation(Creative behavior and Perceived Organizational Innovation)? Thus, using SEM, this study will prove how crucial the organizational justice of HRM practices in bringing out the organizational innovation. Based on empirical results with a massive sample data of Korean public sector and related theories, this research will provide abundant theoretical and policy implications on HRM and sustainable development in Korean public sector.
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Jocelyn C. Cuaresma (University of the Philippines)
The paper presents an analysis of higher education institutions (HEIs) as an important sector in addressing climate change issues through carrying out their intrinsic functions of instruction, research and capacity building. A previous analysis conducted by the author of the climate change-related programs of 115 SUCs and selected private HEIs showed that the latter have put forward an encouraging amount of responses in terms of integrating climate change issues into curricula, researches, capacity building, community engagement and external linkages, with some HEIs being more accomplished than others. This current research focuses on six (6) selected HEIs, including 3 state universities and 3 private universities to look into the sustainability of responses and specific accomplishments. Data shows that, while individual HEI efforts vary, there is much evidence on the sustainability of HEI degree and non-degree programs and projects that substantiate the important role of HEIs in addressing climate change issues and concerns. |
THEME B: Human Resources and Social Capital for Sustainable DevelopmentEmpowering Governance Stakeholders for Quality Public Service Categories
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