Journal of Public Policy and Administration https://iprjb.org/journals/index.php/JPPA <p>Journal of Public Policy Administration (JPPA) is a speedy reviewed journal published by IPRJB .It aims to publish reviewed material within the broad field of public policy and administration, with its scope also including public administration, policy management ,organizational theory etc.JPPA has been published both online and printed version with high insight information for redirecting new directions.</p> en-US <p>Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a <a href="https://creativecommons.org/licenses/by/4.0/">Creative Commons Attribution (CC-BY) 4.0 License</a> that allows others to share the work with an acknowledgment of the work’s authorship and initial publication in this journal.</p> journals@iprjb.org (Journal Admin) support@iprjb.org (Journal Support) Mon, 08 Jan 2024 11:42:05 +0300 OJS 3.2.1.4 http://blogs.law.harvard.edu/tech/rss 60 Decoding Public Policy Making: Unraveling the Variables and Analytical Questions for Systematic, Comprehensive Analysis https://iprjb.org/journals/index.php/JPPA/article/view/2488 <p><strong>Purpose:</strong> Government employees, like persons in the private sector, spend a lot of their time in public service. Consequently, employee satisfaction is essential for safeguarding long-term effectiveness and efficiency in both private and public sector organizations. Creating satisfactory working environments improves employees’ work-life balance, thus higher satisfaction levels. Every year, job satisfaction levels are measured throughout all the UAE public sector institutes. This is done through a survey sent by the Dubai Government Excellence Program (DGEP) to the employees every year. With the United Arab Emirates being heralded as one of the leading countries to create ideal work environments for employees, this study aims at determining the underlying factors that affect employee satisfaction in Dubai Police traffic department.</p> <p><strong>Methodology:</strong> The study adopted descriptive research design. The research applied a purposive simple random sampling technique and probabilistic sampling technique. Data was collected on Dubai police traffic department employees. A quantitative and qualitative data analysis was conducted for the current research based on the collected data from the questionnaires circulated within the employees of police traffic department. Data were then analyzed using the Statistical Package for Social Sciences (SPSS-15) for statistical analysis. The results were presented in form of tables.</p> <p><strong>Findings:</strong> While the socio-demographic factors could be considered factors explaining job satisfaction, age and marital status are the only factors that strongly explain the relationship due to their significant result. Additionally, for the nine environmental factors, using factor analysis to determine variables that strongly explain the dependent variables, the variable under “my work directly contributes towards organization’s goals” efficiently explains the status of job satisfaction. Furthermore, execution of mandates informed by the ability of the company to address public complaints and safe work environment influences job satisfaction levels.</p> <p><strong>Unique Contribution to Theory, Practice and Policy:</strong> Although salary and work directly contribute towards an organization’s goals, companies can ensure that job levels are acquired in the right way. This way, the organization can efficiently address public complaints and promote a safe and healthy working environment. , these findings will inform further studies on behavioral management and workplace productivity in organizations.</p> Lina Alswaiti Copyright (c) 2024 Lina Alswaiti https://creativecommons.org/licenses/by/4.0 https://iprjb.org/journals/index.php/JPPA/article/view/2488 Thu, 11 Apr 2024 00:00:00 +0300 An Investigation of the Transformation Process from Manual to E-Recruitment in Tanzania Public Service https://iprjb.org/journals/index.php/JPPA/article/view/2254 <p><strong>Purpose:</strong> The innovation of e-recruitment was to embrace the flow of recruitment and selection of young people in Tanzania public service. Currently, e-recruitment has not yet achieved the intended objectives. As a result, the wellbeing of the country human capital is being compromised. The extant studies have not examined the effectiveness of e-recruitment transformation process. In line with the existing gap, investigating the transformation process from manual to e-recruitment in Tanzania Public Services Recruitment Secretariat remains is the focus of this study. Specifically, the study examined why e-recruitment was an alternative to the manual recruitment, the regulatory frameworks governing e-recruitment, e-recruitment implementation strategies, and processes and finding out how the management of forces for change &nbsp;&nbsp;may explain the reasons why e-recruitment does not meet the intended objectives.</p> <p><strong>Methodology:</strong> With the sample size of 25 respondents, five respondents were purposively interviewed and nine responded to questionnaires, and the remaining 16 respondent were conveniently distributed into two FGDs basing on their willingness, availability, willingness, and accessibility. Qualitative data were analysed using thematic and content analysis.</p> <p><strong>Findings:</strong> The findings revealed that the adoption of e-recruitment was due to challenges facing manual recruitment such as diseases, unfairness, insecurity of applicants’ information, the cost of running the recruitment process and time. The e-government Act of 2019, e-government regulations of 2020 and the PSRS Rules of operations of 2021 were identified as the regulatory frameworks governing e-recruitment. The PSRS uses both human capital sand technological strategies in facilitating e-recruitment. Finally, the inability of using e-recruitment system, limited reach, budget constraints, and inadequate system integration were the reasons why e-recruitment does not meet the intended objectives.</p> <p><strong>Unique Contribution to Theory, Practice and Policy:</strong> The study recommend for the government to ensure integration and interoperability of between e-recruitment system and other government systems for accurate data sharing and verification purposes.</p> Azah Y. Saad, Josephat Itika Copyright (c) 2024 Azah Y. Saad, Josephat Itika https://creativecommons.org/licenses/by/4.0 https://iprjb.org/journals/index.php/JPPA/article/view/2254 Mon, 08 Jan 2024 00:00:00 +0300 The Importance of Job Satisfaction in Dubai Police and Influencing Factors https://iprjb.org/journals/index.php/JPPA/article/view/2271 <p><strong>Purpose:</strong> Government employees, like persons in the private sector, spend a lot of their time in public service. Consequently, employee satisfaction is essential for safeguarding long-term effectiveness and efficiency in both private and public sector organizations. Creating satisfactory working environments improves employees’ work-life balance, thus higher satisfaction levels. Every year, job satisfaction levels are measured throughout all the UAE public sector institutes. This is done through a survey sent by the Dubai Government Excellence Program (DGEP) to the employees every year. With the United Arab Emirates being heralded as one of the leading countries to create ideal work environments for employees, this study aims at determining the underlying factors that affect employee satisfaction in Dubai Police traffic department.</p> <p><strong>Methodology:</strong> The study adopted descriptive research design. The research applied a purposive simple random sampling technique and probabilistic sampling technique. Data was collected on Dubai police traffic department employees. A quantitative and qualitative data analysis was conducted for the current research based on the collected data from the questionnaires circulated within the employees of police traffic department. Data were then analyzed using the Statistical Package for Social Sciences (SPSS-15) for statistical analysis. The results were presented in form of tables.</p> <p><strong>Findings:</strong> While the socio-demographic factors could be considered factors explaining job satisfaction, age and marital status are the only factors that strongly explain the relationship due to their significant result. Additionally, for the nine environmental factors, using factor analysis to determine variables that strongly explain the dependent variables, the variable under “my work directly contributes towards organization’s goals” efficiently explains the status of job satisfaction. Furthermore, execution of mandates informed by the ability of the company to address public complaints and safe work environment influences job satisfaction levels.</p> <p><strong>Unique Contribution to Theory, Practice and Policy:</strong> Although salary and work directly contribute towards an organization’s goals, companies can ensure that job levels are acquired in the right way. This way, the organization can efficiently address public complaints and promote a safe and healthy working environment. , these findings will inform further studies on behavioral management and workplace productivity in organizations</p> Fatma Hassan Mohammad , Roudha Essa Copyright (c) 2024 Fatma Hassan Mohammad , Roudha Essa https://creativecommons.org/licenses/by/4.0 https://iprjb.org/journals/index.php/JPPA/article/view/2271 Fri, 19 Jan 2024 00:00:00 +0300