Typical situations for managers in the Swedish public sector: Associations with turnover intentions and employability
2011 (English)Conference paper (Other academic)
The public sector has undergone extensive changes over the past years. It has been argued that these changes, under the influence of New Public Management, have been focusing on increasing efficiency and productivity, transparency and user orientation. The new conditions have resulted in important and difficult challenges for the public sector managers to handle. Together with increasing demands it has also been emphasized that the turnover rate of public sector managers is high, and, in addition, it has also been argued that it is difficult to attract future managers to the sector. Consequently, the aim of the present study was to investigate turnover intentions and employability of public sector managers. Primarily, the focus has been to investigate if there are specific patterns of work environment prerequisites in the Swedish public sector. In a second step the aim was to study if such patterns discriminate regarding turnover intention and employability. For this purpose, a questionnaire with 548 Swedish public sector managers was analyzed by means of a cluster analysis. The variables of the analysis were chosen following the logics of the Job Demands-Resources model, including four demands (lack of resources, conflict of logics, employee conflicts and client conflicts) and three resources (management support, employee support and client recognition). The preliminary results indicate eight typical situations for managers in the public sector. These situations reflected very beneficial as well as complicated and unhealthy situations. Furthermore, the eight clusters discriminated in a very distinct way regarding turnover intentions. For example, less than 10 percent of the individuals in the two healthiest clusters wanted to quit as managers, as compared to the two clusters with poorest health, where more than a third of all the managers wanted to quit as a manager and more than half wanted to change organizations. On the other hand, preliminary results also indicate that the eight clusters did not discriminate regarding employability, suggesting that the managers regardless of their working situation reported similar possibilities to get new employment. These results contribute with knowledge about managers working situation in the public sector.
Place, publisher, year, edition, pages
employability, managers, public sector
Research subject Psychology
IdentifiersURN: urn:nbn:se:su:diva-69415OAI: oai:DiVA.org:su-69415DiVA: diva2:476690
The 15th Conference of the European Association of Work and Organizational Psychology, Maastricht, May 25-28, 2011.