Team: Achala Dahal (Team Leader), Gyan Laxmi Shrestha and Shilu Pradhan
Research and Consulting
Consutling Team: Suwarn Kumar Singh, Damodar Sedhai, Shiddi Ganesh Shrestha & Shiva Hari Adhikari
Consulting Team: Suwarn Kumar Singh, Damodar Sedhai, Shiddi Ganesh Shrestha, Shiva Hari Adhikari & Jiwan Prava Lama
Research Team: Shiva Hari Adhikari, Suwarn Kumar Singh, and Ashrita Dhital
There are increasing expectations from citizens that public agency demonstrates high ethics and integrity while delivering services. It is said that public services are windows through which the public evaluate governance status. Public agency's vision and mission is reflected in public servants' integrity. Many positive initiatives are in place to promote rule of law, corruption free and smart administration, financial discipline and efficient management of public work in Nepal. This study aims to analyze the integrity of public agency through the perception of a public servant with regard to the effectiveness of policies, guidelines and
Procedures to promote good standards of conduct. Through a perception survey of employees of central level agencies, integrity standard of the public institution has been assessed. This study examines the relationship between organizational value and individual value; protection from recrimination when reporting corruption; rules and standards of conduct; national regulations and laws; regulations addressing conflict of interest; and internal mechanism for controlling corruption. The results are encouraging however sufficient communication and compliance of values and standards are required to improve the integrity standard of public agencies.
Research Team: Pratistha Koirala, Nabin Chapagain, Pratibha Dhungana and Damodar Bashyal
With the improvement in a health facility, there has not only been an increase in the number of people who survive to retirement age, but also the number of people who live for much longer. This has dramatically increased the cost of providing pensions leading to doubts about the viability of current approaches of defined benefit pension plans where the government bears the entire cost of the pension. Under a defined benefit scheme, the budget expenditure on pension for the fiscal year of 2005-06 was NPR 3.439 billion which rose to NPR 27.083 billion in 2016-17. With an increasing number of retirees and their increased average life expectancy, the pension burden of government is ballooning and if these trends continue government will be unable to pay pension for its retired employees under the defined benefit pension plan in near future. Under these contexts, the government of Nepal has recently incorporated the contributory pension scheme under its new fiscal program for the year 2074-75. In this scenario, this research has been done in order to assess the fiscal sustainability, adequacy, and fairness of defined benefit and defined contribution pension plan from both governments' and employees' perspective. It attempts to identify the key aspects to be considered in pension reforms. The comparative analysis of the government's liabilities in terms of its present value for 50 years has been done. The findings suggest that the introduction of contributory pension plan solely could not solve the overall fiscal liability of pension system as it will take more than 50 years to have any substantial effect and rather it will increase short term liability as government has to allocate fund for contribution to new recruits in addition to regular pension to current employees and pensioner. Thus, parametric reform should be considered for existing employees along with the introduction of the contributory pension system for new recruits.
Research Team: Anita Poudel, Shilu Pradhan, and Rameshwor Bhandari
This study aims to explore the dominant factors that influence workplace conflict in government organization along with its perception among civil servants and analyze the various factors of conflict and
its relationship based on the hierarchical level of employees. The research also attempts to examine the level of management where conflict occurs the most. The research was carried out using quantitative analysis and structured questionnaire has been used to collect primary data from a sample size of 100 respondents based on non-probability sampling. SPSS was used for data analysis. Upon analysis of findings, it was found that majority of the respondents view conflict as good. Based on the ranking of various factors, Leadership stands at first. After leadership, "Structure" is considered more priority by the respondents. The respondents have given significant weight to "External factors" and "Communication" as a major source of conflict. Gazetted I, II and III class officers rated Communication factors having a higher effect in resulting conflict in the workplace. Structure factors and leadership factor seems to have a high effect in all class/ position of respondents affecting all class of respondents. Gazetted III class officer stated that most conflict occurs in higher level and all level whereas, Gazetted II class officer stated that most conflict occurs between higher and middle-level employees compared to others. Similarly, Gazetted I class officer stated that conflict occurs mainly between higher, middle level and all level.
Research Team: Pratibha Dhungana, Achala Dahal and Nabin Chapagain
The study was done to identify the status of Organization Citizenship Behavior along with the level of the various dimensions of OCB in the employees of the government of Nepal. Primary data were collected by the researchers with the help of structured questionnaire administered to the class I, Class II and Class III officers of Civil service, Nepal and the questionnaires were also distributed electronically. Among all the respondents, most of them were Class III officers. Random sampling method was used to select the sample and the researchers performed the simple percentage analysis to analyze the present status of different dimensions of OCB. We found out that among all the dimensions of OCB conscientiousness is high in the employees of Civil Service, Nepal. Also, the government has to work hard to encourage the employee to enhance “altruism”, one of the major dimensions of OCB. Although any one instance of OCB may not appear to be of significance, in the aggregate this discretionary behavior has a major beneficial impact on organizational operations and effectiveness.
Keywords: Organization Citizenship Behavior (OCB), Conscientiousness, Altruism
Research Team: Anil Kumar Gupta and Gyan Laxmi Shrestha
Citizen Charter is an appliance of citizen-centric governance that confirms quality in public service delivery by holding public sector organizations directly accountable, responsive, and transparent. In this regard, this study discloses the current picture of Citizen Charter in Nepali public sector organizations from service users’ perspectives. For this, the survey was conducted in key six public sector organizations (Transport Office, Land Revenue Office, District Administration Office, Inland Revenue Office, Metropolitan City, and District Court) of Lalitpur Metropolitan city by using client exist interview method with the help of semi-structured interview schedule. The result of the study shows that utilization of Citizen Charter is extensively low. Service users are not fully aware and well informed about its values. They prefer to receive services by asking from duty bearers, intermediates (agents) and previous service users than the Citizen Charter. They believe there is no consistency in promises of Citizen Charter and the behavior of duty bearers. However, some service users are demanding services as per the Citizen Charter.
Keywords: Citizen Charter, services, service user, and public sector organizations
Research Team: Binaya Hari Maskey
Information seeking behavior is a growing concern. The study aimed to examine the impact of personal and professional factors on the information behavior of Officers/Managers in Nepalese Civil Services. The study followed a descriptive research design and data was collected through a structured survey questionnaire in non-contrived settings. The questionnaire contained six person-related variables (i.e. age, sex, education, management level, job experience, and information system use), and three information behavior dimensions (i.e. information characteristics, information types, and information sources). This is cross-sectional of 84 officers (class II and III) in Civil Service. SPSS was used for descriptive and inferential statistical analysis like frequencies, percentage, ANOVA, MANOVA; and multiple comparisons with the Scheffe test was also conducted to examine the proposed hypotheses. The results showed that age, job experience, and information system use are only the contextual variables, which make a difference in all three elements of information dimensions. This means both null hypothesis (H0) and the alternative hypothesis (H1) are partially supported denoting conclusion that there do exist differences among the sub-groups in the case of the impact on the information behavior of age, job experience, and information system use.
Research Team: Basanta Raj Sigdel, Krishna Sigdel, Shailaja Upadhyaya and Rameshwor Bhandari
This study is directed to assess the attractiveness of the Nepalese civil service. In one part, the study aims to explore the priority of graduates/employees to join civil service as an officer; and in the other part, it aims to assess the perception of a senior officer in terms of realization of what they expected while joining civil service. Based on this initial expectation of the new entrants and realizations of the senior officers, the attractiveness of the service is assessed. For this, two different sets of the questionnaire have been prepared and administered to 166 new entrants’ officers and 25 senior officers. The sample size is determined using the sample size calculator developed by survey monkey while the sampling method is convenience mode. The data were analyzed using the Statistical Package on Social Science (SPSS). Most the new entrants were able to be in service after two or more than two attempts. Job security was the most important for them which attracted them to civil service. They wish to continue the service even after 10 years and most of them desire to be in the position of joint secretary within that period. Unlike the new officers senior officers (joint secretaries) who have long experience in civil service finds the “contribution to nation” factor the most important factor which they have realized during the period in the service. Remuneration that the profession offers has never been important for them. Most of the senior officers don’t recommend their family members to join civil service though they find the profession attractive and this is the area where future study can be carried to explore the intentions behind this.