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People Management in the Public Sector

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HRM in Mission Driven Organizations

Abstract

This chapter discusses people management in public sector organizations, starting from the idea that it is their mission that makes public organizations different from private organizations. The mission-driven character of public organizations is a key distinctive characteristic that impacts on people management in combination with other distinctive features including the constraints on managerial discretion, perceptions of red tape, and employees’ public service motivation. It is also acknowledged that other specific contextual features should be taken into account as the public sector consists of a variety of organizational settings. This chapter focuses on the generic characteristics that make people management in public organizations distinctive and describes how these impact the effect people management has on societal, organizational, and employee outcomes.

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  1. Public Administration and Organizational Science, Utrecht University School of Governance, Utrecht, The Netherlands

    Eva Knies & Peter Leisink

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  1. Eva Knies
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  2. Peter Leisink
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Correspondence to Eva Knies .

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  1. Henley Business School, University of Reading, Reading, United Kingdom

    Chris Brewster

  2. ESSEC Business School , Paris, France

    Jean-Luc Cerdin

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Knies, E., Leisink, P. (2018). People Management in the Public Sector. In: Brewster, C., Cerdin, JL. (eds) HRM in Mission Driven Organizations. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-57583-4_2

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