Assessing the Impact of Digital Transformation on Employee Performance in the Public Sector: A Case Study of Zambia's Ministry of Health Headquarters (2017-2022)
Annie Milukutu, Musole Siachisa
Abstract
Digital Transformation (DT) is a top priority for many governments due to its potential for increased transparency, faster and more accessible services, reduced corruption, and improved efficiency in the public sector.Porrura et al., (2021), refers to it as a shift in institutional culture and organisational practices that leverages Information Communication Technologies (ICTs) to meet the needs of citizens and businesses efficiently, transparently and securely.From a global perspective since 1960s, scholars of human resource management have argued that, the public sector"s image has steadily declined due to a performance crisis.Public employees are stereotyped as lethargic and bureaucratic while public agencies are seen as large, wasteful and inefficient, (Osborne and Gaebler, 1992).The poor performance problem increased the demand for efficiency and consequently, Digital Transformation (DT) approaches outside the public sector which allow for changes in the way public administrations deliver their work is considered the path to efficiency, fostering innovation, inclusivity and sustainable growth.According to Dilmegani et al., (2014), Governments worldwide are convinced that Digital Government is the way forward for operational efficiency and employee performance so as to attain improved services.Further, reports from the European Commission (2017) have revealed that, governments are changing their operations to improve service delivery, efficiency, transparency and citizen satisfaction through the use of digital tools.At continental level, the African Union"s "Digital Transformation Strategy for Africa 2020-2030" aims to use DT to drive growth, reduce poverty and inequality and achieve sustainable development goals.