The chapter examines key theories driving public service motivation research. After discussing the origins of public service motivation, the discussion in chapter 2 is broken into three broad categories: theories related to predisposition-opportunity theory, theories related to self-determination theory, and theories related to goal-setting theory. First, the discussion related to predisposition-opportunity theory aims to answer the question of why people contribute different levels of personal resources to organizations. Predisposition-opportunity theory is then compared to attraction-selection-attrition theory and person-fit theory, and empirical research is examined. Second, self-determination theory adds to the discussion by positing that resource contributions can be explained by psychological needs and motivations. Commonalities between self-determination theory and public service motivation are analyzed before empirical research on motivation-crowding theory is discussed. Third, goal theory contends that differences in motivation and performance can be explained by differences in goals. Chapter 2 concludes with a discussion of the use of mission valence as a proxy for goals.

The 4th Industrial Revolution (4IR) is having, and promises to have, profound impacts on the world. While the 4IR could help to resolve key development issues Africa currently faces, there is lack of understanding of the opportunities and challenges 4IR presents, but also policies that could help African economies benefit from 4IR technologies. This chapter contributes to the literature from this vein.

Using qualitative case study, and unique firm-level survey data in Ghana and Tanzania collected between 2013 and 2015, this chapter analyses the nature and the sources of innovation in both formal and informal sectors. Also, the chapter explores the learning processes underlying innovations as well the various institutional constraints underlying these innovations in Ghana and Tanzania. Our analyses reveal that innovation occurs just about anywhere in Ghana and Tanzania, and innovation is widespread across all sectors, including formal and informal sectors. Our results also show that firms engage in multiple incremental innovations at the same time, enabling firms to gain complementary effects. Knowledge spillover, imitation and adaptation were identified as the main mechanisms through which knowledge is transferred for innovation activities in Ghana and Tanzania.

Using survey data collected in 2013, and multivariate probit estimation, this chapter examines the effect of ICT on innovation performance of manufacturing firms in Ghana. The estimation results suggest that ICT not only leads to a higher likelihood of firms to innovate but also directly enhances the growth of sales in new innovative products. In particular, our results show that the internet serves as the most important source of information, enabling local firms to transcend borders and integrate and take advantage of existing and developed infrastructure existing elsewhere for local innovation activities. The results suggest that knowledge is now a click away and policy must encourage firms to participate and take advantage of the knowledge economy by engaging and interacting with frontier firms.

The chapter concludes the book by synthesizing key arguments from previous chapters and making comprehensive arguments about redesigning civil service systems. Previous chapters are examined to question if prior analysis was too optimistic. The chapter discusses processes for advancing the civil service reform agenda, including leveraging small wins to achieve incremental change and aiming for comprehensive reforms. Two examples of navigating comprehensive change, Georgia and South Africa, are discussed. Finally, research surrounding the integration of public service motivation and civil service reform is reviewed. An analysis of systematic programs of field experiments and macro-research about variations in national performance precedes a discussion of the dark side of public service motivation. The chapter concludes with a call for further scholarly scrutiny of public service motivation-related policies to be supplemented with real-world experimentation.

Foreign knowledge and technology enhance the technological capability of local firms. Foreign direct investment (FDI) and Multinational enterprises (MNEs) are key channels through which foreign knowledge flows and is transferred. This chapter reviews different types of foreign knowledge sources and the factors that ensure success in the adaption of foreign know-how to the local context. The results show that formal firms tend to have higher local technological capability are more likely to adopt and adapt foreign knowledge and technologies. Interaction with foreign firms through imports and collaboration are important sources of knowledge. The managerial localisation strategies in Chinese firms is also identified in our case study to offer an essential learning potential for local firms.

The chapter examines attributes of public work environments that lead employees to develop ties to an organization's values. Empirical research indicates a supportive work environment is critical to sustaining public service motivation. Institutional arrangements promote employees’ basic psychological needs and create conditions for common pool resources. The chapter discusses two strategies for reinforcing supportive work environments: creating learning and growth opportunities and balancing job security and performance. Possibly the biggest key to promoting personal growth is creating opportunities for employee growth and learning throughout a career. Leadership development programs could also be offered to employees up and down the hierarchy. Finally, organizations should pay attention to subjective career success, ensuring that employees feel they are fulfilling their purpose in life. The chapter then examines strategies for developing organizational norms that balance job security with performance, including balancing performance and property rights, improving performance management systems and performance appraisals, and utilizing performance-based reductions in force.

Digital financial technologies and innovations are opening up access to financial services to the poor. This is particularly significant in Kenya, where M-PESA has changed and revolutionized the nature and structure of the financial sector. There is, however, little understanding of the underlying mechanisms influencing the rapid diffusion and adoption of financial technologies in Africa. Following the systematic path approach to examine the emergence and diffusion ofM-PESA, and analysing the functionality of M-PESA mobile money using the technology innovation system framework, this chapter contributes to the emerging literature on digital financial innovations in developing countries. The findings suggest that, despite mobile money being introduced at a time where regulatory frameworks did not exist, there has been enactment and improvement of regulations over the years. In fact, the regulatory infrastructure in the setting of Kenya has been found to have co-evolved and improved tremendously, with the co-evolution process generating alongside it useful institutional innovation and learning.