Wee have recently written a paper on dynamic Capabilities in a non-profit domain (see link). You can find in the paper the links to research in the public/non-profit domain. Dynamic Capabilities can be one of the explanatory variables for the issue you mentioned.

Best,

Eugene 

Conference Paper Dynamic capabilities in extremely dynamic environments: Wher...

Dear Yevgen

I have downloaded your article. Thank you greatly for providing this publication. Such is of great assistance.

Kind regards

Neale

Hi, Neale

Some references for you that maybe could help.

Dear BK Bhowmick and Harriman,

Thank you greatly for your insightful comments and recommended publications.

Kind regards

Neale

See my paper from the 2010 Ivey Business Journal entitled "Successes and potential obstacles to change management in the public sector." It directly addresses your question.

Dear Henry,

I have just read your paper...well written and informative. Thank you greatly. Kind regards. Neale

Thank you, Neale, for your kind words

Dear Henry,

Without doubt I will read some of your other articles published...it would appear that your research/publication interests are similar to mine. Thank you. Kind regards. Neale 

Hi Neale:

My only contributions are not specific to the public sectorbut are generic regarding change initiatives. However, I did work for 30 years and did my dissertation on the Ethical Role of the Public Administrator so I am sure some of what I wrote had that background in mind.  The attached documents (along with my dissertation and other articles) are available here on ResearchGate.

Enjoy the journey.

Dear Jay,

Thank you for the articles. I especially enjoyed your recollection: "As a newly minted manager embarking on the task of supervising a section..." Best regards. Neale

Organizational change in public service require a different kind of cognitive styles by managers. they should not be revolutionary in leading change rather adapt with the socio-cultural and political reality of the organization. Leaders need to have patience and openness.  resistance is a natural phenomenon. You can over come by creating a team of change agents who are with you and promote readiness. "If we will not change, will perish" or you all get better benefits'' Change should be meaningful to people and should find a deeper sense of purpose in company's change efforts. As we resist change, similarly we love to work for collective and sacred goals which are important for humanity and the country. So create a bigger purpose and meaning in life of public service agents. 

Dear Ajay,

Thank you for your comments and for providing the insightful article - Knowledge management practices in a public sector organisation: the role of leaders’ cognitive styles. Best regards, Neale

In Nepal, public service is regarded as worst in terms of service attributes, people get scared to go to public service, so they start using middle man which is reason for corruption, rather than service concept they are into owner or master concept, change requires a cultural shift, a need is for service culture, in our country public servants have to go through rigorous 6 months residential training before getting into service, that can be starting point for teaching, again a change in pubic service will require a massive effort.

Dear Rojan,

Wow, an interesting practice of middle men being used to interface with the public service. So, how do you overcome such an arrangement? Why are the public scared to approach the public servants/services?

Neale

Considering Brazil, many times (or mostly), changes are promoted by groups that don´t have experience or knowledge. Changing, by principle, is not good or bad, the matter is which are the goals to achieve. Said that, I think the public servants have to be a part of the changes proposed. They are not simple employees that can be dismissed. The sucess depend on them to belive in changes proposed.

Dear Luiz,

I agree with your sentiments. Additionally, it is deemed imperative to ensure inclusivity of staff and transparency with staff, in terms of the change efforts to be/being applied. Without such inclusivity and transparency, involvement/engagement of staff in the change effort is difficult, and staff resistance to the change effort can be promoted. Best regards. Neale 

Forestalling Change Fatigue makes the obvious (but all-too-often forgotten) point that it is people, not processes or technology, who embrace or not a situation and carry out or neglect corresponding actions. People will help build what they create (see https://www.researchgate.net/publication/238600582_Forestalling_Change_Fatigue). Future Search Conferencing, for one, has emerged as a system-wide strategic planning tool enabling diverse and potentially conflicting groups to find common ground for constructive action (see https://www.researchgate.net/publication/286440317_Future_Search_Conferencing).

Presentation Forestalling Change Fatigue

Article Future Search Conferencing

Article Forestalling Change Fatigue

Resistance to change in many cases occurs due to individual, group and organisation wide level uncertainties. This is compounded by employee experiences in societal conditions whereby stereotypes of change management and failure dominate and excite negative emotions including fear, anger and regret. Resistance coping at the individual level requires leadership that transmits a sense of certainty, security, and empowerment of employees. Those who participate in change are less likely to be alienated and thus would offer less resistance. Leadership transmission of positive messages should occur at team levels so that a consistent picture can emerge rallied around clarity about change purpose and impact. Monitoring leadership based effectiveness in dealing with resistance can also indicate issues with trust, which fragments communications lines. Effective leadership should seek to build trust my managing expectations of the future. This involves addressing formal communication as well as informal channels of communication that can be riddled with gossip, scaremongering, bullying and paranoia. 

Leadership styles can aid in the above scenarios including transformation leadership, charismatic leadership and wisdom leadership. 

Hope this was informative mate.