Pub Date : 2023-10-30DOI: 10.1177/02750740231193431
Jae Bok Lee, Soojin Kim
Governments use various performance measures to ensure that public services delivered by private-sector providers are safe and meet citizens’ particular needs. These measures can include awarding accreditation and assessing citizen satisfaction. However, few studies have investigated how objective performance measures relate to citizens’ subjective evaluations of providers from the perspective of service users. To fill this gap in the literature, this study closely explores a particular case of the Korean childcare market in which governments administer a large number of private-sector providers that play a dominant role in delivering public services. Our findings indicate the positive accreditation–satisfaction link is weakened when parents may not be aware of a provider's accreditation status or when their selected service provider is nonprofit, as opposed to for-profit. Overall, this study suggests that it is important to understand why there is some degree of incongruence between objective and subjective measures and how these two different performance indicators converge in the data. Special attention should be given to bridging the gap by closely reviewing institutional pressure on service providers and a symbolic impression of accreditation.
{"title":"Understanding Gaps Between Objective and Subjective Performance Measures: Accreditation of Public Service Organizations and Citizen Satisfaction","authors":"Jae Bok Lee, Soojin Kim","doi":"10.1177/02750740231193431","DOIUrl":"https://doi.org/10.1177/02750740231193431","url":null,"abstract":"Governments use various performance measures to ensure that public services delivered by private-sector providers are safe and meet citizens’ particular needs. These measures can include awarding accreditation and assessing citizen satisfaction. However, few studies have investigated how objective performance measures relate to citizens’ subjective evaluations of providers from the perspective of service users. To fill this gap in the literature, this study closely explores a particular case of the Korean childcare market in which governments administer a large number of private-sector providers that play a dominant role in delivering public services. Our findings indicate the positive accreditation–satisfaction link is weakened when parents may not be aware of a provider's accreditation status or when their selected service provider is nonprofit, as opposed to for-profit. Overall, this study suggests that it is important to understand why there is some degree of incongruence between objective and subjective measures and how these two different performance indicators converge in the data. Special attention should be given to bridging the gap by closely reviewing institutional pressure on service providers and a symbolic impression of accreditation.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"106 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136068720","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-25DOI: 10.1177/02750740231206805
Rick Vogel, Melissa Satzger
Employees’ attraction to public or private employers is an issue of enduring practical concern and scholarly debate, with inconclusive evidence of both the levels and the drivers of employer attractiveness. This study builds on online reviews of more than 5,000 U.S.-based organizations by more than 200,000 current and former employees, using their recommendations as a behavioral and consequential measure of employer attractiveness. Results of a relative weight analysis show that public employees place less importance on altruistic and intrinsic attributes compared to their counterparts in the private sector when they recommend or do not recommend their employers, but more importance on social attributes; while no sector differences emerge for extrinsic and prestige attributes. These patterns remain stable when we focus on an industry with little occupational variation across the sectors. As some of these results contradict previous scholarship, they suggest that employer attractiveness at the post-entry stages of the human resource cycle, when preferences may change as a consequence of employee expectations and experience, is a puzzle that deserves more scholarly and practical attention.
{"title":"What Drives the Attractiveness of Public and Private Employers? Comparative Evidence From an Online Employer Review Platform","authors":"Rick Vogel, Melissa Satzger","doi":"10.1177/02750740231206805","DOIUrl":"https://doi.org/10.1177/02750740231206805","url":null,"abstract":"Employees’ attraction to public or private employers is an issue of enduring practical concern and scholarly debate, with inconclusive evidence of both the levels and the drivers of employer attractiveness. This study builds on online reviews of more than 5,000 U.S.-based organizations by more than 200,000 current and former employees, using their recommendations as a behavioral and consequential measure of employer attractiveness. Results of a relative weight analysis show that public employees place less importance on altruistic and intrinsic attributes compared to their counterparts in the private sector when they recommend or do not recommend their employers, but more importance on social attributes; while no sector differences emerge for extrinsic and prestige attributes. These patterns remain stable when we focus on an industry with little occupational variation across the sectors. As some of these results contradict previous scholarship, they suggest that employer attractiveness at the post-entry stages of the human resource cycle, when preferences may change as a consequence of employee expectations and experience, is a puzzle that deserves more scholarly and practical attention.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"25 2","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135168410","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-09DOI: 10.1177/02750740231200446
Inkyu Kang, Cheon Lee
Research has argued that the symbolic benefits of bureaucratic representation for marginalized social groups may come at the expense of the attitudes of the majority group. In this study, we investigate whether recategorization—that is, reframing previously separate groups as an inclusive common ingroup—can shift the majority group's perception of bureaucratic representation from a threat to a benefit. We conducted two vignette experiments with a representative sample of U.S. adults ( n = 1,040), in which we tested the same treatments in two policy domains: policing and healthcare. The results support our main hypothesis in the policing context. The effect of police chiefs’ race being African American on white respondents’ trust in the chief shifted from negative to positive when the chiefs portrayed African Americans discriminated by the police as members of American community, a superordinate common ingroup that encompasses every race, rather than simply as African Americans.
{"title":"Recategorization: An Approach to Extending the Symbolic Benefits of Bureaucratic Representation to the Majority Group","authors":"Inkyu Kang, Cheon Lee","doi":"10.1177/02750740231200446","DOIUrl":"https://doi.org/10.1177/02750740231200446","url":null,"abstract":"Research has argued that the symbolic benefits of bureaucratic representation for marginalized social groups may come at the expense of the attitudes of the majority group. In this study, we investigate whether recategorization—that is, reframing previously separate groups as an inclusive common ingroup—can shift the majority group's perception of bureaucratic representation from a threat to a benefit. We conducted two vignette experiments with a representative sample of U.S. adults ( n = 1,040), in which we tested the same treatments in two policy domains: policing and healthcare. The results support our main hypothesis in the policing context. The effect of police chiefs’ race being African American on white respondents’ trust in the chief shifted from negative to positive when the chiefs portrayed African Americans discriminated by the police as members of American community, a superordinate common ingroup that encompasses every race, rather than simply as African Americans.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"63 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135146466","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-09DOI: 10.1177/02750740231206823
Iuliia Shybalkina
This study examines the link between the pace of utilizing the awarded intergovernmental grants and the administrative capacity of recipient government organizations. Past research focused on the relationship between higher administrative capacity and obtaining grants. However, there is a lack of attention to how capacity affects grant funds utilization, which is critical for achieving societal impact. To address this issue, the study analyzes the Coronavirus Relief Fund (CRF) established by the CARES Act to aid state and local governments with COVID-19-related expenses. The study justifies and performs multiple regression analyses using data from various sources, including the U.S. Department of the Treasury, the U.S. Census Annual Survey of Public Employment and Payroll, and the Government Finance Officers Association. The study discovered that financial administrative capacity was positively linked to the proportion of funds spent early in the CRF program rollout, a finding that withstood scrutiny when employing various measures of administrative capacity. However, the connection between capacity and spending tapered off toward the end of the program rollout, potentially due to workload stabilization, increased program clarity from the federal government, capacity-building by recipients, and the use of external experts. The findings of this study carry significant implications for both research and practice, underlining the necessity of studying the implementation stage of government grant programs and investing in building administrative capacity within recipient organizations.
{"title":"Getting a Grant is Just the First Step: Administrative Capacity and Successful Grant Implementation","authors":"Iuliia Shybalkina","doi":"10.1177/02750740231206823","DOIUrl":"https://doi.org/10.1177/02750740231206823","url":null,"abstract":"This study examines the link between the pace of utilizing the awarded intergovernmental grants and the administrative capacity of recipient government organizations. Past research focused on the relationship between higher administrative capacity and obtaining grants. However, there is a lack of attention to how capacity affects grant funds utilization, which is critical for achieving societal impact. To address this issue, the study analyzes the Coronavirus Relief Fund (CRF) established by the CARES Act to aid state and local governments with COVID-19-related expenses. The study justifies and performs multiple regression analyses using data from various sources, including the U.S. Department of the Treasury, the U.S. Census Annual Survey of Public Employment and Payroll, and the Government Finance Officers Association. The study discovered that financial administrative capacity was positively linked to the proportion of funds spent early in the CRF program rollout, a finding that withstood scrutiny when employing various measures of administrative capacity. However, the connection between capacity and spending tapered off toward the end of the program rollout, potentially due to workload stabilization, increased program clarity from the federal government, capacity-building by recipients, and the use of external experts. The findings of this study carry significant implications for both research and practice, underlining the necessity of studying the implementation stage of government grant programs and investing in building administrative capacity within recipient organizations.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"25 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135146631","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-14DOI: 10.1177/02750740231201674
Junghwa Choi, Scott Robinson
A long research tradition has argued that representative public servants regularly advocate for the interests of clients like themselves—whether similarity is based on race, ethnicity, or gender. This article broadens the representative bureaucracy literature to explore a different basis for advocacy (marriage-based immigrant status) using unique qualitative data. To explore the experience of representation from the perspective of public servants, we conducted semi-structured interviews with marriage-based immigrant public servants in South Korea in 2017. Our results indicate that while marriage-based immigrant public servants actively attempt to address the needs of the marriage-based immigrant population, advocacy is often a learned behavior rather than the reason public servants sought their positions. It is also observed that their efforts to represent the marriage-based immigrant population are heavily limited by institutional factors of South Korea such as insecure job status and the lack of a critical mass of marriage-based immigrant public servants.
{"title":"The Experience of Active Representation in South Korea: How Marriage-Based Immigrant Public Servants Represent Their Clients","authors":"Junghwa Choi, Scott Robinson","doi":"10.1177/02750740231201674","DOIUrl":"https://doi.org/10.1177/02750740231201674","url":null,"abstract":"A long research tradition has argued that representative public servants regularly advocate for the interests of clients like themselves—whether similarity is based on race, ethnicity, or gender. This article broadens the representative bureaucracy literature to explore a different basis for advocacy (marriage-based immigrant status) using unique qualitative data. To explore the experience of representation from the perspective of public servants, we conducted semi-structured interviews with marriage-based immigrant public servants in South Korea in 2017. Our results indicate that while marriage-based immigrant public servants actively attempt to address the needs of the marriage-based immigrant population, advocacy is often a learned behavior rather than the reason public servants sought their positions. It is also observed that their efforts to represent the marriage-based immigrant population are heavily limited by institutional factors of South Korea such as insecure job status and the lack of a critical mass of marriage-based immigrant public servants.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"213 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135552888","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-11DOI: 10.1177/02750740231200522
Tzuhao Chen, Mila Gascó-Hernandez, Marc Esteve
Although the use of artificial intelligence (AI) chatbots in public organizations has increased in recent years, three crucial gaps remain unresolved. First, little empirical evidence has been produced to examine the deployment of chatbots in government contexts. Second, existing research does not distinguish clearly between the drivers of adoption and the determinants of success and, therefore, between the stages of adoption and implementation. Third, most current research does not use a multidimensional perspective to understand the adoption and implementation of AI in government organizations. Our study addresses these gaps by exploring the following question: what determinants facilitate or impede the adoption and implementation of chatbots in the public sector? We answer this question by analyzing 22 state agencies across the U.S.A. that use chatbots. Our analysis identifies ease of use and relative advantage of chatbots, leadership and innovative culture, external shock, and individual past experiences as the main drivers of the decisions to adopt chatbots. Further, it shows that different types of determinants (such as knowledge-base creation and maintenance, technology skills and system crashes, human and financial resources, cross-agency interaction and communication, confidentiality and safety rules and regulations, and citizens’ expectations, and the COVID-19 crisis) impact differently the adoption and implementation processes and, therefore, determine the success of chatbots in a different manner. Future research could focus on the interaction among different types of determinants for both adoption and implementation, as well as on the role of specific stakeholders, such as IT vendors.
{"title":"The Adoption and Implementation of Artificial Intelligence Chatbots in Public Organizations: Evidence from U.S. State Governments","authors":"Tzuhao Chen, Mila Gascó-Hernandez, Marc Esteve","doi":"10.1177/02750740231200522","DOIUrl":"https://doi.org/10.1177/02750740231200522","url":null,"abstract":"Although the use of artificial intelligence (AI) chatbots in public organizations has increased in recent years, three crucial gaps remain unresolved. First, little empirical evidence has been produced to examine the deployment of chatbots in government contexts. Second, existing research does not distinguish clearly between the drivers of adoption and the determinants of success and, therefore, between the stages of adoption and implementation. Third, most current research does not use a multidimensional perspective to understand the adoption and implementation of AI in government organizations. Our study addresses these gaps by exploring the following question: what determinants facilitate or impede the adoption and implementation of chatbots in the public sector? We answer this question by analyzing 22 state agencies across the U.S.A. that use chatbots. Our analysis identifies ease of use and relative advantage of chatbots, leadership and innovative culture, external shock, and individual past experiences as the main drivers of the decisions to adopt chatbots. Further, it shows that different types of determinants (such as knowledge-base creation and maintenance, technology skills and system crashes, human and financial resources, cross-agency interaction and communication, confidentiality and safety rules and regulations, and citizens’ expectations, and the COVID-19 crisis) impact differently the adoption and implementation processes and, therefore, determine the success of chatbots in a different manner. Future research could focus on the interaction among different types of determinants for both adoption and implementation, as well as on the role of specific stakeholders, such as IT vendors.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136023678","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-11DOI: 10.1177/02750740231200449
Colt Jensen, Jaclyn Piatak
In the United States, trust in government across the federal, state, and local levels has been on the decline for decades. With increasing polarization and politicization, the work of public administrators is frequently made more difficult by challenges that stem from low levels of public trust—responding to these challenges as well as recent calls that encourage public administrators to regain the trust of the public they serve. Could public service motivation (PSM) promote trust in government? We examine the association between PSM and trust in government across the federal, state, and local levels of government in the United States. We find that the association between PSM and governmental trust varies by level of government. At the state and local levels, PSM is positively associated with trust in government. However, we find no significant relationship between PSM and trust at the federal level. Thus, there exists the potential for state and local administrators to use PSM to build trust in the government and to facilitate improved policy implementation. Our findings also provide insight into how key predictors of public trust in government vary at the federal, state, and local levels of the U.S. government.
{"title":"Public Service Motivation and Trust in Government: An Examination Across the Federal, State, and Local Levels in the United States","authors":"Colt Jensen, Jaclyn Piatak","doi":"10.1177/02750740231200449","DOIUrl":"https://doi.org/10.1177/02750740231200449","url":null,"abstract":"In the United States, trust in government across the federal, state, and local levels has been on the decline for decades. With increasing polarization and politicization, the work of public administrators is frequently made more difficult by challenges that stem from low levels of public trust—responding to these challenges as well as recent calls that encourage public administrators to regain the trust of the public they serve. Could public service motivation (PSM) promote trust in government? We examine the association between PSM and trust in government across the federal, state, and local levels of government in the United States. We find that the association between PSM and governmental trust varies by level of government. At the state and local levels, PSM is positively associated with trust in government. However, we find no significant relationship between PSM and trust at the federal level. Thus, there exists the potential for state and local administrators to use PSM to build trust in the government and to facilitate improved policy implementation. Our findings also provide insight into how key predictors of public trust in government vary at the federal, state, and local levels of the U.S. government.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"49 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136024306","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-11DOI: 10.1177/02750740231200468
Nissim Cohen, Gabriela Lotta, Rafael Alcadipani, Teddy Lazebnik
Trust has proven to be a predictor of organizational outcomes. In some cases, such as law enforcement, achieving organizational goals requires workers to be willing to risk their lives. Is there a link between street-level bureaucrats’ (SLBs) willingness to endanger their own lives for the public and their trust in their peers, managers, and the institution to which they belong? Using a national survey of 2,733 police officers in Brazil and machine-learning-based methods, we found that there is a significant link between their willingness to risk their lives for others and their trust in their peers, managers, and the institution to which they belong. Our findings indicate that while these SLBs were very willing to risk their lives for certain groups, their willingness declined sharply for others such as lesbian, gay, bisexual, transgender, and questioning (LGBTQ)+ people and the homeless. In addition, police officers’ perceptions about discrimination, police professionalism, and organizational commitment and support are linearly linked to their willingness to risk their lives. Our findings demonstrate the important role of trust in understanding public servants’ practices in the extreme context of risking their lives for others.
{"title":"Trust and Street-Level Bureaucrats’ Willingness to Risk Their Lives for Others: The Case of Brazilian Law Enforcement","authors":"Nissim Cohen, Gabriela Lotta, Rafael Alcadipani, Teddy Lazebnik","doi":"10.1177/02750740231200468","DOIUrl":"https://doi.org/10.1177/02750740231200468","url":null,"abstract":"Trust has proven to be a predictor of organizational outcomes. In some cases, such as law enforcement, achieving organizational goals requires workers to be willing to risk their lives. Is there a link between street-level bureaucrats’ (SLBs) willingness to endanger their own lives for the public and their trust in their peers, managers, and the institution to which they belong? Using a national survey of 2,733 police officers in Brazil and machine-learning-based methods, we found that there is a significant link between their willingness to risk their lives for others and their trust in their peers, managers, and the institution to which they belong. Our findings indicate that while these SLBs were very willing to risk their lives for certain groups, their willingness declined sharply for others such as lesbian, gay, bisexual, transgender, and questioning (LGBTQ)+ people and the homeless. In addition, police officers’ perceptions about discrimination, police professionalism, and organizational commitment and support are linearly linked to their willingness to risk their lives. Our findings demonstrate the important role of trust in understanding public servants’ practices in the extreme context of risking their lives for others.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"86 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136024297","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-30DOI: 10.1177/02750740231192962
Vernise Estorcien
Police-led organizations provide officers with the ability to mentor youth in a nurturing environment that empowers them to succeed academically, behaviorally, and socially. This article focuses on how police officers mentor youths in a major urban area in the southeast. A case study was presented of a police-led organization, which included in-depth interviews with program leaders and mentors, participant observations, and a review of secondary sources over 2 years. The main findings from the study are as follows: (1) program leaders emphasize that caring mentors need to be empathetic toward youth exposed to gun violence, (2) officers’ previous experiences matter for their motivation to become mentors, and (3) officers stimulate students by taking them out of their usual social environments. This research expands the theoretical understanding of how police-led organizations influence the lives of youth exposed to gun violence. The characteristics of police officers who serve as mentors are crucial and can impact program outcomes. Practical implications for program leaders are discussed.
{"title":"Police Mentoring of At-Risk Youth: Case Study of Police-Led Mentoring Program Leadership Development","authors":"Vernise Estorcien","doi":"10.1177/02750740231192962","DOIUrl":"https://doi.org/10.1177/02750740231192962","url":null,"abstract":"Police-led organizations provide officers with the ability to mentor youth in a nurturing environment that empowers them to succeed academically, behaviorally, and socially. This article focuses on how police officers mentor youths in a major urban area in the southeast. A case study was presented of a police-led organization, which included in-depth interviews with program leaders and mentors, participant observations, and a review of secondary sources over 2 years. The main findings from the study are as follows: (1) program leaders emphasize that caring mentors need to be empathetic toward youth exposed to gun violence, (2) officers’ previous experiences matter for their motivation to become mentors, and (3) officers stimulate students by taking them out of their usual social environments. This research expands the theoretical understanding of how police-led organizations influence the lives of youth exposed to gun violence. The characteristics of police officers who serve as mentors are crucial and can impact program outcomes. Practical implications for program leaders are discussed.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"21 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82981993","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-15DOI: 10.1177/02750740231192968
Christa L. Remington, Kaila Witkowski, N. Ganapati, Andrea M. Headley, Santina L. Contreras
Workforce retention is a current challenge for public administration, and there are continued questions about the impact of the COVID-19 pandemic on the public safety workforce and their willingness to serve. Past studies have shown there are limits to what first responders will endure during complex and uncertain emergencies, leading them to potentially leave their position. Using a nationwide survey ( n = 3,582), in-depth interviews ( n = 91), and a visual methodology called PhotoVoice, this study examines the factors impacting threats to workforce retention (i.e., role abandonment and turnover intentions) among first responders and the ways public organizations can mitigate this negative impact. The results show personal or family risk may contribute to first responders’ decisions to quit, while an understanding of public risk may promote retention. We identify several organizational strategies (e.g., emotional safety, sufficient protective equipment, standard operating procedures) that may reduce retention threats.
{"title":"First Responders and the COVID-19 Pandemic: How Organizational Strategies Can Promote Workforce Retention","authors":"Christa L. Remington, Kaila Witkowski, N. Ganapati, Andrea M. Headley, Santina L. Contreras","doi":"10.1177/02750740231192968","DOIUrl":"https://doi.org/10.1177/02750740231192968","url":null,"abstract":"Workforce retention is a current challenge for public administration, and there are continued questions about the impact of the COVID-19 pandemic on the public safety workforce and their willingness to serve. Past studies have shown there are limits to what first responders will endure during complex and uncertain emergencies, leading them to potentially leave their position. Using a nationwide survey ( n = 3,582), in-depth interviews ( n = 91), and a visual methodology called PhotoVoice, this study examines the factors impacting threats to workforce retention (i.e., role abandonment and turnover intentions) among first responders and the ways public organizations can mitigate this negative impact. The results show personal or family risk may contribute to first responders’ decisions to quit, while an understanding of public risk may promote retention. We identify several organizational strategies (e.g., emotional safety, sufficient protective equipment, standard operating procedures) that may reduce retention threats.","PeriodicalId":22370,"journal":{"name":"The American Review of Public Administration","volume":"44 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84143929","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：