Pub Date : 2023-06-06DOI: 10.1177/00910260231175129
Jungin Kim
Telework, which changed the work patterns of public employees, has spread since the COVID-19 pandemic. This research examined the increase in telework use before the COVID-19 pandemic and during its peak. Subsequently, this study used logistic analysis to investigate differences in teleworking among federal employees by their demographics and explored whether leader and organizational support can help reduce such disparities in telework use. Using data from U.S. federal employees collected during the COVID-19, this investigation found that 71% of the respondents used telework more frequently since the outbreak of COVID-19, and disparities in telework use occurred by age, disability status, ethnic origins, and gender of federal employees before the COVID-19 pandemic and during its peak. However, while the leader and organizational support reduced the disparities in telework use by gender, such effects were not observed for age, disability status, and ethnic origins. These results can help public organizations develop effective management strategies to create a favorable organizational environment allowing middle-aged/older employees, employees with disabilities, and minority employees to work from home.
{"title":"Pandemic-Induced Telework Divide of Federal Workforces","authors":"Jungin Kim","doi":"10.1177/00910260231175129","DOIUrl":"https://doi.org/10.1177/00910260231175129","url":null,"abstract":"Telework, which changed the work patterns of public employees, has spread since the COVID-19 pandemic. This research examined the increase in telework use before the COVID-19 pandemic and during its peak. Subsequently, this study used logistic analysis to investigate differences in teleworking among federal employees by their demographics and explored whether leader and organizational support can help reduce such disparities in telework use. Using data from U.S. federal employees collected during the COVID-19, this investigation found that 71% of the respondents used telework more frequently since the outbreak of COVID-19, and disparities in telework use occurred by age, disability status, ethnic origins, and gender of federal employees before the COVID-19 pandemic and during its peak. However, while the leader and organizational support reduced the disparities in telework use by gender, such effects were not observed for age, disability status, and ethnic origins. These results can help public organizations develop effective management strategies to create a favorable organizational environment allowing middle-aged/older employees, employees with disabilities, and minority employees to work from home.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"231 ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41309912","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-24DOI: 10.1177/00910260231173082
Diana Al-Fayez, D. Goodman
This study examines the impact of health-related assistance programs as a type of work–life balance policies on the organizational performance of U.S. federal agencies. Drawing on the Social Exchange Theory and using the Federal Employees Viewpoints Survey (FEVS) from 2011–2015, this study had anticipated that the two types of health-related assistance programs, namely, the Employees Assistance Program and wellness program, have a significant positive relationship with organizational performance in the U.S. federal agencies and that this relationship varies in the cases of feminine organizations (redistributive agencies) compared with masculine organizations (distributive, regulatory, and constituent agencies). The study also expected that leadership support has a significant positive moderating effect. The results show that only employee assistance programs have a significant positive impact on organizational performance and that leadership support has a significant positive moderation effect on the relationship between organizational performance and wellness programs in all U.S. federal agencies.
{"title":"Health-Related Assistance Programs, Leadership Support, and Organizational Performance: Evidence From the U.S. Federal Agencies","authors":"Diana Al-Fayez, D. Goodman","doi":"10.1177/00910260231173082","DOIUrl":"https://doi.org/10.1177/00910260231173082","url":null,"abstract":"This study examines the impact of health-related assistance programs as a type of work–life balance policies on the organizational performance of U.S. federal agencies. Drawing on the Social Exchange Theory and using the Federal Employees Viewpoints Survey (FEVS) from 2011–2015, this study had anticipated that the two types of health-related assistance programs, namely, the Employees Assistance Program and wellness program, have a significant positive relationship with organizational performance in the U.S. federal agencies and that this relationship varies in the cases of feminine organizations (redistributive agencies) compared with masculine organizations (distributive, regulatory, and constituent agencies). The study also expected that leadership support has a significant positive moderating effect. The results show that only employee assistance programs have a significant positive impact on organizational performance and that leadership support has a significant positive moderation effect on the relationship between organizational performance and wellness programs in all U.S. federal agencies.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":" ","pages":""},"PeriodicalIF":3.0,"publicationDate":"2023-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45105446","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-11DOI: 10.1177/00910260231173084
J. Kellough, L. A. Brown
This article provides an assessment of the employment of women in STEM occupations in the U.S. federal government. Women are underrepresented in STEM fields in the U.S. federal service, but their levels of employment vary markedly between departments and agencies. Women also quit federal STEM jobs in disproportionately large numbers, compared with men, and compared with women in other professions, and they resign at varying rates depending on the department or agency. We examine the impact of the presence of women in STEM supervisory positions on these patterns using a two-staged instrumental variable model. Our findings suggest that larger proportions of women in supervisory positions in STEM fields may help to produce higher levels of employment of women, but the presence of women as STEM supervisors has no observable impact on the rate at which women quit STEM jobs.
{"title":"Agency Variation in the Employment of Women in U.S. Federal STEM Jobs: The Impact of Female Supervisors","authors":"J. Kellough, L. A. Brown","doi":"10.1177/00910260231173084","DOIUrl":"https://doi.org/10.1177/00910260231173084","url":null,"abstract":"This article provides an assessment of the employment of women in STEM occupations in the U.S. federal government. Women are underrepresented in STEM fields in the U.S. federal service, but their levels of employment vary markedly between departments and agencies. Women also quit federal STEM jobs in disproportionately large numbers, compared with men, and compared with women in other professions, and they resign at varying rates depending on the department or agency. We examine the impact of the presence of women in STEM supervisory positions on these patterns using a two-staged instrumental variable model. Our findings suggest that larger proportions of women in supervisory positions in STEM fields may help to produce higher levels of employment of women, but the presence of women as STEM supervisors has no observable impact on the rate at which women quit STEM jobs.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"52 1","pages":"461 - 486"},"PeriodicalIF":3.0,"publicationDate":"2023-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45081533","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-09DOI: 10.1177/00910260231171396
Amber N. W. Raile
In most workplaces, women earn less than their male counterparts. The gender pay gap has multiple, complex, interrelated causes. Federal organizations follow several best practices to work to reduce pay inequity based on gender, but some of these practices risk institutionalizing tendencies toward gendered organizational structures and confounding maleness with the constructions of idealized workers. The National Park Service (NPS) is the context in which these constructs are applied to examine differences in pay based on gender. Collaborating with the NPS Office of Equal Opportunity, anonymized employee-level data were utilized in a regression-based analysis to control for multiple factors influencing pay. The analysis allowed for statistical control for the effects of multiple relevant factors on NPS employee pay—moving beyond descriptive information. The results showed some patterns of gender pay inequity that can be explained by occupational segregation rooted in an understanding of gendered organizations and occupational identities that favor maleness. Concrete applications to address the discrepancies in pay found in the analysis are presented.
{"title":"Women’s Place in the National Park Service: Earning Equal Pay","authors":"Amber N. W. Raile","doi":"10.1177/00910260231171396","DOIUrl":"https://doi.org/10.1177/00910260231171396","url":null,"abstract":"In most workplaces, women earn less than their male counterparts. The gender pay gap has multiple, complex, interrelated causes. Federal organizations follow several best practices to work to reduce pay inequity based on gender, but some of these practices risk institutionalizing tendencies toward gendered organizational structures and confounding maleness with the constructions of idealized workers. The National Park Service (NPS) is the context in which these constructs are applied to examine differences in pay based on gender. Collaborating with the NPS Office of Equal Opportunity, anonymized employee-level data were utilized in a regression-based analysis to control for multiple factors influencing pay. The analysis allowed for statistical control for the effects of multiple relevant factors on NPS employee pay—moving beyond descriptive information. The results showed some patterns of gender pay inequity that can be explained by occupational segregation rooted in an understanding of gendered organizations and occupational identities that favor maleness. Concrete applications to address the discrepancies in pay found in the analysis are presented.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"52 1","pages":"377 - 400"},"PeriodicalIF":3.0,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48852697","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-09DOI: 10.1177/00910260231171055
Kaila Witkowski
First responders, including police officers and firefighters, take on the occupational role of responding to community needs during emergencies. While it is acknowledged that their emergency role may change and adapt during large-scale crisis events, this is assumed to be a temporary change that will eventually result in a return to traditional occupational responsibilities. This may be different for public health emergencies, like the overdose crisis, that require a long-term and dynamic response. Moreover, recent policy shifts toward harm reduction policies over prosecution-focused policies may inadvertently change the traditional roles of first responders. Using 30 qualitative interviews with police officers and firefighters in Florida, this study examines how harm reduction policies can influence the occupational roles and responsibilities of first responders and reveals how agencies can mitigate the potential burdens associated with implementing these policy responses. This study found that first responder roles were generally expanding to meet growing community needs which included responding to overdoses. The overdose crisis placed additional burdens on first responders (especially police officers) but shared responsibilities between first response agencies and organizational service expansion could mitigate this burden.
{"title":"Lessons From the Frontlines of the Overdose Crisis: Exploring the Impact of Harm Reduction Policies on the Roles and Responsibilities of First Responders","authors":"Kaila Witkowski","doi":"10.1177/00910260231171055","DOIUrl":"https://doi.org/10.1177/00910260231171055","url":null,"abstract":"First responders, including police officers and firefighters, take on the occupational role of responding to community needs during emergencies. While it is acknowledged that their emergency role may change and adapt during large-scale crisis events, this is assumed to be a temporary change that will eventually result in a return to traditional occupational responsibilities. This may be different for public health emergencies, like the overdose crisis, that require a long-term and dynamic response. Moreover, recent policy shifts toward harm reduction policies over prosecution-focused policies may inadvertently change the traditional roles of first responders. Using 30 qualitative interviews with police officers and firefighters in Florida, this study examines how harm reduction policies can influence the occupational roles and responsibilities of first responders and reveals how agencies can mitigate the potential burdens associated with implementing these policy responses. This study found that first responder roles were generally expanding to meet growing community needs which included responding to overdoses. The overdose crisis placed additional burdens on first responders (especially police officers) but shared responsibilities between first response agencies and organizational service expansion could mitigate this burden.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"52 1","pages":"429 - 460"},"PeriodicalIF":3.0,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47052058","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-04-06DOI: 10.1177/00910260231164099
Wisanupong Potipiroon
Past research has shed important light on the dark side of individuals’ public service motivation (PSM) in relation to their own well-being. This study turns attention to the role of leader PSM and asks whether it could have a curvilinear relationship with subordinate emotional exhaustion. Drawing from the person–environment (P-E) fit perspective, this study proposes that this curvilinear relationship is mediated by perceptions of person–supervisor (PS) fit and moderated by subordinate PSM. The results from the field and two experimental vignette studies in Thailand provide support for the proposed hypotheses. In particular, higher levels of emotional exhaustion and lower levels of PS fit were observed at the low and high levels of leader PSM, whereas the moderate level of leader PSM was associated with lower emotional exhaustion and higher PS fit. The results from the experimental studies further indicate that individuals with high PSM, in comparison with those with low PSM, perceived higher PS fit with leaders who have moderate to high levels of PSM, in turn, experiencing less emotional exhaustion. These findings highlight the potential dark side of leader PSM, which lends further credence to the too-much-of-a-good-thing effect. Nevertheless, these effects also depend on employees’ PSM levels.
{"title":"The Curvilinear Effects of Leader Public Service Motivation on Person–Supervisor Fit and Subordinate Emotional Exhaustion: Evidence From Field and Experimental Studies","authors":"Wisanupong Potipiroon","doi":"10.1177/00910260231164099","DOIUrl":"https://doi.org/10.1177/00910260231164099","url":null,"abstract":"Past research has shed important light on the dark side of individuals’ public service motivation (PSM) in relation to their own well-being. This study turns attention to the role of leader PSM and asks whether it could have a curvilinear relationship with subordinate emotional exhaustion. Drawing from the person–environment (P-E) fit perspective, this study proposes that this curvilinear relationship is mediated by perceptions of person–supervisor (PS) fit and moderated by subordinate PSM. The results from the field and two experimental vignette studies in Thailand provide support for the proposed hypotheses. In particular, higher levels of emotional exhaustion and lower levels of PS fit were observed at the low and high levels of leader PSM, whereas the moderate level of leader PSM was associated with lower emotional exhaustion and higher PS fit. The results from the experimental studies further indicate that individuals with high PSM, in comparison with those with low PSM, perceived higher PS fit with leaders who have moderate to high levels of PSM, in turn, experiencing less emotional exhaustion. These findings highlight the potential dark side of leader PSM, which lends further credence to the too-much-of-a-good-thing effect. Nevertheless, these effects also depend on employees’ PSM levels.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"52 1","pages":"344 - 376"},"PeriodicalIF":3.0,"publicationDate":"2023-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43979265","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-13DOI: 10.1177/00910260231157344
Jaehee Jong
Building on prior research on leadership and gender, the current study explores whether leaders’ and subordinates’ genders influence the impact of leaders’ behaviors on subordinate attitudes. More specifically, this study identifies three moderator variables that might influence the relationship: gender congruence and gender combination between supervisor and subordinate and gender ratio (gender composite in a work unit). Using a sample of state government employees, the current study found that supervisors’ transformational leadership style was more likely to influence male subordinates’ feelings of psychological empowerment than female subordinates’ feelings of psychological empowerment, regardless of the supervisor’s gender and that the positive effect among male employees becomes weaker when they are in a work unit with more women. Ultimately, the findings from this study contribute to our knowledge base regarding leadership and gender, in general, and deepen our understanding of supervisor–subordinate gender dynamics and how these dynamics are associated with gender ratio in public sector organizations.
{"title":"The Role of Leader and Subordinate Gender in the Leadership–Empowerment Relationship","authors":"Jaehee Jong","doi":"10.1177/00910260231157344","DOIUrl":"https://doi.org/10.1177/00910260231157344","url":null,"abstract":"Building on prior research on leadership and gender, the current study explores whether leaders’ and subordinates’ genders influence the impact of leaders’ behaviors on subordinate attitudes. More specifically, this study identifies three moderator variables that might influence the relationship: gender congruence and gender combination between supervisor and subordinate and gender ratio (gender composite in a work unit). Using a sample of state government employees, the current study found that supervisors’ transformational leadership style was more likely to influence male subordinates’ feelings of psychological empowerment than female subordinates’ feelings of psychological empowerment, regardless of the supervisor’s gender and that the positive effect among male employees becomes weaker when they are in a work unit with more women. Ultimately, the findings from this study contribute to our knowledge base regarding leadership and gender, in general, and deepen our understanding of supervisor–subordinate gender dynamics and how these dynamics are associated with gender ratio in public sector organizations.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"52 1","pages":"317 - 343"},"PeriodicalIF":3.0,"publicationDate":"2023-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49428786","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-02-18DOI: 10.1177/00910260221145134
B. Kim
Despite considerable research on the importance of a management practice emphasizing the relational aspect such as participative management, little is known regarding the mechanism through which this relation-oriented management practice motivates public employees to cultivate pro-organizational work behavior such as organizational citizenship behavior. Using data from public employees in South Korea, this study examines the association between participative management and organizational citizenship behavior. We also explore how participative management sparks public employees to be engaged in their job, which in turn leads to higher organizational citizenship behavior. By identifying employee engagement as a mediating mechanism that links participative management and organizational citizenship behavior, this study offers insights into the role of relational management practices in public settings.
{"title":"Participation, Engagement, and Organizational Citizenship Behavior Among Public Employees","authors":"B. Kim","doi":"10.1177/00910260221145134","DOIUrl":"https://doi.org/10.1177/00910260221145134","url":null,"abstract":"Despite considerable research on the importance of a management practice emphasizing the relational aspect such as participative management, little is known regarding the mechanism through which this relation-oriented management practice motivates public employees to cultivate pro-organizational work behavior such as organizational citizenship behavior. Using data from public employees in South Korea, this study examines the association between participative management and organizational citizenship behavior. We also explore how participative management sparks public employees to be engaged in their job, which in turn leads to higher organizational citizenship behavior. By identifying employee engagement as a mediating mechanism that links participative management and organizational citizenship behavior, this study offers insights into the role of relational management practices in public settings.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"52 1","pages":"263 - 285"},"PeriodicalIF":3.0,"publicationDate":"2023-02-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43142380","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-12DOI: 10.1177/00910260221143075
Alicia Barnes, Misty Grayer
This study examines how the public perceives the use of diversity training in public service organizations through the lens of neutral and charged language in a politicized context. This study explores whether framing affects levels of agreement regarding the use of diversity training. Data were collected from a sample of more than 700 undergraduate political science students, and findings indicate that individuals, overall, demonstrate more agreement with the use of diversity training when framed through the lens of neutral language rather than charged language. The data also show that factors such as political ideology, gender, and race are predictors of agreement.
{"title":"Does Language Matter? Perceptions of the Use of Diversity Training in the Public Sector Workforce","authors":"Alicia Barnes, Misty Grayer","doi":"10.1177/00910260221143075","DOIUrl":"https://doi.org/10.1177/00910260221143075","url":null,"abstract":"This study examines how the public perceives the use of diversity training in public service organizations through the lens of neutral and charged language in a politicized context. This study explores whether framing affects levels of agreement regarding the use of diversity training. Data were collected from a sample of more than 700 undergraduate political science students, and findings indicate that individuals, overall, demonstrate more agreement with the use of diversity training when framed through the lens of neutral language rather than charged language. The data also show that factors such as political ideology, gender, and race are predictors of agreement.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"52 1","pages":"240 - 262"},"PeriodicalIF":3.0,"publicationDate":"2023-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45503193","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-11DOI: 10.1177/00910260221147692
Miao Qing, Zhang JinHua
Determining how to stimulate public employees’ voice behaviors has become a critical issue in both theory and practice. This article draws on the theories of participative management, leadership, role theory, and social identity theory and proposes a moderated mediation model to explore the mechanism by which participative leadership shapes public employees’ voice behaviors. To test this study’s hypotheses, we conduct a three-wave investigation of 739 public tax agency employees in the Yangtze River Delta area of China. The results show that participative leadership significantly predicts employees’ voice behaviors by enhancing their organizational identification. Furthermore, power distance moderates the relationship between participative leadership and organizational identification. These findings advance our understanding of how to motivate employees’ voice behaviors from the perspective of participative leadership in public organizations.
{"title":"The Influence of Participative Leadership on the Voice Behavior of Public Servants","authors":"Miao Qing, Zhang JinHua","doi":"10.1177/00910260221147692","DOIUrl":"https://doi.org/10.1177/00910260221147692","url":null,"abstract":"Determining how to stimulate public employees’ voice behaviors has become a critical issue in both theory and practice. This article draws on the theories of participative management, leadership, role theory, and social identity theory and proposes a moderated mediation model to explore the mechanism by which participative leadership shapes public employees’ voice behaviors. To test this study’s hypotheses, we conduct a three-wave investigation of 739 public tax agency employees in the Yangtze River Delta area of China. The results show that participative leadership significantly predicts employees’ voice behaviors by enhancing their organizational identification. Furthermore, power distance moderates the relationship between participative leadership and organizational identification. These findings advance our understanding of how to motivate employees’ voice behaviors from the perspective of participative leadership in public organizations.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"52 1","pages":"291 - 316"},"PeriodicalIF":3.0,"publicationDate":"2023-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46181268","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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