Pub Date : 2024-02-20DOI: 10.1177/0734371x241231785
Yong-Chan Rhee
The study’s goal is to examine the multi-level representation in the context of cooperation and support between black police chiefs and street-level officers. Another goal here is to re-examine and propose different critical mass models in policing. The study uses police killing data from 2014 to 2017 in the United States. Using multi-level modeling techniques, the existing critical mass model, which assumes a single threshold, is not supported. Instead, the study finds that the mutual support model is supported, showing that street-level black officers need support from the black chief, while the black chief also needs further support from street-level officers. Simultaneously, it finds that the presence of a black chief shifts the threshold of street-level representation to a lower level, showing a close relationship between mutual support and critical mass due to a similar mechanism. The findings suggest the importance of police leadership.
{"title":"Reexamination of Multi-level Representation and Critical Mass: The Roles of Black Leadership and Its Relationship With Street-Level Officers in Police Killings","authors":"Yong-Chan Rhee","doi":"10.1177/0734371x241231785","DOIUrl":"https://doi.org/10.1177/0734371x241231785","url":null,"abstract":"The study’s goal is to examine the multi-level representation in the context of cooperation and support between black police chiefs and street-level officers. Another goal here is to re-examine and propose different critical mass models in policing. The study uses police killing data from 2014 to 2017 in the United States. Using multi-level modeling techniques, the existing critical mass model, which assumes a single threshold, is not supported. Instead, the study finds that the mutual support model is supported, showing that street-level black officers need support from the black chief, while the black chief also needs further support from street-level officers. Simultaneously, it finds that the presence of a black chief shifts the threshold of street-level representation to a lower level, showing a close relationship between mutual support and critical mass due to a similar mechanism. The findings suggest the importance of police leadership.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"38 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2024-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139938945","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 : 2024-01-31DOI: 10.1177/0734371x241227406
Ghada Barsoum
The slowing of public sector hiring has been a tool for sector downsizing and one of the markers of the reform trajectory in public administration in Egypt. The effect of this long-term and non-confrontational approach to downsizing on the workforce of the public sector is captured in this article using a unique national panel dataset. The analysis shows that the share of public sector employment has declined in a pattern punctuated by a number of critical junctures that shaped the trajectory of the adoption of New Public Management (NPM)-inspired policies. The data shows that the sector workforce is becoming more educated, older, and slightly more feminized. Despite the specificity of the context of Egypt, the analysis furthers the study of public sector reform trajectories and the complexity of the contextualization of NPM-inspired policies in countries with a socialist legacy in the global South.
{"title":"“Not Like Father, Like Son”: Public Sector Employment Reforms in Egypt","authors":"Ghada Barsoum","doi":"10.1177/0734371x241227406","DOIUrl":"https://doi.org/10.1177/0734371x241227406","url":null,"abstract":"The slowing of public sector hiring has been a tool for sector downsizing and one of the markers of the reform trajectory in public administration in Egypt. The effect of this long-term and non-confrontational approach to downsizing on the workforce of the public sector is captured in this article using a unique national panel dataset. The analysis shows that the share of public sector employment has declined in a pattern punctuated by a number of critical junctures that shaped the trajectory of the adoption of New Public Management (NPM)-inspired policies. The data shows that the sector workforce is becoming more educated, older, and slightly more feminized. Despite the specificity of the context of Egypt, the analysis furthers the study of public sector reform trajectories and the complexity of the contextualization of NPM-inspired policies in countries with a socialist legacy in the global South.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"86 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2024-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139938928","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 : 2024-01-31DOI: 10.1177/0734371x241229673
Paw Hansen, Mogens Jin Pedersen
What are the prospects of remote work—working from home—in the context of street-level bureaucratic work? This article explores how remote work relates to performance in public service settings. Focusing on the push toward remote work induced by the COVID-19 pandemic and using survey responses from Danish frontline workers ( n = 1,578) in two types of public service organizations, we find that remote work is associated with a loss in self-reported performance. The loss is greater for frontline workers in people-changing relative to people-processing organizations—and appears driven by lacking motivation, work tools, and coworker interactions.
{"title":"Performance Prospects of Remote Work in Street-Level Bureaucratic Settings: Insights From Teachers and Caseworkers in Denmark","authors":"Paw Hansen, Mogens Jin Pedersen","doi":"10.1177/0734371x241229673","DOIUrl":"https://doi.org/10.1177/0734371x241229673","url":null,"abstract":"What are the prospects of remote work—working from home—in the context of street-level bureaucratic work? This article explores how remote work relates to performance in public service settings. Focusing on the push toward remote work induced by the COVID-19 pandemic and using survey responses from Danish frontline workers ( n = 1,578) in two types of public service organizations, we find that remote work is associated with a loss in self-reported performance. The loss is greater for frontline workers in people-changing relative to people-processing organizations—and appears driven by lacking motivation, work tools, and coworker interactions.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"4 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2024-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139938937","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 : 2024-01-08DOI: 10.1177/0734371x231221505
Nara Yoon
This article develops an executive compensation model focusing on board governance structure in nonprofit organizations. Drawn from a panel of nonprofits in three Upstate New York cities from 1998 to 2014, the analysis shows that chief executive officers (CEOs) compensation is positively associated with interlocking directorships of CEOs and boards of directors. The results reveal that the executives enjoy more compensation when they serve on the boards of other nonprofit organizations, hold more power in a leadership position with CEO duality and longer tenure, and when the organizations are led by busy boards where a majority of members in the boardroom sit on the boards of multiple other nonprofits. The analysis further shows that financial rewards offered to the executives are contingent upon women’s representation in the boardroom. These findings suggest board governance composition plays a critical role in executive compensation. Implications for practice and future research are discussed.
{"title":"How Much Does Nonprofit Board Governance Matter? Role of Interlocking Directorates, Executive Power, and Women on Boards in Executive Compensation","authors":"Nara Yoon","doi":"10.1177/0734371x231221505","DOIUrl":"https://doi.org/10.1177/0734371x231221505","url":null,"abstract":"This article develops an executive compensation model focusing on board governance structure in nonprofit organizations. Drawn from a panel of nonprofits in three Upstate New York cities from 1998 to 2014, the analysis shows that chief executive officers (CEOs) compensation is positively associated with interlocking directorships of CEOs and boards of directors. The results reveal that the executives enjoy more compensation when they serve on the boards of other nonprofit organizations, hold more power in a leadership position with CEO duality and longer tenure, and when the organizations are led by busy boards where a majority of members in the boardroom sit on the boards of multiple other nonprofits. The analysis further shows that financial rewards offered to the executives are contingent upon women’s representation in the boardroom. These findings suggest board governance composition plays a critical role in executive compensation. Implications for practice and future research are discussed.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"51 43","pages":""},"PeriodicalIF":3.9,"publicationDate":"2024-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139447059","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 : 2024-01-04DOI: 10.1177/0734371x231220860
M. Emidy
Under conditions of organizational turbulence, it is crucial to staff organizations with public servants who feel committed and capable of creating public value. However, managers may neglect training and development during turbulent times while they attempt to protect the technical core of the agency. This study draws on job demands-resources theory (JD-R) to understand the role of job-related training and resources on perceived work unit performance and turnover intention during the COVID-19 pandemic. Using the 2020 Federal Employee Viewpoint Survey (FEVS), I find that workers who reported needing, but not receiving, training or resources to cope with new work roles were more likely to report a deterioration in their work unit’s performance and to report new intentions to leave their job. These effects were stronger when an employee’s demands increased over the pandemic. The findings emphasize the importance of balancing demands and resources as organizational leaders react to turbulent conditions.
{"title":"United States Federal Employee Development in Turbulent Times: Using Job Demands-Resources Theory to Explain Changes in Perceived Performance and Turnover Intention During the COVID-19 Pandemic","authors":"M. Emidy","doi":"10.1177/0734371x231220860","DOIUrl":"https://doi.org/10.1177/0734371x231220860","url":null,"abstract":"Under conditions of organizational turbulence, it is crucial to staff organizations with public servants who feel committed and capable of creating public value. However, managers may neglect training and development during turbulent times while they attempt to protect the technical core of the agency. This study draws on job demands-resources theory (JD-R) to understand the role of job-related training and resources on perceived work unit performance and turnover intention during the COVID-19 pandemic. Using the 2020 Federal Employee Viewpoint Survey (FEVS), I find that workers who reported needing, but not receiving, training or resources to cope with new work roles were more likely to report a deterioration in their work unit’s performance and to report new intentions to leave their job. These effects were stronger when an employee’s demands increased over the pandemic. The findings emphasize the importance of balancing demands and resources as organizational leaders react to turbulent conditions.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"27 11","pages":""},"PeriodicalIF":3.9,"publicationDate":"2024-01-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139386992","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 : 2024-01-03DOI: 10.1177/0734371x231216946
P. Federman, S. Viswanath, Norma M. Riccucci
Public sector labor unions and their commitment to collective bargaining are central to the study of public sector human resource management. This study explores collective bargaining scholarship in the United States as exemplified in the public administration literature. Systematically coding 220 articles from the top fifteen (mainstream) peer-reviewed public administration journals over a period of 50 years (1970–2020), this study examines how public sector collective bargaining is framed and conceptualized in public administration research, identifying, and studying the dimensions of public sector collective bargaining research in the United States. The primary purpose of this article is to map trends and gaps in local, state, and federal public sector collective bargaining scholarship, which is an essential public personnel function in need of further academic attention. It is also hoped that this study could stimulate future research into public sector collective bargaining.
{"title":"Public Sector Collective Bargaining: A Meta-Review","authors":"P. Federman, S. Viswanath, Norma M. Riccucci","doi":"10.1177/0734371x231216946","DOIUrl":"https://doi.org/10.1177/0734371x231216946","url":null,"abstract":"Public sector labor unions and their commitment to collective bargaining are central to the study of public sector human resource management. This study explores collective bargaining scholarship in the United States as exemplified in the public administration literature. Systematically coding 220 articles from the top fifteen (mainstream) peer-reviewed public administration journals over a period of 50 years (1970–2020), this study examines how public sector collective bargaining is framed and conceptualized in public administration research, identifying, and studying the dimensions of public sector collective bargaining research in the United States. The primary purpose of this article is to map trends and gaps in local, state, and federal public sector collective bargaining scholarship, which is an essential public personnel function in need of further academic attention. It is also hoped that this study could stimulate future research into public sector collective bargaining.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"29 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2024-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139451510","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 : 2023-12-30DOI: 10.1177/0734371x231220938
Isabeau Van Strydonck, Adelien Decramer, Riccardo Peccei, Mieke Audenaert
Performance Management (PM) is often criticized for undermining employee emotional exhaustion. To avoid such unintended consequences, this study investigates how PM can be of benefit to employee emotional exhaustion by integrating both process and content aspects of PM. Results show that a consistent PM process, in which the same performance expectations are maintained across the different practices of performance planning, monitoring, and evaluation, is negatively related to employees’ emotional exhaustion, indirectly via the development of high-quality Leader-Member Exchange (LMX) relationships. Second, we found that, in terms of the content, supervisor developmental feedback acts as a moderator, determining the need to implement PM as a consistent process. A consistent PM process was especially important when the feedback provided throughout the PM process involved a lesser developmental content. When employees already received a large amount of developmental feedback, the degree to which the PM process was characterized by consistency made no difference to outcomes.
{"title":"Process and Content in Performance Management: How Consistency and Supervisor Developmental Feedback Decrease Emotional Exhaustion Via High-Quality LMX","authors":"Isabeau Van Strydonck, Adelien Decramer, Riccardo Peccei, Mieke Audenaert","doi":"10.1177/0734371x231220938","DOIUrl":"https://doi.org/10.1177/0734371x231220938","url":null,"abstract":"Performance Management (PM) is often criticized for undermining employee emotional exhaustion. To avoid such unintended consequences, this study investigates how PM can be of benefit to employee emotional exhaustion by integrating both process and content aspects of PM. Results show that a consistent PM process, in which the same performance expectations are maintained across the different practices of performance planning, monitoring, and evaluation, is negatively related to employees’ emotional exhaustion, indirectly via the development of high-quality Leader-Member Exchange (LMX) relationships. Second, we found that, in terms of the content, supervisor developmental feedback acts as a moderator, determining the need to implement PM as a consistent process. A consistent PM process was especially important when the feedback provided throughout the PM process involved a lesser developmental content. When employees already received a large amount of developmental feedback, the degree to which the PM process was characterized by consistency made no difference to outcomes.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" 41","pages":""},"PeriodicalIF":3.9,"publicationDate":"2023-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139141440","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 : 2023-12-30DOI: 10.1177/0734371x231216944
Don S. Lee, Soonae Park
Understanding who behaves more ethically and how to boost one’s ethical decision making are important but relatively neglected human resource management (HRM) questions. To fill this gap, we extend recent experimental research on the role of public service motivation (PSM) in enhancing ethical behavior by leveraging a unique setting of anti-corruption reform in South Korea. Building on the difference-in-differences design in a quasi-experimental setting with more than 10,000 civil servants, gathered as part of a representative survey, we find that not only do civil servants’ higher levels of PSM lead to more ethical behavior but that their colleagues with higher levels of PSM are also perceived to be more ethical after policy implementation. As the first quasi-experimental research attempting to estimate PSM’s causal effect on ethical behavioral change, with the largest survey samples to date, our analysis has important implications regarding the greater efficacy of anti-corruption policies and the role of PSM in this context.
{"title":"Do Motivated Public Servants Behave More Ethically?","authors":"Don S. Lee, Soonae Park","doi":"10.1177/0734371x231216944","DOIUrl":"https://doi.org/10.1177/0734371x231216944","url":null,"abstract":"Understanding who behaves more ethically and how to boost one’s ethical decision making are important but relatively neglected human resource management (HRM) questions. To fill this gap, we extend recent experimental research on the role of public service motivation (PSM) in enhancing ethical behavior by leveraging a unique setting of anti-corruption reform in South Korea. Building on the difference-in-differences design in a quasi-experimental setting with more than 10,000 civil servants, gathered as part of a representative survey, we find that not only do civil servants’ higher levels of PSM lead to more ethical behavior but that their colleagues with higher levels of PSM are also perceived to be more ethical after policy implementation. As the first quasi-experimental research attempting to estimate PSM’s causal effect on ethical behavioral change, with the largest survey samples to date, our analysis has important implications regarding the greater efficacy of anti-corruption policies and the role of PSM in this context.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" 2","pages":""},"PeriodicalIF":3.9,"publicationDate":"2023-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139141122","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 : 2023-12-30DOI: 10.1177/0734371x231218898
Carrie Oelberger, Alyce Eaton, Jung Ho Choi
To advance tailored recruitment, management, and on-the-job socialization, we present a complementary “job fit” framework that integrates intrinsic, extrinsic, relational, and prosocial job design attributes. Employing polynomial regression models and response surface analysis, we capture and display three-dimensionally whether, when, and how the match (or mismatch) between employee preferences and experiences relates to job satisfaction. Using a large, cross-national sample of public employees, we illustrate this framework and methodology through analysis of matched preferences, experiences, and job satisfaction across six job attributes. We identified that public employees’ varied experiences of job attributes have differential impacts on job satisfaction, contingent upon preferences for the attribute. The only attribute we identified that was insensitive to employee preferences was job security. We find, for example, that working with others is associated with decreased job satisfaction for those that prefer working alone. These findings support the motivating potential of complementary “job fit” and provide nuanced attention to appropriate methodologies and a broader range of job design attributes.
{"title":"One Size Fits All? Exploring Motivation for Public Employees With a Job Fit Framework and Response Surface Analysis","authors":"Carrie Oelberger, Alyce Eaton, Jung Ho Choi","doi":"10.1177/0734371x231218898","DOIUrl":"https://doi.org/10.1177/0734371x231218898","url":null,"abstract":"To advance tailored recruitment, management, and on-the-job socialization, we present a complementary “job fit” framework that integrates intrinsic, extrinsic, relational, and prosocial job design attributes. Employing polynomial regression models and response surface analysis, we capture and display three-dimensionally whether, when, and how the match (or mismatch) between employee preferences and experiences relates to job satisfaction. Using a large, cross-national sample of public employees, we illustrate this framework and methodology through analysis of matched preferences, experiences, and job satisfaction across six job attributes. We identified that public employees’ varied experiences of job attributes have differential impacts on job satisfaction, contingent upon preferences for the attribute. The only attribute we identified that was insensitive to employee preferences was job security. We find, for example, that working with others is associated with decreased job satisfaction for those that prefer working alone. These findings support the motivating potential of complementary “job fit” and provide nuanced attention to appropriate methodologies and a broader range of job design attributes.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" October","pages":""},"PeriodicalIF":3.9,"publicationDate":"2023-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139136788","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 : 2023-12-22DOI: 10.1177/0734371x231220868
Chang Yee Kwan
{"title":"Book Review: Civil service systems in East and Southeast Asia","authors":"Chang Yee Kwan","doi":"10.1177/0734371x231220868","DOIUrl":"https://doi.org/10.1177/0734371x231220868","url":null,"abstract":"","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"27 11","pages":""},"PeriodicalIF":3.9,"publicationDate":"2023-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139164534","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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