Pub Date : 2023-01-11DOI: 10.1177/0734371x221141988
Xu Han, Liang Ma, J. Perry
Pay variation across positions, functions, and ranks can affect government performance by influencing the ability of the government to recruit and incentivize civil servants, but this proposition has not been systematically examined. Taking advantage of a new panel dataset, we develop and test the theoretical linkage between pay variation of civil servants and government performance. Our findings show a contingency-based relationship between pay variation and government performance. On average, neither total pay variation nor vertical pay variation is significantly related to government performance measured by the World Bank’s Worldwide Governance Indicators. However, total pay variation is consistently and negatively correlated with government performance in low-income countries. The findings suggest the importance of accounting for national contexts in implementing administrative reforms and are a cautionary lesson about applying theories based on research on private firms to the public sector.
{"title":"Does Employee Pay Variation Increase Government Performance? Evidence From a Cross-National Analysis","authors":"Xu Han, Liang Ma, J. Perry","doi":"10.1177/0734371x221141988","DOIUrl":"https://doi.org/10.1177/0734371x221141988","url":null,"abstract":"Pay variation across positions, functions, and ranks can affect government performance by influencing the ability of the government to recruit and incentivize civil servants, but this proposition has not been systematically examined. Taking advantage of a new panel dataset, we develop and test the theoretical linkage between pay variation of civil servants and government performance. Our findings show a contingency-based relationship between pay variation and government performance. On average, neither total pay variation nor vertical pay variation is significantly related to government performance measured by the World Bank’s Worldwide Governance Indicators. However, total pay variation is consistently and negatively correlated with government performance in low-income countries. The findings suggest the importance of accounting for national contexts in implementing administrative reforms and are a cautionary lesson about applying theories based on research on private firms to the public sector.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2023-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45398618","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 : 2022-11-16DOI: 10.1177/0734371x221136431
M. Ko
Although family-friendly policies (FFPs) accommodate the interests of both an organization and its employees, the extant literature has paid limited attention to how employee wellbeing can be a positive outcome of FFPs. Drawing on the job demands-resources (JD-R) model and spillover theory, this study examines the relationship between FFPs and employees’ subjective wellbeing (SWB) through their sense of work-life balance (WLB) and organizational commitment. Using a survey of 946 South Korean public employees and partial least squares path modeling (PLS-PM), this study finds that FFPs are positively and indirectly associated with SWB via its influence on WLB and organizational commitment. The findings imply that through positive spillover effects, FFPs as job resources can generate greater organizational outcomes and better employee wellbeing.
{"title":"The Structural Relationship of Family-Friendly Policies, Work-Life Balance, and Employee’ Subjective Wellbeing: Focusing on the Categorization of Family-Friendly Policies Based on the Job Demands-Resources (JD-R) Model","authors":"M. Ko","doi":"10.1177/0734371x221136431","DOIUrl":"https://doi.org/10.1177/0734371x221136431","url":null,"abstract":"Although family-friendly policies (FFPs) accommodate the interests of both an organization and its employees, the extant literature has paid limited attention to how employee wellbeing can be a positive outcome of FFPs. Drawing on the job demands-resources (JD-R) model and spillover theory, this study examines the relationship between FFPs and employees’ subjective wellbeing (SWB) through their sense of work-life balance (WLB) and organizational commitment. Using a survey of 946 South Korean public employees and partial least squares path modeling (PLS-PM), this study finds that FFPs are positively and indirectly associated with SWB via its influence on WLB and organizational commitment. The findings imply that through positive spillover effects, FFPs as job resources can generate greater organizational outcomes and better employee wellbeing.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-11-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42401122","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 : 2022-10-28DOI: 10.1177/0734371x221130977
B. Farr‐Wharton, Y. Brunetto, Aglae Hernandez-Grande, K. Brown, S. Teo
This article examines the impact of psychosocial safety climate (PSC) levels and strength on the job stress and psychological distress of emergency services workers within street level bureaucracies (SLBs). The reason for the research is because the nature of their work and organizational context pre-disposes them to elevated level of psychological distress, and places them at a higher risk of subsequent debilitating physical and mental diseases, which is a cost borne by employees, their families, friends, SLBs, and taxpayers. Survey data was obtained from 274 emergency services workers (including police, and paramedics), nested within 43 workgroups, in Australia. Multilevel regression indicated that lower levels of PSC were associated with higher levels of job stress and psychological distress. Also, PSC strength had a partial moderating effect. The findings justify governments intervening legislatively to ensure SLBs’ take responsibility for ensuring a supportive PSC to mitigates the impact of exposure to workplace trauma.
{"title":"Emergency Service Workers: The Role of Policy and Management in (Re)shaping Wellbeing for Emergency Service Workers","authors":"B. Farr‐Wharton, Y. Brunetto, Aglae Hernandez-Grande, K. Brown, S. Teo","doi":"10.1177/0734371x221130977","DOIUrl":"https://doi.org/10.1177/0734371x221130977","url":null,"abstract":"This article examines the impact of psychosocial safety climate (PSC) levels and strength on the job stress and psychological distress of emergency services workers within street level bureaucracies (SLBs). The reason for the research is because the nature of their work and organizational context pre-disposes them to elevated level of psychological distress, and places them at a higher risk of subsequent debilitating physical and mental diseases, which is a cost borne by employees, their families, friends, SLBs, and taxpayers. Survey data was obtained from 274 emergency services workers (including police, and paramedics), nested within 43 workgroups, in Australia. Multilevel regression indicated that lower levels of PSC were associated with higher levels of job stress and psychological distress. Also, PSC strength had a partial moderating effect. The findings justify governments intervening legislatively to ensure SLBs’ take responsibility for ensuring a supportive PSC to mitigates the impact of exposure to workplace trauma.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-10-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43039672","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 : 2022-10-20DOI: 10.1177/0734371x221130973
Edgar O. Bustos
Retaining valuable employees is a critical task for public organizations to present themselves as competent and efficient to their multiple audiences. However, despite the importance of staff mobility dynamics for public organizations, retention is an issue that has not been thoroughly studied in human resource management research. In the case of Mexico, retaining the most valuable staff is becoming more difficult because its public administration is characterized by corruption and patronage. The article argues that reputation sustains a reciprocity exchange between employees and employers, which is reflected in longterm labor relationships. Using a survey of employees of five Constitutional Autonomous Agencies in Mexico, the article shows that having a positive reputation is a crucial factor for public employees when deciding whether to stay or leave their jobs. The findings imply that building and maintaining a positive reputation must be relevant for public managers because of its implications for HRM.
{"title":"The Effect of Organizational Reputation on Public Employees’ Retention: How to Win the “War for Talent” in Constitutional Autonomous Agencies in Mexico","authors":"Edgar O. Bustos","doi":"10.1177/0734371x221130973","DOIUrl":"https://doi.org/10.1177/0734371x221130973","url":null,"abstract":"Retaining valuable employees is a critical task for public organizations to present themselves as competent and efficient to their multiple audiences. However, despite the importance of staff mobility dynamics for public organizations, retention is an issue that has not been thoroughly studied in human resource management research. In the case of Mexico, retaining the most valuable staff is becoming more difficult because its public administration is characterized by corruption and patronage. The article argues that reputation sustains a reciprocity exchange between employees and employers, which is reflected in longterm labor relationships. Using a survey of employees of five Constitutional Autonomous Agencies in Mexico, the article shows that having a positive reputation is a crucial factor for public employees when deciding whether to stay or leave their jobs. The findings imply that building and maintaining a positive reputation must be relevant for public managers because of its implications for HRM.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41993507","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 : 2022-10-20DOI: 10.1177/0734371x221130972
R. Pepermans, Mathieu Peiffer
We expand on Cable and Turban’s employer knowledge model to investigate how sector attractiveness, that is, image and reputation, predicts management graduates’ sector-specific pursuit intentions, moderated by career anchors. The non-profit sector has the warmest image, followed by the public sector, while the latter is perceived as the least competent and shows the weakest reputation. Each sector’s competence image (but not its warmth image) and reputation significantly predict sector-specific pursuit intentions. The security, service, and challenge anchors confirmed their unique positive moderating impact, respectively for the public, non-profit, and for-profit sectors, although the challenge anchor reduced the public sector’s attractiveness. This study accentuates the importance of matching sector features with personal characteristics for understanding sector attractiveness to job seekers. Consequently, we offer new insights concerning sector-related recruitment practices and sector branding.
{"title":"Choosing Jobs in the Public, Non-Profit, and For-Profit Sectors: Personal Career Anchors Moderating the Impact of Sector Image and Reputation","authors":"R. Pepermans, Mathieu Peiffer","doi":"10.1177/0734371x221130972","DOIUrl":"https://doi.org/10.1177/0734371x221130972","url":null,"abstract":"We expand on Cable and Turban’s employer knowledge model to investigate how sector attractiveness, that is, image and reputation, predicts management graduates’ sector-specific pursuit intentions, moderated by career anchors. The non-profit sector has the warmest image, followed by the public sector, while the latter is perceived as the least competent and shows the weakest reputation. Each sector’s competence image (but not its warmth image) and reputation significantly predict sector-specific pursuit intentions. The security, service, and challenge anchors confirmed their unique positive moderating impact, respectively for the public, non-profit, and for-profit sectors, although the challenge anchor reduced the public sector’s attractiveness. This study accentuates the importance of matching sector features with personal characteristics for understanding sector attractiveness to job seekers. Consequently, we offer new insights concerning sector-related recruitment practices and sector branding.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48993256","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 : 2022-09-20DOI: 10.1177/0734371x221123294
A. Dimand, Sawsan Abutabenjeh, Evelyn Rodriguez-Plesa, Mohamad G. Alkadry, Susannah Bruns Ali
Innovation is often promoted as the path to overcoming the burdens of bureaucratic organizations and fostering improved service to the public. In a moment where governments face dynamic administrative and policy challenges, there is great need for leveraging innovative ideas from public sector employees. What is less clear are which factors of employee human capital correlate with feeling encouraged to innovate. We test how three types of human capital influence innovation: organization level, industry specific, and individual specific human capital. We also explore whether there are differences in feeling encouraged to innovate linked to education, training, and demographics such as gender, race, and age. Using survey responses from 2,191 public procurement officers from various levels of government in the United States, we find human capital components including experience, and age correlate with feeling encouraged to innovate, though not always in expected ways.
{"title":"Human Capital Drivers of Employee Intent to Innovate: The Case of Public Procurement Professionals","authors":"A. Dimand, Sawsan Abutabenjeh, Evelyn Rodriguez-Plesa, Mohamad G. Alkadry, Susannah Bruns Ali","doi":"10.1177/0734371x221123294","DOIUrl":"https://doi.org/10.1177/0734371x221123294","url":null,"abstract":"Innovation is often promoted as the path to overcoming the burdens of bureaucratic organizations and fostering improved service to the public. In a moment where governments face dynamic administrative and policy challenges, there is great need for leveraging innovative ideas from public sector employees. What is less clear are which factors of employee human capital correlate with feeling encouraged to innovate. We test how three types of human capital influence innovation: organization level, industry specific, and individual specific human capital. We also explore whether there are differences in feeling encouraged to innovate linked to education, training, and demographics such as gender, race, and age. Using survey responses from 2,191 public procurement officers from various levels of government in the United States, we find human capital components including experience, and age correlate with feeling encouraged to innovate, though not always in expected ways.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45472775","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 : 2022-09-17DOI: 10.1177/0734371x221123296
Alberto Jacinto
While much is known about the public sector workforce, less is known about parental influences as a determinant of public sector work. This paper begins to answer this question by estimating a simple model of intergenerational transmission to test whether public sector work is passed down in families. Data from the National Longitudinal Survey of Youth and its intergenerational component indicate that children of public sector mothers are five percentage points (42%) more likely to work in the public sector than the children of private sector mothers. Heterogeneity analyses reveal the important role unions play in the transmission of public sector work. However, the main results do not vary by child race or gender. The results have implications for recruitment strategies in the public sector and highlight the role of parents as possible sources of public service motivation for children.
{"title":"A Tradition of Public Service in Families","authors":"Alberto Jacinto","doi":"10.1177/0734371x221123296","DOIUrl":"https://doi.org/10.1177/0734371x221123296","url":null,"abstract":"While much is known about the public sector workforce, less is known about parental influences as a determinant of public sector work. This paper begins to answer this question by estimating a simple model of intergenerational transmission to test whether public sector work is passed down in families. Data from the National Longitudinal Survey of Youth and its intergenerational component indicate that children of public sector mothers are five percentage points (42%) more likely to work in the public sector than the children of private sector mothers. Heterogeneity analyses reveal the important role unions play in the transmission of public sector work. However, the main results do not vary by child race or gender. The results have implications for recruitment strategies in the public sector and highlight the role of parents as possible sources of public service motivation for children.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-09-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43965801","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 : 2022-09-01DOI: 10.1177/0734371x221121051
Myungjung Kwon, M. Kim-Goh
While telework has been adopted widely in local governments because of the numerous potential benefits that it offers for the workforce, organizations, and society, little research has been done to examine if and how telework achieves expected worker outcomes in local governments. Drawing on insights from the social exchange and social exclusion theories, this article extends previous telework research by demonstrating the differential effects of telecommute and telework options on job satisfaction and performance of local government workforce. Data were collected through an online survey of workers at a large local government agency in California. Results showed that telework and telecommute options improved job satisfaction and performance of workers in the local government agency due to flexible work schedules and locations. In addition, telecommuters having more interpersonal interaction opportunities which reduce feelings of social isolation/work alienation experienced higher job satisfaction and performance than teleworkers.
{"title":"The Impacts of Telework Options on Worker Outcomes in Local Government: Social Exchange and Social Exclusion Perspectives","authors":"Myungjung Kwon, M. Kim-Goh","doi":"10.1177/0734371x221121051","DOIUrl":"https://doi.org/10.1177/0734371x221121051","url":null,"abstract":"While telework has been adopted widely in local governments because of the numerous potential benefits that it offers for the workforce, organizations, and society, little research has been done to examine if and how telework achieves expected worker outcomes in local governments. Drawing on insights from the social exchange and social exclusion theories, this article extends previous telework research by demonstrating the differential effects of telecommute and telework options on job satisfaction and performance of local government workforce. Data were collected through an online survey of workers at a large local government agency in California. Results showed that telework and telecommute options improved job satisfaction and performance of workers in the local government agency due to flexible work schedules and locations. In addition, telecommuters having more interpersonal interaction opportunities which reduce feelings of social isolation/work alienation experienced higher job satisfaction and performance than teleworkers.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44193631","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 : 2022-08-30DOI: 10.1177/0734371x221121050
Florian Keppeler, Ulf Papenfuß
Public employers struggle with recruiting talents and labor market competition. Research on the understudied topic of employer branding can help address this challenge. This study presents five large-scale, pre-registered field experiments ( n = 155,634) aimed at increasing the number of individuals initially interested in a job at a public employer. In social media ads, public sector values served as signaled employer value propositions (EVPs). The results show the importance of target groups and points of difference related to public employers’ organizational type. Significantly fewer women show interest in a job, and for a municipal administration, a fair pay EVP has a negative effect. This study enhances the understanding of potential recruits’ environment- and self-processing, bridges EVPs with public values theory, and provides a missing theoretical link between publicness and recruitment. It shows the importance of testing common assumptions about what works in recruitment in field studies with high external validity.
{"title":"Employer Value Propositions for Different Target Groups and Organizational Types in the Public Sector: Theory and Evidence From Field Experiments","authors":"Florian Keppeler, Ulf Papenfuß","doi":"10.1177/0734371x221121050","DOIUrl":"https://doi.org/10.1177/0734371x221121050","url":null,"abstract":"Public employers struggle with recruiting talents and labor market competition. Research on the understudied topic of employer branding can help address this challenge. This study presents five large-scale, pre-registered field experiments ( n = 155,634) aimed at increasing the number of individuals initially interested in a job at a public employer. In social media ads, public sector values served as signaled employer value propositions (EVPs). The results show the importance of target groups and points of difference related to public employers’ organizational type. Significantly fewer women show interest in a job, and for a municipal administration, a fair pay EVP has a negative effect. This study enhances the understanding of potential recruits’ environment- and self-processing, bridges EVPs with public values theory, and provides a missing theoretical link between publicness and recruitment. It shows the importance of testing common assumptions about what works in recruitment in field studies with high external validity.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":" ","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42090607","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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