Implications of Occupational Locus and Focus for Public Service Motivation: Attitudes Toward Work Motives across Nations

Is occupational locus or focus important for public service motivation? Does national context influence public service motivation? To answer both questions, the author examines attitudes toward work motives from national samples in 11 North American and Western European nations using multilevel binary logistic regression analysis. The findings demonstrate that the locus of an occupation in government and its focus on a public service activity both are important in shaping preferences for work motives related to public service motivation. Also, the preference for work motives held by citizens is correlated with the type of welfare regime in a nation. Although it is less pronounced, some evidence suggests that the type of welfare regime influences preferences toward work motives among government employees.     

Working for a Good Cause

A rich literature in public administration has shown that public sector employees have stronger altruistic motivations than private sector employees. Recent economic theories stress the importance of mission preferences and predict that altruistic people sort into the public sector when they subscribe to its mission. This article uses data from a representative survey of more than 30,000 employees from 50 countries to test this prediction. The authors find strong evidence of a mutually reinforcing role of altruism and mission alignment in sorting into the public sector, particularly among highly educated workers and among workers in less‐developed countries.     

An International Comparison of the Incidence of Public Sector Whistle‐Blowing and the Prediction of Retaliation: Australia,Norway, and the US

We compare results of several large‐scale survey studies of whistle‐blowing by public sector employees, from samples in Australia, Norway, and the United States. Specifically, we review incidence rates of wrongdoing, whistle‐blowing and retaliation, as perceived by thousands of respondents employed by many government agencies in these countries. Despite differences in measurement in the studies and variation in results, findings suggest that wrongdoing was quite frequently observed and was reported in many cases. Retaliation resulted for far fewer than half of the whistle‐blowers, in all three nations. We also compare findings from the various studies concerning variables that predicted retaliation against whistle‐blowers in the different samples. Differences in results across the three countries add to existing evidence that country and workplace cultures can affect the whistle‐blowing process.     

Building Support? The Importance of Verbal Rewards for Employee Perceptions of Governance Initiatives

The relationship between managers’ use of rewards and employees’ motivation is controversial, but recent research suggests that employee perceptions of governance initiatives can help us understand the association. Experimental evidence further emphasizes the difference between verbal and material rewards, and this study therefore analyzes real-world public managers’ use of these different rewards and their employees’ perceptions of a governance initiative. This enables us to shed light on a mechanism through which rewards can be connected to motivation. Can rewards contribute to a supportive perception of governance initiatives and potentially crowd-in motivation? This is analyzed in a multi-level dataset with 82 Danish school principals and their 1,273 employees. Managers’ use of contingent verbal rewards is positively associated with employees’ perceptions of the relevant governance initiative, while the corresponding association between material rewards and employee perceptions is weak and statistically insignificant when controlling for other types of managerial behavior. Although the findings need to be tested in an experimental design, they suggest that verbal rewards are a promising tool for public managers.     

The negative relationships between employee resilience and ambiguity,complexity, and inter-agency collaboration

Employee resilience (ER) is often needed to face demands inherent in public sector work. Some types of demands, however, may hinder its development, rather than provide the type of challenging adversity from which resilience can develop. Public sector job demands have been a long-standing issue for public workplaces and employees but are also growing in salience as organisations face an increasingly variable, uncertain, complex, and ambiguous environment. Drawing on the Job Demands–Resources model and the challenge/hindrance stress literature, this multi-level study of Aotearoa New Zealand civil servants (n = 11,533) in 65 public sector organisations shows that ER is negatively affected by demands such as job insecurity, unclear job and organisational goals, and inter-agency collaboration. However, organisational resource constraints are positively associated with ER. This study identifies core PA job and organisational demands that hinder ER and offers practical implications and suggestions for further research.

Points for practitioners

• Job role ambiguity, job insecurity, unclear organisational goals, and inter-agency collaboration are common job and organisational demands in public sector workplaces.
• For employees, these demands are stressors that employees do not feel they control, and may therefore hinder employee resilience: the ability to learn, adapt, and leverage networks in the face of challenges.
• Surprisingly, resource constraints, where employees have to ‘do more with less’, might help employees develop ER.
• While inter-agency collaboration has potentially many benefits, it appears to have negative spillover effects on employees unaware of it or not involved in it.
• To encourage ER, agencies should clarify both organisational and job goals, and assure job security, control, competency development, and supervisor support.

     

Does Organizational Image Matter? Image,Identification, and Employee Behaviors in Public and Nonprofit Organizations

Organizational image, identity, and identification are powerful concepts in terms of understanding members’ behaviors and beliefs. In particular, the term “image” has frequently been used to describe the overall impression of the organization, but most scholars have only focused on organizational image as it is perceived by external audiences. However, organizational image as perceived by members within an organization is critical for determining its impact on individual employees’ motivation, work behaviors, and further performance at work. This article explores the roles of organizational image and identification in explaining organizational behaviors—extra‐role behavior and absenteeism—in public and nonprofit organizations. A series of seemingly unrelated regressions were used to analyze survey data from 1,220 respondents. Results show that organizational image is positively related to employee identification, and identification has a significant influence on promoting extra‐role behavior and lowering employee absenteeism.

Practitioner Points

• Organizational image as perceived by members of an organization is an aggregate of individual employees’ perceptions of the organization based on their own experiences and judgments (perceived organizational identity) and outsiders’ judgments about the organization (construed external image).
• Both perceived organizational identity and construed external image influence the extent to which employees are likely to identify themselves as part of their organization.
• The higher an employee's level of identification, the more he or she is likely to engage in extra‐role behavior.
• Managing organizational image and identification in a positive way can significantly reduce costly voluntary employee absences, which are reasonably avoidable absences.

     

Small firm membership in national trade associations

• Business associations play a significant role in private–public interactions by aggregating company interests and relating these to political decision makers. Associations are particularly important for smaller firms, which generally do not have the resources to pursue political strategies independently. This paper discusses the question of what the motives are for small and medium‐sized firms to maintain their membership in national trade associations at a time when the European business environment is undergoing profound changes. Using the example of the Netherlands, it is argued that associational membership is determined foremost by political considerations. The implication of this conclusion is that national business associations continue to perform an important function in mediating business–government relations. Despite the internationalization of public decision making, these organizations remain important intermediaries for corporate public affairs.
• 1 We would like to thank two anonymous referees for their helpful comments and suggestions.

Copyright © 2005 John Wiley & Sons, Ltd.     

Work Opportunities and Organizational Commitment in International Organizations

This article applies social exchange theory to investigate the relationships between work opportunities and organizational commitment in four United Nations agencies. It demonstrates that international civil servants who are satisfied with their altruistic, social, and extrinsic work opportunities are more likely to declare high levels of organizational commitment. Furthermore, perceived organizational support mediates these relationships. The empirical findings highlight the importance of considering the specificity of organizational features in explaining international civil servants' attitudes and behaviors. Their preferences for altruistic, social, and extrinsic work opportunities are not similar to the motivational orientations and rewards valued by public or private sector employees, confirming the hybrid characteristics of international organizations. Drawing on these original results, the research identifies some practical implications for human resource management in international organizations.     

Learning from the Philippine occupation: nation‐building and institutional development in Iraq and other high security risk nations

Outcomes of armed conflict in Afghanistan and Iraq indicate that the U.S. has been unprepared to fully address problems related to establishing social and economic stability, security and governance in the aftermath of war. This is unfortunate, given that U.S. policy makers' nation‐building efforts to achieve stability, security and good governance in these nations do not reflect what they should already have learnt about organisational and institutional development from past experiences providing significant development assistance to highly unstable nations. Based on the analysis rendered in this article, ‘smart practice’ development administration in such nations comprises the following key points that link nation building to institutional/organisational development:

• Nation building (creating new national sovereignty) is different from, and harder than, building government capacity (creating or strengthening institutions and organisations).
• Given that building government capacity typically requires years of patient assistance and financing, it is better to build on existing indigenous institutions like the civil service and military.
• The time and expense of development assistance to high security risk nations means that it is advisable to establish a multi‐lateral development assistance plan and a multi‐national, multi‐institutional framework for financing development to pay for all that is necessary over a long period of time (i.e. 20–50 years).
• Policy makers should emphasise social stability and stable economic growth under self‐governance to prevent actual or perceived economic exploitation.
• Policy makers' diplomatic efforts should secure accommodation of various stakeholders sufficient to permit compromise leading to formation of an independent government.
• Where occupation appears necessary to achieve security and stability, policy makers should allocate enough troops and money to do the job, and accurately assess and report all costs of military occupation and nation building.
• Once occupation has occurred, policy makers should not withdraw military support in a way that would increase the likelihood of civil war.
• Premature withdrawal of security, economic and political support prior to the point where high security risk nations are capable of governing themselves will cause a power vacuum, and may result in fragmented regional leadership by warlords. Copyright © 2005 John Wiley & Sons, Ltd.

     

Using organization theory to understand international organizations: Four models of multilateral decision making

This article addresses an enduring public management question: “Is organizational functioning a product of politics, management, or both?” It speaks to this issue by analyzing the decisional dynamics of the world's most inclusive, and prominent international organization: the United Nations. To assess the ability of international organizations to develop and implement international public policy, this study draws upon an extensive literature in organization theory to develop four models of multilateral decision making:

• •⊎ A Cognitive Ambiguity Model;
• •⊎ A Bounded Pragmatism Model;
• •⊎ An Organizational Expansion Model; and
• •⊎ A Political Interests Model.

In considering the obstacles to effective policy, this study asks whether policy is porduced by intellectual confusion, routine-based decision making, bureaucratic ego, or base political motives. This project closes by arguing for broad approaches to the politics/management continuum, and an integration of the four models. Only by weaving and practitioners distinct strands of organization theory, can scholars and practitioners fully appreciate the intellectual and political dynamics of publicly managed organizations, and thus, the aids and onstacles to their functioning.     

City Managers,Career Incentives,and Municipal Service Decisions: The Effects of Managerial Progressive Ambition on Interlocal Service Delivery

City managers play an influential role in brokering intergovernmental service arrangements on behalf of their jurisdiction, yet their motivations for doing so are not well understood. One argument, drawn from theories of bureaucratic entrepreneurship and ambition theory, suggests that cities with managers who are motivated to advance their careers will parlay more interlocal service delivery as means of capturing economic efficiencies. Such strategies serve to build their personal resumes of career achievements. An alternative argument suggests more altruistic motives, including a desire for increased social equity and valuing the common good of the region, compel city managers to pursue interlocal service arrangements. These competing theories are tested on 134 large municipalities, using survey data from the city managers of these jurisdictions, coupled with interlocal revenue and expenditure data for these cities. Results yield greater support for the first theory. However, progressive ambition possesses complex consequences for interlocal service delivery choices. Jurisdictions managed by city managers with career‐enhancement ambitions are more likely to sell services to other local governments. Yet, they are significantly less inclined to buy services from other jurisdictions, thereby underscoring entrepreneurship in shaping managers’ professional trajectories.     

Strategic Human Resource Practices: Introducing Alternatives for Organizational Performance Improvement in the Public Sector

Can public sector organizations increase productivity through competition in spite of inherent limitations, such as budget constraints? This study addresses that question by examining the impact of four factors that contribute to employees’ expectations regarding competitive work environments on organizational performance in terms of overall quality of work and client satisfaction. The four factors measured include rewards for merit such as salary and benefits, opportunities, organizational rules, and the capacity to deal with risks as perceived by employees. Using data on public and nonprofit sector employees, expectations for merit rewards were positively related to employees’ perception of organizational performance when the conditions of performance‐based organizational rules and risk‐taking behaviors were also satisfied. Moreover, employees’ perceptions of organizational performance tended to increase when they felt that organizational rules were oriented toward performance plus organizational members and top leaders exhibited greater risk‐taking behaviors. However, no correlation was evident between employees’ expectations of opportunities and perceived organizational performance.     

Does Training Matter? Evidence from Performance Management Reforms

Training is much discussed but rarely studied in public management. Using multiple waves of survey data, the authors examine the effects of training on the implementation of performance management reforms in the U.S. federal government, asking whether those exposed to training are more likely to use performance data and strategic goals when making decisions. Training is positively associated with reform implementation, but there is little evidence that this association can be explained by the development of specific capacities to overcome performance management challenges. The findings offer two implications for the practice and study of training. The authors propose that training is likely to succeed if it is designed and funded to close specific capacity gaps needed for successful reform implementation. However, it is also necessary to better understand alternative causal mechanisms by which training facilitates reform implementation, such as explaining and justifying reforms.

Practitioner Points

• Training can facilitate the implementation of new policies by providing information about the policies, justifying why they are needed, and giving employees the capacity to put the new policies in place.
• Using training to build specific employee capacities is more complex, resource intensive, and rare than using training to provide information and justify reforms.
• Effective training in government requires not just more resources but also better understanding of the specific capacities needed and how to create them—research can help by identifying the most significant capacity gaps in policy implementation.

     

The determinants of corporate political strategy in Chinese transition

• Corporate political strategy (CPS) formulation in Chinese transition is an area with little empirical work. We fill this gap validly and the primary focus of this study is to examine the firm‐ and industry‐level factors influencing Chinese firms' political strategy choice. Empirical support is found for the taxonomy of corporate political strategies in Chinese transition—that is direct participation strategy, financial incentive strategy, prolocutor strategy, institution innovation strategy, government association strategy and government involvement strategy. The results indicate that there is no consistently significant firm‐ and industry‐level predictor of all six political strategies and we explore what determinants are related to each specific decision independently. We also verify the random effects of industry‐level variables and our hypotheses are tested through using general evaluation equations (GEEs). Our study aims to be helpful to point managers toward both industrial environments and internal resources to consider when making appropriate political strategy choices and thus improve Chinese firms' strategy management level. Some implications of findings are also discussed finally.

Copyright © 2007 John Wiley & Sons, Ltd.     

Conflict and Collaboration in Wildfire Management: The Role of Mission Alignment

Responding to large wildfires requires actors from multiple jurisdictions and multiple levels of government to work collaboratively. The missions and objectives of federal agencies often differ from those of state land management agencies as well as local wildfire response agencies regarding land use and wildfire management. As wildfire size and intensity increase over time and associated annual suppression costs range between $2 billion and $3 billion, learning more about the existence and management of perceived agency differences becomes imperative within the academic and practitioner communities. This article examines the extent to which perceived mission misalignment exists among federal, state, and local actors and how well those differences are managed. Findings provide quantitative evidence that mission misalignment is greater within intergovernmental relationships than within intragovernmental relationships. Additionally, findings speak to the larger conversation around intergovernmental relationships within the federal structure and perceptions of the presence and management of potential interagency conflict.

Practitioner Points

• Potential conflict between the missions of federal and state land agencies presents a challenge for disaster management, and differing governmental levels and land‐use mandates may highlight relationships where tensions are likely greater.
• Wildfire managers may need to more proactively address relationships among federal agencies and state and local partners rather than relationships among multiple federal agencies.
• Wildfire management may benefit from increased awareness of—and discussion around—partner agencies’ stated land management philosophies and legal mandates, as structural frameworks, such as the Incident Command Structure, may not alone lead to conflict‐free collaboration.

     

Collaborative Innovation,New Technologies,and Work Redesign

Stakeholders agree on the need to promote innovation in work organization in public services. This article deploys the concept of collaborative innovation to discuss employees' and managers' experiences of a major technology‐driven work redesign project within National Health Service pharmacy services in Scotland. The authors draw on extant literature on New Public Management (NPM) and collaborative approaches to innovation to frame more than 40 in‐depth interviews with managers and employees. They find that key components of collaborative innovation—related to joint problem‐solving, interdisciplinary working, and mutual learning—were important to the success of the redesign project and had positive impacts on job quality for some employees. The authors argue that researchers and policy makers should look beyond NPM‐driven models that have dominated some areas of the public innovation literature to consider the potential added value of collaborative innovation to improving both work and service delivery in the public sector.     

Communicating corporate social responsibility: an exploratory case study of a major UK retail centre

• Corporate 'social responsibility [CSR] is neither a fad nor an optional extra. The interest in it is reflective of a deeper change in the relationship between companies and their stakeholders. Healthy business requires a healthy community, and should be contributing to its creation and maintenance. The public increasingly wants to know about companies that stand behind the brands and products presented to them. And use their power to reward ‘good’ companies and punish the ‘bad’ ones. (Lewis, S. 2001 ).
• CSR is becoming ever more important in the modern business environment, as is evident by the fact that most leading public companies include a specific statement on their CSR policy within their annual reports. Indeed, changing societal expectations, increasingly intrusive media reporting, and ever more sophisticated and powerful pressure groups have caused all organizations to consider more carefully their wider social responsibilities not only out of altruistic reasons, but because of the need to consider the potential impact of their policies on their wider stakeholder relationships.
• It is argued in academic and professional writing that CSR orientated organizations benefit from a series of tangible and intangible benefits, when stakeholders are informed of their orientation. Corporations have reacted to these calls and this belief in a business case and are implementing CSR programmes or corporate change to bring about new corporate mindsets, and are in‐turn communicating the results of these programmes. However, in order to be able to effectively communicate it is necessary that organizations clearly understand the concept of CSR, both from a managerial perspective and homogeneous and individual stakeholder perspective.
• Aiming to help address this lack of understanding, the proposed paper provides a case examination of stakeholder and management perspectives of CSR in the North West of England in a retail setting. The study was conducted in 2003 around a Major UK retail centre using a mix method approach that drew out management cognate viewpoints on CSR and quantitatively tested these findings against stakeholder viewpoints on CSR. The study is served as a pilot for future studies into the area.
• It found that within the context of the case that the managers and stakeholders (when taken as one homogeneous group) shared a similar view of the concept of CSR. Additionally, the weaknesses of the research pilot brought to the surface methodological improvements that could impact on future researches into the area.

Copyright © 2006 John Wiley & Sons, Ltd.     

Transformational Leadership and Public Service Motivation: Driving Individual and Organizational Performance

Despite growing evidence about prosocial motivations and their effects on employee behavior, how can new public service motivation research translate into more effective management practices—which, so far, regrettably remain underdeveloped? Increasingly, public service motivation studies have moved from understanding what motivates public servants to exploring how public service motives influence performance. Similarly, greater attention is now paid to the practices of transformational leadership. Drawing on concepts from transformational leadership, this essay explores how managers can harness the positive aspects of public service motivation to enhance employee and organizational performance and outlines strategies that can help managers incorporate public service motivation values across management systems.