ETHICAL CLIMATE AND RULE BENDING: HOW ORGANIZATIONAL NORMS CONTRIBUTE TO UNINTENDED RULE CONSEQUENCES

Rules help ensure consistent employee behaviour, yet rule bending occurs in public organizations every day. Previous research indicates that rule bending is influenced by organizational structure and personal characteristics (DeHart‐Davis 2007). This present study considers the influence of organizational norms on rule bending by exploring the impact of ethical climate, which signals to employees the best course of action when faced with situations that are ethical in nature (Victor and Cullen 1987, 1988). To investigate this relationship, survey data from employees of a large American local government are analysed. Results from a structural equation model show that three ethical climates – ‘organization interest’, ‘team interest’, and ‘rules/SOP’ – significantly influence rule bending. Findings suggest that organizational norms play a critical role for employee behaviour and public managers can consider rule bending and ethical climate as impetuses for organizational change.     

What Happens When Rules Stay the Same? Examining Changes in Implementation Intent over Time

Rules are dynamic entities whose implementation is shaped by context, resources, and institutions. Variations in this implementation influence the functionality and effectiveness of rules. While the last decade has seen considerable scholarship on the determinants and effects of ineffective and effective rules, less is known about how rule implementation evolves over time. Particularly, what are the factors that influence administrative implementation intent over time? This study uses interview and archival data to examine administrative implementation intent of a single rule over a 25-year period. From qualitative data analysis, propositions are developed to explain why, although the text of the rule remained nearly the same, administrative intent of implement changed drastically.     

Organizational position and program implementation

Examples of policy implementation success suggest that organizational characteristics are important but policy researchers generally neglect the explicit study of organizational characteristics. Data from a mailed survey are used here to examine two organizational characteristics in one policy area in a single state. The advice of capacitybuilders' (federal and state agencies, municipal associations) about organizing local energy management programs through the appointment of “comprehensive local energy coordinators” is one concern. The other is the importance of the regular organizational position of the parttime community energy coordinators on the “comprehensiveness” of community energy programs.

The research develops a rudimentary methodology for studying program implementation which assesses organizational change by measuring differences among policies based on the dimensions of change embodied in a policy. Also devised are measures of program implementors' attitudes and perceptions in influencing program implementation. The findings demonstrate the usefulness of greater linkages of research across the organizational change and program implementation literatures.     

Assessing the Terrorist Threat: Impact of the Group's Organizational Design?

Each terrorist organization faces a critical tradeoff between effectively managing the organization's violent behavior while remaining secure from counterterrorism efforts. Drawing on organization theory and terrorism literature, this article develops theoretical linkages between the organizational design of a terrorist group and this critical tradeoff. It considers the impact of four key design parameters: membership, operational space and time, formalization, and centralization. The first two structural parameters construct the physical anatomy of a terrorist organization. The latter two structuring parameters prescribe or restrict the behavior within this organizational context. Net advantages by means of rising structural design parameter values are increasingly offset by the organizational strength and security vulnerabilities that inherently follow from the rising structuring parameters.     

The Influence of Leader Behaviors on Organizational Commitment: A Study in the Australian Public Sector

Abstract

Over the past decade the area of organizational commitment has received considerable attention from both researchers and managers. Of particular interest are the links between this and other constructs such as trust, task performance, and turnover. Despite the widespread acknowledgment of the importance and value of organizational commitment, there has been limited research that has specifically addressed the relationship between leader behavior and employee commitment, particularly in the public sector. The present study examines the nature of the relationships between organizational commitment and two dimensions of leader behavior—supportive behaviors and extinction behaviors—in an Australian Federal Government organization. It was found that, while controlling for demographic variables, both extinction and supportive leader behaviors affect organizational commitment. Furthermore, a significant interaction of these two variables was found. This indicates that an increase in supportive leader behaviors together with a decrease in extinction leader behaviors will likely lead to a more than proportionate increase in levels of organizational commitment. Implications for managers and further research directions are discussed.     

Unintended Consequences of NPM Drive the “Bureaucracy”

This article examines the unintended consequences following implementation of a new public management (NPM) reform—a performance-based salary system—in two Swedish public schools. Headmasters and central office personnel were interviewed. The expected reform results at last appeared a decade after implementation when salary-setting procedures adopted the bureaucratic framework. Despite the common view that NPM reforms, owing to unintended consequences, fail because they adapt poorly to the Weberian control regime at public organizations, this article argues that the unintended consequences of an NPM reform can drive the “bureaucratic” organization even when there is no evidence of debureaucratization.     

Are Changes Effective in Performance Management? An Analysis of Japanese Agencies

Agencies are key organizations for implementing and studying performance measurement and management (PMM). This article explores the implementation and effect of PMM in Japanese agencies. In Japan, design of the agency system included New Public Management elements, such as independence and delegation of powers, but also traditional ones, with a strong system of controls. The discourse about the soundness and ambitions of the PMM system permeated the agencies but not so much their effort toward PMM. The performance improvement attained by agencies depends on their agency characteristics, organizational culture, and organizational factors, with a remarkable influence of the organizational culture.     

Discerning Interrelationships among the Knowledge,Competencies, and Roles of Project Managers in the Planning and Implementation of Public Sector Projects

This study uses information gleaned from a sample of 102 public sector project managers to assess the interrelationships among project manager roles, responsibilities, and competencies in the planning and implementation stages of the project life cycle. The results of confirmatory factor analysis and structural equation modeling revealed that project managers use different subsets of their skills to influence outcomes at these two stages of the project. For example, while the project manager's organizational and technical skills tend to have some influence during the project planning stage, managerial, leadership and people skills appear to have more influence during the project implementation stage. Implications of these and our other findings for the practice of project management in public sector organizations are discussed.     

Organizational Trust and Accountability Reforms in Public Management: Analysis of Inter-agency Implementation Relations in Kenya

Contemporary governments have persistently responded to accruing implementation blind-spots by further restructuration of public bureaucracies. This has come with increased agencification and coordination efforts to enhance organizational efficacy and to produce trust for legitimation purposes. Accountability reforms in particular rarely address non-formal implementation processes that seem to characterize these efforts, mainly, inter-organizational trust. This is despite mounting evidences on the centrality of organizational trust in collaborative implementation processes of policy reforms. Basing on qualitative data from Kenya, this paper explores the production of organizational trust and its influence on the implementation environments for accountability reforms between oversight and governmental institutions. Data indicate that common difficulties in collaborative-implementation framework like fragile horizontal accountability-relations, misinterpretations of authority, obsession with control and autonomy, poor organizational-communication mechanisms, public trust deficits, poor internalization and institutionalization, etc. also correspond to problems of organizational trust. So, it is suggested that besides building public and interpersonnel trust, a policy design should also device steps that can strengthen internal-accountability systems, reduce some forms of bureaucratic slackness, enhance interorganizational communication and justice systems. This should improve inter-agency trust and ease cultural-instrumental tensions typical in collaborative implementation relations common in modern public administration.     

Performance and Equality in Public Sector Wages

Abstract

The present paper describes how democratic values—reflected by work equality values—paired with the organizational performance characteristics—defined by the height of organizational inputs and outputs—affect gender differences in wages. It is suggested here that despite the democratic conception of the public sector's equal employment opportunities, variations in the organizational performance of 83 local authorities account for gender differences in wages. The study assumes that organizational inputs (type and level of resources) and outputs (type and level of provided services) generate gender differences in individual earnings, when controlling for human capital factors. The results show that variations in organizational performance affect women's but not men's wages. However, the effect of individual level (demographic, human capital and employment) characteristics, reflecting the meritocracy‐based and democratic nature of public sector employment rather than the level of organizational performance explains most of the variance in gender differences in wages. These results point to the slow shift from the principle of administrative values of democracy and equality to the adoption of performance‐related mechanisms in the determination of public sector wages.     

CHANGING NATIONAL RULES: THEORY AND EVIDENCE FROM THE NETHERLANDS (1960–2004)

This paper will empirically analyse the evolution of national rule changes for the domain of post‐war Dutch higher education. We focus on rule changes because in the life cycle of rules – births, changes and repeals – change is the most common event. Our theoretical framework is mainly based on the organizational ecology and top management demography literatures. We will be integrating these perspectives, adapting them to our research context. In so doing, we focus on rule density, a minister’s demographic characteristics (such as age and tenure) and cabinet features (for example, power and turnover) as deteminants of rule changes. The empirical results provide significant support for the majority of our theoretical predictions. Overall, the results suggest that the ecological processes are the most robust, followed by the characteristics of ministers and the features of cabinets.     

Performance Budgeting in American States: A Framework of Integrating Performance with Budgeting

The past 20 years have witnessed ongoing endeavors researching the factors that influence the implementation of performance budgeting. While various factors have been identified, the effort to build frameworks is still lacking. This research proposes a framework to study the nature of relationships among various political, economic, legal, and organizational factors with performance budgeting, as evidenced in US state governments. We found that the presence and the characteristics of the legal foundation, managing for performance, shared responsibilities with the legislature, and capacity building are the most important factors. The environmental factors, however, are not statistically significant.     

The effects of hierarchy,centralization and formalization on municipal fiscal health: An empirical test of the bureaucratic ideal

This research examines the effects of three defining features of bureaucratic organizations – hierarchy, centralization of decision‐making, and the formalization of administrative procedures and rules – on the fiscal health of city governments in the US. It utilizes data from a national survey of top appointed city officials in the US to measure the bureaucratic features of city governments, and assesses budgetary solvency using actual financial data from audited financial reports. Using factor analysis to develop a composite bureaucracy index, and addressing unobserved heterogeneity and possible simultaneity bias through least squares dummy variable regression and instrumental variable regression, the empirical analysis shows that excessive bureaucracy leads to poorer fiscal health. Analysing the effects of the individual components of the index, the results indicate that centralization and formalization exert a statistically significant and negative effect on city budgetary solvency.     

Organizational theory and structure: An analysis of three perspectives

This article examines three contemporary organizational theories as they relate to organization structure. The three approaches selected are: social systems delimitation, organization learning, and organizational theory as metaphors. Each view represents a different approach to issues concerning the direction of organization theory and design. It will be argued that, in many respects, the future development of organizational theory will, to a large extent, build upon these approaches and the issues they pose for organization design.     

Creating a new organizational culture: the key to total quality management in the public sector

Total Quality Management (TQM) as a business strategy has been recognized by managers in the public sector since the late 1980s. While much has been written about the need for TQM and its strategies such as quantitative measurement and statistical analysis, team work and worker participation, few empirical and theoretical studies have been carried out or published on the connection of organizational culture to the implementation of TQM. Many leaders in the field have asserted that significant organizational cultural change will be required to ensure the success of TQM. This paper examines the changes that may be required in the process, and presents a synopsis of the need to (perhaps) reexamine the definition of organizational culture and the perspective of management, public or private, to make the culture of an organization more compatible with desired values.     

Do consistent government policies lead to greater meaningfulness and legitimacy on the front line?

We investigate the impact of policy consistency on frontline workers’ perceptions of policy meaningfulness and legitimacy. The results from an experiment involving 779 teachers indicate that policy consistency does have a positive effect on legitimacy and to a lesser extent on meaningfulness. However, the extent depends on policy content and the degree of autonomy. Overall, our findings emphasize the potential positive impact of policy consistency. Although this, to some extent, conflicts with the nature of political decision‐ and policy‐making (i.e., democratically elected governments have been mandated to change policy), our study suggests that policy consistency could be a valuable strategy for governments to strengthen successful policy implementation. This adds a new perspective to the continuing debate within policy implementation and street‐level bureaucracy research on how to account for the complex, messy and sometimes contradictory implementation of public policies.     

China moves toward the rule of law

For more than a generation, the People' Republic of China has, essentially, been without a criminal code, a civil code, a comnercia1 code and the usually-expected rules of law. In 1979, new policies were adopted to re-institute the rule of law. For the same period, it has been a country where there were, essentially, no law yers. This article describes the new policies and examines in detail two of the new laws, the criminal code and the code of criminal procedure. The characteristics of each are described and analyzed against the background of legal history in China since 1949.     

To monitor or intervene? City managers and the implementation of strategic initiatives

Strategic initiatives represent a government's response to constituent and organizational needs, but are only effective if properly implemented. In local governments with a council‐manager form of government, city managers face a unique dilemma as compounding challenges of implementation often require them to step into leadership roles typically reserved for elected officials. For this qualitative study, 16 city managers and project leaders from US local governments were interviewed regarding the implementation of nine varied strategic initiatives. The responses indicate that city managers play an important dual role in implementation—first, monitoring the progress of the implementation team and the satisfaction of the stakeholder coalition; and second, choosing to intervene directly in implementation decision‐making when they observe missteps by the implementers or discontent from the stakeholders. These conclusions contribute to the practice perspective of strategic management theory and a better understanding of the institutional leadership role of city managers.     

Can Vendors Buy Influence? The Relationship Between Campaign Contributions and Government Contracts

Over the past 30 years, research on government contracting has identified three major influences that help explain variation in contracting decisions—managerial, organizational, and political. This study looks to advance the political influence literature by introducing a factor that has received limited attention—vendor influence. This study specifically focuses on contract transactions at the U.S. federal government to determine if vendors influence the contract award. Traditionally, political influence is studied at the macro or meso levels. This study shifts the unit of analysis to the micro level which requires a change in measurement of political influence. The study uses vendor campaign contributions to capture political influence on this new level of focus.