Loan Officers’ Gender and Microfinance Repayment Rates

This study examines the impact of loan officer characteristics on repayment rates of microfinance borrowers in Mexico applying multilevel analyses, with special attention to the impact of the gender of the loan officer on default rates. The results strongly suggest that loan officers play a crucial role in improving repayment rates in microfinance and that male loan officers are better able to induce borrowers to repay than female loan officers. This may be because men exert authority over women and face fewer problems working late, travelling through unsafe places, and combining a position as counsellor with enforcing repayment.     

Work-Life Balance: An Exploratory Analysis of Family-Friendly Policies for Reducing Turnover Intentions Among Women in U.S. Federal Law Enforcement

Recent scholarship has emphasized the influence of family-friendly policies on work attitudes such as turnover intentions. However, little research in public administration has explored the preferences of family-friendly policies or the discretionary implementation of these policies. This article provides an exploratory analysis of a U.S. federal workgroup that is less adaptive to family-care needs in response to mission requirements. Using survey data collected from 1,111 female officers employed by a large federal law enforcement agency, work-family conflict is reported as the main reason for turnover intentions and five family-friendly policies are identified for potentially reducing turnover intentions among women. In addition, comparisons are made between female officers with children and unmarried female officers with children.     

All Boys Club or Gender Differences? Male Officers Perception of Female Officers’ Workplace Experiences in Federal Law Enforcement

Since the passage of the Equal Employment Opportunity Act of 1972, there has been a vast body of literature demonstrating women’s difficulties integrating into all levels of law enforcement. While scholarship continues to highlight women’s experiences in the workplace, very little research has incorporated male officers into the dialogue. Using survey data collected from 324 male and female federal law enforcement officers employed by a mid-sized federal law enforcement agency, this study examines gender differences on perceptions to women’s workplace occupational barriers. We find that there are gender differences between the experiences encountered by female officers and the perception of male officers to those experiences, most notably sexual discrimination and a perceived glass ceiling to promotions. The differing perceptions are shaped by gender stereotypes and mild remnants of a masculine culture that continue to exist throughout law enforcement.     

Exploring frontline work in China

This study of the state frontline workforce breaks new ground by conducting an institutional analysis of rule abidance in the People's Republic of China (PRC). We draw upon a survey (n = 1,721) of Chengguan officers, the main players in regulatory enforcement of civil law in urban China, to explore the influence of autocratic one‐party rule on the meaning of and variation in rule abidance in China. The majority of Chengguan officers are rule followers, and demographic differences show little deviation from this norm. However, institutional factors associated with one‐party rule, particularly upward accountability, the privilege of administrative rank, and unequal access to power and resources, are significant in shaping differences in rule following among Chengguan officers. We conclude with a discussion of the similarities in institutional pressures on urban regulatory policing in China and the United States.     

Preventing suicide in prisons, part II. International comparisons of suicide prevention services in correctional facilities

The International Association for Suicide Prevention created a Task Force on Suicide in Prisons to better disseminate the information in this domain. One of its objectives was to summarize suicide-prevention activities in the prison systems. This study of the Task Force uncovered many differences between countries, although mental health professionals remain central in all suicide prevention activities. Inmate peer-support and correctional officers also play critical roles in suicide prevention but there is great variation in the involvement of outside community workers. These differences could be explained by the availability of resources, by the structure of the correctional and community services, but mainly by the different paradigms about suicide prevention. While there is a common and traditional paradigm that suicide prevention services are mainly offered to individuals by mental health services, correctional systems differ in the way they include (or not) other partners of suicide prevention: correctional officers, other employees, peer inmates, chaplains/priests, and community workers. Circumstances, history, and national cultures may explain such diversity but they might also depend on the basic way we think about suicide prevention at both individual and environmental levels.     

Gulick and the american presidency: vision,reality, and consequences

One of Luther Gulick's most significant legacies was his conception of the executive. This chapter explores the nature and origins of that conception and shows how it coincided with President Franklin Roosevelt's notions for altering the powers of the presidency. These two conceptions came together in the Brownlow Committee's recommendations and their subsequent promulgation in the Executive Reorganization Act of 1939.

Gulick's notions of an executive were derived from the city manager, a different executive than any with which the authors of the Constitution were familiar. It thus contributed to one of the most profound changes in our Constitution, reshaped our notion of the presidency, crystallized a new public philosophy about how we govern ourselves, and entrenched a conventional wisdom that underlies the practice of public administration. These results spawned an alliance between presidents, who found it useful to portray themselves as powerful chief executive officers buttressed by the potent symbols of science and efficiency and the nascent field of public administration which gained legitimacy as the obedient scientific managers of the president. An alliance, however, which could not survive the changes of constituencies that began to emerge in the late 1960s.

The presidency has evolved from managerial to plebiscitary and finally to highly politicized with a variety of potentialities not all of which can be viewed as benign, but all of which leave public administration without a role that is simultaneously legitimate and which encompasses the complexity and discretion dictated by our circumstances. The chapter closes with lessons we might draw from Luther Gulick's life and apply to our efforts to fashion a new role for public administration in a government of shared powers.     

The spy who loved me? Cross‐partisans in the core executive

Political appointees from different parties from that of their minister—cross‐partisan appointees (CPAs)—are increasingly found in the core executive. Ministerial advisory scholarship has overlooked CPAs, while the coalition governance literature sees them as ‘spies’ and ‘coalition watchdogs’. This article argues theoretically and demonstrates empirically that this conceptualization is overly limited. The empirical basis is a large‐N survey of political appointees from two Norwegian coalitions, and a qualitative follow‐up survey of CPAs. The results show that CPAs monitor on behalf of their party, provide cross‐partisan advice to their minister and perform many of the same tasks as regular partisan appointees, including exercising independent decision‐making power. In this research context, most CPAs act as coalition liaison officers who, rather than create tension and negative dynamics, contribute to building trust between coalition partners.     

The Role of Competition in Best Value: How Far Does it Differ from CCT?

This article investigates the role of ‘competition’ within Best Value (BV) and compares it with that of Compulsory Competitive Tendering (CCT). Utilising results of a survey of BV lead officers, the article reveals that ‘competition’ is not being used as widely as may have been expected. However, in terms of outcomes, services subject to BV seem to be at least as likely to be provided externally as would have been the case under CCT. Further analysis also considers the impact that party political control and service type have on the use and outcomes of competition.     

THE INFLUENCE OF MANAGERIAL AND JOB VARIABLES ON ORGANIZATIONAL COMMITMENT IN THE POLICE

Like all public sector agencies police forces are under constant pressure to improve their performance through better management of existing resources. However, little research has been done that explains how officers' organizational commitment, an essential requirement for above average employee productivity, can be improved. Using a whole population survey of a county police force in the UK, managerial, job, and demographic variables are analysed that influence officers' organizational commitment. Experiences of the way officers are managed were found to have the strongest influence on their organizational commitment while job related variables were found to have a lesser influence. The decline in organizational commitment found in the early years of officers' careers should be a cause for concern for senior managers in the police. The paper concludes that much need to be done to make police policies more effective in achieving promotion of officers who have the managerial competences needed to engender higher levels of organizational commitment.     

The Role of Organizational Social Capital in Increasing Organizational Performance in Public Organizations: Evidence from Kyrgyz National Police (KNP)

Organizational social capital can develop a strong foundation for trusted relationships and committed actions in communities and organizations. This concept was examined in the public organization setting in this study. Organizational social capital is a source for trust-building processes where participative decision-making, feedback on performance, and empowerment are important elements of this phenomenon. Three dimensions of organizational social capital (participation, feedback on performance, and empowerment) and organizational commitment were examined in this study. The influence of organizational social capital on the perceived organizational commitment of the Kyrgyz National Police (KNP) is observed by utilizing structural equation modeling (SEM). The results of this study indicate that the three dimensions of organizational social capital have statistically significant relationships with perceived organizational commitment. Overall, results suggest that organizational social capital, with its dimensions, is a source for the trust-building process which influences perceived organizational commitment. Moreover, by practicing empowerment it is possible to increase the number of committed officers, also an important factor in improving organizational performance.     

Local Government Modernization and the Views of Chief Financial Officers

Since its election in May 1997, the Labour Government in the United Kingdom has emphasized the need for modernization in the improvement of public services. For local government, this emphasis has led to the introduction of a variety of measures intended, primarily, to improve political management and service delivery. Two key policies have been the introduction of Best Value and the Comprehensive Performance Assessment (CPA). CPA is used by the Audit Commission for measuring local authority performance in England and has led to each authority being classified as excellent, good, fair, weak or poor. Each authority's classification has implications, financially and in terms of its freedom to determine priorities and policies. In addition, the structure of local government is being reviewed by central government, alongside discussions as to the merits of establishing regional assemblies. In considering the justification for, and the impact of, changes, it is important to consider the views of local government employees, not least professional groupings and chief officers. This paper reports the findings of a national survey of chief financial officers (CFOs) of the single tier and county council local authorities in England to establish their views on key features of the Government's modernization agenda.     

Is Renewable Energy Planning Blowing in the Wind?

This paper presents the results of a survey of English and Welsh local authority planning departments which asked planning officers their views with respect to planning and renewable energy. National government dictates national policies. Local authority planners, however, feel uncoordinated and lacking when making decisions about such developments. Often battered by sophisticated assaults unleashed within the adversarial planning system arena, planning professionals are often left without the ability to compose counter-arguments with which to promote environmentally less damaging proposals in line with 'the greater good'. This has led to the rise of NIMBYism, lack of innovation and is a barrier to successful national renewable energy policy aims.     

Municipal Amalgamations and the Democratic Functioning of Local Councils: The Case of The Danish 2007 Structural Reform

This article discusses the effects of the structural reform in Denmark in 2007 – where a large number of municipalities were amalgamated – on local councillors' influence on decisions taken in the local political realm. The analysis uses data from two large surveys, a pre-reform survey (2003) and a post-reform survey (2009). The analysis shows that the amalgamations have led to an increase in the perceived influence of leading councillors vis-à-vis other councillors and a decrease in the perceived influence of the council vis-à-vis its top administrative officers. Furthermore, it is found that there is an increase in the number of councillors who find that local political decisions are determined by laws and rules from central government, but at the same time it is shown that this increase cannot be ascribed to the amalgamations.     

The Impact of Ethical Leadership on Police Officers’ Code of Silence and Integrity: Results from the Turkish National Police

This study aims to investigate the perceived seriousness of integrity violations and the impact of ethical leadership on integrity and the code of silence by using structural equation modeling. The results suggested that integrity violations are regarded by Turkish officers as serious offenses, as they are perceived by their colleagues in other countries. The study also revealed the existence of the code of silence among police officers. Finally, it suggested that leadership positively affects the integrity of police officers and has a significant effect on breaking the code of silence in Turkey. Based on the findings, policy implications were discussed.     

Multiple Voices of Modernization: Some Methodological Implications

This paper systematically examines intra-organizational consensus of perceptions of managerial reform in local government in the UK. The paper questions the role of 'elite surveys' in public sector evaluation research by exploring the extent to which multiple informants agree on the expected impacts of Best Value. Results from a survey of 978 local government officers in 80 local authorities indicate modest levels of consensus. These findings suggest that single respondent surveys are likely to produce unreliable data and misrepresent the impact of public sector policy reforms. Rather than rely on the perceptions of one respondent it is argued that multiple respondent surveys should be employed if rigorous and reliable data are to be used in providing evidence-based policy recommendations for reform in public sector organizations.     

Assessing Local Government Revenue Forecasting Techniques

Abstract

This article assesses revenue forecasting techniques that could be used by local governments. This study is most interested in discerning the extent of use of the causal techniques of deterministic and econometric forecasting. The data used in this study was compiled from an International City/County Managers Association (ICMA) survey of revenue forecasting techniques used by US local governments. The results indicate limited use of causal revenue forecasting of deterministic and econometric methods compared to expert and trend forecasting techniques. This finding could possibly be attributed to the lack of exposure to more advanced causal forecasting techniques that budget officers receive in US public administration programs.     

Does Training and Coaching Matter? An 18-Month Evaluation of a Community Supervision Model

During the last decade, several formalized approaches have been developed to improve the effectiveness of probation and parole by implementing evidence-based research into community supervision practices. A key component of these new approaches are the use of officer coaching sessions, which are designed to improve officer fidelity in the core correctional skill areas. This study explores the impact of an initial training and monthly coaching sessions in the Effective Practices in Community Supervision (EPICS) model on probation and parole officer use of core correctional skills. The results examine the average quarterly officer use of skills over an 18-month follow-up period based on training status (i.e., trained versus untrained officers) in the EPICS model. This study adds to the understanding of the role training and coaching may play in improving officer use of core correctional skills. Policy implications and recommendations for future research are also discussed.     

Bureaucracy,Post-Bureaucracy,or Anarchy? Evidence from the Italian Public Administration

The aim of this study is to investigate whether the features characterizing the modern public administrations, their organizational models, and the activities carried out, are still rooted in the old bureaucratic approach. The research gathered data from a questionnaire administered to 156 Italian public officers, employees, and managers. The analysis consists of a correlation test and a regression test to verify the hypotheses related to the aim of the study. The research shows that, despite the changes driven by NPM reforms, the Italian Public Administration is still linked to a bureaucratic model. Findings also show that Italian public servants are highly motivated despite the activities they carry out are strongly standardized. Additionally, it clearly emerges that in some cases Italian public administrations are perceived by their employees as pervaded by anarchy. The article has both interesting academic and practical implications for the management of public administrations.     

Gaining Legitimacy as a Public Official: The Case of Supportive Employee Attitudes to the Standardization of Work

The standardization of work processes is a common feature of the public administration, aiming at both efficiency and equal treatment of citizens. Combining this standardization with employee motivation is considered a challenge. This challenge is explored, based on a survey to 261 social insurance officers (SIOs) at the Swedish Social Insurance Agency. Results reveal that, contrary to expectations, 73 per cent of these officials perceived the standardized protocols as supportive, rather than burdening. Justifications were codified in order to identify factors affecting these attitudes. Four categories emerged. These factors are discussed and it is concluded that the standardization of work increased professional status, by providing with legitimacy and authority. However, in order to ensure compliance and increase professional status, better opportunities for officials to influence protocols and contribute to the shared knowledge base are required.