Does Involvement in Performance Management Routines Encourage Performance Information Use? Evaluating GPRA and PART

The Government Performance and Results Act (GPRA) of 1993 and the George W. Bush administration’s Program Assessment Rating Tool (PART) established new routines that were intended to foster performance management practices. Using data from two surveys, the authors find that the involvement of agency employees in GPRA processes and PART reviews generally had little direct effect on performance information use once other factors are accounted for. The main exception is that managerial involvement in GPRA processes and PART reviews is associated with the use of performance data to refine measures and goals. This reflects the limits of government‐wide reform efforts that depend on difficult‐to‐observe bureaucratic behavior. The authors also find that a series of organizational factors—leadership commitment to results, learning routines led by supervisors, the motivational nature of the task, and the ability to link measures to actions—are positive predictors of performance information use.     

Why Do Foundations Follow the Law? Evidence from Adoption of the Uniform Prudent Management of Institutional Funds Act

Employing a large panel of over one million firm‐years, I find evidence consistent with widespread compliance with law among U.S. private foundations despite the absence of many formal deterrence mechanisms. The research design exploits rolling state adoption of the Uniform Prudent Management of Institutional Funds Act, which lifted some existing limits on firm spending for a fraction of firms within each state. This allows the use of triple‐difference estimates that control for changes in local norms and economic conditions. UPMIFA increases firm spending, on average, implying that firms were complying with the pre‐UPMIFA regime. Interacting the triple‐difference factors with other predictors of compliance reveals no correlation between compliance and enforcement intensity, but some evidence that compliance is correlated with firm culture and reliance on accountants. These findings have potentially important implications for the governance of charitable organizations, and may speak more generally to drivers of compliance among other organizational forms.     

How Should We Estimate the Performance Effect of Management? Comparing Impacts of Public Managers’ and Frontline Employees’ Perceptions of Management

Many areas of public management research are dominated by a top-focused perspective in which emphasis is placed on the notion that managers themselves are usually the best sources of information about managerial behavior. Outside of the leadership literature, managers are also the typical survey respondents in public management studies. An alternative perspective on management can be provided by subordinates’ perceptions of what management is doing. Surveys of subordinates and of managers each pose potential advantages and potential disadvantages when it comes to measuring management, and each approach is likely to prove more fruitful for measuring certain management functions. Using a unique data set of parallel surveys on management with managers and their subordinates as respondents, we examine the differences and relationships between Danish school managers’ and teachers’ perceptions of management functions and the implications of such relationships for organizational performance. We find a surprisingly low correlation between manager and teacher responses regarding the same management functions. Teacher responses are better predictors of student performance for management aspects that are visible to and mediated by teachers. However, manager responses better predict performance for manager expectations that are less visible to employees.     

Zone of Acceptance under Performance Measurement: Does Performance Information Affect Employee Acceptance of Management Authority?

Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the “romance of leadership” perspective, the authors argue that performance information shapes employee attributions of leader quality and perceptions of a need for change in ways that affect their acceptance of management authority, conceptualized using Simon's notion of a “zone of acceptance.” A survey experiment was conducted among 1,740 teachers, randomly assigning true performance information about each respondent's own school. When employees were exposed to signals showing low or high performance, their acceptance of management authority increased, whereas average performance signals reduced employee acceptance of management authority. The findings suggest that performance measurement can alter public sector authority relations and have implications regarding how public managers can use performance information strategically to gain acceptance of management authority and organizational change.     

Closing the Rhetoric‐Reality Gap? Employees' Perspective of Performance Management in the Australian Public Service

Performance management has been hailed by its proponents as an essential tool to enhance public service performance. Yet, its actual capacity to improve public service performance continues to be questioned by many academics. This research on a small group of Australian Public Service employees examines their perceptions on the efficacy of the performance management system in their agencies. The study respondents did not believe that their work behaviours had significantly changed in response to performance management. Obstacles to high performance include perceptions of a poorly designed performance measurement system, an inadequate level and mix of rewards offered, and inconsistencies in the implementation process.     

Marching to Different Drummers? The Performance Effects of Alignment between Political and Managerial Perceptions of Performance Management

The relationship between politicians and bureaucrats is central to the administration of modern democratic societies, yet it often is neglected in studies of the performance of public organizations. In this article, the authors examine the performance effects of alignment between politicians’ and senior managers’ perceptions of one of the more pervasive public management reforms over recent decades: performance management. Evidence from a panel of English local governments supports the hypothesis that alignment of views between politicians and senior managers on performance management is associated with better organizational performance. Furthermore, this relationship is strengthened in organizations that display higher levels of role flexibility by managers and greater trust between politicians and managers.     

All Aboard? Evidence-Based Management and the Future of Management Scholarship

ABSTRACT

The research-practice gap has emerged as an acute problem in management scholars' internal professional debates. Evidence-based management (EBM) has been proposed as a remedy, and it is gaining adherents. This article offers a critical examination of the EBM proposal and its justification. The proposal is found to be poorly conceived and justified. Therefore, a search for a different response to the same concerns is in order. The direction of search is to understand how existing scholarly practices offer advice to actors in managerial roles. While advice-giving scholarly practices are diverse and disconnected, a commonality is that they define design issues and offer value- and knowledge-based argumentation schemes for resolving them. An alternative to EBM can be envisioned: to strengthen the management field's network of design-oriented approaches to advice-giving. By employing the unorthodox style of a dialogue, this article shows how common ground about EBM and its alternatives can be established among management scholars who identify with conflicting intellectual traditions.     

Modernization without the market? The case of the ‘Soviet East’

This paper examines the contradictory nature of the ‘modernizing’ encounter between the former Soviet state and Cnetral Asian societies with a view to exploring more fully a path that purported to be transformative in the absence of a market economy. This encounter was evaluated by some as a radical break with the past and by others as an instance of cultural stasis and continuity. This apparent paradox is explained with reference to the specific features of the command economy and Soviet nationalities policy and their interplay with local forms of social organization. The main argument is that what appeared to some commentators as ‘traditionalism’ was as much a response to and creation of the system itself as a feature of local communities.     

Why Do Autonomous Public Agencies Use Performance Management Techniques? Revisiting the Role of Basic Organizational Characteristics

This study investigates to what extent the use of different performance management techniques within (semi-) autonomous public sector organizations, also called public agencies, can be explained by the defining organizational features of such organizations. Using multi-country survey data of over 400 public agencies, the effect of these features—internal performance target setting and monitoring, multi-year planning, as well as the internal performance-based allocation of resources—upon three performance management techniques has been studied. This set-up recognizes differences among management techniques, as well as recurring factors, allowing us to make more general statements. Analyses illustrate that external result control by the minister and parent ministry positively affects the use of all performance management techniques examined in public agencies. However, each performance management technique is affected differently by specific organizational variables.     

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.

     

How Credible Is the Evidence,and Does It Matter? An Analysis of the Program Assessment Rating Tool

This research empirically assesses the quality of evidence that agencies provided to the Office of Management and Budget in the application of the Program Assessment Rating Tool (PART), introduced in 2002 to more rigorously, systematically, and transparently assess public program effectiveness and hold agencies accountable for results by tying them to the executive budget formulation process and program funding. Evidence submitted by 95 programs administered by the U.S. Department of Health and Human Services for the PART assessment is analyzed using measures that capture the quality of evidence and methods used by programs and information on characteristics of agencies that might relate to program results and government funding decisions. The study finds that of those programs offering some evidence, most was internal and qualitative, and about half did not assess how their performance compared to other government or private programs with similar objectives. Programs were least likely to provide externally generated evidence of their performance relative to long‐term and annual performance goals. Importantly, overall PART and results scores were (statistically) significantly lower for programs that failed to provide quantitative evidence and did not use long‐term measures, baseline measures or targets, or independent evaluations. Although the PART program results ratings and overall PART scores had no discernible consequences for program funding over time, the PART assessments appeared to take seriously the evaluation of evidence quality, a positive step forward in recent efforts to base policy decisions on more rigorous evidence.     

The Art of Not Being Quite So Governed: An Examination of the Work of the “Critical” Journal

Michel Foucault in his lecture “What is Critique?” argues that criticism offered a response to the state's developing art of governing in the fifteenth and sixteenth centuries. Instead of accepting the state's way of governing, critics presented alternative visions of not being quite so governed or of not being governed thusly. Similarly, in the latter half of the twentieth century, factions within academic disciplines also rejected their disciplines' mode of governing and created alternatives. In response to the desire to make political science more relevant and visible, the Caucus for a New Political Science formed as an alternative to the American Political Science Association. A similar trend occurred in other disciplines. Over the next few decades a number of academic journals were founded that included the word “critical” in their titles or explicitly stated a “critical” aim or approach. However, even dissenting academic groups, like the Caucus for a New Political Science, began to be reabsorbed within their disciplinary homes. With time, many of these groups succumbed to a degree of professionalization that perhaps inhibited their larger aspirations. As Foucault argues, the critical attitude does not reject governing altogether; it is not a call for anarchy. Rather, it demands an alternative to the current governance. The question becomes how to maintain the critical attitude while also building alternative institutions. Does institution building attenuate critique? And what then is critique? This article reflects on these questions by providing a brief study of “critical” disciplinary reorganizations, with greater attention to the Caucus for a New Political Science and its journal, New Political Science.     

How is the Use of Performance Information Related to Performance of Public Sector Professionals? Evidence from the Field of Academic Research

There is inconclusive evidence as to how performance management is actually related to performance, particularly in subfields of the public sector where professional work prevails. We propose that the association between the use of performance information and performance of public sector professionals varies with the targets of management control. We test our hypotheses in the field of academic research, a prime example of professionalism in the public sector. The overall results of an online survey with 1,976 observations suggest that performance management is positively related to publication performance when performance information is used for the control of input targets. In contrast, we find negative associations of performance information with performance when used to control output targets. Public managers in professional fields should consider these countervailing relationships when they compose and use control systems.     

Management Control,Performance Factor in Moroccan Universities ＂Case of the University Hassan I of Settat＂

The reform of higher education and the promulgation of the Law 01-00 in 2000 were a solid foundation of governance renovated in Moroccan universities. In 2009 the emergency plan has come to supplement and reaffirm the achievements of this reform. Indeed, following the deployment of the emergency plan and the introduction of an approach to contracts and projects in public education, Moroccan universities have moved from a logic means to a logic of results. Faced with this situation, and in order to ensure effective control, effective and efficient emergency plan, management control is then the ＂backbone＂ to meet the challenge of all reforms and make successful its deployment.     

Models of E‐Government: Are They Correct? An Empirical Assessment

Research into e-government is relatively new. Nevertheless, much contemporary thinking and writing about e-government is driven by normative models that appeared less than a decade ago. The authors present empirical evidence from three surveys of local e-government in the United States to test whether these models are accurate or useful for understanding the actual development of e-government. They find that local e-government is mainly informational, with a few transactions but virtually no indication of the high-level functions predicted in the models. Thus, the models do not accurately describe or predict the development of e-government, at least among American local governments. These models, though intellectually interesting, are purely speculative, having been developed without linkage to the literature about information technology and government. The authors offer grounded observations about e-government that will useful to scholars and practitioners alike.