IMPLEMENTING PERFORMANCE APPRAISAL REFORM IN THE UNITED STATES CIVIL SERVICE

The 1978 US Civil Service Reform Act required federal agencies to design and implement new performance appraisal systems. The CSRA intends that these reformed systems produce accurate ratings which may be used as the basis for a wide variety of personnel actions, including decisions regarding pay, promotion, and retention. In this article, we describe and analyze the responses of civilian employees at four Navy research and development laboratories where CSRA appraisal systems have been in operation since 1981. These data were obtained through questionnaires and on-site interviews. Overall, reactions to the CSRA systems were supportive. However, signs of potentially serious long term problems may be appearing in the form of supervisory resistance to the significantly increased workload and potential for conflict associated with the new procedures. Recent changes in Office of Personnel Management policy suggest that this is a problem throughout the federal bureaucracy. The administrative-organizational'costs' of CSRA appraisals and radically changed political priorities are likely to present formidable barriers to the complete implementation of the CSRA.     

The Ambivalent Relations Between Bureaucracy and Public Innovation: The Case of the Successful Failure of Dial Police

Building on a growing body of literature on public innovation and the rediscovery of bureaucracy, this article explores the relations between innovation and bureaucracy. A framework for studying innovation in a bureaucratic context is developed and its relevance assessed through a case study of the successful implementation but failed diffusion of an innovation project. The case study demonstrates how a bureaucratic context represents not only barriers to innovation but also a number of complex drivers. The outline of these ambivalent relations is used to tease out the Janus face of the new spirit of innovation in public administration.     

How empowering leadership reduces employee silence in public organizations

The intentional withholding of critical work‐related information can have serious negative consequences in public organizations. Yet, few studies have examined why public employees intentionally remain silent about problems and how to prevent such behaviour. This article provides insights into how managers may lower employee silence in government organizations. We develop a model that suggests that empowering leadership by frontline supervisors reduces public employee silence, by improving employee trust in their supervisors, granting employees control over their jobs, and strengthening identification with the organization. We test the model in two cross‐sectional studies with data collected from all employees working in two local governments in the United States. We find empirical support for the model in both studies. We discuss the implications of the research results for public management scholarship and practice.     

Do Employees Feel Comfortable Blowing the Whistle When Their Supervisors Practice Transformational Leadership?

Although public organization literature is replete with studies examining whistleblowing, scholars have generally neglected the connection between leadership styles and whistleblowing. Furthermore, no study was found that examined the relationship between whistleblowing and the most often studied leadership style, transformational leadership. This article fills this void in the literature by examining the relationship between transformational leadership and whistleblowing in government agencies. After controlling for employee commitment and several power-dependency factors, the results revealed that employees were more comfortable blowing the whistle when they perceived organizational leaders and managers were practicing transformational leadership than when they perceived they were not. In fact, transformational leadership was the most important predictor. Employees were also most comfortable when they exhibited high levels of commitment and job satisfaction. On the other hand, minority employees were less at ease reporting wrong-doing to their supervisors than Caucasian employees. The implications of these results are thoroughly discussed in the article.     

How Economic Empowerment Reduces Women’s Reproductive Health Vulnerability in Tanzania

This article uses data from Northern Tanzania to analyse how economic empowerment helps women reduce their reproductive health (RH) vulnerability. It analyses the effect of women’s employment and economic contribution to their household on health care use at three phases in the reproductive cycle: before pregnancy, during pregnancy and at child birth. Economic empowerment shows a positive effect on health seeking behaviour during pregnancy and at child birth, which remains robust after controlling for bargaining power and selection bias. This indicates that any policy that increases women’s economic empowerment can have a direct positive impact on women’s RH.     

Being Strategic in Partnership – Interpreting Local Knowledge of Modern Local Government

Broad and international literature exists on networked governance which has both described and informed recent transformations in local government. Reforms in the UK have led to the development of strategic partnerships to join up services and solve wicked issues. In Scotland, these are referred to as Community Planning Partnerships. Evidence from numerous studies has highlighted the partial nature of this transformation, particularly around community engagement, with some of the pioneers of this work now questioning earlier assumptions. This article presents an interpretive policy analysis of strategic partnership in Scotland to add three themes to this literature. First, to demonstrate the historical contingency of ‘joined-up government’; second, to explore the practices and meanings used by policy actors to understand ‘strategic’ and ‘partnerships’. Finally, the article problematises strategic partnership working, suggesting that in and of itself it creates effective barriers to community empowerment and even engagement.     

Antecedents of Psychological Empowerment: A Study of Greek Employees in Municipalities

ABSTRACT

Psychological empowerment has received a burgeoning attention among scholars and practitioners in the last decades. However, little is known about its antecedents in the public sector, and even more in municipalities. The present study attempts to fill this gap by examining the relationship of leader-member exchange (LMX), role conflict and role ambiguity with employees’ psychological empowerment. Data were collected from 210 administrative employees of nine Greek municipalities. Results supported our hypotheses that these three factors constitute important antecedents of such employees’ psychological empowerment. Theoretical and practical implications were also discussed.     

Endorsing empowerment? A critical comparative study of peace education in Jamaica and Peru

Is empowering peace education primarily about providing individuals with skills to respond to violence they experience and capabilities to enhance their own lives? Or is inspiring social transformation to alter forms of injustice that contribute to violence an equally valid and important dimension of an empowering peace education program? This article draws upon the authors’ experiences researching peace education programs implemented by local nongovernmental organizations (NGOs) in two different contexts: Jamaica and Peru. The basis for comparison is grounded in the discourse key actors in these NGOs utilized in reference to their respective educational initiatives, explicitly emphasizing empowerment for marginalized groups. Using critical qualitative techniques and troubling the idea of ‘empowerment,’ the authors analyze the discourse of empowerment to look beyond explicit truth claims and unveil tacit assumptions regarding the purpose and desired outcomes for the beneficiaries of their respective programs. The authors interrogate what definitions of empowerment – social and/or individual – the program stakeholders envision as well as how they believe such empowerment comes about. The study’s findings contribute to the need to critically unpack the commonly uncritical use of the term ‘empowerment’ as necessarily directed toward addressing social inequalities and altering unjust power relations.     

Of texts and practices: Empowerment and organisational cultures in world bank-funded rural development programmes

The World Bank's recent concern for ‘empowerment’ grows out of longer standing discussions of participation, non-governmental organisations (NGOs) and civil society. While commitments to empowerment enter World Bank texts with relative ease, their practice within Bank-funded projects is far more contingent, and the meanings they assume become much more diverse. This paper considers the relationship between such texts and the development practices which emerge, using an analysis of the ‘organisational cultures’ of the Bank and the many organisations on which it depends in the implementation of its rural development programmes. The paper presents a framework for analysing these organisational cultures in terms of (a) the broader contexts in which organisations and their staff are embedded; (b) the everyday practices within organisations; (c) the power relations within and among organisations; and (d) the meanings that come to dominate organisational practice. A case study of a development programme in Bangladesh is used to illustrate the ways in which cultural interactions between a variety of organisations – the World Bank, government agencies, NGOs, organisations of the poor, social enterprises – mediate the ways in which textual commitments to empowerment are translated into a range of diverse practices.     

American Police Unions: A Hindrance or Help to Innovation?

In response to the crises of the 1960s, police departments in the United States embarked upon great change in their policies, operations, and programs. This literature, however, has largely neglected the duality of the role of police unions in the adoption of new programs and practices. Learning about the key actors in the innovations process, however, is crucial to understanding how organizational change emerges. This article builds upon previous research to understand the effects of police unions on the adoption of innovation. Findings indicate that police unions may actually promote rather than hinder the implementation of new innovation.     

Legal Empowerment and Horizontal Inequalities after Conflict

Abstract

This article explores whether legal empowerment can address horizontal inequalities in post-conflict settings, and, if so, how. It argues that legal empowerment has modest potential to reduce these inequalities. Nevertheless, there are risks that legal empowerment might contribute to a strengthening of group identities, reduction of social cohesion, and, in the worst case, triggering of conflict. It looks at how two legal empowerment programmes in Liberia navigated the tensions between equity and peace.     

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.     

Boundary-spanning strategies for aligning institutional logics: a typology

This article critically examines strategies used by boundary spanners to align the institutional logics of bureaucracy, management and networks in citizen-state interactions. In-depth interviews conducted within the Dutch municipality of Rotterdam reveal that boundary spanners use entrepreneurial, mediation, and hierarchical strategies to align institutional logics. By providing insight into the strategic toolbox of boundary spanners and the perceived effectiveness of these tools, this article enhances empirical understanding of how the interplay between older and newer institutional logics within public organisations takes shape and how boundary spanners make strategic use of hierarchy to overcome institutional barriers.     

Measuring Governance in Urban Innovation

Abstract

The international political science literature is ambiguous on the point if the involvement of a plurality of external actors (citizens, economic and social groups, NGOs and CSOs, Universities and experts, different public authorities at the same or at different territorial level, etc.) in governance processes is an end in itself (because it increases democracy) or it is useful in order to achieve better results in the production of public goods.

This article espouses the latter hypothesis and tries to understand if a governance perspective brings about a higher level of innovation in metropolitan areas. In order to test this hypothesis, two metrics are designed: ? In measuring innovation, the ideas are that there are four dimensions in urban innovation (agenda innovation, process innovation, product innovation and innovative communication) and that a metropolitan city has to score high in most of them in order to be considered really innovative.

? As far as governance is concerned, the analytical proposal is that the ideal governance network is at the same time complex (bringing together actors from different territorial levels and from different societal and institutional domains), dense (favouring direct interaction between the actors) and ‘focused’ (showing one or few actors able to act as focal points of the network).

Drawing from a research done in four Italian cities (Turin, Milan, Florence and Naples) through the reconstruction of 120 urban innovation processes, the article illustrates the analytical steps taken and the conclusions that can be reached.     

Cyberterrorism and Cyber Attacks in the Public Sector: How Public Administration Copes with Digital Threats

Cybersecurity concerns among citizens and public administration officials are considered to be one of the major barriers to e-government implementation. While cyberterrorism is on the rise, the operational state of cybersecurity in the public sector appears as a black box and previous literature has scarcely examined how public authorities perceive and cope with cyber attacks. This study investigates public employees’ attitudes toward cybersecurity in the public sector, as well as the arrangements and measures in place to protect sensitive governmental data and securely manage it for privacy and regulatory compliance. Thus, it contributes to the e-government literature by presenting a comprehensive framework of cybersecurity in the public sector and by providing empirical evidence thereof. Furthermore, it gives an insight into the prevalent attitudes and cybersecurity infrastructure within the realm of public administration. Finally, the article derives research and managerial implications and provides suggestions for future research.     

Entrepreneurs,expectations and business expansion: Lessons from Lithuania

This article applies a multinomial logit estimator to investigate which factors affect SME owners' expectations to grow their businesses in Lithuania. Our findings provide evidence that SME owners' human capital (education) matters and that growth expectations are positively related to exporting. In addition, we analyse the link between the perceptions of business constraints and growth expectations and find that the factors, which are perceived as main business barriers, are not necessarily those which are associated with reduced growth expectations. However, perceptions of corruption seem to affect growth expectations the most.     

Federal Employees’ Job Satisfaction: Does Transformational Leadership Matter? The Case of the U.S. Department of Veterans Affairs

Morale among U.S. federal employees has increased but remains low compared to the private sector and in certain agencies, including the Department of Veterans Affairs (VA), which has experienced scandal and management challenges, including a crisis of leadership. Using data from the 2015 Federal Employee Viewpoint Survey, this article examines the influence of transformational leadership (TFL) on job satisfaction/commitment among VA employees. Regression analysis reveals a positive association between satisfaction/commitment and each of the four TFL dimensions, controlling for the other dimensions and sociodemographic characteristics. Employees who perceive leaders as fostering creativity, empowerment, trust/respect, and clear goals/expectations are more satisfied/committed.     

Empowering employees in state agencies: a survey of recent progress

Employee empowerment involves the delegation of decision-making to employees, while holding them accountable for outcomes. Survey data show that while sixty-two percent of state agencies in correction, transportation, health, education and welfare use empowerment in at least one service function, only six percent of agencies use empowerment throughout more than 75 percent of the agency. Empowerment is frequently implemented through coordination across units and through mid-level management teams. Training is also widely used. Agency directors report that employee empowerment has a positive impact on group decision-making ability, communication throughout units and commitment to stakeholders, as well as quality and productivity improvement.     

Democracy and Empowerment

The article argues that institutions of parliamentary democracy are currently being undermined and calls for the development of new means of democratic empowerment. The meaning of 'democratic empowerment' differs sharply depending on whether one refers to a predominantly aggregative, or a predominantly integrative strategy of empowerment. The article seeks to clarify the phrase. For a predominantly aggregative strategy of empowerment, as proposed by Paul Hirst, the primary means of empowerment is exist. For a predominantly integrative strategy of empowerment, proposed by David Burns, Robin Hambleton and Paul Hoggett the primary means of empowerment is voice. The article concludes that a democratic strategy of empowerment must aim to balance exit and voice options. An example of how balance could be institutionalized is found in Denmark.