The Link Between Job Satisfaction and Organizational Commitment: Differences Between Public and Private Sector Employees

ABSTRACT

Employees in the public and private sectors experience different working conditions and employment relationships. Therefore, it can be assumed that their attitudes toward their job and organizations, and relationships between them, are different. The existing literature has identified the relationship between organizational commitment and job satisfaction as interesting in this context. The present field study examines the satisfaction–commitment link with respect to differences between private and public sector employees. A sample of 617 Greek employees (257 from the private sector and 360 from the public sector) completed standardized questionnaires. Results confirmed the hypothesized relationship differences: Extrinsic satisfaction and intrinsic satisfaction are more strongly related to affective commitment and normative commitment for public sector employees than for private sector ones. The results are discussed, limitations are considered, and directions for future research are proposed.     

Ethnic Diversity and Organizational Performance: Assessing Diversity Effects at the Managerial and Street Levels

ABSTRACT

As the public sector workforce becomes more ethnically diverse and as government agencies make attempts to manage that diversity, the importance of understanding how diversity affects workplace interactions and work-related outcomes increases. Little public-sector research has examined the impact of diversity on performance outcomes. This article seeks to fill this gap by studying the effects of the ethnic diversity of managers and street level public officials on work-related outcomes. We use basic in-group/out-group theories from psychology to formulate research questions relating diversity and performance, along with empirical research on the effects of diversity on work-related outcomes. We then use data from schools to test the relationship between ethnic diversity and organizational performance, identifying different impacts for managerial diversity and diversity among teachers. Results are consistent across three different models: manager diversity is routinely non-significant in predicting organizational performance, while teacher diversity has a consistently significant, and negative, impact on performance. These findings suggest that process-oriented problems are causing diverse organizations to experience drawbacks instead of gains, and that any benefit that could be drawn from a diversity of viewpoints is overshadowed by communication and collaboration problems.     

Goal Displacement: Assessing the Motivation for Organizational Cheating

A major problem in assessing bureaucratic performance is the difficulty in judging the final social outcomes stemming from the work of public agencies. As a result, public agencies are frequently evaluated based on the outputs they produce. Agency outputs (such as, criminal cases solved, inspections) are easier to measure than the actual contributions agencies make to social outcomes (such as, preventing workplace discrimination, protecting the environment). When agency performance is evaluated in terms of numerical outputs, bureaucrats have an incentive to maximize outputs, regardless of whether maximizing outputs is the preferred strategy for achieving desired social outcomes (a form of goal displacement). This incentive to maximize outputs may lead to organizational cheating, in which public agencies purposely manipulate output levels to portray their work in the best light possible.
This study examines the problems of goal displacement and organizational cheating in Texas public schools. Specifically, we examine the degree to which school districts cheat to manipulate student pass rates on standardized exams. School districts "cheat" by liberally exempting certain students from these exams in hopes of raising overall district pass rates. Scarce institutional resources and extreme task demands are associated with cheating. From a management perspective, this study demonstrates the problems in implementing performance standards. From an academic perspective, it provides the first theory about when and why organizations cheat.     

Transformational Leadership and Organizational Processes: Influencing Public Performance

Leaders are essential actors in public performance improvement and organizational change. However, a key question has not been adequately addressed in prior literature on the topic: how do leadership processes make a difference? Using data on New York City public schools, this article explores the organizational mechanisms by which a specific form of principal's leadership—transformational leadership—influences objective organizational outcomes as measured by standardized test scores. The empirical results indicate that a principal's transformational leadership style affects student test scores through the mediating effects of purposeful performance information use and stakeholder engagement.     

Reinvention As Reform: Assessing the National Performance Review

The conclusion of the Clinton Administration presents an opportune time to investigate the outcomes of the National Performance Review (NPR). Any such evaluation, however, is complicated by the nature of the objectives sought, many of which relate to subtle and elusive elements of organizational life: empowering employees, inducing a less risk-adverse culture, and enhancing the quality of service delivery. The strategy employed here as a means of gaining insight into such phenomena was to couple a broad review of government-wide survey results with an in-depth investigation into the impact of NPR on a single agency, the Social Security Administration. A conclusion is that many of the NPR's higher-order objectives have not been met on a systemic basis. While a variety of proximate explanations for this finding can be identified, a more fundamental explanation relates to a failure by the sponsors to adjust their strategy to account for basic differences between NPR and past reforms.     

Assessing OSHA Performance: New Evidence from the Construction Industry

The determinants of OSHA performance can be examined by breaking the regulatory process into three elements relating to enforcement, compliance behavior, and the adequacy of standards in addressing safety outcomes. This paper develops and applies this framework to the U.S. construction industry during the period 1987 to 1993. Enforcement activity among the firms in the sample was substantial, with firms facing a high probability of annual inspection. But, despite this significant enforcement effort, inspections have a modest effect on firm compliance with OSHA standards. Finally, the health and safety standards cited most frequently diverge from the major sources of fatalities and injuries on construction projects. These results suggest that historic enforcement policies toward construction make less sense as OSHA moves into its fourth decade of operation. More generally, the paper illustrates the problem of focusing enforcement resources on large, high‐profile companies even though they often are not the major source of regulatory problems in an established area of public policy intervention. © 2001 by the Association for Public Policy Analysis and Management.     

Cluster‐Based Policy Making: Assessing Performance and Sustaining Competitiveness

Tremendous changes in technology, political and social frameworks, as well as the impacts of globalization, have put pressure on countries to become competitive. One strategy for creating an engine of economic growth is the creation of clusters. These clusters, be they naturally or artificially conceived, hold the promise of becoming the economic weapons of a country. Many studies have been done to understand the factors behind the successes and failures of clusters. One of the reasons behind the inconsistent success of existing cluster policy frameworks in managing cluster performance is the fact that clusters often are at different levels of development, and it will require different strategies to create, enhance, and sustain their competitive advantage. This paper aims to propose and demonstrate a more holistic framework designed to understand key cluster dynamics that drives cluster performance, which then will enable policy makers to work toward ensuring sustainable cluster development.     

Using Performance Measures for Federal Budgeting: Proposals and Prospects

The political system, the popular press, and the public have recently been concerned about measuring government performance. This concern for measuring performance should imply a concern for measuring it correctly. With this in mind, the Congressional Budget Office (CBO) recently conducted an analysis of the use of performance measures in the budget process. The study attempts to review the issues raised by performance budgeting in the context of past and current efforts to link performance measures and budgeting. This article focuses on two portions of that study: The status of the current federal performance measurement efforts and specific observations designed to inject a note of caution into the current debate about performance measurement and budgeting.     

The MISSING LINK: Exploring the Relationship Between Higher Education and Political Engagement

Empirical political behavior research has consistently observed a robust and positive relationship between education and political engagement, but has failed to adequately explain why education is so important. Using data from the Baccalaureate and Beyond (B&B) Longitudinal Study, I test three competing hypotheses explaining the enduring link between higher education and political behavior. I find that a verbal SAT scores and a social science curriculum are related to future political engagement, suggesting that the content of higher education, especially a curriculum that develops language and civic skills, is influential in shaping participation in American democracy. Analysis for this article relied on restricted-use data from the National Center for Education Statistics. Application procedures for obtaining an NCES restricted data license to access theBaccalaureate and Beyond Longitudinal Study are available at http://nces.ed.gov/surveys/b&b/. Replication code and supplemental variables (including school quality) are available onthe authors website.     

Internal and External Determinants of Formal Plans in the Nonprofit Sector

ABSTRACT

The study of formal planning in nonprofits and the public sector is thriving, with management gurus providing abundant advice on its value and proper execution. We address a related, but broader issue: why has the management tool of formal planning become prevalent in organizations with a public goal in the first place? To answer this question, we draw on insights from institutional theories of organization, bringing a fresh perspective to the increasingly common practice of formal planning in the administration of public entities. Using a unique dataset constructed from interviews with a random, representative sample of the leaders of 200 nonprofits in the San Francisco Bay Area, we analyze the factors associated with the presence of a formal plan. We combine the interview data with details on organizational characteristics from tax reports and consider the features of nonprofits that plan using logistic regression. The findings reveal that size and capacity are important, but links to an external, rationalized environment dampen the effects of both. Thus, functional factors, while important, are insufficient to explain why nonprofits engage in planning. For those interested in promoting formal planning as a management tool, our findings provide insight into other organizational features that promote the use of planning. And for those concerned with the potentially deleterious effects of this tool in the nonprofit sector, we show that certain types of organizations seem adept at maintaining a less formal structure.     

Collaborative Networking,Environmental Shocks,and Organizational Performance: Evidence From Hurricane Rita

An organization's external environment, such as an environmental shock, is of great concern to public management scholars because it influences the behavior and ability of public managers to improve organizational performance. In this study, we examine how collaborative networking with the purpose of preparing for a natural disaster moderates the negative impact of Hurricane Rita on school performance in Texas. Our data consists of survey responses from Texas superintendents who were surveyed shortly after Hurricane Rita about their pre-hurricane disaster preparedness including collaborative networking behavior. Using this dataset, we use a collaborative networking measure that incorporates both the frequency of contact with various groups and the intensity of those interactions. Findings reveal that collaborative networking to prepare for natural disasters moderates the negative impact of a natural disaster on organizational performance.     

政府管理的创新机制——从组织文化到绩效文化

从一般组织文化、政府组织文化到政府绩效文化,这个逻辑链条体现了政府管理创新的机制。政府绩效文化在组织愿景与实施路径相统一、实现组织效益最大化、实现组织显性制度与隐性文化统一、实现组织发展目标与个人发展目标统一、实现学习型组织的构建等方面体现明显特征。政府绩效文化可以推进绩效评估过程、完善绩效管理系统和促进效能型政府建设。     

Differences Between State and Federal Public Forest Management: The Importance of Rules

In United States federalism, public policy responsibilitiesbelong to multiple jurisdictions. This article compares statewith federal public forest management. Data come from four cases,each comprising two forests sharing similar physical characteristicsbut under the authority of different governments. Systematiccomparisons suggest that officials in the national forest agencyface greater statutory, regulatory, and planning constraintsthan do state agency officials. These constraints require morepublic input and higher levels of environmental protection.Outcomes reflect these differences: federal officials provideless limber, at lower net profit, than do state officials, andthey transfer less revenue to local governments. Concurrently,federal officials make greater environmental protection efforts.     

Rating the Rankings: Assessing International Rankings of Public Service Performance

ABSTRACT

This paper documents the growth of international rankings of governance and public services and seeks to contribute to a second-generation approach to the analysis of this phenomenon. It does so primarily by setting out a method for ranking international ratings, building on and extending earlier work by other scholars, and applies that method to 14 international rankings of governance and public services, to explore the scope and limits of the approach. The final section argues that the development of such a method could form the basis for benchmarking international rankings as they develop in the future.     

Personnel Constraints in Public Organizations: The Impact of Reward and Punishment on Organizational Performance

In recent years, many public sector reforms have attempted to loosen personnel constraints on the assumption that more managerial flexibility will increase organizational performance. The authors mount an empirical study to test this assumption using data taken from English local government authorities. Personnel constraints are operationalized using Rainey's long‐standing measures of the concept. Statistical results from multiple regression analyses indicate that “difficulty in removing poor managers” is harmful to organizational performance, but “difficulty in rewarding good managers” has no effect. The authors delve inside the organizational hierarchy and find that attitudes toward personnel constraints vary by organizational level and managerial rank: for example, frontline managers feel more constrained overall, while senior managers’ perceptions of constraints are more closely linked to organizational performance but in some unexpected ways. The implications of these findings, including the fact that personnel constraints have varying impacts on organizational performance, are considered.     

Regulating Public Services: How Public Managers Respond to External Performance Assessment

Performance management systems have become a key component of contemporary public administration. However, there has been only limited analysis of the social construction of performance by public managers who are subject to them. This article examines the ways in which public managers create, maintain, and disrupt performance management practices. The authors find that managers make external performance assessments perform for themselves by constantly negotiating boundaries in ways that combine bureaucratic and managerial rationales. The authors argue that the ways in which organizational boundaries are constructed are fundamental to understanding the success or failure of performance management systems and the transformation of managerial ways of thinking about performance into a logic of improvement through which contemporary public sector reforms become embedded.     

Employee Voluntary and Involuntary Turnover and Organizational Performance: Revisiting the Hypothesis from Classical Public Administration

ABSTRACT:

This article examines the effects of voluntary, involuntary, and absolute turnover rates on organizational performance. Adopting human capital and cost-benefit theories, this article posits that voluntary and involuntary turnover would have a linear negative and an inverted U-shaped relationship with organizational performance, respectively, and that an absolute turnover measure can prevent us from revealing the distinct effects of different types of turnover. Using four years of data from Florida school districts, primary findings suggest that involuntary turnover has an inverted U-shaped relationship with organizational performance, first positive and then negative, while the relationship between voluntary turnover and organizational performance remains inconclusive. The findings also suggest that absolute turnover rates can mask the complex and dissimilar impact that various types of turnover have on organizational performance.