Institutions or Contingencies? A Cross‐Country Analysis of Management Tool Use by Public Sector Executives

Management tools are often argued to ameliorate public service performance. Indeed, evidence has emerged to support positive outcomes related to the use of management tools in a variety of public sector settings. Despite these positive outcomes, there is wide variation in the extent to which public organizations use management tools. Drawing on normative isomorphism and contingency theory, this article investigates the determinants of both organization‐oriented and client‐oriented management tool use by top public sector executives. The hypotheses are tested using data from a large‐N survey of 4,533 central government executives in 18 European countries. Country and sector fixed‐effects ordinary least squares regression models indicate that contingency theory matters more than normative isomorphism. Public executives working in organizations that are bigger and have goal clarity and executive status are more likely to use management tools. The only normative pressure that has a positive impact on management tool use is whether public sector executives have a top hierarchical position.     

A Review of: “How Management Matters: Street-level Bureaucrats and Welfare Reform. by Norma M. Riccucci”

ABSTRACT

In contrast to the other analyses of rankings in this issue, this paper concentrates on analyzing a single specific case of a rankings exercise from the “inside,” in large part relying on documents produced by observer participation. The case that is analyzed in depth is an exercise conducted by the Dutch government in the early 2000s to produce a critical comparison and de facto ranking of public sector performance in the industrialised countries. The paper examines the production process which culminated in the publication of “Public Sector Performance” by the Dutch Social Cultural Planning Office (SCP) in 2004 SCP . 2004 . Public Sector Performance: An International Comparison of Education, Health Care, Law and Order, and Public Administration . The Hague : Sociaal Cultureel Planbureau . [Google Scholar], and in particular the interactions between the civil servants of the SCP and the outside academic body in Belgium that the SCP commissioned to produce the “public administration” component of the ranking exercise.

On the basis of this “inside” analysis, the paper describes how the SCP ranking analysis of public administration was conducted, and examines the process from three complementary and overlapping analytic perspectives drawn from the literature on the politics of evaluation research. Those perspectives are: how supply interacts with demand for ranking surveys, how the “management of meaning” played out in this case, and how culture shapes ranking surveys. The paper shows that in this case the “Say's law” principle of analytic supply leading to political demand did not apply and that there was a mismatch between demand for and supply of public administration indicators. It also shows how ranking exercises can develop in a politico-administrative culture often said to be much more predisposed to “soft consensus” in its operation than that applying in less “consociational” administrative cultures.     

A Review of: “Exploring Positive Identities and Organizations: Building a Theoretical and Research Foundation edited by Laura Morgan Roberts and Jane E. Dutton”

ABSTRACT

Public service motivation (PSM) has been shown to be positively related to job satisfaction in the public sector, but there are two gaps in the literature. First, not only PSM but also pro-social motivation directed towards helping specific others (called user orientation) may affect job satisfaction. Second, the relationship between job satisfaction and these two types of pro-social motivation, PSM and user orientation, may also be found in the private sector. This study tests whether job satisfaction is associated with PSM and user orientation, and whether these associations differ between public and private employees. Using data from a survey of Danish employees (n = 2,811), we generally find positive relationships between the two types of pro-social motivation and job satisfaction, but the strength of the associations vary between occupations. The PSM–job satisfaction association does not differ significantly between the private and public sector, while the user orientation–job satisfaction association is strongest for private employees. This suggests that to understand the relationships between pro-social motivation, employment sector, and job satisfaction, future studies could fruitfully consider incorporating other types of pro-social motivation such as user orientation.