A Paradigm Shift? Employee Relations in the Victorian Public Service Since 1992

When Jeff Kennett was swept into office on 3 October 1992, one of his first priorities was to reform the Victorian public sector as one part of his broad strategy to get 'Victoria on the Move'. Without losing much time, and with very little community or parliamentary debate, both the Public Sector Management Act 1992 (Vic) and the Employee Relations Act 1992 (Vic) were passed. These pieces of legislation have been the main instruments to regulate terms and conditions of employment for employees in the Victorian public service. Changes to the legislation will be examined in this paper and discussed in the context of whether a paradigm shift has occurred in managing employee relations in the Victorian public service.     

The economic impact of state restrictions on abortion: parental consent and notification laws and Medicaid funding restrictions.

State-legislative support for liberalized abortion policies, the availability of abortion providers, and actual abortion rates vary widely across states. This article uses national data to examine the impact of the following three major, enforceable state abortion restrictions as of 1988 on the access to and use of abortion services: state restrictions on Medicaid financing of abortions for low-income women (36 states), state requirements for parental consent or parental notification for minors to obtain abortions (11 states), and state restrictions on insurance coverage of abortion for public employees (8 states). The impact of state abortion restrictions is becoming an increasingly important policy issue as the number and types of restrictions which can be enforced in the US increase rapidly. The Supreme Court in Webster v. Reproductive Health Services (1989) upheld a Missouri law banning abortions in public hospitals and the involvement of public employees in the performance of abortions; states via this ruling may also enforce mandatory testing for viability after a specified point in the pregnancy. The Supreme Court then in Planned Parenthood of Southeastern Pennsylvania v. Casey (1992) effectively ruled that states can enforce a 24-hour waiting period and a state-prescribed talk on abortion for women seeking abortion. Analysis of the data found that there are significantly fewer hospitals, clinics, and private physicians' offices providing abortions in states with parental consent or notification laws. Moreover the rate of minors' abortions per 1000 teen pregnancies is 16% lower, and the rate of minors' abortions per 1000 women aged 15-19 is 25% lower in states with such laws compared to states without the laws. Data from abortion clinics and referral services in Massachusetts, Minnesota, and Rhode Island suggest that 20-55% of minors are going to court instead of informing their parents. 35% of minors who contacted a clinic in Massachusetts and 49% in Rhode Island went out of state for abortions. As for Medicaid restrictions, there are significantly fewer hospitals, clinics, and private physicians' offices providing abortions in states which restrict funding of abortions as compared to states which do not. State restrictions on insurance coverage of abortion for public employees do not appear to be associated with statistically significant differences in abortion rates or abortion availability.     

See No Evil,Hear No Evil? Assessing Corruption Risk Perceptions and Strategies of Victorian Public Bodies

This paper critically examines qualitative survey data from 36 Victorian public sector bodies on their perceptions of corruption risks, and strategies to mitigate these risks, as well as the integrity mechanisms in place. The findings indicate that even though corruption does not seem to be prevalent in these bodies it is not on their radar either, though fraud prevention was significantly present. The paper identifies international best practices of integrity management and inculcation of public service ethos in developed countries, and stresses three vital elements or pillars that combine both the ‘values’ and ‘compliance’ based approaches. These pillars are as follows: (1) specific corruption prevention programs and strategies that are additional to but complement existing anti‐fraud programs; (2) targeted anti‐corruption training, both for employees and for the public; and (3) effective leadership engagement and commitment to an ethical culture (Tone at the Top).     

A Comparison of the Values and Commitment of Private Sector, Public Sector, and Parapublic Sector Employees

This study investigated differences in general values, work values and organizational commitment among 549 private sector, public sector, and parapublic sector knowledge workers. No differences in general values were observed across sectors, although five significant work value differences were revealed: parapublic employees value work that contributes to society more than public servants, who value it more than private sector employees; parapublic employees value opportunities for advancement less than both public and private sector employees; public servants value intellectually stimulating and challenging work more than parapublic employees; and private sector employees value prestigious work more than public servants. Private sector employees displayed greater organizational commitment than the employees in the other two sectors. Overall, the findings suggest only limited value differences among employees of the various sectors. The finding of some work value differences between employees in the public and parapublic sectors suggests that these two groups merit separate consideration in comparative studies such as this one.     

Public Managers' Religiosity: Impacts on Work Attitudes and Perceptions of Co-Workers

ABSTRACT

Do public managers' religious beliefs and behaviors affect their work and their work-related attitudes? Perhaps due to the sensitive nature of this question, there is almost no empirical work on the topic. Our study uses questionnaire data (n = 765) from the National Administrative Studies Project-III to test hypotheses about the impacts of U.S. public managers' religiosity, as well as their political activity, on work attitudes. Religiosity is defined by public managers' responses about attending religious services. Political behavior is defined in terms of membership in political organizations and election groups. An application of ordinary least squares regression shows that religious public managers tend to have a stronger orientation toward job security and a more favorable view of their organization and fellow employees. Public managers are no more or less oriented to security than other respondents in the sample, but they have more negative views about their organization and fellow employees. These findings do not change when obvious controls are introduced into the model.     

转型期中国公共领导体制变革与廉政建设

腐败与反腐败是社会政治生活中的一个永恒主题。腐败的存在与公共权力密切相关,作为公共权力运作的核心性规范,公共领导体制直接规定着高层领导者运用权力的方式,影响着社会的腐败与反腐败活动。伴随着社会发展,中国公共领导体制开始现代化转型,从传统型权威和个人魅力型权威向法理型权威转换,其反腐败方略也相应地从注重思想教育和社会运动转向注重制度约束。与此相适应,必须深化公共领导体制改革,以制度创新根治腐败,包括:进行良好的宪政分权,发展直接民主;引入政治竞争,实行政务公开;转变政府职能,推动行政体制改革,规范政府行为;强化监督机制和惩罚机制;加强思想教育和道德约束,提高政府官员的廉洁自律度,等等。     

Assessing the Impact of Bureaucracy Bashing by Electoral Campaigns

The literature on the implications of electoral "bureaucracy bashing" for public management is thin. This is partly because of the difficulty of defining basic terms and measuring results in meaningful ways. Using focus group data, this article explores how senior federal managers perceive campaign bureaucracy bashing and assess its consequences. The participants perceive that candidate-based bashing affects federal management on two levels: one emotional, the other programmatic. The emotional impact is pronounced, producing frustration and hostility from senior managers toward political candidates, political appointees, and the media. Senior managers report that bashing adversely affects policy implementation through low morale, poor recruitment, and training and by fostering an environment of distrust toward bureaucracy. Grounded in a diverse literature relating to public administration, the presidency, campaigns and elections, and political communication, this inquiry finds that senior managers confirm many of the speculations these works raise about how bashing affects public employees and public policy.     

Politics,Fiscal Necessity,or Both? Factors Driving the Enactment of Defined Contribution Accounts for Public Employees

Recent conflicts over public sector defined benefit pension funding have inspired polarized debates about the need for reform, including the utility of replacing pensions with defined contribution accounts, which are popular throughout the private sector. Between 1996 and 2011, 15 American states enacted legislation to implement either mandatory or optional defined contribution accounts for certain public employees. What drove this process? This article investigates the role of political, budgetary, and contagion influences on the diffusion of defined contribution accounts for general state employees. Empirical results suggest that enactments were influenced by Republican legislative, but not executive, partisanship. Gains in state indebtedness also increased the likelihood of enactment independent of political and other factors. There is no evidence of policy learning based on neighboring state activity and no influence from two measures of organized labor power. Both quantitative and qualitative robustness checks largely reinforce these findings.     

Party Organizational Elites in Norwegian Politics: Representativeness and Party Democracy*

The question raised is why ‘secondary’ representativeness of political elites, i.e. the degree of similarity in socio-demographic background between elite and electorate, is considered important in debates on democratic polities. Three answers are considered: to improve long-term ‘primary’ representtativity. i.e. the representation of public opinions; to build systemic legitimacy: and to encourage the participation of low-mobilized groups. From this perspective new data on the party organizational elites in Norway are presented: The party elites are socially skewed in terms of present position. but fairly broad based in terms of parental background. They reflect the traditional cleavage structures of Norwegian politics, even though the high shares of women and public employees indicate potentially emerging cleavage structures. Particularly the women in party positions are disproportionately recruited from the lower ranks of the public job market.     

When Government Subsidizes Its Own: Collective Bargaining Laws as Agents of Political Mobilization

Government policies can activate a political constituency not only by providing material resources to, or altering the interpretive experiences of, individual citizens, but also by directly subsidizing established interest groups. We argue that state laws mandating collective bargaining for public employees provided organizational subsidies to public sector labor unions that lowered the costs of mobilizing their members to political action. Exploiting variation in the timing of laws across the states and using data on the political participation of public school teachers from 1956 to 2004, we find that the enactment of a mandatory bargaining law significantly boosted subsequent political participation among teachers. We also identify increased contact from organized groups seeking to mobilize teachers as a likely mechanism that explains this finding. These results have important implications for the current debate over collective bargaining rights and for our understanding of policy feedback, political parties and interest groups, and the bureaucracy.     

The theory of economic regulation and public choice and the determinants of public sector bargaining legislation

In this study we used the theory of economic regulation and public choice to derive a model to explain the pattern of public sector bargaining laws among the states. We find this type of legislation is influenced by the following demand factors: (1) the extent of public sector union membership, which represents the interest group hypothesis, has a positive influence on pro-union legislation; (2) the extent of employer opposition to unions, as measured by unfair labor practice charges against employers in representation elections, has a negative effect on bargaining laws; (3) two taste variables — the salaries of public employees and the percent of nonwhite employment in the state — have a positive influence on these laws. A result which will be surprising to many people is that the extent of private sector union membership has no significant influence on the passage of public sector bargaining legislation.Our empirical analysis indicates that supply factors are also important in explaining the pattern of public employee bargaining laws across the state. We find that states are more likely to enact pro-union legislation under the following conditions: (1) constituents appear to hold pro-labor views as represented by their Congressmen's voting record; (2) neighboring states have passed mandatory bargaining laws; and (3) when competition is greater among the political parties.     

Clientelism, Credibility, and the Policy Choices of Young Democracies

This article identifies for the first time systematic performance differences between younger and older democracies and argues that these are driven by the inability of political competitors to make broadly credible preelectoral promises to voters. Younger democracies are more corrupt; exhibit less rule of law, lower levels of bureaucratic quality and secondary school enrollment, and more restrictions on the media; and spend more on public investment and government workers. This pattern is exactly consistent with the predictions of Keefer and Vlaicu (n.d.) . The inability of political competitors to make credible promises to citizens leads them to prefer clientelist policies: to underprovide nontargeted goods, to overprovide targeted transfers to narrow groups of voters, and to engage in excessive rent seeking. Other differences that young democracies exhibit, including different political and electoral institutions, greater exposure to political violence, and greater social fragmentation, do not explain, either theoretically or empirically, these policy choices .     

‘Utterly Disgraceful’: Social Media and the Workplace

Social media use by Australian public servants has given rise to questions pertaining to their political rights, impartiality and privacy outside of work. Drawing on the recent case Starr v Department of Human Services these issues are explored. The findings suggest that social media use has heightened tensions around public servant's rights to comment on issues of the day, and its use by employees both inside and beyond the workplace remains contested terrain.     

New Political Governance in Westminster Systems: Impartial Public Administration and Management Performance at Risk

This article examines the phenomenon of increased political pressures on governments in four Westminster systems (Australia, Britain, Canada, and New Zealand) derived from changes in mass media and communications, increased transparency, expanded audit, increased competition in the political marketplace, and political polarization in the electorate. These pressures raise the risk to impartial public administration and management performance to the extent that governments integrate governance and campaigning, allow political staff to be a separate force in governance, politicize top public service posts, and expect public servants to be promiscuously partisan. The article concludes that New Zealand is best positioned to cope with these risks, in part because of its process for independently staffing its top public service posts. The article recommends this approach as well as the establishment of independently appointed management boards for public service departments and agencies to perform the governance of management function.     

Managerialism, Accountability and Democracy: A Victorian Case Study

Managerialism has made a substantial contribution to providing a more cost conscious, efficient and effective public service. But the Victorian case also raises concerns about whether managerialist techniques will be pursued within a wider constitutional, political and legal framework which recognises the need for discussion, debate and accountability in democratic policy-making.     

Are Leftist Governments More Generous Toward Public Sector Employees? Evidence From Canada, 1967–1984

This article tests the hypothesis that leftist governments concede higher wage increases to their public sector employees than right-wing governments. Leftist governments are expected to be more generous toward public sector employees because of their commitment to public sector intervention, and because of the heavy representation of the public sector among leftist party elite and clientele. The study examines all major wage settlements signed between 1967 and 1984 in the Canadian provincial public sector and finds that, everything else being equal, wage increases are 10% higher under leftist governments. The standard economic variables (labor demand, expected inflation and spillover from previous contracts) that have been shown to affect wage increases in the private sector also emerge as significant. Finally, the data indicate that the greater the public debt the more constrained governments feel to negotiate minimal wage increases. These findings establish that a proper understanding of public sector labor relations requires a consideration of political as well as economic variables.     

How Leadership and Public Service Motivation Enhance Innovative Behavior

Prior research has linked the innovative behavior of public sector employees to desirable outcomes such as improved efficiency and higher public service quality. However, questions regarding the drivers of innovative behavior among employees have received limited attention. This article employs psychological empowerment theory to examine the underlying processes by which entrepreneurial leadership and public service motivation (PSM) shape innovative behavior among civil servants. Based on three‐wave data from 281 Chinese civil servants and their 59 department heads, entrepreneurial leadership is found to positively influence subordinates' innovative behavior by enhancing two dimensions of psychological empowerment: meaning and impact. Additionally, PSM was found to influence subordinates' innovative behavior by enhancing the dimensions of meaning and competence. These findings suggest that to facilitate innovative behavior among employees, public organizations should consider introducing training that encourages leaders to serve as entrepreneurial role models and recruit employees with high levels of PSM.     

Managing business political activities in the USA: bridging between theory and practice

The political arena in the USA is portrayed as a marketplace in which businesses and other groups compete to influence public policy decisions. Managers can view this political market as an opportunity to shape the rules of the game by which they operate but must realise that it is a very competitive arena. Drawing on concepts from business strategy advocacy activities like lobbying, making campaign contributions, and organising grassroots efforts are analysed in terms of opportunities for gaining competitive advantage. Results from case studies indicate that many businesses miss opportunities to build support among employees for political advocacy because few firms use bottom up approaches for political action committees or grass‐roots efforts. Suggestions for managers interested in improving the effectiveness of their business advocacy efforts are discussed. Copyright © 2001 Henry Stewart Publications     

Ambivalence,Political Consensus and Conditionality: Support for Whistleblowing among Danish Employees

Whistleblower research is understandably focused around the protagonists of the practice. We still know surprisingly little about how whistleblowing is perceived in the wider population. Drawing on a representative survey of Danish employees (N = 1,709), this paper analyses how whistleblower public support is distributed along variables such as political preference, political interest and job type, and tests whether it is conditional on whistleblower motivation and type of wrongdoing. The paper finds that public support is strong but also ambivalent. It shows that support is evenly distributed along party preference. It also demonstrates that support is not uniform but conditional on the characteristics of the whistleblower situation. These insights are important for both social and political reasons in the present situation where whistleblowing seems to be on the rise. From a policy perspective, it offers policymakers an important evidence‐based navigation tool in devising whistleblower legislation.     

The Impact of Political Connections on Donations to Chinese NGOs

ABSTRACT

In this study, we explore the returns to political connections in non-corporate contexts within China, a country transitioning from a planned to market economy. Using China as an empirical case study, we investigate two separate, but related, hypotheses on the financial benefits of political connections for a sample of 1,435 Chinese foundations from 2005–2011. This extends Western donation determinants literature to a Chinese context and political guanxi (social relationships where individuals or organizations exchange future favors or gifts) research to non-corporate contexts. Our empirical results show that there is no relationship between the presence of state employees on an NGO's staff (a measure of political guanxi) and private donations. However, there is a small but positive relationship between the amount of government funding an NGO receives (a signal of legitimacy) and private donations. These findings suggest that, in post-communist countries such as China, donors may not be seeking future favors from their contributions and instead are interested in developing a robust civil society with legitimate, high-quality NGOs. Additionally, the similarity between Western donation determinants research findings and Chinese donation determinants, in this article, requires future comparative studies of both how and why donors make decisions.