Comparing Affective Commitment in the Public and Private Sectors: A Comprehensive Test of Multiple Mediation Effects

Employees’ organizational commitment is associated with a number of positive outcomes, such as employee motivation, job satisfaction, productivity, and retention. But previous research has suggested that there may be important sector differences in both commitment and its explanations, yet results are very mixed. We study sector differences in affective organizational commitment among 1,043 public and private office workers who perform very similar tasks across sectors, testing the influence of factors thought to explain commitment and expected to vary between the sectors. We propose that the mixed results are due to different variables mediating the relationship between sector and organizational commitment. Conducting a multiple mediation analysis, we find that more hierarchy negatively mediates the relationship between public sector employment and organizational commitment. On the other hand, the relationship between public sector employment and organizational commitment is positively mediated by public service motivation and participatory management. This highlights the importance of not only studying simple sector differences, but also including relevant individual and organizational-level variables that can explain the mechanisms behind such differences.     

Controlling Administrative Discretion Promotes Social Equity? Evidence from a Natural Experiment

Although social equity has been a formal pillar of public administration for decades, identifying mechanisms through which public officials inadvertently reproduce unfair conditions remains a relevant topic. In particular, it is important to understand how the habits and practices of street‐level bureaucrats may result in an unjust allocation of public resources. This article provides evidence on how the administrative discretion conferred on school principals may result in an efficient but unfair condition regarding the allocation of students across schools, thus undermining social equity. By exploiting a natural experiment, we are able to provide reliable evidence on how controlling administrative discretion decreases the segregation of students based on their socioeconomic status.     

The Impact of Organizational Context and Information Technology on Employee Knowledge-Sharing Capabilities

Sharing knowledge and information is an important factor in the discourses on electronic government, national security, and human capital management in public administration. This article analyzes the impact of organizational context and IT on employees' perceptions of knowledge-sharing capabilities in five public sector and five private sector organizations in South Korea. Social networks, centralization, performance-based reward systems, employee usage of IT applications, and user-friendly IT systems were found to significantly affect employee knowledge-sharing capabilities in the organizations studied. For public sector employees, social networks, performance-based reward systems, and employee usage of IT applications are all positively associated with high levels of employee knowledge-sharing capabilities. Lessons and implications for knowledge-sharing capabilities and management leadership in the public sector are presented.     

Perceptions of Public and Private Performance: Evidence from a Survey Experiment

Media, politicians, and reform proponents frequently assert that public sector organizations are inefficient and burdened by administrative procedures. But are negative stereotypes of the public sector reflected in people's perceptions of public service provision? Given the methodological challenges of isolating the perception of publicness from other factors related to public organizations, little is known about whether public organizations have a negative image. The authors use a survey experimental design to isolate the effect of publicness on perceptions of the performance of hospitals. The results suggest that public sector organizations have a negative image on productivity‐related aspects of performance but not on normative aspects of performance. As this article is a randomized experiment, it provides strong evidence regarding the causal nature of the relationship between publicness and perceptions of performance. Implications for researchers aiming to understand these mechanisms and for public managers concerned about the image of their organization are discussed.     

Public Sector Labor Relations Scholarship: Is There a “There,” There?

Public sector union membership is thriving compared to the private sector. Moreover, public employee unions play a significant role in policy making at every level of government. Yet research on public sector labor relations is sporadic and uneven, perhaps negligible. Why so? This article surveys the literature on public sector unionism and seeks to answer that question. Its conclusion points to a course of action for renewing interest in this seminal field among public administration, management, and policy scholars.     

Management Activity and Program Performance: Gender as Management Capital

Do men and women manage differently? Do their efforts have different impacts on public program performance? Building from a formal treatment of public management and performance, this study investigates how the interaction of gender and management strategies influences organizational performance. Focusing on several hundred public organizations and their top managers over a three‐year period, the analysis maps the gender question onto Mark Moore's distinction among managing upward toward political principals, downward toward organizational agents, and outward toward the networked environment. Findings indicate that women and men as top managers have different performance impacts, and these impacts vary by managerial function as well.     

Management Roles in Political and Senior Civil Servant Positions: A Multiple-Study Approach

ABSTRACT

A recent trend in public administration studies has been to assess how public management is performed by politicians and top civil servants. Surprisingly, little is known about how these different posts develop their management roles. Following seminal management studies, we focus on core management roles to compare the ways in which politicians and top civil servants develop their management responsibilities within public organizations. Empirical evidence is provided by triangulating three separate studies developed in Spain. Results from the triangulation show that there is unmistakable evidence of differentiations between politicians and top civil servants when performing their managerial roles.     

Controlling Federal Agencies: The Contingent Impact of External Controls on Worker Discretion and Productivity

ABSTRACT

Previous scholarship has investigated why legislatures sometimes choose to delegate policy choice to executive agencies, but there is little research on the consequences of the choice to delegate or not. Using a multiple principal-agent framework, this paper provides empirical evidence regarding the impact of legislative delegation and agency discretion on the work of U.S. government employees. Findings suggest that delegation directly reduces employee discretion only in client service agencies; its direct effects on employee productivity are more evident but varied. Legislative delegation is also associated with more executive political appointees, whose presence reduces both employee discretion and productivity. Whether employees with more discretion are more productive than those with less depends on their commitment to the job: employees who like their work more than their pay use their discretion to enhance productivity, while employees who like their pay more than their work use their discretion to reduce productivity.     

Are prisoners Clients?

Public servants should identify their clients. As a statement of modern practice it seems unobjectionable. The emphasis of modern management has shifted from die inputs and processes to the outputs and recipients of government services. The language of the public sector has been infused with the rhetoric of the private, with discussion of customers and clients, rather than, as previously, recipients and patients. In many places the benefits are apparent, with officials less concerned with ensuring that every minute process is satisfied and more directed to the needs of those whom they service. My concern here is not to challenge the notion that a concentration on clients and customers is desirable; in places it clearly is. Rather I want to suggest that while a client focus may be applicable in some facets of public policy it is not universally so. There are instances where the attempt to classify everyone as clients may be counterproductive and strip the concept of useful meaning.     

A Knowledge‐Based Approach to Public Value Management: A Case Study of Change Implementation in Disability Services in Western Australia

This paper provides a knowledge‐based perspective to understanding public value management (PVM). As distinct from other approaches to public administration, PVM focuses on collaborative capacity building for the creation of public value. To develop the notion of PVM further, we explore the role of a knowledge‐based strategy in a case study of change implementation in 18 disability service organisations in Western Australia. Our findings show important inter‐relationships between knowledge management strategy, adopting a person‐centred approach to service provision, and sustainability of change implementation. We discuss the implications of the study for disability sector change management and for the further exploration of the strategic role of knowledge management capabilities in the study and practice of PVM in public sector administration. The paper explores the relationship between an organisation's knowledge capture and sharing systems and processes and its ability to implement change in a way that generates long‐term benefits for both public sector employees (e.g., engaging with key stakeholders to generate innovative solutions for serving client needs) and clients (i.e., increased well‐being through better service design and support).     

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.     

Public Service and Motivation: Does Mission Matter?

This study advances our understanding of employee work motivation and performance in the public sector by reinterpreting the literature on public service motivation within the psychological framework of goal theory. An empirical test of this new framework suggests that goal theory provides a strong theoretical foundation for understanding the independent contributions of task, mission, and public service to employee work motivation and performance. The importance of an organization's mission increases employee work motivation in the public sector by making the job more important, even after controlling for the effect of performance-related extrinsic rewards.     

(Un)principled principals, (un)principled agents: The differential effects of managerial civil service reforms on corruption in developing and OECD countries

Do management practices have similar anticorruption effects in OECD and developing countries? Despite prominent cautions against “New Zealand” reforms which enhance managerial discretion in developing countries, scholars have not assessed this question statistically. Our article addresses this gap through a conjoint experiment with 6,500 public servants in three developing countries and one OECD country. Our experiment assesses Weberian relative to managerial approaches to recruitment, job stability, and pay. We argue that in developing countries with institutionalized corruption and weak rule of law—yet not OECD countries without such features—“unprincipled” principals use managerial discretion over hiring, firing, and pay to favor “unprincipled” bureaucratic agents who engage in corruption. Our results support this argument: managerial practices are associated with greater bureaucratic corruption in our surveyed developing countries, yet have little effect in our OECD country. Alleged “best practices” in public management in OECD countries may thus be “worst practices” in developing countries.     

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.     

Collective Reputations Affect Donations to Nonprofits

Maintaining their organization's reputation is an important challenge for nonprofit managers. Organizations are often linked via a common reputation within their industry or sector such that publicity about one organization can spill over to affect how stakeholders view its peers. The linkages of common reputations may be particularly pronounced among nonprofits because important dimensions of their quality are difficult to observe directly. In this paper, we show that when the third‐party evaluator Charity Navigator rates nonprofits and displays ratings of their peers, it creates a collective reputation among groups of nonprofits performing similar functions in the same region. Through an analysis of 3,413 charities from 1993 through 2008, we find that donations to nonprofits rated by Charity Navigator rise and fall with the published Charity Navigator ratings of their peers. The effect appears to be due to the charity updating fundraising choices in response to the ratings rather than donor reactions. The presence of collective reputations has important implications for nonprofit management, such as collective self‐regulation programs.     

When industrial policy shapes public sector reform: Total quality management in Britain and France

Approaches seeking to explain the development of TQM ideas in government are very much ‘business‐centric’. The goal of this article is to show that in reforming the public sector, policy‐makers did not simply follow the lead of the private sector because ‐ in the case of TQM ‐ the private sector was itself, to some extent at least, led by government. In the mid‐1980s, Britain and France launched nationwide ‘quality initiatives’ which provided money for businesses to buy management consulting expertise. Through the implementation of these policies, consultants built channels of communication with the state, and this subsequently opened possibilities for consultants to help transfer TQM ideas from the industrial policy area to the field of public sector reform.     

The Boston Marathon Bombings: Who's to Blame and Why It Matters for Public Administration

This article examines how elite attributions of blame—statements from politicians and high‐level public administrators assigning responsibility for failure to prevent the Boston Marathon bombings—affect citizens’ beliefs regarding which government organizations, if any, are culpable for failing to prevent the bombings. The primary hypothesis is that public administrators, owing to their greater credibility relative to politicians, will more strongly influence citizens’ notions of who is to blame. Findings show that public administrators are viewed as significantly more credible among Democrats, and this credibility advantage translates into influence. Additionally, blame statements implicating the Federal Bureau of Investigation for failing to prevent the Boston Marathon bombings are particularly influential among Republicans, and exculpatory statements are particularly influential among Democrats. As discussed in the context of the Boston Marathon bombings, the public process of attributing blame for a perceived governmental failure has important implications for public administration.     

Cutback Management and the Paradox of Publicness

Cutback management in the public sector poses unique problems. More than 30 years ago, Charles Levine illustrated these problems by discussing the paradoxes of cutback management in public organizations. Building on Levine's work on cutback management and developments in publicness theory, the author provides a contemporary perspective on cutback management. He asserts that publicness creates paradoxical tensions in different domains such as organizational goals, employee motivation, and organizational performance. These tensions need to be embraced in both theoretical discussions of and practical engagement with cutback management. Instead of a short‐term, reductionist approach to cutback management, a holistic and long‐term perspective is necessary.