Leadership and Public Service Motivation in U.S. Federal Agencies

ABSTRACT

This analysis of over 6,900 federal employees’ responses to the Merit Principles Survey 2000 examines the influences of leadership and motivational variables, and especially public service motivation, on the “outcome” variables job satisfaction, perceived performance, quality of work, and turnover intentions. CFA confirms a factor structure for transformation-oriented leadership (TOL), public service-oriented motivation (PSOM), transaction-oriented leadership (TSOL), and extrinsically oriented motivation (EOM). Multivariate regression analysis shows that TOL and PSOM, as well as interaction effects of TOL-TSOL and TOL-PSOM, have strong relations to the outcome variables. SEM analysis examines direct and indirect effects of the main variables. Overall, the results indicate that TOL and PSOM have more positive relations to the outcome variables than do TSOL and EOM. The combination of high TOL and high PSOM has the strongest positive, and hence desirable, relation with organizational outcomes. Among this very large sample of federal employees, those who perceived their leader as displaying TOL (i.e., leadership that is encouraging, supportive, informative, and that emphasizes high standards) also expressed higher levels of PSOM and higher levels of job satisfaction, perceived performance and work quality, and lower turnover intentions. The SEM analysis further indicates that TOL has these effects by way of empowerment, goal clarification, and PSOM, and is distinct from TSOL (transaction-oriented) leadership, which shows no such relationships.     

公共行政的显性结构与隐性结构

公共行政体系包含双重结构:一种是显露于外的显性结构,另一种是隐藏在显性结构背后的隐性结构。每一层结构都是由诸多要素构成的,是结构化的整体。然而,在公共行政研究中,人们所关注的仅仅是其显性结构,组织设计、制度安排以及行政行为的展开,都是在显性结构的层面上做文章,行政改革也总是在公共行政的显性结构层面上寻求变革,而公共行政的隐性结构则受到忽视。可是,公共行政的隐性结构并不因为人们对它的忽视而不发挥作用,在现实的行政实践中,隐性结构及其构成要素时时刻刻都发挥影响作用。所以说,科学的公共行政研究及其实践需要在关注行政显性结构的同时,也去认识行政隐性结构,并着力把握它们之间的互动和相互转化。只有这样,才能总体性地把握公共行政体系,从而获得开展行动的科学方案。     

Representation and Inclusion in Public Organizations: Evidence from the U.K. Civil Service

Theories of workforce diversity in the public sector assume that organizations that are more representative of the population they serve are more likely to foster an inclusive work climate in which individuals from different sections of society can thrive. The authors examine this assumption by studying whether gender and minority ethnic representativeness are related to perceptions of inclusiveness and the experience of discrimination and bullying within U.K. civil service organizations. Findings suggest that gender representativeness and minority ethnic representativeness are both associated with an inclusive work climate, with each aspect of representativeness positively related to higher perceptions of inclusion and lower levels of discrimination and bullying. The theoretical and practical implications of the findings are discussed.     

Partnership in Economic Development: The Case of U.K. Local Enterprise Agencies

The rapid development of local enterprise agencies in Britain in the 1980s has been an important focus for the increasing involvement of the private sector in economic development. These agencies present themselves as locally oriented partnerships and the paper draws on evidence from a recent survey, undertaken by the author in Greater London, to show what partnership can mean in practice. A particular focus is the relation between enterprise agencies and local authorities. This leads to a discussion of some of the policy issues arising from the development of these agencies which is part of a wider growth of the non-elected state in Britain through the decade. It is argued that their development raises important questions concerning their lack of local democratic accountability.     

Change Management—Strategy and Values in Six Agencies from the Australian Public Service

Change is a ubiquitous theme in management literature, but empirical studies that seek to draw lessons from the experience of managing change are rare. By investigating patterns of change management in six Australian federal agencies, we elicit a number of factors contributing to success—though "success" is itself not a clear-cut concept in this area. We found support for a number of broad themes already apparent in the literature and suggest that change processes that have the support of the workforce require good leadership, an appropriate model of change, some room for negotiation and compromise, and well-planned communication.     

Leveraging Technologies in Public Agencies: The Case of the U.S. Census Bureau and the 2010 Census

Emerging technologies are transforming government agencies and the nature of governance and pose new challenges for public managers. Under the leadership of Steven J. Jost, associate director for communications, the U.S. Census Bureau leveraged emerging technologies during the 2010 Census to complete the project under budget while also engaging citizens through the design of viable participatory platforms. The 2010 Census campaign focused on increasing response rates and encouraging citizen participation through innovations in the communication process with citizens and through the infusion of technology. The Census Bureau also effectively managed risks associated with the use of emerging technologies. The authors examine the innovations, the risks, and the effort to manage those risks under Jost’s leadership.     

The relationship between the Financial and industrial sector in the U. K. economy

The article attempts to specify the relationship between industrial and commercial activity and the financial system within the UK economy. It does this in two ways. In the first place through a discussion of the different forms and circuits of capital which designate of the important relationships and categories integrating the financial and the industrial sectors. Secondly it assesses the specific form of the circuit of finance capital within the UK economic formation and points to some of the implications of this for the proposals to take into public ownership the Commercial Banks and Insurance Companies.     

The U.S. Federal Executive in an Era of Change

This article examines changes in the background characteristics, attitudes, and behavior patterns of high-level U.S. federal executives. It also considers the impact of the New Public Management (NPM) movement. The data indicate that despite intense struggles about the role of the public sector, top civil servants remain a well-educated, experienced, and highly motivated group, the members of which compare favorably to top executives in the private sector. The data also suggest that the Civil Service Reform Act (CSRA) of 1978 has been effective in producing a more politically responsive corps of career civil servants, and that administrators (both career and noncareer) are increasingly attuned to the more technical and legal aspects of their roles and less oriented to protecting particular interests or clientele groups. NPM-style changes are still in progress and remain controversial, but it appears that political leaders continue to have an excellent (and increasingly diverse) group of career people to work with and a system that—at least in part due to the CSRA reforms—is more responsive to them than before. The top part of the U.S. bureaucracy may have been bent and reshaped in many ways over the last thirty years, but, despite widely publicized fears, it has not broken.     

Appropriations Politics in Congress: The House Appropriations Committee and the Executive Agencies

In the topsy-turvy world of congressional budgeting, last year's analysis is often out of date this year. How, then, could a work as old as most college sophomores have any relevance today? Richard Fenno's The Power of the Purse is a classic that passes the most challenging test of all time. Despite the very significant changes that have occurred in the congressional budget and appropriations processes, more than mere historical interest is to be found in Fenno's masterful study. While there are many relevant parts of the book, the following selection is from Fenno's exploration of the interplay between agency budget officials and the appropriations subcommittees. It was a pleasure to read these chapters again and I suspect that many other readers will be surprised at how insightful and fresh the study remains.     

Contrast and Foundation of the Public Oversight Roles of the U.S. Government Accountability Office and the U.K. National Audit Office

This paper examines and compares, according to the New Public Management approach, the U.S. watchdog, the Government Accountability Office, in its ability to oversee and call to account the executive branch of government, and its U.K. counterpart, the National Audit Office. Results of this examination indicate that the Government Accountability Office is more effective than its U.K. counterpart. Its greater effectiveness is attributable to the fact that it derives its powers and legitimacy from a written constitution; in contrast, in the United Kingdom there is no equivalent document defining the relationship between the state and the citizenry. As a consequence, the powers, duties, and self-perception of the National Audit Office are significantly weaker and more mutable than those of the Government Accountability Office.     

Big Data and U.S. Public Policy

This paper examines the growing recognition of the phenomenon called “Big Data” and the policy implications it poses. It is argued that a core policy issue is personal and organizational privacy. At the same time there is a belief that analysis of “Big Data” offers potentially to provide public sector policy makers with extensive new information that would inform policy at unprecedentedly detailed levels. Despite this potential to improve the policy‐making process data often contain individual identifiable information that would negatively impact American core values such as privacy. This makes the use of these data almost impossible. The paper recognizes that there may be a way to strip individual data from Big Data sets thereby making their analysis more policy useful. This approach is not at this time technically feasible but research is ongoing.     

Diversity Management, Job Satisfaction, and Performance: Evidence from U.S. Federal Agencies

A number of organizations across sectors have begun efforts toward managing workforce diversity. At the federal level in the United States, almost 90 percent of agencies report that they are actively managing diversity. However, very little empirical research has tied diversity management to work group performance or other work-related outcomes. This paper uses a survey of U.S. federal employees to test the relationships between diversity management, job satisfaction, and work group performance. The findings indicate that diversity management is strongly linked to both work group performance and job satisfaction, and that people of color see benefits from diversity management above and beyond those experienced by white employees.     

Public management reform and organizational performance: An empirical assessment of the U.K. Labour government's public service improvement strategy

We present the first empirical assessment of the U.K. Labour government's program of public management reform. This reform program is based on rational planning, devolution and delegation, flexibility and incentives, and enhanced choice. Measures of these variables are tested against external and internal indicators of organizational performance. The setting for the study is upper tier English local governments, and data are drawn from a multiple informant survey of 117 authorities. The statistical results indicate that planning, organizational flexibility, and user choice are associated with higher performance. Conclusions are drawn for the theory and practice of public management reform. © 2006 by the Association for Public Policy Analysis and Management     

Public Administration, Science, and Risk Assessment: A Case Study of the U.K. Bovine Spongiform Encephalopathy Crisis

The bovine spongiform encephalopathy (BSE) outbreak in the United Kingdom is regarded as one of the worst public policy crises the British government has experienced during the postwar era. In material terms, it has led to the slaughter of 3.3 million cattle and estimated economic losses of £3.7 billion. In administrative terms, the crisis brought about the dissolution of the Ministry of Agriculture, Fisheries and Food. This article examines the istitutional context in which decisions about the scientific evidence on BSE were made. The authors argue that a centralized system in which government agencies control science for government is inherently vulnerable to alliances of experts and interest groups that undermine the credible assessment of public health and safety risks. Specific societal conditions may encourage risk-opportunistic behavior among policy makers that is conducive to delays and inaction until such time as the evidence of a health risk becomes overwhelming.