Motivated to Adapt? The Role of Public Service Motivation as Employees Face Organizational Change

Researchers concerned with organizational change have consistently emphasized the role that the work environment plays in employee acceptance of change. Underexamined in the public management literature, however, is the role that employee values, particularly public service motivation (PSM), may play in employee acceptance of change. Some scholars have noted a positive correlation between employee PSM and organizational change efforts; this article extends this work by attempting to isolate the mechanisms that explain this relationship. Using data from a survey of employees in a city undergoing a reorganization and reduction in workforce, the authors find that only employees who scored high on a single dimension of PSM—self‐sacrifice—were more likely than others to support organizational change. Rather than support changes for their potential to improve public service, this finding suggests that employees with higher PSM may simply be less likely to resist changes that might disadvantage them personally.     

Politicization,Bureaucratic Legalism,and Innovative Attitudes in the Public Sector

Previous studies have identified institutional, organizational, and individual factors that promote innovation in public organizations. Yet they have overlooked how the type of public administration—and the type of administrators—is associated with innovative attitudes. Using two large, unique comparative data sets on public bureaucracies and public managers, this article examines how bureaucratic politicization and legalistic features are associated with senior public managers’ attitudes toward innovation in 19 European countries. Results of multilevel analysis indicate that the bureaucratic politicization of an administration and the law background of public managers matter. Public managers working in politicized administrations and those whose education includes a law degree exhibit lower pro-innovation attitudes (i.e., receptiveness to new ideas and creative solutions and change orientation).     

State and Local Fiscal Sustainability: The Challenges

At the state and local level, fiscal sustainability is the long‐run capability of a government to consistently meet its financial responsibilities. It reflects the adequacy of available revenues to ensure the continued provision of the service and capital levels that the public demands. After examining separate revenue and expenditure trends for state and local governments, this article identifies three specific sets of pressures that affect subnational fiscal sustainability—cyclical, structural, and intergovernmental. It then presents three specific examples of these pressures: Medicaid, pensions and retiree health benefits, and infrastructure. The author asserts that without changes in the fiscal system—in both revenues and expenditures—state and local fiscal sustainability will disappear. It concludes with some potential solutions but argues that the most difficult reform is to ensure that the public understands that there is no such thing as a free lunch.     

Does Agency Autonomy Foster Public Participation?

Allocation of public resources is an area in which considerations of both economic efficiency and democratic legitimacy are likely to be present. Public administrators are often blamed for being too devoted to the norms of bureaucratic ethos, such as efficiency, effectiveness, and top‐down control, and less so to the norms of democratic ethos, such as inclusiveness and bottom‐up decision making. This article examines whether managers in agencies with greater budget autonomy are more likely to include the public when allocating resources. Because participation offers an opportunity for agencies to enhance the legitimacy of their decisions, it is expected that the value of citizen input will increase with the degree of agency autonomy. Using data on the practices of citizen participation in budgeting in two state departments—transportation and environment—this study finds that agencies with a higher degree of autonomy tend to be more open to public comment than agencies with more centralized budget processes.     

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.     

The Strategic Use of Information Technology by Nonprofit Organizations: Increasing Capacity and Untapped Potential

How are nonprofits using information technology to enhance mission‐related outcomes and boost organizational performance? The authors examine a large‐scale survey of nonprofits’ technology planning, acquisition, and implementation to assess the strategic use of IT in these organizations. They evaluate nonprofits’ strategic technology‐use potential by examining IT‐related competencies and practices that are critical for the successful strategic employment of technology resources. Several promising developments are found, alongside significant deficits in the strategic utilization of IT, especially in the areas of financial sustainability, strategic communications and relationship building, and collaborations and partnerships. To boost IT’s mission‐related impact, nonprofits must enhance their organizational capacities in long‐term IT planning, budgeting, staffing, and training; performance measurement; Internet and Web site capabilities; and the vision, support, and involvement of senior management.     

Core Concepts and Key Ideas for Understanding Public Sector Organizational Networks: Using Research to Inform Scholarship and Practice

This article provides an overview of the key research findings and core concepts on the topic of organizational networks. The primary focus is on goal‐directed “whole” service delivery networks, which are prevalent in the public and nonprofit sectors. The findings and ideas presented are especially salient for helping public managers build, maintain, operate, and govern multiorganizational networks in ways that will enhance their effectiveness. Because research and theory on networks extend well beyond the boundaries of public management and administration, the authors draw on thinking from a number of fields, providing a broad understanding of public networks and network functioning. The article is intended to provide usable information on networks for both practitioners and students, as well as to suggest directions for future research for the many public management scholars who now study organizational networks.     

Only When We Agree! How Value Congruence Moderates the Impact of Goal‐Oriented Leadership on Public Service Motivation

Questions of how and when managers can motivate the workforce of public organizations are fundamental for scholars and practitioners alike. A dominant assertion is that goal‐oriented leadership strategies, such as transformational leadership, foster public service motivation (PSM). However, existing studies rely on designs that are vulnerable to endogeneity and rarely investigate the scope conditions of the leadership‐PSM relationship. Combining a field experiment with 364 managers and surveys of their 3,470 employees, the authors show that transformational leadership and transactional leadership, when induced experimentally, do not have the claimed positive effect on PSM. In fact, the results indicate that goal‐oriented leadership can have demotivating effects when employee and organizational values are incongruent. Public managers should therefore carefully assess existing levels of value (in)congruence before implementing goal‐oriented leadership strategies, and—in case of value conflicts—seek to align perceptions of the desirable among members of the organization.     

Self‐interest in new wrapping: “Appeal to the public interest” as a topos in lobbying

This article explores public affairs and lobbying strategies that make public appeals beyond organizational self‐interest and instead focus on appeals to the public interest. While research has highlighted such appeals as a staple for lobbying campaigns, there is scant research exploring the communicative construction of this notion. Thus, this article uses the rhetorical concept of topos to explore how lobbyists attempt to fuse their private interests with a broader appeal to what is best for society. In particular, we discuss how different types of organizations have different rhetorical opportunities to ground their arguments. Finally, we discuss the democratic implications of appeals to the public interest as a standard lobbying strategy.     

G.W.F. Hegel on Self‐Determination and Democratic Theory

This article claims that the major alternative models of contemporary democratic theory—the aggregative, deliberative, and agonistic models—are grounded on a norm of self‐determination, but each conceptualizes this self‐determination in a different, and one‐sidedly narrow, way. G.W.F. Hegel provides a conceptual scheme in which to understand the development and synthesize the insights of these three articulations of self‐determination. He also argues that the political embodiment of a complete self‐determination must be founded on economic self‐interest, though a self‐interest expanded to a concern for the common good through the experience of self‐government in one's economic and political associations. Thus, rather than separating economic and political spheres, as contemporary democratic theorists do, Hegel makes a case that modern self‐determination requires a structural harmony between these spheres.     

Beyond Weber: Conceptualizing an alternative ideal type of bureaucracy in developing contexts

The study of public administration in developing countries requires that we look beyond the Weberian model as the only ideal type of bureaucracy. When we assume that there exists only one gold standard of public administration, all other organizational forms that do not conform to the Weberian ideal are dismissed as corrupt or failed. Drawing on neo‐institutional economics, I introduce an alternative ideal type of bureaucracy found in contemporary China. This model, which I call bureau‐franchising, combines the hierarchical structure of bureaucracy with the high‐powered incentives of franchising. In this system, public agencies can rightfully claim a share of income earned to finance and reward themselves, like entrepreneurial franchisees. Yet distinct from lawless corruption, this self‐financing (or prebendal) behavior is sanctioned and even deliberately incentivized by state rules. Although such a model violates several Weberian tenets of “good” bureaucracy, it harnesses and regulates the high‐powered incentives of prebendalism to ameliorate budgetary and capacity constraints that are common in developing countries like China.     

We All Need Help: “Big Data” and the Mismeasure of Public Administration

Rapid advances in our ability to collect, analyze, and disseminate information are transforming public administration. This “big data” revolution presents opportunities for improving the management of public programs, but it also entails some risks. In addition to potentially magnifying well‐known problems with public sector performance management—particularly the problem of goal displacement—the widespread dissemination of administrative data and performance information increasingly enables external political actors to peer into and evaluate the administration of public programs. The latter trend is consequential because external actors may have little sense of the validity of performance metrics and little understanding of the policy priorities they capture. The author illustrates these potential problems using recent research on U.S. primary and secondary education and suggests that public administration scholars could help improve governance in the data‐rich future by informing the development and dissemination of organizational report cards that better capture the value that public agencies deliver.     

Goal Setting in the Australian Public Service: Effects on Psychological Empowerment and Organizational Citizenship Behavior

Do specific and difficult job goals have a positive, negative, or negligible effect on higher levels of performance in the form of organizational citizenship behavior (OCB) among government employees? Importantly, how do they influence OCB: directly and/or indirectly through psychological empowerment? This article on a small group of Australian federal government employees draws from the goal‐setting and self‐determination theories to provide a better understanding of how goal setting affects OCB. Findings show that goal specificity largely influenced OCB indirectly through psychological empowerment. In contrast, goal difficulty raised OCB directly and through the partial mediating effect of psychological empowerment.     

People must change before institutions can: a model addressing the challenge from administering to managing the maltese public service

The Maltese public service is currently undergoing major organisational changes to enhance its efficiency and effectiveness in its service delivery. The great majority of these changes have focussed on re‐organising the macro‐level, namely strategy, processes and structures. This is not an easy feat as local external power forces leave their impact in the process. It is argued, however, that one way to circumvent these resisting forces is to empower the real agents of change: the administrators of the public service. For some reason, the micro‐level has been neglected and has been generally absent from the agenda of the major change programme with a few exceptions. This article throws light on this level by proposing an intrapersonal, psychological and pedagogical model for change that may complement and accompany the larger macro changes. The authors suggest that the model can be developed in a practical way to motivate change from within the person and not just push change around the person. Copyright © 2005 John Wiley & Sons, Ltd.     

Politics of private regulation: ISEAL and the shaping of transnational sustainability governance

Scholars describe the proliferation of sustainability standards by multi‐stakeholder initiatives as part of an organizational field for sustainability. The aim of this article is to gain a better understanding of the institutionalization process of this global organizational field by focusing on the case of the ISEAL Alliance (the global association for sustainability standards). We show how ISEAL puts specific strategies into place to both reinforce and expand the role and influence of sustainability standards. This institutional entrepreneurship consists primarily of two dimensions: institutionalizing macro‐standards based on a market‐driven and procedural vision of sustainability; and simultaneously legitimating both the tools and ISEAL through internal and external enrolments and entanglements. The characterization of ISEAL's activities in this way brings politics back into the analysis of sustainability standard‐related technical debates and extends our understanding of how the micro‐dynamics within organizational fields are interdependent upon macro‐dynamics outside organizational fields.     

Levels of Value Integration in Federal Agencies' Mission and Value Statements: Is Open Government a Performance Target of U.S. Federal Agencies?

The Barack Obama administration advanced open government initiatives to make federal administration more open, accountable, and responsive to citizens. Yet a question remains whether federal administrators took notice. This article examines changes in the extent to which U.S. federal agencies have integrated the three core principles of open government—transparency, public participation, and collaboration—into their performance planning. By analyzing 337 annual performance plans of 24 major federal agencies from fiscal years 2001 to 2016, the authors found that, overall, the level of integration of open government into performance planning has been trending higher since the early 2000s. During the Obama presidency, integration initially rose sharply but later declined. Findings also show that agencies' stated core values regarding open government are not consistently integrated into their performance plans. The implications of these findings for incorporating democratic‐constitutional values into holistic performance management are considered.     

For the Want of a Nail: The Interaction of Managerial Capacity and Human Resource Management on Organizational Performance

Human resource management and managerial capacity are well documented in the public management literature as integral management functions. The field has devoted attention to the importance of human resources, but it has yet to consider whether human resource management interacts with capacity in attaining organizational outcomes. Using a large‐N, multiyear data set of public organizations, this article seeks to rectify this gap in the literature. The findings validate scholarly arguments on the importance of public organizations’ need to manage human resources and capacity effectively, identifying just the right combination for performance gains. Empirical results encourage practitioners to consider the ways in which human resource management and capacity work together to influence performance but sometimes undermine each other in counterintuitive ways.     

Managing in the Regulatory Thicket: Regulation Legitimacy and Expertise

Although the influence of government regulation on organizations is undeniable, empirical research in this field is scarce. This article investigates how the understanding of and attitudes toward government regulation among public, nonprofit, and for‐profit managers affect organizational performance, using U.S. nursing homes as the empirical setting. Findings suggest that managers’ perceptions of regulation legitimacy—views of regulation fairness, inspectors’ effectiveness, and internal utility of the mandates—positively affect service quality. Subgroup analysis suggests that managers’ views of regulation matter in nonprofit and for‐profit organizations but not in public organizations. In nonprofit homes, performance declines when managers report higher regulatory expertise—better knowledge of the regulatory standards. In for‐profit facilities, frequent communication with regulators lowers quality. These findings suggest that the regulated entities’ views of government regulation are central to their success, which necessitates improvements in the regulatory process.     

Using Common‐Pool Resource Principles to Design Local Government Fiscal Sustainability

This article analyzes local government fiscal sustainability as a common‐pool resource (CPR) problem. Comparing the experiences of Los Angeles County, San Bernardino City, and San Bernardino County, California, the analysis applies a framework developed from three decades of CPR research to show the importance of six micro‐situational variables—communications with the full set of participants, known reputations of participants, high marginal per capita return, entry or exit capabilities, longer time horizon, and agreed‐upon sanctioning capabilities—in shaping collective action dynamics and building the trust and reciprocity among stakeholders needed to achieve fiscal sustainability. The underlying contextual conditions for these micro‐situational variables vary based on specific socioeconomic and political settings, but the findings suggest that institutions and processes can be designed based on several well‐tested principles in CPR governance to encourage stakeholders to look beyond their immediate self‐interests and make decisions that account for the community's long‐term fiscal sustainability.     

Board Diversity,Stakeholder Representation,and Collaborative Performance in Community Mediation Centers

Does board diversity or representativeness influence organizational performance? Though it is understudied in both the public and the nonprofit sectors, learning more about this critical subject can enhance organizational performance within highly collaborative settings. Community mediation centers, which rely on multiple public and private resources to meet their programmatic objectives, provide excellent case studies for analyzing the impact of different kinds of interorganizational linkages on organizational performance. A multitheoretic view incorporating agency, resource dependence, and stakeholder perspectives is employed through a national sample and a two‐stage analysis using a logic model to test the cumulative impact of board characteristics and interorganizational relationships on organizational outcomes. Organizations’ collaborative capacity depends on several kinds of boundary‐spanning activities, including network ties, revenue sources, and the number of stakeholder groups represented on the board.