Intensifying Social Exchange Relationships in Public Organizations: Evidence from a Randomized Field Experiment

In accordance with social exchange theory, prominent streams of management research emphasize the importance of reciprocal exchange relationships between organizations and their employees. When employees perceive themselves as supported by the organization, they reciprocate with increased work motivation. However, we do not know how this knowledge can be developed into management initiatives that increase public employees’ perceived support, because severe endogeneity problems make it difficult to estimate the effect of organizational support on employee commitment outside the laboratory. We use a randomized field experiment involving more than 800 public employees to estimate the effect. We find no average effect of the organizational support treatment on the employees’ perceived organizational support. Yet, a subgroup analysis shows a positive treatment effect when the employees’ local front‐line managers felt less supported prior to the intervention. We discuss the implications for theory and management practice. ©2012 by the Association for Public Policy Analysis and Management.     

Documentation Requirements,Intrinsic Motivation,and Worker Absence

ABSTRACT

Command systems are widely used to monitor public service provision, but little is known about unintended effects on individual workers’ motivation and work effort. Using insights from motivation crowding theory, we estimate a SEM model that captures how Danish childcare assistants and social/healthcare assistants perceive documentation requirements. We analyze how this perception relates to intrinsic motivation measured in a survey and sickness absence as reported in administrative registers, and find that individuals who perceive documentation requirements as controlling have lower intrinsic motivation and higher sickness absence. The association is statistically significant, but very small in substantive terms. The result is nevertheless consistent with the expectation in motivation crowding theory and contributes to the literature by including a new, reliable behavioral variable—sickness absence—and by drawing attention to possible downsides of command-and-control. Even though command systems can also have positive disciplining effects, knowledge about potential drawbacks is important for public managers.     

Public Service Motivation,Task, and Non-task Behavior: A Performance Appraisal Experiment with Korean MPA and MBA Students

ABSTRACT

Appraisals of public employees are important for a host of reasons, and particularly so with the increasing emphasis on pay-for-performance systems and performance-based management in the public sector. However, managerial appraisals of employees can be somewhat subjective and our understanding of the appraisal process in the public sector is largely U.S.-centric. In this study, we explore whether characteristics of managers, like a rater's public service motivation (PSM), affect appraisal outcomes for their subordinates. Using a mixed experimental design, we analyze these dynamics in a non-U.S. context with MBA and MPA students enrolled in one of Korea's top universities. We find that rater PSM moderates the influence of both task and non-task behavior on an employee's performance appraisal.     

Coproduction and Equity in Public Service Delivery

Public managers and researchers devote much attention to the benefits of coproduction, or the mixing of the productive efforts of public employees and citizens in public service design and delivery. One concern, however, is the distributional consequences of coproduction. This article proposes that disadvantaged citizens may be constrained by a lack of knowledge or other resources necessary to contribute to and benefit from the coproduction process. From this assumption, the authors develop the theoretical argument that if coproduction programs were designed to lift constraints on disadvantaged citizens, they might increase both efficiency and equity. This claim is tested using a field experiment on educational services. A coproduction program providing immigrant parents with knowledge and materials useful to their children's early educational development had a substantial positive impact on the educational outcomes of disadvantaged children, thereby diminishing inequity. Economically, the program was more efficient than later compensation of low‐performing children.     

Governing aboriginal justice in Canada: Constructing responsible individuals and communities through ‘tradition’

In recent years, Aboriginal justice projects have gained in popularity in such places as Australia, New Zealand, the United States, and Canada. However, these programs have remained relatively insulated from external critique, particularly as it relates to the problem of grafting “traditional” principles onto non-traditional forms of social organization. The purpose of this paper is to discuss this shortcoming in the context of examining the relationship between newly emerging neo-liberal discourses about personal responsibility and the function of “community” as a domain of freedom, in Aboriginal restorative justice programs in Canada. This revised version was published online in July 2006 with corrections to the Cover Date.     

Are transformational and transactional types of leadership compatible? A two‐wave study of employee motivation

Transformational and transactional leadership strategies have become prominent in public administration research, but it is unclear whether they are compatible or whether they could undermine each other. We examine the combined and interactive effects of transformational and three types of transactional leadership (contingent verbal rewards, material rewards, and sanctions) on employee work motivation, conceptualized as work engagement and intrinsic motivation. Panel analyses using repeated measures of 385 leaders and 3,797 employees show that transformational leadership and contingent verbal rewards increased employee motivation. However, simultaneous use of contingent material rewards undermined the benefits of transformational leadership. Thus, the motivational potential of service‐ or community‐oriented visions was undercut when leaders also appealed to extrinsic material motives. This could help explain why financial incentives do not always have the expected benefits in public organizations. We therefore argue that research and practice should pay more attention to how different leadership strategies work in combination.     

Professional development leadership in turbulent times: Public administration symposium: Robust politics and governance in turbulent times

Intense turbulence means that parameters change, interdependencies unexpectedly become critical, and public organizations experience unpredictable tempo shifts. Existing studies have explored how public managers can exercise leadership specifically aimed at obtaining dynamic resilience, but more knowledge about leadership and turbulence intensity is needed. Combining existing theoretical knowledge about robust governance in turbulent times and in-depth analysis of 31 interviews, we examine how public managers exercise professional development leadership in situations where events, demands, and support interact in variable, inconsistent, unexpected, and unpredictable ways. We find it highly relevant for public managers to both develop and (de)activate professional norms and knowledge in such situations, implying that professional development leadership is important in turbulent times.     

Silent innovation: corporate strategizing in early nanotechnology evolution

Nanotechnology offers a rare opportunity to study the early evolution of a new generic technology in real time. This paper suggests focusing more on the market formation side, rather than technology generation, when seeking to explain technology evolution. Applying an evolutionary capabilities perspective, the paper examines how firms organize innovation in the early embryonic stages of a technology and how the market as a selective device undergoes qualitative change as part of economic evolution. The traditional Danish window chain is used as a case. A model of nanotechnology evolution is proposed which suggests that nanotechnology commercialization is significantly driven by small and medium-sized firms based on their internal knowhow, with larger firms as important suppliers of know how. These smaller firms are adept at addressing social needs which appear to be key factors in the nano-commercialization process. A taxonomy of nine enterprise strategies for entry into nanotechnology is suggested. The paper identifies a marked shift in marketing strategizing among the nanotechnology innovative companies, from being “loud” around the turn of the millennium to becoming increasingly “silent” at the present time, illustrating the unconsolidated stage of the current nanotechnology market.     

Suicide after deployment in UN peacekeeping missions--a Danish pilot study

This pilot study looks at the frequency of suicide among Danish soldiers who took part in the UN mandated forces (UNMF) during the 1990's. In a contingent of nearly 4000 Danish UN soldiers four suicides were documented, two of whom committed suicide less than one month before deployment and two who committed suicide within a year after discharge from mission. Contributing factors, prevention strategies, and implications for future research are discussed.