The decisive impact of tax administration practices on firms’ corruption Experience and Perceptions: Evidence from Europe and Central Asia

Two competing conceptualizations of corruption in the literature view it either as efficient or burdensome from firms’ perspective. Using data on the prevalence and the nature of firms’ interactions with tax authorities in twenty-eight Eastern European and Central Asian (ECA) countries, this paper contributes to evaluation of competing ideas in the literature about firms’ experience of corruption in tax administration. Special emphasis is given to examination of taxation-related determinants of corruption prevalence (frequency and magnitude of bribery), as well as the effect of the interaction with tax authorities on perception of tax and overall corruption. Regardless of country context, it appears that perceived corruption in tax administration and actual experiences with bribery during interactions with tax officials more than anything else affect the overall perceptions of corruption, thereby supporting the conceptualization of corruption in tax administration as burdensome, rather than efficient.     

Sector Switching from a Business to a Government Job: Fast‐Track Career or Fast Track to Nowhere?

This paper examines the career consequences for public managers of having had full-time private sector work experience. We find positive career outcomes for public managers with private sector experience: Individuals with such experience are more likely to have been recently promoted relative to peers and to supervise somewhat greater number of employees, especially if their most recent job was in the private sector. While experience in the private sector enhances such career outcomes, the length of such experience diminishes them. The authors conclude by identifying three career scenarios emerging from the models and discussing the managerial and theoretical implications of "sector-switching careers."     

Professional Cities: Accredited Agencies,Government Structure,and Rational Choice

Accreditation, long used to signal quality among hospitals and universities, has been available to police, fire, and public works departments since the late 1980s. For public service departments, accreditation is a voluntary process that demands significant organizational resources without a guaranteed outcome. Why would city officials devote scarce resources to such an endeavor? Two explanations are examined. First, accreditation may be a rational response to a history of trouble or the potential for future crisis. Second, municipalities may use accreditation to build a reputation for professional administration of public services. The authors use Poisson regression to test these explanations on a new data set of midsize cities .     

Government-sponsored university-industry collaboration and the production of nanotechnology patents in US universities

This paper investigates the effectiveness of university research centers as a Science and Technology policy mechanism. Using the case of nanotechnology, it assesses if establishing dedicated research centers at universities influences their patterns of knowledge production, and specifically the production of commercially relevant nano-knowledge. Based on bibliometric data on patents and publications for a panel of the top patenting US universities (n = 82), the study finds that nano-centers positively impact nano-patent production at universities. Policy and theoretical implications are discussed.     

Organizational Pathology Compared to What? Impacts of Job Characteristics and Career Trajectory on Perceptions of Organizational Red Tape

Early studies of organizational red tape emphasized that worker perceptions of organizational rules and procedures are dependent on workers’ frames of reference. However, most prior studies do not account sufficiently for how and why these reference points vary across employees, even if they work within the same or similar organizational contexts. While the effects of contemporaneous employee attitudes on perceptions of red tape have been considered in prior analyses, how do perceptions of organizational rules and procedures as red tape relate to workers’ prior career trajectories and occupational contexts? Variable norms and expectations across organizations as well as across the public and private sectors may produce different attitudes toward rules and procedures. Of equal import, current occupational characteristics are relatively unexamined in studies of worker perceptions of red tape. Using a survey of state level public managers, this paper examines how employees’ perceptions of red tape are mediated by their prior career trajectories and experiences, as well as by their occupational context. Implications for theory and practice are discussed.