Representation in demoicracies. Contributions from Belgian federalism to the future of Europe

This contribution assesses representation in the EU through the lens of demoicracy, focusing on how the demos and the demoi are represented and how this interacts with the executive-legislative balance and party politics. As the Belgian polity is a living case for the EU but often as flawed as the latter when it comes to democratic standards of representation, we examine whether and how reform proposals for the Belgian polity can inspire future reforms at EU level. We demonstrate that the direction demoicracies should head for when strengthening democratic representation should include a balanced representation of the demos and demoi via a bicameral system, a polity-wide constituency to represent the demos, involvement of the legislatives of the constituent units at the encompassing level, and a specific role for polity-wide parties.     

Burdened by Bureaucracy? Determinants of Administrative Intensity in Public Organisations

ABSTRACT

Why does the level of administrative intensity—the bureaucratic component of the workforce—vary across public organisations? We address this question by developing and testing a model that is derived from structural contingency theory and public choice theory. The results show that administrative intensity is higher in small organisations, in turbulent external environments, and in organisations with big budgets. Furthermore, we find that the impact of organisational size is nonlinear, that large size mitigates the effects of turbulence, and that administrative intensity is a cause as well as an effect of bigger budgets. The theoretical and practical implications of these results are discussed.     

Implementing and Integrating Policies on Performance-Based Pay: Coordinating the “One-Employer Approach” in a Swedish Municipality

In Sweden, performance-based pay has gone furthest in the public sector. This development has placed demands on employers to have a transparent and salient salary review process with which to evaluate employees uniformly and fair – and to act in a unitary manner, as one employer. Pay policies aim to coordinate salary reviews in organizations. However, the transfer of policy to practice is not easy and research has shown a gap between intended and implemented policies. Drawing on a case study in a municipality, this article expands knowledge on policy transfer by exploring and describing how HR, unions, managers and employees perceive implementation and integration of the pay policies, and to what extent the municipality succeeds in a one-employer approach. The findings suggest that the municipality fails to act as one employer and that the units that are most successful in implementing the policy are those closer to top management.     

Elimination rates of breath alcohol

Legal driving limits are set coequally with 0.5 g/L blood alcohol concentration (BAC) or 0.25 mg/L breath alcohol concentration (BrAC) in Austria as well as in other European countries. As mostly some time elapses between BrAC measurement and driving offence, a back calculation of alcohol concentrations is often required. The calculation of hourly BrAC elimination rates can thereby help to avoid unnecessary variances. A study with 59 participants was performed under social conditions. BrAC was determined with the legally accredited Alcotest 7110 MK III A every 30 min, and concomitantly venous blood samples were drawn. Five hundred and four BrAC/BAC value pairs were evaluated. The overall mean peak BrAC was calculated with 0.456 mg/L (±0.119 mg/L standard deviation). The mean hourly BrAC elimination rate was overall determined with 0.082 mg/L per h (0.050–0.114, 95% range). Mean rate of females (0.087 mg/L h⁻¹) and the according 95% limits were statistically significantly higher than of males (mean rate 0.078 mg/L h⁻¹, p < 0.04). Our results confirm the possibility to implement hourly BrAC elimination rates, provided that adequate statistical ranges and basic forensic scientific rules that have been set up for alcohol back calculations are observed.     

Advancing Health Rights in a Globalized World: Responding to Globalization through a Collective Human Right to Public Health

The right to health was codified in Article 12 of the International Covenant on Economic, Social and Cultural Rights as an individual right, focusing on individual health services at the expense of public health systems. This article assesses the ways in which the individual human right to health has evolved to meet collective threats to the public's health. Despite its repeated expansions, the individual right to health remains normatively incapable of addressing the injurious societal ramifcations of economic globalization, advancing individual rights to alleviate collective inequalities in underlying determinants of health. By examining modern changes to underlying determinants of health, this article concludes that responding to globalized health threats necessitates a collective right to public health.     

Stress in small town and rural law enforcement: Testing the assumptions

Sandy and Devine (1978) theorized that small-town and rural police officers experienced Stressors different from their urban counterparts. They delineated four rural stress dimensions: security, social factors, working conditions, and inactivity. Despite the number of hypotheses annunciated by these authors from their exposure to small-town and rural police, they have never been tested. This study is an attempt to rectify this deficiency in the literature by testing their theory/hypotheses with data derived from a survey questionnaire of West Virginia law enforcement officers. The findings of this study lend support for many of the original hypotheses and all four of the dimensions.