建立以需求导向评价政府绩效体系的探讨

政府绩效评价以“需求方”为导向,是构建服务型政府的必然要求。这种评价体系在实践中将会受到来自于意识形态、制度和技术等方面的阻碍。如何由“供给方本位”转变为“需求方本位”,是建立“高效、责任、服务”政府的价值追求的必然选择。     

Science and Technology for Economic Growth. New Insights from when the Data Contradicts Desktop Models1

Science and technology policy initiatives in the early 1980s have focused in both the United States and Western Europe on improving capacity to apply a good science base in practice, expecting increases in technological advancement, improved market presence and enhanced economic growth. Results varied broadly in the United States and Europe. Even more puzzling, Japan charged ahead in technological advancement without that strong of a science base of its own. Some industrialized economies do not conform to the expected science–technology relationship, whereby strong performance in science shall lead to strong technological performance. The puzzling science–technology relationship in advanced countries has plausible explanations. (1) Science–technology relationship is much interdependent or symbiotic. Its strength and primary direction at a given time varies largely by field of science or technological innovation and across long periods of time. (2) Science–technology link in a country may depend on the overall scientific and technological level of development in that country. The strength and interdependent nature of this link evolves historically and varies across fields of science and technology. The strength of the link is affected by scientific and technological specialization in a country. Different technological fields have different scientific intensities, or degrees of building upon the science base. (3) Specialization of countries across scientific and technological fields varies. Hence, the strength of science–technology link differs between countries. High technological specialization of a country may impact its technological performance more than its immediately current scientific performance does. History, tradition and knowledge transfers may affect more returns on R&D expenditures than the actual value of R&D funds spent in science or technology. Explanations of puzzling behavior of science–technology link may become policy recommendations.     

公共服务的发展与劳动关系公共服务

我国劳动关系公共服务是与劳动关系市场化进程相伴而行的。劳动关系公共服务的目标空间是促进劳动关系规范的建立、有序运行、合理调整和矛盾化解。为了更好地提供劳动关系公共服务,在内容设计方面,应做好公共服务的内涵界定、服务主体转换、服务边界设定、服务项目设计、服务项目确定等工作;在供给机制方面,应采用政府主导下的间接供给方式,即由政府委托或与市场及社会组织合作,提供公共服务;在评估机制方面,应将数量、实施效果、公平性等因素进行综合考量,加强过程监管与评估验收,以确保公共服务供给绩效。     

What tips the scales? Disentangling the mechanisms underlying post-electoral gains and losses in democratic support

Prior research has shown that winning or losing elections matters. To account for this pattern, it is argued that winners can expect their preferred policies to be implemented and experience the psychological gratification of winning, whereas losers have to accept disliked policies in addition to the psychological distress of losing. In an attempt to better understand the mechanisms underlying the dynamics of winners' and losers' democratic support after elections, this study aims to separate the influence of policy performance and psychological gratification. Using panel data from the 2017 German federal election, we show that policy congruence with the government increases voters' democratic support whether they voted for the government or not, suggesting that policy congruence is more important than winning the government in securing losers' democratic support. We find no independent effect of psychological gratification; however, the evidence suggests that winning the government affected voters’ democratic support independent of the two tested mechanisms.     

Performance measurement in Australian water utilities. Current state and future directions

Ensuring universal and affordable water supply is a central objective of government. An efficient water supply sector plays a primary role in ensuring this objective is met. Scale economies and capital-intensive immobile assets means monopoly emerges as the dominant organizational form, and when combined with an essential character, a strong case exists for economic and technical regulation. Yet diversity in water service provider scale means economic regulation, which is costly, is not always viable. A comprehensive performance monitoring and reporting regime for water service providers is thus crucial. It is crucial for oversight of unregulated entities, and for regulated entities in generating competition by comparison. In this article, we undertake an expansive literature review and summarize approaches to performance measurement by the water industry. Academic literature reveals researchers have centered their approach using comprehensive methods such as data envelopment analysis and stochastic frontier analysis. With the exception of the Victorian Essential Services Commission, the Australian Industry persists with partial indicators. Given water and sewerage price increases of more than 100% in real terms from 2005 to 2014, we find a strong case for implementing advanced methods to address the task of providing a holistic picture of utility performance.     

How Organizational Identity Affects Hospital Performance: Comparing Predictive Power of Mission Statements and Sector Affiliation

Abstract

Organizational identity is an important concept in organizational theory, as it can contextualize the behavior of organizations and members. The literature presents divergent perspectives on organizational identity: some studies have characterized organizational identity as constrained by institutional forces, whereas others have contended it is socially constructed by organizational members. Studies have largely focused on the former perspective, measuring organizational identity by sector affiliation; the latter approach has rarely been empirically tested. Therefore, in addition to sector affiliation, this article proposes a different approach to operationalizing organizational identity by examining hospitals’ mission statements. The study also examines which of these dual forces have more predictive power regarding organizational performance. Together with hospitals’ sector affiliation, we test how the presence and frequency of mission statement language regarding access, cost, quality, or unique organizational values affect hospitals’ various performance metrics. Regression analyses with 172 acute hospitals in Florida reveal significant relationships between types of mission statement content, sectors, and performance indicators.     

Obstacles and Opportunities for Sustaining Performance Management Systems

Measuring performance in public organizations has been a growing trend for several decades. Designing, adopting, and implementing this style of management system have been the topic of much practitioner and academic deliberation. One struggle those determined to adopt performance measurement and management systems have faced, though, is the ability to sustain them over time and actually engrain them into their decision-making frameworks. Countless barriers to long-term success exist for public organizations and this article seeks to identify and categorize them. Using a mixed-method survey design, this research shows which factors are the most important to organizations hoping to build a performance system that can stand the test of time. Capacity, knowledge, and buy-in limitations pose serious threats to these reforms and it takes a concerted effort to cultivate not only support from employees and management to pursue performance management but the technical and conceptual capacity to design the right system for the organization.     

Federal Employees’ Job Satisfaction: Does Transformational Leadership Matter? The Case of the U.S. Department of Veterans Affairs

Morale among U.S. federal employees has increased but remains low compared to the private sector and in certain agencies, including the Department of Veterans Affairs (VA), which has experienced scandal and management challenges, including a crisis of leadership. Using data from the 2015 Federal Employee Viewpoint Survey, this article examines the influence of transformational leadership (TFL) on job satisfaction/commitment among VA employees. Regression analysis reveals a positive association between satisfaction/commitment and each of the four TFL dimensions, controlling for the other dimensions and sociodemographic characteristics. Employees who perceive leaders as fostering creativity, empowerment, trust/respect, and clear goals/expectations are more satisfied/committed.     

Don’t push too hard. Examining the managerial behaviours of local authorities in collaborative networks with nonprofit organisations

In recent years, collaborative networks have been at the forefront of theoretical, empirical and practical research into local governance. Nevertheless, the managerial behaviours local managers should employ in order to improve the performance of these networks are unclear. Following scholars' examinations of governance and the complementary relationship between government bodies and nonprofit organisations, we empirically examined – so far as we know for the first time – the relationship between local authority managerial behaviours towards nonprofit organisations, and the performance of collaborative networks. We found that above and beyond micro- and macro-level factors, the more the local authority employs inclusive governance and financial support behaviours towards the nonprofit organisation, the higher the performance of the collaborative network. In addition, the more the local authority employs monitoring-controlling behaviours, the lower the performance of the collaborative network. Theoretical and practical implications of our findings are developed in the context of local governance.     

Perception of Pay Equity in Public Universities in Ghana: Effect on Individual Performance and Work Behavior

Equity theory proposes that individuals perceiving inequity seek to restore equity through appropriate behavior. This research aimed to study the relationship between perceived pay equity and individual job performance among lecturers in public universities in Ghana. Using a survey of 313 lecturers, we found that employees’ perception of equity in the pay system is a significant factor in determining their job performance. Therefore, we recommend that managers attend to equity in the design and implementation of pay systems. Moreover, issues relating to the reward system should be carefully communicated to employees in order to prevent unnecessary perceptions of inequity.