Operating Performance of Privatized Firms in Europe: Organizational and Environmental Factors

This article analyzes the role of organizational changes and contextual factors in explaining the operating performance of European privatized firms. We find that smaller and non-regulated firms and companies privatized by public offer perform better than bigger, regulated, and privatized by private sale companies. Also, privatized Eastern European companies are less profitable than privatized companies from other European countries. Our findings suggest that organizational changes are more difficult to introduce in privatizations by private sale and in bigger and regulated companies. They also suggest that less developed institutional contexts limit performance improvements after privatizations.     

Some Neglected Aspects of Performance in Field Administration in Bangladesh

Performance of public service personnel does not depend solely upon their qualifications and level of training. Rational organization of activities and division of work with effective work processes are important, and it is necessary to ensure that employees have appropriate qualifications and training for performing the tasks assigned to them. Rules and procedures help facilitate their work and provide flexibility to innovate. Attractive terms and conditions of service, and other intangible rewards such as opportunities for contribution to the mission of the organization, participation in decision-making, and recognition by the employer and the clients of public service are also important. Based on data collected from sub-district level public agencies in Bangladesh, this article argues that performance at the field level is affected by a number of additional organizational, political, and social factors. They include personnel turnover, procedural delays, multiplicity of tasks, decision pattern and behavior, politician-administrator interaction, dual loyalty of officials, inadequate facilities for fulfilling family obligations, and attachment to major urban centers for health and educational services. These elements need to be integrated in the framework for assessing performance of public service personnel in developing countries. It is necessary to look beyond the commonly known causes for dealing with performance problems.     

Mapping Organizational Change in the State: Challenges and Classifications

The article discusses possible answers to the question of what constitutes different types of change of state organizations. Drawing upon contributions from organization theory and public administration, classifications of different types of births, survivals, and deaths, are discussed and outlined, providing a mapping of organizational change in state administration along the horizontal as well as the vertical dimension. As an illustration, the article also shows how a detailed classification has been used in the Norwegian State Administration Database.     

The Role of Organizational Social Capital in Increasing Organizational Performance in Public Organizations: Evidence from Kyrgyz National Police (KNP)

Organizational social capital can develop a strong foundation for trusted relationships and committed actions in communities and organizations. This concept was examined in the public organization setting in this study. Organizational social capital is a source for trust-building processes where participative decision-making, feedback on performance, and empowerment are important elements of this phenomenon. Three dimensions of organizational social capital (participation, feedback on performance, and empowerment) and organizational commitment were examined in this study. The influence of organizational social capital on the perceived organizational commitment of the Kyrgyz National Police (KNP) is observed by utilizing structural equation modeling (SEM). The results of this study indicate that the three dimensions of organizational social capital have statistically significant relationships with perceived organizational commitment. Overall, results suggest that organizational social capital, with its dimensions, is a source for the trust-building process which influences perceived organizational commitment. Moreover, by practicing empowerment it is possible to increase the number of committed officers, also an important factor in improving organizational performance.     

The Mediating role of Job Satisfaction in the Relationship between Organizational Justice and Employee Outcomes

Grounded in Social Exchange Theory and Equity Theory, this study examined the mediating role of job satisfaction on the relationships between organizational justice and employee’s outcomes. The study applied PLS-SEM to analyze data obtained from 142 employees. The results show significant relationships exist between organizational justice dimensions and job satisfaction and between job satisfaction and employee’s outcomes. Furthermore, the study found the mediating effect of job satisfaction on the hypothesized relationships. This paper contributes to the existing human resources literature on employees’ outcomes and guides management on how to improved employees’ job satisfaction and employee outcomes.     

The remote securitisation of Islam in the US post-9/11: euphemisation,metaphors and the “logic of expected consequences” in counter-radicalisation discourse

This article critically analyses the securitisation of Islam post-9/11 in the US and argues that this securitisation is a remote securitisation whereby the securitisers – the security practitioners – are placed at a distance from the securitisees – the Muslim community. This is achieved through two processes of security practice: linguistically by euphemising language and using metaphors, and analytically by understanding radicalisation through a rationalist perspective, which follows the “logic of expected consequences”. This article further problematises the rationalist view of radicalisation in the counterterrorism sector in the US and concludes by introducing a Bourdieusan concept of relationality to critical counter-radicalisation studies.     

Structure and Function: Impact on Employment of Women in Law Enforcement

Although women experienced a marked increase in representation as full-time sworn law enforcement officers during the 1980s and 1990s, growth has slowed in recent years and women continue to be underrepresented in the profession. Employing multiple waves of Law Enforcement Management and Administrative Statistics data, this study describes trends in representation of women in policing and explores their continued lack of representation to determine whether organizational variables (structure and function) work to support a hegemonic masculinity and whether those structures are malleable over time. Results from a series of ordinary least squares regression models indicate several structural impediments to women in policing, but these are not consistent barriers.     

客观归责理论的引入与因果关系的功能回归

我国刑法中的因果关系无论在理论研究还是司法实务领域都存在一定程度的混乱与迷惑,这在很大程度上与因果关系理论功能定位不清有关。我国现行的因果关系理论除了进行事实判断之外,还承担了规范归责的功能。因果关系应当解决的是构成要件行为与构成要件结果之间是否存在客观关联的问题,而结果能否归责于行为则是刑法归责理论的任务。客观归责理论的贡献在于,在承认条件因果关系的前提下,跨越自然科学性的事实审查而进入价值性、规范性审查的阶段。客观归责理论除了提供判断规则之外,也许更重要的是提供了一种逻辑思维方法,促使我国刑法中的因果关系回归事实判断的功能定位,克服我国因果关系理论哲学色彩浓厚、判断标准不一的弊端。     

调解的技术合理性——一种中观的组织结构-功能论的解读

调解的同等组织结构,为嵌入该结构的民意沟通提供了平等而自由的“理想的言谈情景”,形成了“主体间性”和“主体间性结构”,为充分、深入而成功的民意沟通提供了可能和技术保障,并在沟通中滋生出一种建基于自身组织技术上的既不同于立法也有别于司法审判的沟通合法性,即技术合理性.制度的命运最终决定于自身技术.调解之所以能长存于古今中外,在于自身的技术合理性,而不是外在的意识形态因素.     

论转型期地方政府社会管理职能转变路径——基于组织人事结构的考察

转型期地方政府社会管理职能转变是地方行政体制变革的重要内容,它本质上也是对地方政府政治职能回归式的重新界定。地方政府的组织人事结构体系的主体性功能的有效配置与合理调适正是社会管理职能转变的路径。因此,地方政府社会管理职能转变可以通过地方政府结构体系的公共治理行动网络化形态来实现。