创建高绩效政府是行政体制改革的必然要求

创建高绩效政府是世界性的政府改革趋势,是当前行政体制改革深化发展的必然要求。高绩效政府具有较高的政府绩效,体现了政府的强大能力,能够服务于当前和未来的社会需求,是政府形象建设的一个重要方面。在此过程中,需要以公众满意度作为衡量高绩效政府的最重要指标,进一步完善政府绩效管理,共同参与高绩效政府的创建,把创建高绩效政府作为行政体制改革的切入点。     

The Impact of Distributive and Procedural Justice on Social Service Workers

The concepts of fairness and justice are embodied within the organizing principle of social justice. Although social justice is a primary focus of social work, social service workers are not always treated with fairness by their own employers. The results from a survey of 255 social service employees from a variety of agencies in Northwest Ohio indicate that distributive justice and procedural justice, two dimensions of organizational justice, are both significant predictors of job satisfaction and organizational commitment, with procedural justice having two to three times the impact of distributive justice.     

A new look at equity and outcomes as determinants of satisfaction in close personal relationships

This research reexamined the previously established relation between allocation of resources and satisfaction in close relationships. Using self-report data from two different samples, undergraduate students and married couples, we replicated and extended the procedure employed in past studies to assess the relative strength of equity, equality, and own outcomes as predictors of relationship satisfaction. As expected the two samples differed in the relative strength of the correlates of satisfaction. The married couples revealed different predictors of satisfaction depending upon which of two forms their relationship had taken. Those who reported being in an identity (communal) relationship were most satisfied when they provided high inputs to enhance their partner's outcomes, whereas those in an exchange relation were more responsive to the outcomes they received. The dating students, whether they reported being in an identity or exchange relation, were most satisfied when their own outcomes were maximized. The results also suggested methodological limitations in the earlier studies that had compared the relative association with satisfaction of an unreliable measure of equity with minimal variance and a highly reliable measure of outcomes with considerably greater variance. The previously established strong association between the person's satisfaction and their own outcomes in a close relationship was found to be dependent upon the nature of the sample and the relative reliability of the correlates employed in the regression analyses.     

Consumer Evaluation of an Ecobehavioral Program for Prevention and Intervention of Child Maltreatment

This study was conducted to evaluate parental satisfaction and acceptability of Project SafeCare, an intensive parent training program to prevent and treat child abuse and neglect with a focus on three areas of intervention: (1) home safety, (2) infant and child health care, and (3) bonding and stimulation. Social validation questionnaires were employed to evaluate the acceptability, the effectiveness, and the outcome of treatments based on parents' perspectives. The questionnaires were divided into four categories: outcome measures, process and procedures, staff performance, and training modes. Overall, Project SafeCare was reported to be very successful and parents reported high satisfaction with all three training programs. Parents rated the procedures, staff, and outcomes very positively. Although parents liked the videos and rated them positively, they seemed to prefer training by counselors to training by video. Data were collected on 45 families and the training was conducted over 15 weeks.     

家庭与个人社会资本对高等教育选择满意度影响的比较研究

通过对家庭社会资本与个人社会资本影响高等教育选择满意度的方式和程度进行比较研究,发现家庭社会资本、个人社会资本与高等教育选择满意度之间都存在着正相关关系,但高等教育选择满意度受个人社会资本影响的程度较家庭社会资本要大。因此,个人对其社会资本的努力建构,更有助于高等教育公平的实现。     

警察执法的公众满意度现状及其有效提升

警察执法的根本目的是为人民提供优质服务,理应以公众满意作为其全部工作质量的衡量标准和追求的永恒目标。由于受诸多因素影响,我国警察执法的公众满意度有下降趋势。要提升公众满意度,实现社会长治久安,就需要每个警察高度重视,树立＂执法为民＂的思想,自觉以＂严格、公正、规范＂为标准规范自身的执法行为,同时,抓住有利时机建构与公众沟通的渠道,规范媒体行为以营造良好的社会环境。     

女性高校毕业生工作满意度影响因素分析

在文献回顾基础上,文章将女性高校毕业生工作满意度量表分为工作回报、自我发展、工作本身、领导行为、团结合作5个维度。女性高校毕业生在在整体工作满意度、工作回报、自我成就、工作本身3个维度上,与男性高校毕业生没有显著性差异,而在领导行为、团体合作两个维度上所体会到的满意度均显著高于男性。影响女性高校毕业生工作满意度的因素主要涉及工作回报因子、自我发展因子、团结合作因子以及其毕业学校类型。这些因素在专业、学校类型等人口统计学变量上产生了差异性特征。     

Income inequality,distributive unfairness,and support for democracy: evidence from East Asia and Latin America

Concern about rising economic inequality is widespread among ordinary citizens, academics, and policymakers. In particular, income inequality not only intensifies the conflicts between the rich and poor citizens but also leads to political instability. In this article, we investigate how income inequality is related to people’s support for democracy by including both objective and subjective measures of inequality. Using data collected from 28 democracies in East Asia and Latin America during 2013 and 2015, we demonstrate that inequality, measured in either a subjective or objective way, decreases with people’s satisfaction with democracy. In addition, we find that in East Asian countries, subjective measures of inequality, perceived unfairness of income inequality in particular, provide a better explanation of people’s dissatisfaction with democracy than the Gini index, a commonly used objective measure of inequality. Our findings are robust to different model specifications and offer micro-level evidence suggesting that unfair income distribution undermines the consolidation of democracies.     

Funding,Management, and Individual-Level Factors: What Factors Matter in Predicting Perceived Organizational Effectiveness?

Scholars have examined organizational effectiveness in state and federal government agencies to determine which factors matter. Their findings revealed that public organizational effectiveness is affected by environmental, human resource management, organizational, and individual-level factors. However, what is conspicuously absent is the impact funding has on organizational effectiveness. To further previous literature, this article examined agency funding levels as well as management and individual-level factors to determine the relationship these factors had on organizational effectiveness. In doing so, a model was developed to predict perceived organizational effectiveness, and it was tested on 330 United States government workers in the state of New York. The findings from the analysis were clear: perceived organizational effectiveness was impacted by employee perceptions regarding the level of funding the agencies were allocated. Additionally, the level of role ambiguity and employee participation in decision-making as well as employee job performance and public service motivation levels were also found to matter. The implications and limitations of these findings are discussed in the article.     

Job Satisfaction of Public Sector Employees in Sub-Saharan Africa: Testing the Minnesota Satisfaction Questionnaire in Ghana

Public sector administration in sub-Saharan Africa experiences a myriad of problems of the logical perception between worker dissatisfaction and demotivation of job standards. This study tested the Minnesota Satisfaction Questionnaire (MSQ) in a typical public sector organization in sub-Saharan Africa. A total of 100 usable surveys were analyzed with SPSS. A very low level of job satisfaction was indicated, and more than 83% of respondents indicated dissatisfaction in their pay and the amount of work they do. Significant differences in job satisfaction scores were also found in the educational level of staff, and between genders. The study outcome highlights the roles of employees and organizational weak spots of human resource management (HRM) practices in a typical sub-Saharan African country, and provides an alternative pathway in employee satisfaction and performance outcome.