Small Countries,Big Performers: In Search of Shared Strategic Public Sector HRM Practices in Successful Small Countries

This article compares strategic public sector HRM practices between 10 small countries that have consistently shown extraordinary economic, social, and governance performance. The fact that these small countries, which are traditionally considered to be disadvantaged, have become benchmarks of good government suggests they have uniquely maximized and leveraged their key resource: people. In search of novel lessons, we assess through secondary data how their public sectors have organized and institutionalized four key HRM activities: 1) selection, 2) appraisal, 3) training, and 4) compensation, and whether they engage in strategic, centralized efforts to architect and “bundle” these activities. Our exploratory case study findings show that these high performing countries employ various integrated efforts to attract the best and brightest into their public sectors, and train and reward them well, although they differ in terms of their centralization dynamics. We conclude our article with seven propositions for future research and implications for emerging small countries.     

See No Evil,Hear No Evil? Assessing Corruption Risk Perceptions and Strategies of Victorian Public Bodies

This paper critically examines qualitative survey data from 36 Victorian public sector bodies on their perceptions of corruption risks, and strategies to mitigate these risks, as well as the integrity mechanisms in place. The findings indicate that even though corruption does not seem to be prevalent in these bodies it is not on their radar either, though fraud prevention was significantly present. The paper identifies international best practices of integrity management and inculcation of public service ethos in developed countries, and stresses three vital elements or pillars that combine both the ‘values’ and ‘compliance’ based approaches. These pillars are as follows: (1) specific corruption prevention programs and strategies that are additional to but complement existing anti‐fraud programs; (2) targeted anti‐corruption training, both for employees and for the public; and (3) effective leadership engagement and commitment to an ethical culture (Tone at the Top).     

The histopathological spectrum of myocardial inflammation in relation to circumstance of death: a retrospective cohort study in clinical and forensic autopsies

Interpreting a myocardial inflammation as causal, contributory or as of no significance at all in the cause of death can be challenging, especially in cases where other pathologic and/or medico-legal findings are also present. To further evaluate the significance of myocardial inflammation as a cause of death we performed a retrospective cohort study of forensic and clinical autopsy cases. We revised the spectrum of histological inflammatory parameters in the myocardium of 79 adult autopsy cases and related these to the reported cause of death. Myocardial slides were reviewed for the distribution and intensity of inflammatory cell infiltrations, the predominant inflammatory cell type, and the presence of inflammation-associated myocyte injury, fibrosis, edema and hemorrhage. Next, the cases were divided over three groups, based on the reported cause of death. Group 1 (n = 27) consisted of all individuals with an obvious unnatural cause of death. Group 2 (n = 29) included all individuals in which myocarditis was interpreted to be one out of more possible causes of death. Group 3 (n = 23) consisted of all individuals in which myocarditis was reported to be the only significant finding at autopsy, and no other cause of death was found. Systematic application of our histological parameters showed that only a diffuse increase of inflammatory cells could discriminate between an incidental presence of inflammation (Group 1) or a potentially significant one (Groups 2 and 3). No other histological parameter showed significant differences between the groups. Our results suggest that generally used histological parameters are often insufficient to differentiate an incidental myocarditis from a (potentially) significant one.     

What is wrong with job security?

Most Western studies into motivation suggest that public servants are prosocial. Moreover, scholars suggest that a desire for external rewards, like pay and job security, may crowd out prosocial proclivity. However, recent studies from non‐Western contexts provide mixed results about the actual drivers of public servants' motivation to seek and retain public sector employment and perform their duties. To advance the development of theory regarding motivational dynamics of public servants in developing countries, we examine how pursuing external rewards impacts public service motivation, job satisfaction, and turnover intention among public servants in Kazakhstan (n = 627), a developing former Soviet republic that has been subjected to various waves of personnel reform. Our quantitative and qualitative data show that a desire for job security relates positively to public service motivation and job satisfaction, whereas a desire for monetary rewards correlates negatively with public service motivation and positively with turnover intention. We conclude with the implications for theory and practice.     

Confucius Meets Weber or “Managerialism Takes All”? Comparing Civil Servant Values in China and the Netherlands

ABSTRACT

This article assesses the validity of normative claims on how civil servant values in East Asian and Western European administrations differ. By triangulating quantitative and qualitative survey data from a sample of Chinese (n = 508) and Dutch (n = 238) civil servants, we aim to answer two main research questions: “How and why do ideal-type and real-life rankings of civil servant values differ between Chinese and Dutch civil servants?” and “Do differences reflect administrative traditions of both countries?” Our findings demonstrate that similarities exceed differences between value rankings. Surprisingly, ideal-type value rankings are more similar than real-life rankings, with only a few idiosyncratic differences reflecting administrative traditions. Chinese civil servants perceive institutional and systemic factors as reasons for incongruence between ideal-type and real-life rankings, whereas Dutch civil servants emphasize meso-level factors such as organizational public management reforms. We theorize on our results and we provide suggestions for future research.     

Elite Ethics: Comparing Public Values Prioritization Between Administrative Elites and Political Elites

In this article, we compare how administrative and political elites in The Netherlands, the European Union, and the United States perceive and prioritize four key public values—responsiveness, expertise, lawfulness, and transparency. Our data from 94 in-depth interviews show that political elites and administrative elites differ most in their perception and prioritization of expertise and transparency and less in responsiveness and lawfulness. Interestingly, these politico-administrative value differences largely hold across the institutional settings we study. Theorizing on our results, we formulate eight propositions for future studies. Our study contributes to public values research by using qualitative methodology and including politicians.     

Mandarins versus Machiavellians? On Differences between Work Motivations of Administrative and Political Elites

This article explores how work motivations differ between administrative and political elites, based on 94 qualitative interviews conducted in the Netherlands, European Union, and United States. Both elite groups are primarily motivated in their initial choice of public service by wanting to contribute to, serve, or improve society; job content, career opportunities, political ideals, and personal background are also important motivators. Once in public service, serving society remains important, but politicians differ from public managers in that they want to have a big impact and bring about actual societal change, and they consider themselves best equipped to do so, whereas the latter value intellectually stimulating work more than anything else. Motivational categories for both groups are relatively stable across institutional settings. Theorizing on the results, the author offers seven propositions for future research. This article contributes to the research on motivation in the public domain by using qualitative methodology and including politicians.     

Practice of the statutory disciplinary system for health care psychologists in the Netherlands

A statutory disciplinary system for health care psychologists in the Netherlands was introduced in 1998. To provide an indication of the contribution of this system to monitoring the quality of health care psychology all complaints dealt with in the period 1999-2002 were studied. Questionnaires were sent to all 388 members of the disciplinary boards (response 89%) and 43 practicing lawyers (response 65%). The regional disciplinary boards dealt with 68 complaints about health care psychologists. A sanction was imposed 16 times (25%), mainly for sexual intimacies or a sexual relationship, violation of professional secrecy or incorrect statement or reporting. The statutory disciplinary system appears to be an important corrective instrument for serious forms of professional misconduct for health care psychologists.