Public Personnel Management最新文献_第9页

Transformational Leadership and Employees’ Helping Behavior in Public Organizations: Does Organizational Structure Matter? 公共组织变革型领导与员工帮助行为:组织结构是否有影响?

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-12-14 DOI: 10.1177/0091026020977565

J. Lim, Kuk-Kyoung Moon

引用次数: 6

Veterans and Job Satisfaction in the U.S. Federal Government: The Importance of Role Clarity in the First Years of Civilian Employment 退伍军人与美国联邦政府的工作满意度：平民就业第一年角色明确的重要性

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-12-01 DOI: 10.1177/0091026019878210

A. Tao, Jesse W. Campbell

引用次数: 11

You’ve Come a Long Way, Baby, but You Still Have a Long Way to Go: Gender-Based Pay Inequality in U.S. State Bureaucracies, 1995-2015 你已经走了很长一段路，宝贝，但你还有很长的路要走:1995-2015年美国国家官僚机构中基于性别的薪酬不平等

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-12-01 DOI: 10.1177/0091026019886332

V. Hunt, L. Rucker, Brinck Kerr

{"title":"You’ve Come a Long Way, Baby, but You Still Have a Long Way to Go: Gender-Based Pay Inequality in U.S. State Bureaucracies, 1995-2015","authors":"V. Hunt, L. Rucker, Brinck Kerr","doi":"10.1177/0091026019886332","DOIUrl":"https://doi.org/10.1177/0091026019886332","url":null,"abstract":"Previous research on gender-based inequality in public-sector state-level bureaucracies finds evidence of glass ceilings and glass walls; however, previous research does not evaluate these factors together, nor does this research extend beyond the late 1990s. This study uses newly available data from the U.S. Equal Employment Opportunity Commission (EEOC)—data spanning from 1995 to 2015 that include the entire universe of female and male administrators—to evaluate this research question: Are gender-based pay disparities and glass walls among administrators in state-level bureaucracies related to the policy/program missions of state agencies? This study observes administrative-level gender-based pay disparities in all state agency types. Furthermore, this study finds evidence of occupational segregation or glass walls in distributive and regulatory agencies, but not in redistributive agencies. The findings indicate some progress for women; however, as recently as 2015, U.S. state bureaucracies, on average, did not achieve gender equity among their administrative ranks.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"49 1","pages":"571 - 589"},"PeriodicalIF":3.0,"publicationDate":"2020-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026019886332","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43738544","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Voluntary Shared Leave: An Exploratory Analysis 自愿共享休假：探索性分析

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-12-01 DOI: 10.1177/0091026019889378

M. Bradbury

引用次数: 1

Revisiting Motivations for a Public Service Career (MPSC): The Case of China 公共服务职业动机再探——以中国为例

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-10-17 DOI: 10.1177/0091026020964504

Chengwei Xu, Chung-an Chen

引用次数: 7

The Future of Public Human Resource Management 公共人力资源管理的未来

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-10-01 DOI: 10.1177/0091026020948188

Paul Battaglio

{"title":"The Future of Public Human Resource Management","authors":"Paul Battaglio","doi":"10.1177/0091026020948188","DOIUrl":"https://doi.org/10.1177/0091026020948188","url":null,"abstract":"The evolution of public human resource management (PHRM) has been at the forefront of public administration research for the past two decades. Human resources in the public sector has changed from a focus on developing employee hard skills (e.g., education, training) to advancing a more soft skill approach in the workplace. The emphasis on soft skills takes a closer look at the development of interpersonal relationships (e.g., employees and managers, employees and peers) as well as self-improvement. A soft skills approach pursues managing employee behavior through motivation, commitment, and professional development. As such, the focus is on individual development as an important element to overall organizational well-being. The Volcker Alliance highlighted the importance of soft skills for the future of public service in their recent report, “Preparing Tomorrow’s Public Service.” Results from a survey conducted by the Alliance highlight the significance of soft skills such as commitment (75% of survey respondents expect to stay in government for the long term) and motivation (71% believe they are making good progress in fulfilling their professional aspirations) in the development of future public service leaders. These respondents—a diverse group of regional, governmental, and educational professionals across the United States—also underscored how important these same soft skills are in promoting high-performance government. Mindful of the challenges facing the public workforce, a better understanding of these soft skills and the role of research in advancing evidence-based practice should be a cornerstone of future PHRM research and practice. Advancing dialogue on human resource development for a future generation of public servants will entail: (a) empowering public servants to achieve a meaningful contribution; (b) appreciating the role behavioral science can play in eliciting meaning; and (c) understanding the role diversity plays in a demographically changing world.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"49 1","pages":"499 - 502"},"PeriodicalIF":3.0,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026020948188","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44706263","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 6

A Manager’s Guide to Free Speech and Social Media in the Public Workplace: An Analysis of the Lower Courts’ Recent Application of Pickering 公共工作场所言论自由和社交媒体的管理者指南:对下级法院最近对皮克林一案的应用的分析

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-09-04 DOI: 10.1177/0091026020954507

A. M. Brewer

{"title":"A Manager’s Guide to Free Speech and Social Media in the Public Workplace: An Analysis of the Lower Courts’ Recent Application of Pickering","authors":"A. M. Brewer","doi":"10.1177/0091026020954507","DOIUrl":"https://doi.org/10.1177/0091026020954507","url":null,"abstract":"Public organizations are experiencing a burgeoning of workplace challenges involving employee use of social media. Comments, images, or videos ranging from racist remarks, to calls to violence, simple criticism of one’s organization, to full on whistle blowing significantly challenge public organizations’ policies for addressing speech that creates discord in the workplace. With the blurring of lines between personal and professional lives, these challenges create uncertainty for public organizations regarding how to maintain the efficient operation of the workplace, deal with the social and political fallout of such instances, and manage organizational liability. This article performs content analysis on 33 federal lower court opinions involving speech/social media workplace issues. The study analyzes the manner in which the lower courts apply free speech precedent on contemporary workplace speech cases. The findings suggest that patterns emerge from the opinions providing key insights for public managers regarding how to better manage these complex issues.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"50 1","pages":"430 - 457"},"PeriodicalIF":3.0,"publicationDate":"2020-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026020954507","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44392211","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Flexible Work Arrangements and Employee Retention: A Longitudinal Analysis of the Federal Workforces 弹性工作安排与员工保留：对联邦劳动力的纵向分析

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-09-01 DOI: 10.1177/0091026019886340

Sungjoo Choi

引用次数: 29

Determinants of Job Satisfaction Among U.S. Federal Employees: An Investigation of Racial and Gender Differences 美国联邦雇员工作满意度的决定因素：对种族和性别差异的调查

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-09-01 DOI: 10.1177/0091026019869371

Hyung-Woo Lee, P. Robertson, Kitai Kim

{"title":"Determinants of Job Satisfaction Among U.S. Federal Employees: An Investigation of Racial and Gender Differences","authors":"Hyung-Woo Lee, P. Robertson, Kitai Kim","doi":"10.1177/0091026019869371","DOIUrl":"https://doi.org/10.1177/0091026019869371","url":null,"abstract":"The purpose of this study is to examine whether the determinants of job satisfaction vary between male and female and between White and minority employees of the U.S. federal government. The study investigates nine potential determinants associated with existence, relatedness, growth needs, and organizational equity, based on data from the 2015 Federal Employee Viewpoint Survey. The study uses multiple regression analysis to assess and compare the strength of the relationships between these determinants and work satisfaction among each of four demographic subgroups (White males, White females, minority males, and minority females). Results indicate that there are no dramatic differences among these groups in terms of which factors have the strongest impact on satisfaction. However, a few subtle distinctions are apparent. In particular, employee development is a higher priority for men than for women, and recognition for good work is not as important to minorities as it is to Whites. There is also some evidence of intersectionality, in that pay satisfaction and diversity management are most important to minority women and least important to White men, and workplace participation is most important to White men and least important to minority women. The study provides potential explanations of these findings, and briefly addresses implications for research and practice.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"49 1","pages":"336 - 366"},"PeriodicalIF":3.0,"publicationDate":"2020-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026019869371","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45380134","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 14

Exploring the Sources of Cognitive Gap Between Accountability and Performance 问责制与绩效认知差距的根源探析

IF 3 3区管理学

Public Personnel Management Pub Date : 2020-09-01 DOI: 10.1177/0091026019873031

Kwangseon Hwang, Yousueng Han

{"title":"Exploring the Sources of Cognitive Gap Between Accountability and Performance","authors":"Kwangseon Hwang, Yousueng Han","doi":"10.1177/0091026019873031","DOIUrl":"https://doi.org/10.1177/0091026019873031","url":null,"abstract":"This article decouples accountability and performance to highlight the cognitive gap in the ability to discern between accountability and performance at the street level. A qualitative content analysis of interviews from child welfare caseworkers provides several noteworthy findings. While these terms share certain common key themes, they also have different characteristics. Both terms may be understood and used interchangeably in practical applications, including serving (the children and families), responsible action (trust), following rules, completing the task, integrity/ethics, and effectiveness. Aside from the common key themes, accountability was also understood as embodying the key themes of explanation/meeting, expectation, and ownership. Conversely, performance was perceived as representing professionalism, skill, and teamwork. In general, when the frontline workers talk about process and relationships, they reference accountability and when they are discussing outcomes, they reference performance. This study highlights common and disparate characteristics associated with accountability and performance that explain why they are pursued simultaneously and why enhancing accountability sometimes does not lead to improving performance and vice versa.","PeriodicalId":47366,"journal":{"name":"Public Personnel Management","volume":"49 1","pages":"393 - 420"},"PeriodicalIF":3.0,"publicationDate":"2020-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0091026019873031","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47603484","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 10