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Whistleblowing in the Public Sector: A Systematic Literature Review 公共部门的举报:系统的文献综述
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-03-02 DOI: 10.1177/0734371X221078784
M. Kang
{"title":"Whistleblowing in the Public Sector: A Systematic Literature Review","authors":"M. Kang","doi":"10.1177/0734371X221078784","DOIUrl":"https://doi.org/10.1177/0734371X221078784","url":null,"abstract":"Public administration scholars have provided a variety of theoretical insights to understand bureaucratic whistleblowing, and have emphasized its ethical, legal, and practical rationales in the context of democratic bureaucracy. To enhance our understanding of this principled dissent behavior in the public sector, this study systematically reviews 71 whistleblowing articles and dissertations that address three aspects in the literature: (1) definitions and theories; (2) methods and data, and (3) factors associated with whistleblowing intention and behavior. The findings show public administration whistleblowing research typically uses Near and Miceli’s definition, grounded on psychology, ethics, and human resource management (HRM) theories. Methodologically, there is a notable recent trend in the growth of empirical research using survey data, and equal attention has been paid to both whistleblowing intention and behavior variables. Based on the review findings, the study discusses two issues—definitional and theoretical—and presents four research agendas for future bureaucratic whistleblowing scholarship.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"381 - 406"},"PeriodicalIF":3.9,"publicationDate":"2022-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42272534","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: 5
Up the Chain: Gendered Mentoring in the U.S. Army 上链：美国军队的性别辅导
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-02-21 DOI: 10.1177/0734371X221076770
Shannon Portillo, A. Smith, Alesha E. Doan
{"title":"Up the Chain: Gendered Mentoring in the U.S. Army","authors":"Shannon Portillo, A. Smith, Alesha E. Doan","doi":"10.1177/0734371X221076770","DOIUrl":"https://doi.org/10.1177/0734371X221076770","url":null,"abstract":"For careers in public service, meritocracy is espoused and idealized with formal structures for advancement. However, career development is also relational. Scholars have long discussed the benefits of mentoring both for psychosocial support and career advancement in organizations. While mentoring is recognized as important for career advancement, less is known about the nature of mentoring in male-dominated public sector organizations. In this paper we explore how mentoring functions in the U.S. Army—a male-dominated public service organization. Using data from a mixed method study, including survey data from approximately 1,200 Army personnel and analysis of 27 focus groups with 198 participants, we find that mentoring quality matters for all employees, but it matters more for women. We also find that mentoring is gendered, shaping the career trajectories of women and men in different ways.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"359 - 380"},"PeriodicalIF":3.9,"publicationDate":"2022-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44030988","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: 1
Putting the Humanity Back Into Public Human Resources Management: A Narrative Inquiry Analysis of Public Service in the Time of COVID-19 将人性回归公共人力资源管理:新冠肺炎时代公共服务的叙事探究分析
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-01-22 DOI: 10.1177/0734371x211069656
Sarah Berry, Maren B. Trochmann, Judith L. Millesen
{"title":"Putting the Humanity Back Into Public Human Resources Management: A Narrative Inquiry Analysis of Public Service in the Time of COVID-19","authors":"Sarah Berry, Maren B. Trochmann, Judith L. Millesen","doi":"10.1177/0734371x211069656","DOIUrl":"https://doi.org/10.1177/0734371x211069656","url":null,"abstract":"<p>Amid a global pandemic, unprecedented numbers of citizens relied on essential public employees as lifelines for their health, safety, and connectedness to the broader community. These public servants worked tirelessly through collective trauma to ensure their neighbors had what was needed to maintain some semblance of a routine in an otherwise unpredictable environment. This article uses narrative inquiry to examine the implications of the COVID-19 pandemic disruption on the public sector workplace, the quality of work life, and to investigate how employees coped during the crisis. Our research reports on interviews with 43 front-line and behind-the-scenes public employees who describe how they coped, maintained their public service motivation, and worked through increased demands for emotional labor in this new work-life environment. The findings suggest the need for human resources policies that allow for a flexible, reflective, holistic, and person-centered approach.</p>","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"51 1","pages":""},"PeriodicalIF":3.9,"publicationDate":"2022-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138529723","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
Managerial Challenges of Emotional Labor Disruption: The COVID-19 Crisis in Mexico 情绪性劳动中断的管理挑战：墨西哥的新冠肺炎危机
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-01-03 DOI: 10.1177/0734371X211060735
Samanta Varela Castro, Elizabeth Pérez‐Chiqués, Oliver D. Meza, S. A. Campos González
{"title":"Managerial Challenges of Emotional Labor Disruption: The COVID-19 Crisis in Mexico","authors":"Samanta Varela Castro, Elizabeth Pérez‐Chiqués, Oliver D. Meza, S. A. Campos González","doi":"10.1177/0734371X211060735","DOIUrl":"https://doi.org/10.1177/0734371X211060735","url":null,"abstract":"The purpose of this article is to contribute to the knowledge of managing emotional labor during a crisis. The COVID-19 pandemic has been a disrupting event, particularly affecting frontline healthcare workers and their supervisors who faced pressures to manage emotions during their interactions with patients. Emotional labor has been studied in emergencies; however, the case of Mexico offers insights into an understudied context and a long and singular crisis. Drawing from multi-level storytelling interviews with medical managers, physicians, and nurses in hospitals in different states of Mexico, this article argues that COVID-19 blurred relationships between performance and outcomes of emotional labor. As the organizational goal focused mainly on saving lives, some workers intensified and performed emotional labor innovatively, but others deviated from feeling rules. Managers’ role became crucial for employees to abide by affective requirements facing disruption.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"411 - 429"},"PeriodicalIF":3.9,"publicationDate":"2022-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45859899","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
Explaining High Performance Among Indian Administrative Service (IAS) Officers: A Job Demands-Resources Perspective 从工作需求资源的角度解释印度行政服务（IAS）官员的高绩效
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-01-03 DOI: 10.1177/0734371X211062481
S. Pati, Ram Kumar Kakani
{"title":"Explaining High Performance Among Indian Administrative Service (IAS) Officers: A Job Demands-Resources Perspective","authors":"S. Pati, Ram Kumar Kakani","doi":"10.1177/0734371X211062481","DOIUrl":"https://doi.org/10.1177/0734371X211062481","url":null,"abstract":"Indian Administrative Service (IAS) officers are careerist senior civil servants (SCS) in the world’s largest democracy, holding senior roles of policymaking and implementation. Therefore, identifying exceptionally performing SCS to unravel their “job demands” along with “personal resources” should help with understanding how best to manage these critical human resources. Employing a qualitative approach, we interviewed 11 high performing IAS officers identified through a unique career progression index. Our data analysis revealed that the IAS suffers from the following job demands: difficulty in coordination with other departments and stakeholders, financial inadequacy, and dishonest subordinates or coworkers. This study also found that self-directed learning, personal reputation, empathy, and service orientation are essential personal resources for high-performing SCS. While expanding the list of job demands and personal resources in the public administration context, our research provides a deeper insight into the challenges confronting careerist SCS in lower-middle income developing countries.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"288 - 308"},"PeriodicalIF":3.9,"publicationDate":"2022-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47334790","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
Comparing Employer Attractiveness of Public Sector Organizations to Nonprofit and Private Sector Organizations: An Experimental Study in Germany and the U.S. 比较公共部门组织与非营利和私营部门组织的雇主吸引力:德国和美国的实验研究
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-01-03 DOI: 10.1177/0734371X211065349
Jana Cordes, Rick Vogel
{"title":"Comparing Employer Attractiveness of Public Sector Organizations to Nonprofit and Private Sector Organizations: An Experimental Study in Germany and the U.S.","authors":"Jana Cordes, Rick Vogel","doi":"10.1177/0734371X211065349","DOIUrl":"https://doi.org/10.1177/0734371X211065349","url":null,"abstract":"Sector preferences in job choice have rarely been tested empirically across different administrative systems. We address this gap and apply a between-subject experimental design to examine the attractiveness of public, private, and nonprofit employers in two countries in different administrative traditions. Respondents (n = 362) from an Anglo-Saxon (i.e., the U.S.) and continental European country (i.e., Germany) were exposed to job advertisements that only differed in the employer’s sector affiliation, with other job attributes, such as payment and working hours, held constant. Contrary to expectations, and consistently across the two country samples, respondents evaluated public sector jobs more positively compared to vacancies in the private sector. In contrast, we found no such comparative advantage of public over nonprofit employers. By providing counterevidence to the prevalence of negative attitudes toward public organizations, our study warns against overgeneralizing previous findings on negativity biases to the context of employer attractiveness.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"260 - 287"},"PeriodicalIF":3.9,"publicationDate":"2022-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48442195","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
“I Expected More From You”: The Effect of Expectation-Disconfirmation on Employees’ Satisfaction With Supervisory Support “我对你的期望更高”：期望不确定性对员工监督支持满意度的影响
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-01-03 DOI: 10.1177/0734371X211065348
Julia Penning de Vries, E. Knies
{"title":"“I Expected More From You”: The Effect of Expectation-Disconfirmation on Employees’ Satisfaction With Supervisory Support","authors":"Julia Penning de Vries, E. Knies","doi":"10.1177/0734371X211065348","DOIUrl":"https://doi.org/10.1177/0734371X211065348","url":null,"abstract":"Are employees less satisfied with supervisor support when their expectations are disconfirmed? In this study, we examine this question for both predictive expectations (what will happen) and normative expectations (what should happen). Results from two preregistered experiments suggest that expectation-disconfirmation does not affect satisfaction with supervisor support. Instead, we find that expectation-disconfirmation as perceived by participants affects satisfaction with supervisor support. We conclude that even though supervisor support seems to be the most important predictor of satisfaction, perceived disconfirmation of expectations also influences employees’ satisfaction with supervisor support.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"309 - 335"},"PeriodicalIF":3.9,"publicationDate":"2022-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49322829","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: 2
I’m Only Human: A New E-road to Advancing Social Equity Through a Humanist Approach to Mentoring in Public Service 《我只是人:通过公共服务中以人为本的指导方法促进社会公平的新电子道路》
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-01-03 DOI: 10.1177/0734371X211058180
Sue M. Neal, A. Kline, Amanda M. Olejarski, Michelle R. Gherardi
{"title":"I’m Only Human: A New E-road to Advancing Social Equity Through a Humanist Approach to Mentoring in Public Service","authors":"Sue M. Neal, A. Kline, Amanda M. Olejarski, Michelle R. Gherardi","doi":"10.1177/0734371X211058180","DOIUrl":"https://doi.org/10.1177/0734371X211058180","url":null,"abstract":"This research reviews how mentoring has manifested in public service and how it can evolve to be better positioned to address key diversity, equity, and inclusion objectives. This work inventories the current understanding of public sector mentoring, highlighting the contrast between the classical mentoring approach of functionalism with the emerging humanist approach. Barriers to implementing meaningful humanist mentoring are reviewed, and e-mentoring is presented as a modality well situated to overcome these obstacles. The humanist e-mentoring model provides a process and modality to advance social equity by removing existing barriers to opportunities. Finally, best practices and outcomes for successfully implementing e-mentoring humanist and relationships in public service are presented and an updated model of critical outcomes is advanced. A brief agenda for future scholarship on this topic is presented.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"239 - 259"},"PeriodicalIF":3.9,"publicationDate":"2022-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42985820","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: 5
Experience, Emotion, and Exhaustion: How Unionization Influences Emotional Labor 经验、情绪与疲惫:工会化如何影响情绪劳动
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2022-01-03 DOI: 10.1177/0734371X211068171
Randall S. Davis, Edmund C. Stazyk, Erika Kline, Adam C. Green
{"title":"Experience, Emotion, and Exhaustion: How Unionization Influences Emotional Labor","authors":"Randall S. Davis, Edmund C. Stazyk, Erika Kline, Adam C. Green","doi":"10.1177/0734371X211068171","DOIUrl":"https://doi.org/10.1177/0734371X211068171","url":null,"abstract":"While HRM scholars have built a rich body of knowledge regarding emotional labor (EL), we know comparatively less about the social origins of EL components and individual outcomes in government work contexts. To address this gap, we employ conservation of resources theory to examine how one prominent social institution within government organizations, labor unions, influence the process through which EL shapes one individual-level outcome, emotional exhaustion. We also draw from the process model of EL developed by Brotheridge and Lee to evaluate one specific countervailing resource, person-job fit. Results obtained using data from the 2016 U.S. Merit Principles Survey suggest that unionization indirectly increases emotional exhaustion via increases in the perceived need for false face acting. While unionization does not have a direct relationship with person-job fit, perceived increases in the need for false face acting contributes to emotional exhaustion by reducing person-job fit.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"336 - 358"},"PeriodicalIF":3.9,"publicationDate":"2022-01-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41342019","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: 2
Moving On Up? Effects of Leadership Training and Intersectoral Mobility on Women’s Advancement in Danish Public Administration Management 继续前进?领导培训和部门间流动对丹麦公共行政管理领域妇女地位提高的影响
IF 3.9 3区 管理学
Review of Public Personnel Administration Pub Date : 2021-10-29 DOI: 10.1177/0734371X211054875
Müge Kökten Finkel, C. Grøn, Melanie M. Hughes
{"title":"Moving On Up? Effects of Leadership Training and Intersectoral Mobility on Women’s Advancement in Danish Public Administration Management","authors":"Müge Kökten Finkel, C. Grøn, Melanie M. Hughes","doi":"10.1177/0734371X211054875","DOIUrl":"https://doi.org/10.1177/0734371X211054875","url":null,"abstract":"Women’s underrepresentation in middle and upper management is a well-documented feature of the public sector that threatens performance and legitimacy. Yet, we know far less about the factors most likely to reduce these gender inequalities. In this article, we focus on two well-understood drivers of career advancement in public administration: leadership training and intersectoral mobility. In theory, training in leadership and experience across government levels and policy areas should help both women and men to climb management ranks. We use logistic regression to test this proposition using a representative sample of 1,819 Danish public managers. We find that leadership training disproportionately benefits women, and this helps to level the playing field. However, our analyses show that differences in intersectoral mobility do not explain the gender gap in public sector management.","PeriodicalId":47609,"journal":{"name":"Review of Public Personnel Administration","volume":"43 1","pages":"215 - 238"},"PeriodicalIF":3.9,"publicationDate":"2021-10-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43956140","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: 2
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