An entrepreneurial public agency pursues the implementation of innovative programs that may broaden public service choices, increase service quality, and more effectively serve citizens. Such public entrepreneurship depends on risk taking and risk tolerance; however, public servants tend to be generally risk averse in their behaviors and personal preferences, and are therefore less likely to pursue entrepreneurial approaches to public problems. Using social exchange theory as a framework to understand the reciprocal relationship between agency and employee, this study examines whether agency behaviors might alter the risk aversion of those employees and make the agency environment more conducive to entrepreneurship. Findings suggest that managers' demonstration of risk tolerance, reward for creativity and innovation, and agency solicitation of employee input are positively related to employee perceptions of higher risk tolerance among their peers.

• This study analyzes Facebook engagement among the nation's symphonies and their stakeholder publics.Factors such as reliance on donor contributions, program revenues, government grants, investment income, and total assets are proposed as contributing factors in predicting effective stakeholder relations. Public relations scholarship emphasizes the significance of relationships between the organization and its stakeholders and argues that positive relationships are integral to organizational success. Stewardship theory suggests nonprofits rely on a number of tools, including relationship nurturing, to sustain relationships with supportive publics. Scholars have increasingly identified stewardship as an effective method by which to build and maintain relationships. This study assesses one particular aspect of stewardship -relationship nurturing -and the attributes of nonprofit organizations that are successfully cultivating relationships with their stakeholders via social media. We find that benefactors matter. As dependence on stakeholder contributions increases so does stakeholder engagement via Facebook. Findings regarding program revenues and total assets are also significant.

The public workplace has traditionally been conceived of in heteronormative and cisnormative terms, wherein heterosexuality, the gender binary, and opposite-sex relationships are presumed and institutionalized in both word and deed. Recent policy changes and public opinion shifts regarding lesbian, gay, bisexual, and transgender individuals have placed an onus on employers to develop means to include sexual and gender minorities in the overall organizational culture and improve LGBT individuals’ workplace experiences. Using multilevel data analysis, this study focuses on how LGBT federal workers’ perceptions of inclusion at the agency, supervisory, and work unit levels affect their job satisfaction. The results indicate that LGBT employees’ inclusion perceptions play a moderating role between their sexual or gender minority identities and individual job satisfaction. The findings suggest that interventions aimed at developing an inclusive culture that reduces or eliminates traditional heteronormativity and cisnormativity, both agency-wide and at separate organizational levels, may improve job satisfaction among LGBT workers.