Many scholars and practitioners of public administration converge on the belief that some individuals are predisposed to perform public service. James L. Perry (1996) recently clarified the public service motivation (PSM) construct and proposed a measurement scale. The present study builds on and extends this important stream of research by examining how individuals view the motives associated with public service. Specifically, we use an intensive research technique called Q-methodology to examine the motives of 69 individuals. We identify four distinct conceptions of PSM: individuals holding these conceptions are referred to as samaritans, communitarians, patriots, and humanitarians. The practical and theoretical implications of these findings are discussed. Gene A. Brewer is a scholar-practitioner of public administration. His primary areas of research are administrative theory and reform, public service motivation, and bureaucratic accountability in democratic government. His recent work has appeared in

For many years, employers have sought to improve employee productivity and work environments. One common strategy is alternative work arrangements, which include flextime, job sharing, telecommuting, and a compressed workweek. In this article, the authors examine the effects of implementing a compressed workweek (four 10-hour days) for employees in city government. This study examines the impact of the compressed workweek schedule on the job satisfaction and work–family conflict of the participating employees. Employees perceived that the alternative schedule increased their productivity and their ability to serve the citizens. Additionally, the authors report that employees working the 4/10 workweek experience lower levels of work–family conflict than their counterparts who are working other schedules, but no significant difference for most measures of job satisfaction. Overall, the authors argue that the impacts of alternative work schedules need more careful study.

Recently there has been an increase in the number of cities contemplating and implementing alternative work schedules, particularly compressed workweeks, often to decrease energy costs for the organization or to decrease transportation and fuel costs for employees. Although many organizations offer alternative work schedules, there is little research on the benefits and drawbacks of these schedules. This research endeavors to fill that gap in our understanding by providing the results of a recent survey of human resources directors in 151 U.S. cities with populations more than 25,000 about their experience with the benefits and drawbacks of alternative work schedules. More than half (56.3%) of the cities surveyed reported offering some form of alternative work schedule, with compressed workweeks being the most commonly offered. Although drawbacks were noted, the human resources directors were more likely to report benefits for employees and the organization in offering alternative work schedules.

This article explores the impact of 15 separate provisions of state annexation laws on seven different measures of annexation activity. This analysis uses annexation data from 42 states between 1990 and 1998. The analysis finds that there are different patterns of annexation activity for laws designed to constrain annexation, as compared with laws designed to facilitate annexation. Laws designed to facilitate annexation are likely to be associated with high levels of annexation activity. On the other hand, laws designed to constrain annexation are not very likely to have lower levels of activity.

Given that research is the first step in improved practice, how can puhlic administration doctoral programs train more productive research scholars? This article reports details on the first systematic attempt to answer this question empirically. Specifically, the authors collect data from 47 NASPAA-affiUated doctoral programs and test conventional wisdom distilled from the literature. Three factors prove to he important in doctoral programs that train productive research scholars: (1) engaging students in structured research experiences that culminate in student research productivity, (2) providing students with adequate financial support, and (3) employing productive faculty memhers. These three factors explain approximately 70 percent of the variation in graduate research productivity across doctoral programs, and they represent action steps for programs interested in improving the research productivity of their graduates. The implications for improving the quantity and quality of scholarship in puhlic administration are discussed.