Are We There Yet? The State of Public Human Resource Management Research

Jordan, Todd A.; Battaglio, R. Paul

doi:10.1177/0091026013511064

Cited by 20 publications

(16 citation statements)

References 90 publications

(141 reference statements)

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“…A more recent empirical literature in public administration studies the effects of contemporary radical civil service reform in U.S. states (Bowman, Gertz, Gertz, & Williams, ; Bowman & West, ; Coggburn, ; Coggburn et al, ; Condrey & Battaglio, ; Goodman & Mann, ). The findings of this literature have been mixed, yielding few consistently robust findings linking civil service reform to objective measures of agency performance (Jordan & Battaglio, ). My model supplements this empirical literature by providing a clear predicted theoretical relationship between civil service protections and bureaucratic performance.…”

Section: Related Literaturementioning

confidence: 99%

Civil service reform, self‐selection, and bureaucratic performance

Gibbs

2020

Economics & Politics

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I use a formal model to analyze the effect of civil service protections on bureaucratic performance. In a two-period model, a public manager observes a bureaucrat's actions for a period and decides whether to retain or attempt to remove the bureaucrat. Bureaucrats vary in terms of their intrinsic motivation and choose between careers in government or the private sector. I show that bureaucratic performance is greater in any separating equilibrium in which motivated bureaucrats choose government than in all equilibria in which they do not. Stronger civil service protections reduce the amount of effort that motivated bureaucrats must exert to distinguish themselves from their unmotivated peers in order to ensure retention. This strengthens incentives for motivated bureaucrats to choose careers in government.Stronger civil service protections, however, also reduce the ability of public managers to remove unmotivated bureaucrats. These competing effects yield a non-monotonic and discontinuous relationship between civil service protections and bureaucratic performance. I use the model to analyze recent reforms to U.S. state and federal personnel management that have significantly rolled back traditional job protections.

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Section: Related Literaturementioning

confidence: 99%

Civil service reform, self‐selection, and bureaucratic performance

Gibbs

2020

Economics & Politics

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“…For example, Governors Zell Miller in Georgia, Jeb Bush in Florida, and Mark Sanford in South Carolina championed radical civil service reforms that combined decentralization and at-will employment (McGrath, 2013). All of these reforms raise concerns about constitutional provisions for equal protection and due process, yet they have frequently been implemented with little systematic investigation of their impact on core personnel management functions (Jordan & Battaglio, 2014).…”

Section: Contemporary Challenges To the Public Sector Labour Movementmentioning

confidence: 99%

Public Sector Labour Relations in the United States: Austerity, Politics and Policy

Mareschal¹

2018

IndBez

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“…Whether in decentralization, performance pay, deregulation or privatization, scholars have maintained a basic consensus about the responsibility of the public administration is constantly adapted to the changing environment [2]. In the reform of the civil service, most countries in the world enhance the core functions of human resources management, ease the traditional value rules, decentralize personnel functions and enhance institutional autonomy to improve the administrative efficiency of the government.…”

Section: Differences In Oversight Mechanismsmentioning

confidence: 99%

Study on the Chinese Grass-roots Government on Administrative and Personnel Management

Huang¹

2017

Proceedings of the 2017 2nd International Conference on Politics, Economics and Law (ICPEL 2017)

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Abstract-On the basis of human resources management theory, the grass-roots government human resources management mode in China was outdated. For the management functions of human resource in allocation optimizations are not into full play. What's worse, it is not adapted to the pace of development of the times and failed to form a new government human resources management mode in a new era. In addition, as grass-roots of functions sector and government image, township government's executive force is vital. It is of new and original idea in this paper for township government human resources management to introduce enterprises' new concept and mode to promote China public sector in human resources management system. This study aims to understand the grassroots government personnel and human resource management research including enhance the government of implementation force and efficiency of public sector human resources which can give full play to the government's service function.

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Are We There Yet? The State of Public Human Resource Management Research

Cited by 20 publications

References 90 publications

Civil service reform, self‐selection, and bureaucratic performance

Civil service reform, self‐selection, and bureaucratic performance

Public Sector Labour Relations in the United States: Austerity, Politics and Policy

Study on the Chinese Grass-roots Government on Administrative and Personnel Management

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