“Big Tigers, Big Data”: Learning Social Reactions to China's Anticorruption Campaign through Online Feedback

Zhu, Jiangnan; Huang, Huang; Zhang, Dong

doi:10.1111/puar.12866

Cited by 66 publications

(43 citation statements)

References 66 publications

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“…In their study on rule abidance among Chinese frontline officers, Zang and Musheno () found that the majority were rule followers. Rule following ensures predictability and prevents abuses of power and corruption that can seriously hurt the government's legitimacy and threaten one‐party rule (Zhu, Huang, and Zhang ).…”

Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

Can Public Leadership Increase Public Service Motivation and Job Performance?

Schwarz

Eva

Newman

2020

Public Administration Review

100

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To advance understanding of leadership in the public sector, this article examines the link between accountability, rule‐following, political loyalty, and network governance approaches to leadership and employees' public service motivation (PSM) and individual job performance. Using a sample of 300 civil servants and their 64 managers in China, the study finds that accountability, rule‐following, political loyalty, and network governance leadership are all significantly positively related to employees' PSM levels and job performance. The results of multilevel modeling show that network governance leadership has the strongest positive relationship with both PSM and job performance, suggesting that managers should encourage public employees to initiate and maintain contacts outside their organizations to access relevant information, technical expertise, and resources that may be not be available internally.

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Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

Can Public Leadership Increase Public Service Motivation and Job Performance?

Schwarz

Eva

Newman

2020

Public Administration Review

100

View full text Add to dashboard Cite

show abstract

“…Traditional anticorruption approaches, such as relying on campaign‐style dominated party organs (Fu, 2015; Lang, 2017) or legislative and judicial branches, which tackle some urgent issues, should be reconsidered. Given that these dominant anticorruption approaches lead to mixed results (Zhang & Kim, 2017; Zhu, Huang, & Zhang, 2019, on China; Paramahamsa, 2017; Wolf, 2017, on India) and can be politically controversial at times (Li, 2019; Mahmood, 2017), innovative approaches and policy mixes may well be alternatives worth considering to better signal commitment and improve the effectiveness of anticorruption.…”

Section: Resultsmentioning

confidence: 99%

Public sector innovation, e‐government, and anticorruption in China and India: Insights from civil servants

Yan

Vyas

2020

Aust J Public Adm

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Both China and India are adopting information and communication technologies to facilitate openness and transparency in their governments, and hence reduce corruption. Distinctive from their traditional anticorruption approaches, is the innovative e‐government approach an effective solution to corruption in these two large developing countries? This paper addresses the question through comparative in‐depth interviews with 44 mid‐ or senior‐level officials in the public sector in these two countries. The first study of its kind, our research shows that civil servants in both countries overall think positively about transparency and technology in reducing corruption. However, to what extent these innovative measures will be effective is conditional on various factors, such as political willingness, income inequality, and infrastructure readiness. What is worth noting is that the Chinese respondents were more positive regarding the role of transparency, whereas the Indian respondents were more positive about the role of technology, which may reflect the different facilitators of corruption and the constraints of anticorruption in China and India.

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“…Public anti-corruption campaigns seek to win public support as a source of political legitimacy (Zhu et al 2017) by signaling a zero-tolerance policy regarding non-ethical behavior in the civil service. We argue that these signals have changed the incentive structure for civil servants: Municipal offi cials who deviate from organizational norms, for reasons such as convenience, or favoring friends, may experience less valued rewards from public employment.…”

Section: Attitudes To Unethical Behaviormentioning

confidence: 99%

Pay Dissatisfaction among Municipal Employees: Empirical Evidence from Russia’s Stavropol Region

Jäkel

2019

NISPAcee Journal of Public Administration and Policy

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Dissatisfied public employees put at risk the quality of service delivery. Th is study investigates pay dissatisfaction among a sample (N=501) of municipal employees in Russia’s Stavropol region. We find that pay dissatisfaction results from negative perceptions of public employment compensation, low levels of risk aversion, unethical professional attitudes, and more than 4 years of working experience. Our findings suggest that municipal employees are sensitive to multiple wage gaps within the public sector, and that upward pay comparisons are a relevant predictor of dissatisfaction with pay. We conclude that widespread pay dissatisfaction poses a serious threat to the implementation of federal programs and sustainable rural development in Russia.

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“Big Tigers, Big Data”: Learning Social Reactions to China's Anticorruption Campaign through Online Feedback

Cited by 66 publications

References 66 publications

Can Public Leadership Increase Public Service Motivation and Job Performance?

Can Public Leadership Increase Public Service Motivation and Job Performance?

Public sector innovation, e‐government, and anticorruption in China and India: Insights from civil servants

Pay Dissatisfaction among Municipal Employees: Empirical Evidence from Russia’s Stavropol Region

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