Reforming public services: does service logic have anything to offer?

ABSTRACT

This article discusses what service management and the logic of service (SL) can offer to public service management. There are no real inbuilt differences between public and private service organizations and no reasons why public service organizations (PSOs) would be less efficient and less service-focussed and oriented towards service users than private service organizations. Good service management rather than privatization is required to make a PSO more efficient and effectively outward-oriented. Service-focussed value creation management and how service logic can be applied by PSOs to enable them to transform to outward-focussed service organizations are discussed. A change framework is presented.     

Contextualizing performance appraisal practices in Chinese public sector organizations: the importance of context and areas for future study

Abstract

Public sector organizations (PSOs) continue to undergo pressures for change due to economic globalization and the changing role of the state, resulting in increased focus on performance management, particularly employee performance appraisal. New public management’s emphasis on transparency, accountability, efficiency and performance highlights the multiple and often conflicting roles and performance outcomes of PSOs, the social and economic contexts in which PSOs operate, and the multiple ways they measure and manage performance. Responding to this special issue and calls for a richer understanding of performance management in PSOs we examine the impact of context on performance appraisal in Chinese PSOs. As China continues its transitions to a market-driven economy, Chinese PSOs have engaged in managerial reforms to improve governance, efficiency and productivity, including the strategic implementation of western-based HRM practices to manage employee performance. Our analysis demonstrates the challenges context poses for analysing HRM practices in Chinese PSOs.     

Distinctive research patterns on public sector performance measurement of public administration and accounting disciplines

Abstract

This article explores distinctive research patterns of public administration and accounting disciplines concerning public sector performance measurement (PSPM). Our review shows that accounting researchers from Europe investigate reasons for limited PM use and factors explaining a rational or symbolic PM use, inspired by organization theory and institutional theory and conducting case/field studies. Public administration researchers from Europe and the USA prefer to study PM design and PM impact respectively, mainly using surveys in combination with various theories, like political theory. Public administration research from the USA examines the types of performance indicators in PM systems and contingent factors for PM design. Public administration research from Europe shows an interest in evaluating public sector reforms like Best Value and explaining learning processes for improvement. We argue that PSPM research could benefit from interdisciplinary efforts and intensified mutual communication between public administration and accounting.     

Firm Turnarounds: an Integrative Two-Stage Model*

This paper presents a model proposing that turnaround firms exhibit two classes of response to decline: (a) decline-stemming strategies that reverse the dysfunctional consequences of decline, and (b) recovery strategies that position the firm to better compete in its industry. We further propose that effective top management actions supporting both of these strategies are vital to recovering from decline. Our model of the turnaround process questions some existing assumptions about turnarounds and extends theory in several key areas. First, we argue that success in initially stemming decline requires managers to go beyond retrenchment or focusing on financial issues to include effective management of a firm's external stakeholders and internal climate and decision processes. Second, we outline important contingencies impacting each class or stage of response to decline and discuss the interaction between stages. Finally, we demonstrate how our model provides explanations for several unresolved issues regarding turnarounds and has implications for management practice.     

Toxic Mentors or Toxic Proteges? A Critical Re-Examination of Dysfunctional Mentoring

Although mentoring can have positive consequences for the careers of proteges, many young adults become enmeshed in dysfunctional relationships with their mentors. To the extent that these destructive mentor–protege relationships have been examined, the prevailing underlying assumption has been that they are the mentors' fault because mentors are more powerful and dominant than their proteges. This article presents an alternative to that perspective. It suggests that proteges, as much as mentors, contribute to the interpersonal dynamics that result in dysfunctional outcomes, and that mentors, as well as proteges, are hurt by these destructive relationships. The article presents a framework for understanding the interpersonal dynamics underlying the development of dysfunctional mentor–protege relationships, examining three key questions in particular: (1) What causes poor initial linkages between mentors and proteges? (2) What causes poor initial linkages to escalate into destructive mentor–protege relationships? (3) What are the consequences of dysfunctional relationships for proteges and mentors alike? The article concludes with suggestions for improving the research methodology used to examine dysfunctional mentoring in the future.     

Linking Belgian employee performance management system characteristics with performance management system effectiveness: exploring the mediating role of fairness

Based on expectancy theory, goal-setting theory and control theory, we propose a model in which perceived fairness mediates the relationship between characteristics of employee performance management (PM) systems and their perceived effectiveness by employees. PM system characteristics we propose are the frequency and length of formal reviews, the frequency of informal reviews and feedback, whether the formal conversation focused on evaluation or development and finally the degree of participation. The model was tested on a cross-industry sample of 3192 employees in Belgium. The measurement and structural models were simultaneously tested using structural equation modeling, and we used a bootstrapping approach to test the mediation hypothesis. Our findings indicate that performance review focus and employee participation strongly relate to perceptions of appraisal fairness and PM system effectiveness and that the frequency of informal performance reviews is stronger related to PM system effectiveness than the frequency of formal performance reviews. This suggests that the manifest expressions of PM have more impact on PM system effectiveness rather than the more latent characteristics of PM systems. The findings advance research to the role and functionality of PM systems by showing that (a) the manner in which PM systems are shaped and executed is of fundamental importance for their effectiveness, (b) fairness partially mediates the relationship between PM system characteristics and their effectiveness and (c) the three motivational theories appear useful for understanding the consequences of PM practices on individual employees.     

Towards a More Comprehensive Understanding of the Roles of Management Accountants

Abstract

The study was designed to address specific gaps in the literature by identifying a comprehensive set of antecedents and characteristics with respect to the roles of management accountants (MAs) and exploring the consequences of how these roles are discharged. Interviews were conducted with 18 financial managers (FMs) and 18 operating managers (OMs) in medium and large manufacturing firms. Theoretical lenses of management control, contingency and role theory were used in the interpretation of the findings. A comprehensive picture of the antecedents, characteristics and consequences associated with the roles of MAs emerges from the data and the findings suggest that management and the MAs themselves play a critical part in the determination of the roles of MAs. In particular, the findings reveal contingencies and conflicts with regard to the interaction between MAs and OMs including the management control consequences associated with how MAs interact with OMs. For some MAs, the paper argues that role conflict, despite its negative connotations, may facilitate more effective management control. The adoption of a ‘business partner’ model for MAs is found here to be ambiguous, conditional and uncertain.     

Stuck at a workplace: What’s work control,demands and learning got to do with it? A longitudinal multilevel study on Swedish permanent employees in situations of ‘workplace locked-in’

Abstract

Whilst health consequences of being locked-in at the workplace have been documented in several research studies, it is largely unknown how work characteristics and their changes over time relate to risks for becoming locked-in at a certain workplace. Accordingly, this paper studied how perceived control, learning opportunities and quantitative demands at work associate with workplace-locked-in (WPLI). The study included permanent employees who participated in the Swedish Longitudinal Occupational Survey of Health (SLOSH) study in wave 3 through 5 (n = 2918 individuals; n = 7460 observations). Results from multi-level analysis show that there was significant individual variation in WPLI changes over time, even though on average, WPLI decreased slightly. Differences in work characteristics between individuals (L2) and across time (L1) associated significantly with WPLI: higher levels of job control and learning opportunities related to lower odds ratios for WPLI, whereas higher quantitative job demands associated with higher odds ratios of WPLI. Moreover, differences in quantitative job demands, number of job changes and educational achievements explained the individual variations of WPLI developments over time. The result shows that WPLI can – to some extent – be prevented or reduced through good work design, and implications for HR managers and organizations are discussed.     

Organizing professionals and their impact on performance: the case of public health doctors in the Italian SSN

ABSTRACT

Hybrid professional managers have been associated with improvements in the performance of public sector organizations. However, less attention has been given to differences within this category. Drawing on board human capital theory, we focus on an emerging group of ‘organizing professionals’ with earlier and deeper exposure to management training and education: generalist clinical hybrids drawn from public health in the Italian healthcare system. Specifically, we investigate the impact that these hybrid hospital CEOs have on organizational performance in comparison with other backgrounds. The results indicate that this form of generalist hybrid professionalism has distinct, if not dramatic, consequences for performance.     

THE STRATEGIC CONTINGENCIES THEORY OF POWER: MULTIPLE PERSPECTIVES

The strategic contingencies theory of power proposed by Hickson et al. (1971) has been tested and compared to an alternative perspective. In the alternative perspective, the theory has been modified to include control of strategic contingencies as a moderating variable in the relationships between power and its determinants. A field study, using questionnaire and interview responses of 54 administrators at five universities, partially supports the modified theory.     

Business cycle and aggregate industry mergers

This paper tests the relationship between industry-level mergers and business cycle using panel tests that allow us to control for macro-economic and industry-level determinants of merger activity. We find robust evidence that both related and unrelated industry-level mergers are pro-cyclical. However, the evidence is asymmetric between related and unrelated mergers. We also find strong evidence in support of two major theories of merger activity that have been proposed and tested in the existing literature, namely, neoclassical theory and behavioral theory. The proxies of both neoclassical and behavioral theories explain merger activity in general; however, the pro-cyclicality of mergers is not fully captured by any of these proxies, individually or collectively.     

Fast Fashion: Calculative Technologies and the Governance of Everyday Dress

Abstract

The speed at which contemporary fashion changes is such that the life of a garment can now be measured in a matter of weeks rather than months. The organisational consequences of operating in this environment are that fashion retailers have been prompted to adopt a range of quick response (QR) initiatives. QR involves responding promptly to the information contained within emerging sales trends while simultaneously accelerating the movement of product from factory to shop shelf. Drawing on the case of a UK fashion chain, this paper explores accounting's role in enacting QR. In addition, by deploying the theoretical framework of governmentality [Miller, P., & Rose, N. (1990). Governing economic life. Economy and Society, 19(1), 1–31; Rose, N., & Miller, P. (1992). Political power beyond the state: Problematics of government. British Journal of Sociology, 43(2), 173–205], the paper highlights the role of calculative technologies in the creation and sustenance of fast fashion and hence the governance of everyday dress.     

Moving Beyond The Clash of Interests: On stewardship theory and the relationships between central government departments and public agencies

Abstract

This paper analyses the relationships between central government departments and agencies through the lens of stewardship theory. Stewardship theory has been developed as an alternative to agency theory and focuses on shared goals and norms. The paper first shows how current regulations are strongly imbedded in agency theory and then proceed to analyse, on the basis of a survey and focus groups, how the problems experienced by public managers generally point to the relevance of stewardship. On this basis and with input from sixty public managers, a stewardship model for the relationships between agencies and central governments is developed.     

Worktime control and work stress: the moderating effect of self-comparisons and social comparisons

Abstract

Perceived work-related stress has increased notably in recent years, reducing individuals’ well-being and increasing organizations’ and economies’ costs. This study focuses on worktime control as a key approach to reducing work stress, as the extant research on its effects reports inconsistent results. The study argues that comparisons play a major role in how work stress, conceptualized as effort-reward imbalance, occurs. Ordinary least squares is used to test hypotheses with a sample of 1721 employees from Germany to determine whether employees’ prior worktime control and employees’ referents’ worktime control affect the relationship between worktime control and work stress. Results show that (1) worktime control is negatively associated with the experience of work stress, (2) employees’ prior worktime control moderates the relationship between worktime control and work stress, and (3) there is no moderating effect of employees’ referents’ worktime control. The results are discussed in light of gift-exchange theory and related empirical findings.     

Henry George: The Economist as Moralist*

Abstract . Henry George derived his economic theory from his personal experience. He had the good fortune to be living in California during his formative years; there the economic events which transpired during the settlement of the North American continent—the passing of the frontier and its consequences—occurred within a time span of a few years and the telescoping of history gave him the framework for an original economic system, as well as a utopian vision of a free society. Much attention has properly been paid to George's economic ideas but he was also a moralist, one accepted by some philosophers as among the greatest. This aspect of his work, and particularly his value theory, have been neglected.     

Fostering societal impact and job satisfaction: the role of performance management and leader–member exchange

ABSTRACT

Performance management (PM) can alienate employees from experiencing societal impact. This is problematic since societal impact influences employees’ job satisfaction. To avoid such unintended effects, we investigate two conditions under which PM could instead benefit the societal impact and job satisfaction of employees: consistency and leader-member exchange. Results show consistent PM fosters job satisfaction, mediated by societal impact and moderated by leader–member exchange. Public organizations should streamline expectations communicated through PM and constructive leader relationships could reinforce this process. By examining the conditions under which PM can avoid unintended effects on employees, we add to the debate on PM effectiveness.     

Public Management as a University Discipline in New European Union Member States

Abstract

Many market-type mechanisms were introduced in the public administration reforms in Central and Eastern Europe (CEE). Therefore public administration higher education in CEE should prepare not only classical public administrators but also public managers to operate in this new environment. This paper summarizes our research results on three new Central European members. The focus is on the scale of public management (PM) programmes, on the proportion of PM courses in the curricula of accredited PM programmes and on the dominant teaching approaches.     

LRN 2016 SPECIAL – the antecedents and consequences of reduction within a supply chain collaboration orientation of CO2 emissions: evidence from China

ABSTRACT

This paper explores the impact of a predisposition towards supply chain collaboration (SCC) on the reduction of CO₂ emissions, along with its consequences, within the context of a growing recognition of green collaboration. The study draws upon three theoretical lenses, i.e. natural-resource-based view (NRBV), resource dependence theory (RDT) and institutional theory. It conceptualises a research framework in which the underlying constructs are defined and the hypotheses postulated. The empirical investigation was undertaken in China, resulting in data pertaining to 167 companies compiled from a questionnaire survey and subsequently analysed using structural equation modelling. The research findings reveal a causal relationship between two orientations, i.e. SCC orientation and a firm's CO₂ emission reduction orientation, and SCC-led CO₂ emission reduction and its impact on a firm's performance. The study suggests that, in a ‘low-carbon’ business environment, firms can guarantee the engagement of an SCC-led CO₂ emission reduction initiative towards broad environmental sustainability.     

Hierarchical analysis: Classification with ordinal object dissimilarities

Summary Lerman [1970] has demonstrated, that the dissimilarity indices normally used in data analysis are identical up to strictly monotone transformationsf:R ₊R ₊ if the data are nominal and each set of attribute scores is finite.In that case he proposes to use a preorder between pairs of objects to express similarity or dissimilarity, in order to avoid inconsistent classification results that might occur, if clustering schemes which are not monotone invariant are applied to a quantitative index. Here it is shown, how a hierarchy on the objects can be calculated if such a preorder relation is given.     

Evaluating the employability paradox: When does organizational investment in human capital pay off?

Abstract

The paper explores the notion of the employability paradox which notes that while organizations investing in the career and competency development of their workforce can benefit from higher performance, they also risk losing more employable staff to competitors. Building on contributions from social exchange theory and signalling theory, we develop a model exploring the circumstances under which investment in career development benefits employees and organizations. We test our model in a longitudinal study following graduates entering the labour market. Our results show that when organizations signal that they care about employees by investing in their career development and individuals are receptive to such signals and proactively seek to manage their careers, investment in career development has a positive impact on organizational commitment and intention to stay with one’s employer. Our findings indicate that the idea of the employability paradox is simplistic and lacks theoretical and empirical support.