Springer Science and Business Media LLC

This article explores the governance implications for the UK of the financial crisis. It locates the UK’s system as a differentiated polity within a system of multi-level governance, noting the importance of EU institutions in reassessing the regulatory framework for the finance industry. It explores the historical, political and theoretical context and argues that the reforms so far advocated remain a part of the new public management (NPM) paradigm. There is something of a mix of dynamics involved, and although the debates taking place are wide-ranging, they are rooted in the structures of the past and the present. UK governance needs to invest in its values as well as its institutions.

Using data from the 2014 Graduates Occupational Mobility Survey (GOMS) conducted by the Korea Employment Information Service, this study examines the effects of (1) discrepancy between intrinsic job choice motivation and satisfaction, (2) discrepancy between extrinsic job choice motivation and satisfaction, and (3) job–education mismatch on the turnover intention of nonprofit employees. This study finds that extrinsic discrepancy is a more significant factor for turnover intention among nonprofit employees than intrinsic discrepancy. In addition, we find that job–education mismatch increases the turnover intention of nonprofit employees.

Going beyond the deeply examined non-distribution constraint, which refers to the right to residual income, the paper investigates the other side of ownership, i.e. the right to residual control, to discover a general economic rationale for what we call “democracy”: a collective decision-making method based on the principles of equality and inclusiveness. The main result of the analysis is to point to the concept of perfect democracy as an efficient solution for the provision of public goods where other allocative mechanisms, such as the marketplace, fail.

How do public employees evaluate leaders in public organizations? Public Organization literature has applied the Transformational Leadership framework to analyze the styles of leadership and its impact on public organization. However, few studies have been conducted regarding the evaluation of the styles of leadership in public organizations, and specifically, the evaluation carried out by the public employees. The purpose of this paper is to fill the gap in the literature, analyzing the factors that explain how employees evaluate leadership styles in the context of public organizations, through the analysis of Federal Employment View (FEV) survey applied in 2018.

This article analyzes the Uruguayan decentralization process since the creation of the third tier of government, the Municipal Authorities, in 2010. The main objective is to understand the intergovernmental relations that have arisen as a result. It is argued that, given the scarce planning of formal intergovernmental relations between the different levels of government, the implementation of results-based management instruments has increased the management capacity and transparency in the use of resources by municipalities given them wider autonomy. To prove this, we conducted a survey to Mayors in office from 2010 to 2020.

The objective of the (U.S.) Federal Aviation Administration Airport Improvement Program (AIP) is “to help in developing a nationwide system of public-use airports that meets the current needs and the projected growth of civil aviation” (FAA 2002). Despite its importance to airports, academic study of the program – its effect, benefits, and deficiencies - has been limited. This paper explores funding decisions in light of AIP grantee characteristics using a regression analysis. It is suggested that the decision-making apparatus supporting the AIP program does not clearly take into consideration current needs, or the projected growth of civil aviation.

Perception of organizational politics (POP) is usually associated with counterproductive factors. The reason for this stigma is that generally when employees perceive self-interest actions or backstage manoeuvres, they identify obstacles to their careers. On the other hand, the concept work engagement represents physical, cognitive and emotional factors from its dimensions (vigor, dedication and absorption) that can connect employees to their jobs. This study aimed to investigate the relationship between the dimensions of work engagement and perceptions of organizational politics in a public institution. Data were collected from 847 employees of a public educational institution, followed by a hierarchical cluster analysis to characterize groups with high and low work engagement scores. Multiple linear regressions were performed for each cluster. It was found that in the low engagement group, the three constructs’ dimensions were negatively related to POP. In the high engagement group there was no negative relationship between those two concepts, but a positive association between dedication and perception of politics was found. The results show evidence that highly engaged civil servants do not identify politics as an obstacle to their career development. The study also suggests that POP level is high in public educational institutions.

The National Response Plan was created by the Department of Homeland Security for the purpose of organizing disaster relief services by coordinating activities of cabinet departments and independent agencies. A case study of the Plan's creation shows that the Department has skillfully used its sources of administrative power to build a latent control network with little or no oversight, raising questions of accountability and ultimate security. Variables discussed here promote building of a theory of bureaucratic power.