The Experience of Gender Change in Public Sector Organizations

The state has a twofold relationship to gender change in society, through its overall steering capacity and through the gendered character of its constituent agencies. It is therefore important to understand the experience of gender change in state organizations. The findings from a study of gender relations in ten public‐sector worksites in New South Wales, Australia are presented. There is a widespread consciousness of gender change linked with new labour processes, restructuring and new patterns of management. These changes are uneven and limits to change are visible. Gender is recognized as an organizational problem in specific circumstances, most visibly where men’s resistance to change appears. A number of mechanisms limit the consciousness of gender as a problem. Several trends, including the current strength of neo‐liberalism, converge to make the gender‐neutral workplace the principal goal of gender reform in the public‐sector workplace. This, however, limits the state’s steering capacity in regard to societal gender relations.     

Editor's Note: Symposium on the University as an Agent of Social Change

Editorial Introduction

Editor's Note: Symposium on the University as an Agent of Social Change     

Community Development as a Public Sector Agenda

Abstract

This paper documents how one Department of Recreation in a large city underwent a planned change effort which transformed some 200 site managers into active community organizers. Based on the philosophy of a very dynamic new commissioner (a former community organizer), city employees enhanced local civic participation and forged a partnership between the public and private sectors as well as with local residents. The paper presents the guiding philosophy, implementation steps, an assessment of the impact of the change, and a discussion of the potential of such a process which can be adopted nationwide.     

Factors Attracting Individuals to Nonprofit Management over Public and Private Sector Management

Little research has sought to identify the distinct advantages that nonprofits offer employees, particularly managers. Drawing upon Weisbrod's theory of managerial sorting (1988), we test a series of hypotheses about the differences among nonprofit, public, and for‐profit organizations that may explain the preference of managers to work in one sector over the other. We use pooled cross‐sectional data from the General Social Survey to test managerial sorting. We find many similarities in the perceptions of managers in the nonprofit and public sectors as compared to the for‐profit sector. However, when we examine the sorting of managers into nonprofit versus public sector jobs, we find differences in work environment. Compared to those working in the public sector, managers in nonprofits report greater freedom in deciding how to carry out their job functions, more control over their work schedules, and greater opportunities for pay increases. We conclude with a discussion of the implications of these findings for the practice of nonprofit management.     

Union Worker Wage Effect in the Public Sector

This study examines union wage premiums in the public sector for the 1998–2004 period. Unlike previous studies, our approach estimates union wage premiums considering differences in the rewards to education, experience, and other personal characteristics for union and non-union workers. The approach provides a larger estimated wage gap than the traditional approach, and allows for simulations of union–nonunion wage gaps for different types of workers. Moreover, we use an Oaxaca decomposition to explain the larger union–nonunion wage gap in the private sector in comparison to that in the public sector. We find that between 50% and 60% of the difference in union wage premiums between the private and public sectors is due to differences in the way unionized workers are rewarded in the private and public sectors, while the remaining portion is due to differences in personal characteristics of private and public sector workers.

Organization and Management in the Third Sector: Toward a Cross‐Cultural Research Agenda

Third sector organizations in the industrialized and the developing world—and particularly the subset of third sector organizations known as development nongovernmental organizations (NGOs)—are becoming more culturally diverse in internal staff composition, management styles, and working environments. Although cultural issues have been largely absent from the nonprofit and the NGO research literatures, the organizational implications of societal culture and organizational culture are widely debated within other research fields. This article proposes a closer engagement between third sector management research and the wider study of cross‐cultural organizational issues within anthropology, development studies, and management theory. It argues that such an exchange is necessary if third sector organizational research agendas are to include changing organizational landscapes effectively, and the article concludes with some ideas for future research.     

Public Sector Management and the Democratic Ethos: A 5-Year Study of Key Relationships in Israel

This article deals with the nexus between bureaucracy and democracyin a management-oriented public sector. The article developsthe idea that public administration plays a major role in determiningcitizens’ political attitudes and behaviors. A theoreticalmodel is suggested to examine the relationship among citizens’perceptions of involvement and participation in administrativedecision making, perceived managerial quality, perceived publicsector performance, and democratic participatory behavior (i.e.,trust in administrative agencies, political participation, andcommunity involvement). A sample of 2,281 Israeli citizens providedinformation on the research variables over a 5-year period (2001–05).Findings reveal that citizens’ perceptions of involvementand participation in administrative decision making are positivelyrelated with perceived managerial quality but are not relatedwith perceived public sector performance. In addition, perceivedmanagerial quality is positively related with trust in administrativeagencies as well as with political participation and communityinvolvement. Finally, public sector performance is a mediatorin this relationship. These findings lead to a discussion aboutthe linkage between the bureaucratic and the democratic ethosin modern managerial governance, theoretical and practical implications,as well as suggestions for future studies.     

Public Life and Globalization as Cultural Vision*

Dans cette étude, nous examinons les répercussions sociales de la mondialisation dans une perspective culturelle. Notre analyse porte sur le conflit qui existe entre le discours sur la mondialisation et les priorités locales, entre les droits de l'individu et les engagements des pouvoirs publics ainsi que sur la difficulté de trouver de nouveaux points d'ancrage de l'identité culturelle dans un contexte où les frontières territoriales entre les États s'effacent et où les idées de progres, de modernité et d'évolution se sont érodées. Ces traits accompagnent la transformation amorcée dans le cadre des relations complexes et hégémoniques qui caractérisent aujourd'hui le système mondial. Ce conflit et ces problèmes demeurent un axe fondamental du débat politique. Nous suggérons que les différentes formes de participation se traduisent de diverses façons dans le champ de l'expression politique et dans Interprétation des exigences sociales et des droits, et influent sur la vie publique à la veille du XXI^esiécle. This article explores the social implications of globalization as cultural vision. Discussion bears upon the tension between the discourse of globality and local priorities, of individual rights and public commitments, and upon the problems of finding new ways for grounding identities as territorial state boundaries are weakened and the ideas of progress, modernity and evolutionary perspectives are eroded as part of a process of change initiated in the developed and hegemonic settings of the world system. It is claimed that these tensions and problems remain a crucial axis of political debate. It is suggested that different patterns of participation meld in manifold ways into recreated forms of political will and varied interpretations of social claims on and rights to affect the shaping of public life at the turn of the century.     

Private Nonprofits in a Public Sector Compendium

International Encyclopedia of Public Policy and Administration, edited by Jay M. Shafritz (editor in chief). 4 vols. Boulder, Colo.: Westview Press, 1998. 2,750 pp., $550 cloth.     

The Allocation of Black Workers into the Public Sector

Abstract

This study examines the effects of individual and structural factors on the odds that a black worker will be employed in the public sector (federal or state-local government) rather than the private sector. The independent variables include human capital, gender, citizenship, and the structural features of the labor markets (metropolitan areas) in which these workers reside (percent black, residential segregation, geographic region). The study focuses on percent black and residential segregation, two variables which significantly influence discrimination, group power and the employment opportunities of black workers. Logistic regression shows that, controlling for other factors, the odds of black employment in the public sector are highest in metropolitan areas that have large black populations and relatively low levels of residential segregation. These findings indicate that the allocation of black workers into the public sector results from processes of both discrimination and group power. The implications of the findings for the future prospects of black Americans to advance economically through public sector employment are discussed.     

Cost-Time Performance of Public Sector Housing Projects in Nigeria

The performance of the construction industry in Nigeria has consistently been a source of concern to both public and private sector clients. Previous studies have identified cost and time overruns amongst others as key performance indicators. This is particularly significant for public sector clients in Nigeria, where due to poor budgetary control, many projects have been abandoned at various stages of completion. This paper is set to evaluate the magnitude of this problem at key stages in the process, from budgetary planning to completion, using the public sector client as exploratory model.     

Forging an Identity as a Newly Qualified Worker in the Non-government Community Services Sector

Forging a professional identity is commonly assumed to be a key objective for new graduates transitioning to work. However, the extant literature on professional identity development gives minimal consideration to the role of contemporary work conditions such as increased contract-based employment and occupational instability in carving out a work identity. These workforce trends are particularly pronounced in the non-government community services sector, where worker mobility is high and workers often occupy roles that are not profession-specific. In light of these trends, this article seeks to broaden existing understandings of professional identity development. Focus groups were conducted with 24 newly qualified workers with degree-level qualifications in social work and the human services employed in the community services sector in Queensland. The findings suggest that these workers held a variety of allegiances, which were not necessarily aligned with a profession but instead shaped by the interplay of personal, professional, and organisational factors.     

Factors Holding Back Small Third Sector Organizations’ Engagement with the Local Public Sector

In many developed countries there has been a shift from grants to contracts as a source of local public sector funding of the third sector. Smaller third sector organizations may struggle to compete for this funding due to the complex process of accessing and maintaining this funding and conveying their capabilities to funding providers. This study utilizes data from the United Kingdom to determine what factors increase these administrative and communication barriers for smaller organizations. Resources in income and volunteers affect perceptions of the process of obtaining funding. A solution may be standardization of evaluation and monitoring, but this may lead to isomorphism and loss of variety of provision. Better two‐way communication may allow local authorities to retain variety in public service provision through improved knowledge of their partners.     

Gender Segregation,Size of Workplace and the Public Sector

Gender segregation is considered to be a key structuring factor in the labour market, and is central to explanations of phenomena as diverse as the everyday experience of men’s and women’s employment to the underachievement of women and the limited impact of equal pay legislation. Studies of occupational segregation by gender tend to be polarized between qualitative and quantitative extremes. At the quantitative end, a primary focus of research has been to quantify segregation to a single index, permitting simple comparisons between countries and over time. However, detailed case studies of particular occupations have often hinted at ways in which breakdowns in occupational segregation have been replaced by other forms of gender segregation. This paper will present data showing that even within occupational categories there is still significant gender segregation and concentration by public/private sector and by size of workplace. For instance, female pharmacists are very over-represented, and female gardeners very under-represented, in the public sector. And the general tendency for women to work in smaller workplaces is severe for some occupations (e.g. office managers) and reversed in other occupations (e.g. production fitters). These analyses question the usefulness of single indices which take account only of segregation or concentration by occupation and therefore underestimate the gendering of job opportunities even within mixed occupations.