Public sector managers: the decision to leave or remain in a job

The public sector faces a grave problem as far as managerial retention as the result of the increasing number of retirements and of voluntary resignations. Despite the vital interest in managerial turnover in the public sector, research is scarce. This study, which increases our understanding of why public sector managers leave their positions, takes a qualitative and narrative research approach in examining voluntary turnover. Interviews were conducted with operations managers (in education, social care, and technical activities) at three Swedish municipalities. We identify a multitude of environment push and pull factors with a focus on administrative support, supervisory support and illegitimate tasks. The narratives of managerial turnover reveal the complexity of the decision to leave or remain in a job, containing a mixture of push and pull factors, negative feelings, unmet expectations and extraordinary events. Three possible HRD actions to decrease undesirable managerial turnover are identified: re-work organizational structures; re-model job characteristics; and re-examine managerial turnover decisions as a long and complex process. Our hope is that the findings are used for ultimately create healthy organizations.     

Effects of Firm-specific and Country-specific Advantages on Relative Acquisition Size in Service Sector Cross-Border Acquisitions: An Empirical Examination

Using a sample of 348 service sector cross-border acquisitions by U.S. firms in 44 countries during 1990–2006, our study seeks to identify factors that influence relative acquisition size (acquisition transaction value as a percentage of acquiring firm's asset value). Our findings indicate that firm-specific advantages (FSAs) in the form of available financial slack and target industry knowledge were positively associated with relative acquisition size. However, contrary to expectations, we observed a negative relationship between cross-border acquisition experience and relative acquisition size. In addition, our results suggest that country-specific advantages (CSAs) associated with higher market potential, lower political risk, and greater cultural similarity contributed to increased relative acquisition size in service industry cross-border acquisitions. Finally, our analysis reveals that the relationship between available financial slack and relative acquisition size is contingent on cultural similarity with the relationship being more pronounced when cultural similarity is high.     

Private Action for Public Good?: The Public Role of Voluntary Sector Organizations

Voluntary sector organizations claim to be private institutions acting for the public good. However, if the concept of public is disengaged from the state and connected instead to citizenship, VSOs can be shown to have both private and public origins, as well as private and public impacts. As citizens, VSOs are public organizations serving the public good through their purported representation of the people and civic leadership. The legitimacy of their assumption of these public roles remains a continuing challenge.     

Organizations in the Public Sector in Hong Kong: Core Government, Quasi-Government and Private Bodies with Public Functions

Twenty-five years ago, the Hong Kong government was lauded as the model of a small, restricted government which was most suited to capitalist economic growth. Since that time, the government and the organizations which it has created have expanded to such an extent that there has been widespread concern that the public sector has grown too large. This article examines the reasons for the rapid growth in the size of the public sector, reflects on the organizational forms outside the traditional civil service that have been adopted, and analyzes the attempts that have been made to reduce the public bureaucracy by corporatizing and privatizing some of the services that it provides. Central to the argument presented is the question of whether an ideological commitment to small government or other functional and political factors have been the critical determinants of organizational change.     

中国2007绿色能源投入产出表编制及应用分析

基于最新的全国42部门投入产出表,创新性地编制出2007年全国能源投入产出表、全国绿色能源投入产出表,并在此基础上通过分析比较两表间的影响力系数、感应度系数及能源部门环境成本弹性系数,结果表明:煤炭开采业、石油开采业、火电业和炼焦业对其他部门的制约程度更大;石油开采业、石油加工业、火电业和炼焦业对其他生产部门的“拉动”作用明显下降;天然气开采业的感应度系数和影响力系数有明显改善;煤炭开采业、石油开采业、火电业和石油加工业的生产成本受环境治理成本变化影响较大.鉴此,提出中国“十二五”期间能源产业结构调整的有关政策建议.     

强化城乡农产品安全一体化管理的基本构思——以湖北省为例

目前,农产品生产、加工、流通和销售等环节都存在很多安全隐患,加之农产品安全执法不严格,导致农产品安全事故时有发生,消费者健康和生命受到危害。分析了实行农产品安全城乡一体化管理的意义及影响农产品安全的原因,提出了城乡农产品安全一体化管理架构的指导思想、管理主体、管理制度、管理原则、技术路线及监管重点。同时从组织模式、人才培养、制度管理和市场机制等4个方面提出了强化城乡农产品一体化安全管理的具体举措。     

经济法起源与发展新探

学界一般认为经济法源于垄断资本主义条件下国家对经济运行的调节或干预.这一认识值得商榷.通过对西方有关国家经济发展史的考察,可以发现事实上各主要资本主义国家在其经济发展过程中均采用了各种积极的产业政策和贸易政策.由此可以认为经济法源于自由资本主义阶段,国家干预经济构成了经济法的一大源头.而在20世纪晚期第三部门兴起、"第三之手"作用于经济领域的过程中又产生了经济法的另一源头.二者均反映了法的社会化趋势.本文亦对我国经济法发展、特别是其中的第三部门问题做了简要探讨.     

论第三部门的发展与政府改革之间的互动

20世纪80年代以来,政治领域内的民主化改革和经济领域内的市场化改革为中国第三部门的成长提供了制度上的空间与生存的土壤,全球性的“社团革命”之火在中华大地上已呈现出燎原之势。通过考察我国第三部门的发展轨迹,可以清楚地看到第三部门的发展与政府改革之间呈现出一种良性的互动关系。这种互动关系具体表现为:一方面,政府改革运动为第三部门的发展提供制度诱因与生存空间;另一方面,第三部门的发展又为政府改革创造了良好的社会环境。     

欧洲跨区域性公共部门服务绩效评奖机制研究与启示

公共服务的质量与创新是当今国内外政府部门与公共管理学界热烈关注讨论的议题,不少国家地区通过设置相关奖项,来鼓励公共部门提升与创新服务质量。在整合下的欧洲大陆,由欧洲公共管理学院所主办的欧洲公共部门服务奖,是一项完全针对公共部门所设置的跨区域性奖项,以欧洲公共部门服务奖为切人点,从评价标准、活动特色等各方面来探讨,应该对于我国公共部门在服务促进的工作上,提供有益的参考与借鉴。     

共生视角下第三部门“嵌入”的组织空间

运用共生视角研究第三部门的共生内涵,弥补"市场失灵"与"政府失灵"急需第三部门的"嵌入",这一组织制度创新形式的双重性是共生的根本原因,比较优势、相互需求、多重博弈使得第三部门与其他组织选择共生作为共同生存方式,并形成互利、双向、变迁、多重、地缘等共生关系。