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Drawing on over 4,000,000 individual and 2,000 agency observations across five countries, this paper examines the relationship between features of an employee's work environment and intrinsic motivation in public agencies. It finds that practices which foster employees' sense of autonomy, competence, and relatedness are associated with substantially higher levels of intrinsic motivation across a broad range of settings. This is true both at the individual and agency level and when examining changes within agency over time. These patterns appear to be at least partially a result of differential selection in and out of the agency, with lower levels of supportive practices associated with greater desire to exit for employees with higher levels of intrinsic motivation. Nonfinancial elements of job design are strongly associated with intrinsic motivation, as are potentially more difficult to alter features of an agency, such as satisfaction with compensation and managerial quality. There is also suggestive evidence that the relationship between agency practices and employee intrinsic motivation is stronger when tasks are more difficult to monitor., Competing Interests: The author declares no competing interest.

Background: Employee engagement, exemplified by positive perceptions of supervisors, workplace, and job, improves productivity and employee retention. We identified the extent of and barriers to employee engagement at Centers for Disease Control and Prevention's (CDC) National Center for HIV/AIDS, Viral Hepatitis, STD, and TB Prevention (NCHHSTP). Methods: In 2015, NCHHSTP's leadership collected baseline data through a centerwide Employee Engagement Pulse Survey (EEPS) from NCHHSTP's full-time Civil Service employees, U.S. Public Health Service Commissioned Corps officers, and Title 42 service fellows. EEPS included six demographic questions; nine Likert-type scale questions measuring 26 perceptions related to immediate supervisors, the work environment, and job satisfaction; and four open-ended questions soliciting recommendations for improvement. Findings: Among 727 of 1,171 staff (response rate = 62%), positive perceptions of supervisors ranged from a high of 94% (supervisor conducts performance reviews) to a low of 63% (supervisor assists employees with career development). Perceptions of work experience ranged from 98% (respondents were willing to put in extra effort to get a job done) to 68% (respondents' talents were used well in the workplace). Perceptions of job satisfaction ranged from 87% (support from their coworkers) to 69% (satisfaction with opportunities to learn or grow professionally). Conclusion/Application to Practice: Overall, NCHHSTP staff have positive perceptions of their work, their leaders, and the agency. Other public- and private-sector employers might be able to improve their employees' engagement and retention by listening to their opinions and needs and frequently recognizing their individual achievements. NCHHSTP's workforce development initiatives can be used as a model for assessing a baseline of their employees' engagement.

A nationally representative sample (N = 1050) responded to a survey testing possible connections between Americans' attention to media about President Donald J. Trump's preference for fast food, their perceptions of Trump, and public perceptions and behavioral intentions regarding fast food consumption. This survey utilized measures aimed at integrating theory about audience responses to celebrity health issues with the Theory of Planned Behavior and found a significant positive relationship between attention to media about Trump's diet and perceptions that fast food is socially acceptable, as well as intentions to consume it. Some, but not all, media-related variables in the analyses were positively associated with fast food perceptions and intentions, even after controlling for demographic and psychosocial factors. Attention to media specifically about Trump's dietary habits was more often associated with fast food-related perceptions and outcomes than were other types of media attention. Additionally, having a positive parasocial relationship with Trump was positively associated with increased perceived acceptability of fast food. There were also differences in the connections between attention to media about Trump's diet, parasocial relationships with Trump, and fast food perceptions and consumption intentions for audiences with different political affiliations. For instance, attention to media about Trump in general was positively associated with more positive attitudes toward fast food for Republicans, but not for Democrats are those unaffiliated with either political party. Attention to media specifically about Trump's diet was positively related to fast food attitudes for both Republicans and Democrats but not unaffiliated individuals. This study demonstrates the important role of social, political, and media influences in shaping fast food related perceptions and preferences and offers many potential avenues for future research in this area., (Copyright © 2019 Elsevier Ltd. All rights reserved.)

Enrollment navigators and government-employed Medicaid workers were an important element in the Affordable Care Act's (ACA) initial enrollment success. The Centers for Medicare and Medicaid Services eliminated 41% of funding for 2017 navigator programs and 90% of funding for outreach, arguing less investment was needed. Given that many remain uninsured, it is critical to identify effective enrollment practices. This study characterizes barriers and enrollment strategies from the perspective of California's Medicaid government and community-based enrollment workers (n=101 in eight focus groups). Participants identified a need for communication with policymakers, the state exchange, and each other regarding changing enrollment processes. Solutions include increased contact between enrollment workers to share strategies and policy updates regarding application processing, uniform policy interpretation, and details of ACA-related immigration law. Given efforts to weaken the ACA, it is critical to engage frontline workers in problem solving to streamline enrollment strategies, particularly for vulnerable populations.