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ABSTRACT Understanding variation in perceptions of different types of street‐level bureaucrats (SLBs) is crucial, as is improving perceptions of the capacity of government to better serve its community in an ethical and authentic manner. In this U.S.‐based survey experiment (n = 1642), participants who were randomly assigned to be initially presented with a counter‐stereotypical narrative of a correctional officer (CO) – a limitedly studied SLB – perceived COs as significantly more dedicated, compassionate and skilled than those who were presented this narrative after survey outcomes, with no impacts on perceptions of other public sector workers. Additionally, there was strong support for the claim that people, with access to the right type of training and education, can do most types of work. Collectively, this study may help guide future research to understand the viability of myriad changes to the way the United States handles justice, especially in relation to alternative models that rely on greater presence of public sector health and wellness practitioners. [ABSTRACT FROM AUTHOR]

The concept of "non-fixed term contracts" in the context of public sector employment is not a straightforward matter, as it is based on case law rather than legislation. And things have recently been made worse by the EUCJ ruling of 22 February 2024, which has called into question the foundations of this concept and how useful it is to preventing and penalising the unlawful use of temporary contracts in accordance with EU law. This article analyses the structure, characteristics and issues of "non-fixed term contracts" and, in particular, how the EUCJ's ruling has affected their reference threshold. We also summarise the reactions and debates that the ruling has given rise to and provide what we hope is some useful and interesting insight of our own. [ABSTRACT FROM AUTHOR]

IMPACT: Governments should realize that public sector organizations are no longer the employer of choice. Public sector organizations face the challenge of attracting, recruiting and retaining skilled, competent and talented personnel. The public sector now competes with other sectors in a digital economy often offering better remuneration and working conditions. Decades of neoliberal public sector reforms and austerity measures have eroded the extent to which public sector organizations are attractive as a potential employer. The article suggests the idea of a New Public Service Bargain between politicians and civil and public servants as a more effective and sustainable approach to building public sector capacity to deliver services. Extant research has shown that the civil service and public sector are no longer an employer of choice. This article explores the reasons for the declining interest in the civil and public service as a career, and argues that decades of neoliberal public sector reforms and New Public Management, with a focus on efficiency and cost-effectiveness, have contributed to the reputation of the public sector as having comparatively lower pay, being under-resourced and having high levels of performance accountabilities. The author argues for a paradigm shift in human resource practices in order to attract, retain and employ skilled and talented civil and public servants to ensure governments' capacity to deliver public services. The author suggests a New Public Service Bargain with public sector and civil service employment based on more of a human relations approach, providing more meaningful and rewarding work and to ensure the capacity of the state to effectively deliver public services. [ABSTRACT FROM AUTHOR]

A decade before the COVID-19 pandemic, the United States (US) federal government was working to create flexible work environments for employees under the 2010 Telework Enhancement Act. Given this reality and the growing desire for greater flexibility of workers inspired by the "Great Resignation" during the pandemic, the US federal government appears to have recovered lost employees faster than other levels of the public sector. Still, given that federal workers skew older with less than a tenth of the workforce being under age 30 years and nearly a third reaching retirement age, a true crisis still looms in our administrative state. Using the 2021 Federal Employee Viewpoint Survey Data, we analyze what factors predict turnover intention post-pandemic, focusing the analysis on teleworking and other workplace flexibility policies. We use the findings to make recommendations to help increase employee recruitment and retention within the US federal government. [ABSTRACT FROM AUTHOR]

This paper examines the connection between expanding public-sector employment and its impact on private-sector job growth. Our focus is on understanding whether public hiring "crowds in" or "crowds out" private jobs, and further, if crowding out occurs, whether it leads to "partial crowding out" (reducing unemployment), "full crowding out" (no change in unemployment), or "more than full crowding out" (increased unemployment). This paper uses data from 2006 to 2022 from five Western Balkan (WB) countries: Albania, Bosnia & Herzegovina (BiH), Montenegro, North Macedonia, and Serbia. The findings show a strong negative link between public and private sector job growth. Similar to the unemployment model, the results suggest "full crowding out," meaning each new job in the public sector leads to roughly one fewer job in the private sector. This implies that adding public jobs does not create new jobs overall, but simply shifts them from one sector to another. Also, traditional gender roles shape labor markets in the WB, leading to lower labor force participation rates for women compared to men and influencing the dynamics between public and private employment sectors. [ABSTRACT FROM AUTHOR]

In many countries, the structure of wages and the labor law legislation are completely different for public and private sector employees. In this paper, we develop a general equilibrium overlapping generations model to study the effect of such differences on household savings and labor supply. To conduct our analysis, first we use microdata from two Brazilian household surveys to document that civil servants save and work significantly less than their counterparts in the private sector. Second, we use matched employer–employee microdata from Brazil (RAIS) to document differences between the two sectors in terms of wage and unemployment risk. Then, we calibrate the model to be consistent with micro and macro evidence for Brazil. Our counterfactual exercises show that differences in wages characteristics and labor law legislation account for nearly 70% of the gap in savings between civil servants and private sector workers, and 57% of the gap in labor supply. In addition, we find that eliminating those differences can produce sizable increase on aggregate savings, employment, and welfare. [ABSTRACT FROM AUTHOR]

Using information from all International Monetary Fund conditionality programmes from 1990 to 2018, we implement a dynamic Augmented Inverse Probability Weighting Regression Adjustment approach to enquire whether public-sector employment retrenchment may be incompatible with the goal of shrinking the informal economy. The estimated effect 5 years after the policy intervention indicates an increase in the share of the shadow economy to GDP by about 1.3 percentage points. More importantly, this change involves a sizable reallocation of private economic activity from its formal to its informal part; that is, the size of the formal private sector relative to the size of the informal sector decreases by seven percentage points. We interpret these findings through a two-sector model in which there is interdependence between worker incomes and the allocation of product demand across the formal and informal sectors. [ABSTRACT FROM AUTHOR]

This paper is set for three modest objectives: first, to investigate the provincial distribution of government officials using data compiled by the Office of Civil Services; secondly, to perform a causality test between Gross Provincial Product (GPP) and government employment, including estimations of government employment elasticities with respect to GPP; and third, to analyze the economies of scale in government employment. A provincial panel of 77 units over a 12-year period during 2009-2020 (BE 2552-2563) and three different categories of government, namely, central, judiciary and local, excluding temporary employees and military officials, were presented in this research. The results show that over the 12-year period, the government's manpower has a slight increase in manpower at of 0.41 percent annual growth rate. This may be explained by factors such as: employment restriction policy, the use of technology to replace manpower, employment of non-essential tasks through outsourcing, or budget constraints. Comparative statistics are performed with a highlight on:, local government manpower with high growth rate at 2.84 percent, specifically, up from 185,864 person in 2009 to 252,877 person in 2020. This is in accordance with Thailand’s decentralization policy that led to transfer of responsibilities for area-based performance. Of note is that (i) the proportion of local employment is still very small, only 20 percent of total employment of central government; (ii) regional distribution of government manpower is unequal, in which the Northeastern region has lowest rate of manpower relative to population; iii) according to causality analysis indicates that GPP is a cause of an increase in public manpower government employment, and not vice versa. Another note worth mentioning is that economies of scale in government employment is confirmed,. This implies that in the low populated provinces may be suboptimal from viewpoint of employment efficiency

Als eine wichtige Ursache für schlechtere Arbeitsmarktchancen von Frauen gegenüber Männern mit Hochschulabschluss gilt die anhaltende geschlechterstereotype Studienfachwahl. Wir untersuchen, ob die Chancen von Universitätsabsolventinnen auch dann schlechter ausfallen, wenn sie ein männerdominiertes Studienfach absolviert haben, und in welchem Maß sie zwischen verschiedenen Teilbereichen des Arbeitsmarkts variieren. Datengrundlage sind sechs Mikrozensus-SUF für den Zeitraum von 1996 bis 2016. Als Kriterium für eine erfolgreiche Platzierung ziehen wir eine Tätigkeit in der oberen Dienstklasse heran. Die Analysen zeigen zunächst, dass Frauen mit einem Abschluss in männerdominierten Fächern gegenüber Männern relativ schlechter gestellt sind. Nach Arbeitsmarktsegmenten differenzierte Analysen verweisen jedoch darauf, dass für Frauen vor allem der Zugang zum Segment privater Großbetriebe reduziert ist. Dies betrifft wiederum am deutlichsten Frauen mit Kindern im Haushalt. The persistence of gender-stereotyped subject choices in academia is considered to be an important cause of higher educated women's poorer labor market opportunities compared to men. We investigate whether the chances of female university graduates are worse even if they have completed a male-dominated field of study, and to what extent these chances vary across different labor market segments. Data are based on six German microcensus scientific use files covering the period from 1996 to 2016. We use upper service class membership as a criterion for a university graduates' successful job position. The analyses first show that women with degrees in male-dominated fields of study are relatively worse off compared to men. However, analyses differentiated by labor market segments indicate that women particularly have lower chances to access large private companies. This most clearly affects women with children in the household. [ABSTRACT FROM AUTHOR]

We study how the education gap in unemployment has evolved by gender and age groups across 28 European countries and the United States from 2000 to 2014, using the European Union's Labour Force Surveys and the US Current Population Surveys. During and after the Great Recession, the absolute education gap in unemployment expanded in almost all countries, which was mainly driven by a marked increase in the unemployment risk among low educated men. A two-step multilevel analysis confirmed the negative relationship between the education gap and both (lagged) GDP growth and GDP level. Further, institutional labour market features moderated the impact of the business cycle. A higher share of temporary employment boosted employment for less educated persons, thus flattening the education gradient in unemployment, while a larger public sector somewhat protected more highly educated individuals against unemployment. The gap for young workers was large in settings with strict regular contract regulations. [ABSTRACT FROM AUTHOR]

Küreselleşmenin kamu sektörü büyüklüğü üzerindeki etkisi verimlilik hipotezi ve telafi hipotezi çerçevesinde ele alınmaktadır. Bu çalışmada, küreselleşmenin kamu sektörü istihdamı kanalıyla kamu sektörü büyüklüğüne etkisi incelenmiştir. 2000-2014 periyodu verileriyle orta gelirli 14 ülke için yapılan analiz sonuçlarına göre küreselleşme, kamu sektörü istihdamıyla negatif ilişkilidir. Diğer ifadeyle dışa açıklık arttıkça kamu sektörünün küçüleceğini öngören verimlilik hipotezini destekleyen bulgular elde edilmiştir. Ayrıca yapılan nedensellik testi bulguları, Bolivya, Brezilya, Honduras, Pakistan ve Peru’da küreselleşmeden kamu sektörü istihdamına doğru tek yönlü nedensellik ilişkisinin olduğunu göstermektedir.

This paper documents the changes in intergenerational occupational mobility among men in Iran for the last two decades. To measure intergenerational mobility, the Altham distance between the job transition matrices has been used for during the period in question. The results suggest that for the period (1996-2011), occupational mobility declined; this downward trend is steeper in 2006-2011, and it has leveled off until 2016. One of the factors that explains this decrease in occupational mobility is the flat supply of public sector jobs. In the period in question, while active population increases by more than 10 million, the public sector jobs rise by less than 1 million, bringing about a higher level of competition for obtaining those jobs. The analysis shows that following this phenomenon, the chance for obtaining public sector job has increased greatly for those whose father had a public sector job. In addition, jobless growth and higher education boom are two potential reasons for the sharper reduction in mobility during 2005-2011.

The possible costs and benefits of trade liberalization generate essential problems for the developing countries and make free trade dubious. A major problem for developing countries is to create jobs in sectors supported indirectly by imposing import tariffs. This study aims to investigate the potential effects of the tariffs’ elimination of agricultural imports on the job creation of this sector and other sectors using 2011 input-output table. For the whole economy, the results show that private sector experiences 5.5% and 9.81% reductions in direct and indirect employment, respectively. On the other hand, public sector faces with 2.63% and 4.59% reductions in direct and indirect employment, respectively. According to findings, the reduction in direct employment is bigger than that of indirect employment.

Copyright of Afyon Kocatepe University Journal of Social Sciences / Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi is the property of Afyon Kocatepe University (AKU) Sosyal Bilimler Enstitusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Previous research has suggested that an individual's public service motivation (PSM) is positively linked to a preference for public sector employment. The authors explore this link using a sample of British and Italian undergraduate students. They found a positive relationship between PSM and public sector job preferences among Italian students but not with the British students. The UK has implemented more NPM-style reforms than Italy and this could be impacting on public sector recruitment. Implications for recruitment and retention the public sector are discussed. Continuous reform pressure in many countries makes public sector employment highly unattractive to young job market candidates. Based on the results of a comparative analysis of public service motivation (PSM) and attraction to working in the public sector in Italy and the UK, the authors discuss institutional and managerial problem areas that lead to young graduates taking employment in the private or not-for-profit sector. [ABSTRACT FROM AUTHOR]

This paper revisits, by means of both time series and panel data analyses, the empirical regularity identified by Okun's (in: Proceedings of the business and economics statistics section, American Statistical Association, Washington, DC, 98–103, 1962) seminal paper. Based on a sample of 85 advanced and developing economies between 1978 and 2014, we confirm the existence of an average negative and statistically significant Okun's relationship. At the same time, results suggest that the relation varies substantially across countries and times. Finally, we identify several factors affecting the variation in Okun's coefficient across and within countries. Across countries, the relationship is stronger in countries with higher average unemployment, a larger share of public employment, lower informality and smaller agricultural sectors, and one that is more diversified. Within countries, in addition to some of these factors, we find that deregulation in labor and product markets and recessions have strengthened the response of unemployment to the business cycle. [ABSTRACT FROM AUTHOR]

We examine the spillovers from changes in public sector wages and employment on private sector wages. Using a panel VAR model, we show that changes in public sector wages have a greater effect on private sector wages than changes in public sector employment. We motivate our analysis using the Economic Adjustment Program for Greece, and a simple theoretical model. The empirical validity of these effects is verified through a series of robustness tests. These results have important implications on the evaluation of the recent EU Economic Adjustment Programs and the future design of Internal Devaluation strategies. [ABSTRACT FROM AUTHOR]

In 1961, Frantz Fanon scathingly characterised the emerging African elite as a bourgeoisie of the civil service. Many have since described Africa's public sector employees as a rentier class that grew disproportionately large in relation to the continent's underdeveloped private sector. Is this characterisation still accurate? Using educational data and household budget surveys from Kenya and Tanzania, this article situates public sector employees within their respective educational hierarchies and national income distributions over time. It finds that since independence, the share of public sector employees at the top of these distributions has declined. The corollary to this is an increase in the share of private sector employees and business owners at the top, providing some cautious support for the notion of a rising private sector upper and middle class. © 2020 The Authors. Journal of International Development published by John Wiley & Sons Ltd [ABSTRACT FROM AUTHOR]

Understanding what characterizes individuals who choose to work for the public sector is critical to public management research and practice. This article explores the effect of Big Five personality traits, PSM, and work values on the attractiveness of public sector employment. The hierarchical model approach allows disentangling possible existing relationships between those concepts and provides answers to whether specific work values and PSM dimensions drive the attractiveness of public sector employment or whether the variance is accounted for by deeper level personality traits. Multi-group analyses revealed important gender effects, suggesting that considering gender as a control variable may be insufficient. [ABSTRACT FROM AUTHOR]

Several studies have analyzed motives to work in the public versus private sector. However, research on prosocial motivation in the context of public sector employment has largely neglected civic virtue, the motive to contribute to society. This study considers civic virtue in addition to other possible motives, using a representative, longitudinal dataset of employees in Germany including 63,180 observations of 13,683 different individuals. We find that civic virtue relates positively to public sector employment beyond altruism, risk aversion, laziness and (low) financial motivation. The result holds within different branches and is explained by sorting into the sector. [ABSTRACT FROM AUTHOR]

An increasingly complex and competitive funding environment has led many public research organisations to intervene in the organisation of scientists' work. Government scientists represent a major component of the public research workforce but little is known of how workers in this sector have fared amid institutional and organisational change. Government scientists have applied research objectives but must still meet the profession's requirements for legitimisation through independent research and peer-reviewed publishing to be recognised professionally as 'scientists'. This study examines the impact of organisational change and downsizing in an Australian government science agency on the professional status security of its scientists. It uses a mixed method approach involving one focus group, 22 in-depth interviews and 803 survey responses. It finds that structural change reduced scientists' professional status security and that a context of job insecurity and limited external employment opportunities inhibits individual scientists' capacity to resist adverse changes to their work conditions. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Derecho Privado (00347922) is the property of Editorial Reus and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Using information from all International Monetary Fund conditionality programmes from 1990 to 2018, we implement a dynamic Augmented Inverse Probability Weighting Regression Adjustment approach to enquire whether public-sector employment retrenchment may be incompatible with the goal of shrinking the informal economy. The estimated effect 5 years after the policy intervention indicates an increase in the share of the shadow economy to GDP by about 1.3 percentage points. More importantly, this change involves a sizable reallocation of private economic activity from its formal to its informal part; that is, the size of the formal private sector relative to the size of the informal sector decreases by seven percentage points. We interpret these findings through a two-sector model in which there is interdependence between worker incomes and the allocation of product demand across the formal and informal sectors. [ABSTRACT FROM AUTHOR]

During Cuba’s Socialist Revolution of the 1960s, the education system was restructured to train and prepare citizens as part of the subsidized state-owned universal education model. In a centrally-planned system like Cuba’s, the state determines the needs of the economy and provides corresponding funding for associated educational and vocational training programs. Students who graduate from these programs transition into government jobs with modest stipends to support the state. Fidel Castro envisioned this system as the solution to Cuba’s instability based on full employment and prosperity for the public and for the state. Change came in 2008 when presidential power was transferred from Fidel Castro to his more progressive brother, Raúl. Under his administration, new economic policy measures were instituted to legitimize private sector enterprise for the first time in over 50 years. Now, as Cuba enters a new chapter in its history with more private sector opportunities for young people, the national challenge is addressing the needs of both an unsustainable public sector model and the nationalized education system to better prepare and incentivize young educated people to stay in Cuba. Current literature and Cuban scholars point toward efforts to significantly restructure the Cuban socialist model to yield more incentives for young people to invest their energy and talents in Cuba

What effects do International Monetary Fund (IMF) loans have on borrowing countries? Even after decades of research, no consensus exists. We offer a straightforward explanation for the seemingly mixed effects of IMF loans. We argue that different loans have different effects because of the varied conditions attached to IMF financing. To demonstrate this point, we investigate IMF loans with and without conditions that require public sector reforms in exchange for financing. We find that the addition of a public sector reform condition to a country's IMF program significantly reduces government spending on the public sector wage bill. This evidence suggest that conditions are a key mechanism linking IMF lending to policy outcomes. Although IMF loans with public sector conditions prompt cuts to the wage bill in the short-term, these cuts do not persist in the longer-term. Borrowers backslide on internationally mandated spending cuts in response to domestic political pressures. [ABSTRACT FROM AUTHOR]

This paper studies the gender pay gap in the Brazilian public sector between 2002 and 2015. Blinder-Oaxaca methodology is applied to decompose the wage gap in the part explained by measurable characteristics - such as differences in workers' productive endowments or in their occupational distribution - and a residual component, caused by different returns to these characteristics. The decomposition is applied to all PNAD between 2002 and 2015, but it is discussed in more detail for 2015. For this year a non-parametric alternative proposed by Ñopo (2008) is also applied. The Blinder-Oaxaca decomposition shows that the share of the residual component in the wage gap increased from 45.3% in 2002 to 55.5% in 2015. Ñopo technique indicates that about 54% of the wage gap cannot be attributed to differences in the distributions of individuals' characteristics, but rather to the unexplained fraction, in 2015. Thus, even controlling for observable characteristics of the labor force, there remains a gender wage gap, whose size suffered no reduction during the analysis period. The most important factors in explaining such difference are age and weekly working hours. [ABSTRACT FROM AUTHOR]