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Does pay-for-performance – a hotly debated compensation scheme for incentivizing public service efficiency – induce inadvertent heterogeneity in job attraction that is counteracting the prospects of bureaucratic diversity and representation? Using data from a pre-registered conjoint experiment among US residents (n = 1,501), we examine whether pay-for-performance (compared to fixed pay) affects attraction to a public service job differently across race, gender, and age. Contrary to theoretical expectations, we find that pay-for-performance does not diminish attraction to a public service job within or between demographic groups. In fact, we find indications that pay-for-performance may enhance job attractiveness among individuals identifying with minority racial groups. [ABSTRACT FROM AUTHOR]

Which job attributes attract prospective high‐performing individuals to a job in the public sector? Research shows that the particular attributes of a job influence perceptions of job attractiveness. Moreover, public service motivation (PSM) and self‐efficacy are valuable individual‐level traits for public service performance. This article examines how variation within particular job attributes that are generic to many public service jobs may attract (or discourage) potential workers high in PSM and self‐efficacy—i.e., prospective high‐performers. We focus on eight job attributes encompassing total compensation, performance‐based incentives, job performance assessment, diverse service recipient characteristics, overtime commitments, and key job tasks. Using data from a pre‐registered conjoint survey experiment among 1501 US residents, we show how individuals higher in PSM and self‐efficacy (relative to their counterparts with lower levels of these traits) exhibit distinct reactions to the job attributes of performance‐based pay, service recipients' resources and racial demographics, and key job tasks. [ABSTRACT FROM AUTHOR]

Crystal violet (CV) is a disinfectant and antifungal agent used in aquaculture that plays a vital role in treating aquatic diseases and sterilizing water. However, its potential for strong toxicity, including carcinogenicity and mutagenicity, upon accumulation in the body raises concerns regarding its safe use. Therefore, there is a growing need for the quantitative detection of CV in its early application stages to ensure human safety. Recently, Raman spectroscopy-based surface-enhanced Raman scattering (SERS) detection research has been actively conducted; consequently, an alveolar-mimicking SERS paper (AMSP) inspired by the structure of the human lungs was developed. The AMSP was optimized through various factors, including paper type, reducing agent, reducing agent concentration, and reaction time. This optimization enhanced the surface area of interaction with the target substances and promoted hotspot formation, resulting in enhanced SERS performance. The substrate exhibited exceptional uniformity, reproducibility, and reliability. CV was successfully detected at a concentration of 1 nM in laboratory settings. Furthermore, the AMSP detected CV at 1 nM in real-world environmental samples, including fish farm water and human serum, confirming its potential as a practical detection and monitoring platform for CV in real-world samples. [ABSTRACT FROM AUTHOR]

Uric acid (UA), the final metabolite of purine, is primarily excreted through urine to maintain an appropriate concentration in the bloodstream. However, any malfunction in this process can lead to complications due to either deficiency or excess amount of UA. Hence, the development of a sensor platform with a wide-range detection is crucial. To realize this, we fabricated a surface-enhanced Raman spectroscopy (SERS) substrate inspired by a type of starfish with numerous protrusions, Asterias forbesi. The Asterias forbesi-inspired SERS (AF-SERS) substrate utilized an Au@Ag nanostructure and gold nanoparticles to mimic the leg and protrusion morphology of the starfish. This substrate exhibited excellent Raman performance due to numerous hotspots, demonstrating outstanding stability, reproducibility, and repeatability. In laboratory settings, we successfully detected UA down to a concentration of 1.16 nM (limit of detection) and demonstrated selectivity against various metabolites. In the experiments designed for real-world application, the AF-SERS substrate detected a broad range of UA concentrations, covering deficiencies and excesses, in both serum and urine samples. These results underscore the potential of the developed AF-SERS substrate as a practical detection platform for UA in real-world applications. [ABSTRACT FROM AUTHOR]

Despite burgeoning research on representative bureaucracy theory, there is limited examination of how environmental contexts shape the manner in which the demographic makeup of a bureaucracy is linked to distributional bureaucratic outcomes. Scholars in the field of social psychology, however, have suggested that community-level variation in the pervasiveness of biases against particular social groups helps to explain inequitable outcomes in such diverse settings as education, policing, and health care. Incorporating social psychology research into representative bureaucracy theory, this article examines how community racial biases shape the association between the demographic makeup of an organization's personnel and its bureaucratic outcomes. Using county-level implicit and explicit bias measures that are estimated by multilevel regression and poststratification (MRP) based on a dataset containing more than 1.2 million respondents, we find that more inequitable educational outcomes occur for black students in counties where white residents hold stronger anti-black biases. Our findings also suggest that while black teachers are associated with more favorable outcomes for black students in the zero-sum context of assignment to gifted classes, the association of outcomes with passive representation is more limited in counties with strong racial biases. By accounting for the racial biases exhibited in the communities where both clients and bureaucrats are socially and culturally embedded, this article extends our understanding of how contextual factors shape the nature of bureaucratic representation. [ABSTRACT FROM AUTHOR]