(Regulation of the Activities of State and Local Government Agencies in Terms of Reform of the Public Sector)

Many studies have examined the influence of union density (union members as a percentage of all workers) on earnings in the private sector, but few such studies have looked at the public sector. Using data from the 1991 Current Population Survey, this study estimates the determinants of earnings for state and local government employees in both the union and nonunion sectors. The extent of public sector unionization appears to be positively correlated with earnings for both state and local government workers and for those covered and not covered by collective agreements. Although the effect for non-covered employees is smaller than that for covered employees, both effects are larger than those typically found in similar estimates for the private sector. The authors also find that bargaining structure has some influence on earnings, with the most consistent effect being a positive influence of arbitration on the earnings of local government workers.

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Compensation for State and Local Government Workers

The Journal of Economic Perspectives ◽

10.1257/jep.26.1.217 ◽

2012 ◽

Vol 26 (1) ◽

pp. 217-242 ◽

Cited By ~ 32

Author(s):

Maury Gittleman ◽

Brooks Pierce

Keyword(s):

Public Sector ◽

Local Government ◽

Private Sector ◽

Primary Data ◽

Labor Statistics ◽

State And Local Government ◽

State And Local ◽

Government Workers ◽

Bureau Of Labor Statistics ◽

Public Sector Workers

Are state and local government workers overcompensated? In this paper, we step back from the highly charged rhetoric and address this question with the two primary data sources for looking at compensation of state and local government workers: the Current Population Survey conducted by the Bureau of the Census for the Bureau of Labor Statistics, and the Employer Costs for Employee Compensation microdata collected as part of the National Compensation Survey of the Bureau of Labor Statistics. In both data sets, the workers being hired in the public sector have higher skill levels than those in the private sector, so the challenge is to compare across sectors in a way that adjusts suitably for this difference. After controlling for skill differences and incorporating employer costs for benefits packages, we find that, on average, public sector workers in state government have compensation costs 3–10 percent greater than those for workers in the private sector, while in local government the gap is 10–19 percent. We caution that this finding is somewhat dependent on the chosen sample and specification, that averages can obscure broader differences in distributions, and that a host of worker and job attributes are not available to us in these data. Nonetheless, the data suggest that public sector workers, especially local government ones, on average, receive greater remuneration than observably similar private sector workers. Overturning this result would require, we think, strong arguments for particular model specifications, or different data.

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An Analysis of Workers' Choice between Employment in the Public and Private Sectors

ILR Review ◽

10.1177/001979398503800204 ◽

1985 ◽

Vol 38 (2) ◽

pp. 211-224 ◽

Cited By ~ 51

Author(s):

Rebecca M. Blank

Keyword(s):

Public Sector ◽

Personal Characteristics ◽

Probit Model ◽

Reduced Form ◽

Public And Private ◽

The Public ◽

Highly Educated ◽

State And Local Government ◽

State And Local ◽

Employment Sectors

This paper estimates the extent to which workers with different personal characteristics are likely to be employed in the public versus the private sector. The author develops a reduced-form two-way probit model to analyze workers' choice between the two employment sectors, together with a three-way model that breaks this decision down to a choice among private, federal, and state and local government jobs. She estimates these models using May 1979 CPS data. The results show that, other things equal, government employment is preferred by the “protected” groups of veterans, nonwhites, and women. In addition, highly educated and more experienced workers are more likely to choose the public sector. Significant differences are found within the public sector between federal and state-local choices. The results also indicate that sectoral choice is influenced by more than wage comparisons.

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The Practitioners' Perspective

Political Science and Politics ◽

10.1017/s1049096500002195 ◽

1975 ◽

Vol 8 (04) ◽

pp. 376-380

Author(s):

Stuart Nagel ◽

Marian Neal

Keyword(s):

Local Government ◽

Political Science ◽

Federal State ◽

Government Agencies ◽

Good Group ◽

Government Work ◽

Science And Government ◽

State And Local Government ◽

State And Local

This article is designed to summarize the findings of a questionnaire directed to APSA members who indicated they held government positions when they completed a form for the 1973 APSABiographical Directory. The questionnaire was designed to determine how political science has been and can be used in federal, state, and local government agencies and in administrative, legislative, and judicial positions.A. The Respondents and the QuestionsIn January, 1975, the questionnaire was mailed to the 425 APSA members who held government positions as of 1973. These persons were chosen as a good group of people to ask about the relevance of political science to government work since they are likely to be knowledgeable about both political science and government work, and are likely to be responsive to such a survey.

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The Effect of Participative Strategic Planning Process on Job Satisfaction: The Experience of Local Government Agencies

Korean Journal of Policy Studies ◽

10.52372/kjps15205 ◽

2001 ◽

Vol 15 (2) ◽

pp. 41-55

Author(s):

Soonhee Kim

Keyword(s):

Job Satisfaction ◽

Public Sector ◽

Local Government ◽

Strategic Planning ◽

Planning Process ◽

Strategic Plan ◽

Participative Management ◽

Government Agencies ◽

Clear Understanding ◽

The Public

Strategic planning has been emphasized in the public sector to enhance government performance and accountability. However, little empirical research exists on participative management in strategic planning and its impact on employees' job satisfaction in government agencies. This study explores the relationships between employees' perceived input in strategic plan development, knowledge of the strategic plan, role clarity in strategic planning, and job satisfaction in local government agencies. The results of multiple regression analysis demonstrate that employees who perceive they have input in a department's strategic plan development express higher levels of job satisfaction than others who do not. The present study also supports the view that employees' clear understanding of their roles in accomplishing the goals in strategic plan is positively associated with job satisfaction. In this regard, organizational leaders' commitment to participative management and empowerment in the process of strategic planning should be emphasized in the public sector.

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Infrastructure procurement capacity gaps in Nigeria public sector institutions

Engineering Construction & Architectural Management ◽

10.1108/ecam-11-2017-0240 ◽

2019 ◽

Vol 26 (9) ◽

pp. 1962-1985 ◽

Cited By ~ 2

Author(s):

Patrick Manu ◽

Abdul-Majeed Mahamadu ◽

Colin Booth ◽

Paul Olaniyi Olomolaiye ◽

Akinwale Coker ◽

...

Keyword(s):

Local Government ◽

Public Procurement ◽

Governance Structure ◽

Sub Saharan Africa ◽

Government Agencies ◽

Public Infrastructure ◽

Content Type ◽

Organisational Capacity ◽

State And Local Government ◽

State And Local

Purpose The achievement of sustainable development goals is linked to the procurement of public infrastructure in a manner that meets key procurement objectives, such as sustainability, value-for-money, transparency and accountability. At the heart of achieving these procurement objectives and others is the capacity of public procurement institutions. Whereas previous reports have hinted that there are deficiencies in procurement capacity in Nigeria, insights regarding critical aspects of organisational capacity deficiencies among different tiers of government agencies is limited. The purpose of this paper is to investigate the critical gaps in the procurement capacity of state and local government agencies involved in the procurement of public infrastructure in Nigeria. Design/methodology/approach The study employed a survey of public infrastructure procurement personnel which yielded 288 responses. Findings Among 23 operationalised items that are related to organisational procurement capacity, none is perceived to be adequate by the procurement personnel. Additionally, among 14 procurement objectives only 1 is perceived as being attained to at least a high extent. Originality/value The findings underscore the acuteness of organisational procurement capacity weaknesses among public procurement institutions within Nigeria’s governance structure. It is, thus, imperative for policy makers within state and local government to formulate, resource and implement procurement capacity building initiatives/programmes to address these deficiencies. Additionally, the organisational procurement capacity items operationalised in this study could serve as a useful blueprint for studying capacity deficiencies among public infrastructure procurement agencies in other developing countries, especially within sub-Saharan Africa where several countries have been implementing public procurement reforms.

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