The first purpose of the study was to examine the degree of the existence of ideal behaviors and attitudes among present Saudi Arabian bureaucrats as an essential ingredient for accomplishing the social-economic development of the country. In order to investigate the attitudes of the present bureaucrats toward work value as related to innovation and change, a survey was conducted of 500 government employees in eight production and services ministries. Frequency distribution was used to analyze the data. / The findings of this study can be summarized as follows: (1) Work related mobility was found to be generally unacceptable among present bureaucrats. (2) The present bureaucrats showed a high reluctance toward working in rural areas. (3) Monetary incentive was found not to be an influencing factor in choosing a government job. (4) Conservative attitudes toward development programs were found to be very prevalent among present bureaucrats. (5) The present bureaucrats showed unwillingness to take risks in decision making. (6) The present bureaucrats showed a low tendency toward innovative behavior. / The second purpose of this study was to examine the attitudes of Saudi university students preparing for careers in the bureaucracy to determine whether they reflected greater tendencies toward innovation and change than did the present bureaucrats. These findings could then help determine whether the present educational system is providing successfully for improvement in the Saudi Arabian bureaucracy. The Saudi Arabian government has expanded education, especially higher education, into every part of the country, and this effort seems to be appreciated by its society. The question, however, is whether the education system is really providing the highly skilled and experienced manpower needed to participate in the nation's development programs. / In order to investigate the second purpose of the study a survey was conducted of 600 students preparing for government careers. Analysis of variance was employed to determine the degree of difference (if any) between the present and future bureaucrats in their attitude toward work value as related to innovation and change. / The findings of the second part of the study can be summarized as follows: (1) No significant differences were found between future bureaucrats and current employees in their attitude toward work-related mobility; (2) Significant differences were found between present and future bureaucrats toward working in rural areas. (3) No significant differences were found between present and future bureaucrats in their attitude toward monetary incentives. (4) No significant differences were found between present and future bureaucrats in their attitude toward social-economic development. (5) No significant differences were found between present and future bureaucrats in their attitude toward risk taking and decision making. (6) Significant differences were found between present and future bureaucrats in their attitude toward ascriptive values. (7) No significant differences were found between present and future bureaucrats in their attitude toward the general public. (8) Significant differences were found between present and future bureaucrats in their attitude toward social issues. (9) No significant differences were found between present and future bureaucrats in their attitude toward innovation. / Source: Dissertation Abstracts International, Volume: 42-06, Section: A, page: 2850. / Thesis (Ph.D.)--The Florida State University, 1981.

Source: Dissertation Abstracts International, Volume: 40-11, Section: A, page: 5999. / Thesis (Ph.D.)--The Florida State University, 1979.

County governments have often been ignored in recent literature. Vincent Marando and Robert Thomas in their book, The Forgotten Governments, have argued that county government is a viable part of the American governmental system and deserves consideration. Counties do suffer the same problems as other levels of government. / This research is an inquiry into how collective bargaining has affected county government in the State of Florida. There are three major problems discussed in the research. First, consideration is given to how the Florida Public Employees Relations Act has affected county government. Second, attention is given to how the structure of the county organization affects the collective bargaining process. Finally, do the attitudes of county officials and labor negotiators alter the bargaining process. / The methodologies used include an attitude questionnaire, direct observation through the means of interviewing and content analysis of documents and records of the county. The attitude questionnaire examines general attitude indicators that would be associated with the concept of integrative bargaining. The general attitude indicators include tolerance of conflict, proclivity towards bargaining, and authoritarianism. Also included in the questionnaire is the measurement of attitudes toward labor relations issues. These include tolerance of strikes, propensity to delegate, critical services and bargaining procedures. / The results of the attitude questionnaire showed that role occupancy is a better determiniant of attitudes towards labor relations issues than general personality attitudes. County Commissioners and personnel managers attitudes on tolerance of conflict, proclivity for bargaining and authoritarianism were found to be more flexible than county constitutional officers. Labor negotiators could achieve better results at the bargaining table with commissioners and personnel managers than with constitutional officers. / Eighteen counties in Florida currently engage in collective bargaining activities. These counties can be classified into three distinct types: complete metropolitan, incomplete metropolitan and rural. Complete metropolitan counties' personnel functions were dominated by collective bargaining. The incomplete counties were at a transition point. Less than one half of the employees were unionized, the other county employees were still covered by traditional personnel systems including the merit system. For the incomplete metropolitan county a dual system for personnel management exists. The rural counties appear to just barely cope with collective bargaining. These counties must rely on outside consultants to conduct negotiations. / Source: Dissertation Abstracts International, Volume: 42-06, Section: A, page: 2854. / Thesis (Ph.D.)--The Florida State University, 1981.

This study examines the concepts of supervisory leadership and subordinate motivation. One issue in the exercise is the extent of influence of general organizational structure on the varying dimensions of the major variables. Thus, the study attempts to distinguish between public and private sector organizations and then, in light of the observed distinctive elements comprising each set of organizations, considers the effect of the defined dichotomy on supervisory leadership and subordinate motivation. The empirical results are based on questionnaire responses from a random sample of individual pairings of supervisors and subordinates. The rate of return for this mail survey was 73.3% and the primary statistical techniques used in the analysis, multiple regression. / The inquiry attempts to synthesize several relevant theories including the Contingency and Expectancy Theories as well as various personality and trait theories. It then focuses on the Path-Goal Theory of leadership and aruges that this theory is based on certain linkages between supervisor and subordinate which heretofore have not been examined. The study develops a model describing these linkages and defines concepts fundamental to an understanding to the proposed linkages. / The major hypothesis of the study indicates that higher levels of subordinate motivation occur in situations where the following linkages between supervisor and subordinate exist: (a) the supervisor has knowledge of the reward items that the subordinate values, (b) the supervisor has control over these reward items, (c) the supervisor defines appropriate work behaviors for the subordinate to engage in, and (d) the subordinate expects to receive the valued rewards after engaging in the defined behaviors. Secondary hypotheses suggest differences between public and private organizations in the ability of the supervisor to control reward items, the subordinate's expectation of receiving valued rewards for engaging in appropriate behaviors, and the actual level of subordinate motivation. Results of the study indicate a significant association between the supervisor-subordinate linkages stated above and a construct of subordinate motivation. No significant differences are observed on the specified variables between any organization studied, be they public, private, or otherwise. / Source: Dissertation Abstracts International, Volume: 42-11, Section: A, page: 4926. / Thesis (Ph.D.)--The Florida State University, 1981.

This study was designed to examine the applicability and usefulness of contingency theory within the Saudi setting. According to this theory, to understand the structure and function of public bureaucracy, one must understand the external environment which influences that bureaucracy through constant daily interaction with it. To achieve this goal, cross-organizational analysis was conducted among four governmental organizations serving four district subenvironments (districts). The analysis involved four environmental forces employed as independent variables: family status, religious piety, education, and preferred conflict avoidance style. Seven organizational characteristics represented the dependent variables: power structure, formal communication, informal communication, direct supervision, formalization and standardization, the effectiveness of the general coordination mechanism, and the quality of personal treatment received by the employees from the public. The data were collected by questionnaire from two sources in each district: 125 public employees of public organizations serving the four districts, and 347 clients of those governmental organizations. / The study demonstrated that there were limitations on the applicability and usefulness of the contingency theory because none of the environmental forces utilized by the study had significant impact on the following formal structural characteristics: power structure, formal communication, direct supervision and formalization and standardization. On the other hand, the theory was useful in defining the organizational characteristics influenced by the impact of the overall environment and the environmental forces which generated such impact. The organizational characteristics were informal communication, effectiveness of the general coordination mechanism, and the quality of personal treatment of employees by the public. The independent variable of family status was strongly correlated positively with the dependent variable of dependence on informal communication and the quality of personal treatment received by employees from the public. Religious piety was positively correlated with the effectiveness of the general coordination mechanism. On the other hand, education was found to be negatively correlated with effectiveness of the general coordination mechanism. / Source: Dissertation Abstracts International, Volume: 46-04, Section: A, page: 1081. / Thesis (Ph.D.)--The Florida State University, 1985.

The purpose of this study was to explain variability among decision making processes in a public organization using the decision making model introduced by Astley et al. (1982). They integrate the two theoretical perspectives with regard to decision making processes, the cognitive or behavioral and the political. The cognitive aspect is represented by the concept of "topic complexity" and the political aspect by the concept of "political cleavage." / In order to provide evidence of the applicability of this model to public organizations, the study was designed to examine decisions made within the Department of Health and Rehabilitative Services (HRS) Headquarters in Tallahassee, Florida. Three major questions were addressed in this study: (1) Can differing patterns exist for carrying out the decision making process? if so, (2) Can these patterns be distinguished from one another? and (3) How can such variation be explained? / Results of the statistical analyses performed indicate that the two explanatory variables examined, political cleavage and topic complexity, are not able to distinguish between patterns of decision making processes. Contrary to what Astley et al. (1982) suggest, interaction of the Department of HRS with its environment is based more upon coordination and cooperation than conflict and contest. In this context, topic complexity of an issue takes on different meaning. What might appear to be a highly complex issue can really be a simple decision when examined within the content of institutionalized practices and procedure. Thus, environmental constraints and the set of assumptions and laws governing interactions are more important in shaping decision making processes than the complexity of an issue. / Finally, three patterns of decision making as a process were identified. These patterns were determined by characteristics and constraints (publicity, deadlines, etc.) typical of public organizations that appear to be more important in distinguishing patterns of decision making process than topic complexity and political cleavage. / Source: Dissertation Abstracts International, Volume: 46-04, Section: A, page: 1086. / Thesis (Ph.D.)--The Florida State University, 1985.

This research examined government officials' perceptions of the factors associated with contract service delivery. Open-ended interview questions and a questionnaire were developed to examine the viewpoints of those most involved in the process--the city officials. The major research objective was to determine the subjective importance of normative, legal, administrative, and economic factors on the decision to contract services. / Thirty-seven interviews were conducted with regional directors, mayors, and other local officials; 200 questionnaires were distributed to directors of municipal branches, directors of local ministerial offices, and members of bid committees in these organizations. The response rate for the questionnaire was 60%. / A number of factors are seen to affect the feasibility and attractiveness of contracting for public services--most notably, avoidance of government rules and regulations. Other equally important issues addressed include the efficiency and effectiveness of contracted services, the ability of the contracting agency to monitor the process, the availability of providers, the potential for corruption, service output measurability, and the ability to create and sustain competition. Other factors such as city size, location, and type of service provided were found to be associated with the perceived desirability of contracting. Benefits and difficulties common to the practice of contracting are identified and reforms suggested. / Overall, the results show that government officials believe that contracting public goods and services to private firms can be beneficial only under certain conditions: (a) competition among private providers, (b) use of appropriate contracting procedures by the government, and (c) effective governmental oversight and monitoring. / Source: Dissertation Abstracts International, Volume: 51-01, Section: A, page: 0288. / Major Professor: Richard Chackerian. / Thesis (Ph.D.)--The Florida State University, 1989.

The objectives of this study are to initiate the sorting out of the many and varied effects of environmental and internal factors on local government budgetary decision making and to consider the outcomes of local government budgeting in light of these influences. The ultimate purpose of this study is to build a new budgetary model for local governments which better reflects the reality of budget practice. Combining incremental and expenditure determinants approaches provides a useful framework to this problem. Merging these approaches builds upon the strengths of each while offsetting their respective weaknesses. / Dade County, Florida, is selected as a case study and the data on total appropriation and ten functional areas over a twenty-six year time period have been collected. Initially, twenty-three explanatory variables deemed to be important in explaining local government budget making were gathered, and were reduced to eight factors by using principal component analysis. The Hatanaka two stage least squares technique was used for the analysis. / The economic base and intergovernmental aid are the two most important factors associated with the level of local government spending. It was found that, however, incrementalism is not as powerful as found by other studies in explaining local government budget decisions. The several programs in which incremental decision making prevail are allocational in nature. / Executive leadership appears to have significant impacts on several programs. Although no systematic pattern of influence was revealed, it is likely that executive leadership plays a major role in determining the goals and policies of the government during times of retrenchment by controlling and adjusting department budget requests to the fiscal capacity that the government can encompass. / A "Capacity-Process" budget model was developed based on the findings of this study. This budget model is descriptive in nature and contains major variables found important in this study. / Source: Dissertation Abstracts International, Volume: 50-12, Section: A, page: 4096. / Major Professor: Gloria A. Grizzle. / Thesis (Ph.D.)--The Florida State University, 1989.

This study tested the impact of information change, represented by reform in the budgetary system, on congressional behavior. While congressional attitudes toward budgetary reform are not well documented, the significance of member behavior should not be overlooked, as the information used during congressional hearings, as well as members' outlook, greatly influences the final outcome. / The underlying premise was this: If program information were to be provided, would the participants in the budget process utilize it in making their budgetary decisions rather than continuing to rely on the traditional, object-of-expenditure type of information? / The study focused on the House Appropriations Subcommittees because of their large role in budgetary matters and the impact of the subcommittees' decision-making processes on their members' behavior. Hearings transcripts for FY1964-FY1984 meetings of these committees were examined and content analyzed. Five federal agencies and their three corresponding appropriations subcommittees were the sample for this research. The Planning-Programming-Budgeting system and the Congressional Budget and Impoundment Control Act of 1974 are the two budgetary interventions examined in the study. / The findings show that the congressional participants in the hearings were not impressed with new information, as there was no sudden increase in program-type inquiry; however, members also did not adhere solely to the traditional type of inquiry. During the period studied, there was no evidence that information reform influenced the subcommittees' orientation toward more questions related to program; nor did trends emerge in other types of inquiries. The three subcommittees chosen have found satisfactory patterns of inquiry over the period covered, with each subcommittee having its own orientation in gathering information appropriate for its members' behavior. / Source: Dissertation Abstracts International, Volume: 50-03, Section: A, page: 0788. / Major Professor: Gloria Grizzle. / Thesis (Ph.D.)--The Florida State University, 1989.

The concept of trust is of major theoretical and instrumental significance in the study of organizations. Despite the extensive literature detailing the implications of trust in organizational life, there has been little systematic study of its determinants. The objective of this research is to develop and test a model of trust formation in organizations. The parameters of the model are based on the theory that the existence of trust is the result of key organizational and individual attributes. Results from this study confirm these ideas. / An employee's level of organizational trust is found to be associated with (a) the nature of supervision, (b) job characteristics, (c) locus of control, (d) public service motivation, and (e) gender. Moreover, it also correlates with the degree of goal congruence between a worker and an organization climate. Organizational leaders are viewed as responsible for creating conditions of trust because of their control of its most significant determinants. / Implications of these findings suggest connections between trust, the type of workplace governance represented by its antecedents, and the political ideology of public employees. Trust may also represent a viable test variable to be employed to create common ground between scholars interested in intraorganizational experiences and those concerned with political attitudes and behavior. / Source: Dissertation Abstracts International, Volume: 49-12, Section: A, page: 3865. / Major Professor: James S. Bowman. / Thesis (Ph.D.)--The Florida State University, 1988.