This dissertation project examines the effect of various state regulations such as Certificate-of-Need (CON) regulation, uncompensated care pools and community benefit requirement laws on hospital provision of uncompensated care and analyzes both for-profit and non-profit hospitals¡¯ responsiveness to the regulatory environment. The analysis of these regulations uses panel data econometric methods for a sample of hospitals in 17 states from 2002 to 2004. This study overcomes the limits of previous research that focused primarily on the effect of a single regulation in a given state. It uses three estimation methods: pooled Ordinary Least Squares (pooled OLS), random effects generalized least squares (GLS) and Hausman Taylor instrumental variable (HTIV) to obtain the parameter estimates. Weighing the advantages and disadvantages of each method, we interpret results based on the cross-validation of the GLS and HTIV estimates. Findings suggest that nonprofit and for-profit hospitals respond to some policy instruments similarly and others differently. For example, both nonprofit and for-profit hospitals respond to CON laws by increasing their uncompensated care provision. However, they respond to policy incentives such as community benefit requirement laws differently. Furthermore, regulatory interactions are found to significantly influence the uncompensated care provision by both nonprofit and for-profit hospitals. The dissertation helps policy makers formulate strategies to create incentives to enhance access to care for the economically disadvantaged. For example, implementing CON and providing public subsidies at the same time may offer better access to care for the uninsured than implementing either regulation alone. However, community benefit requirement laws do not appear to expand the amount of uncompensated care provided by nonprofit hospitals.

Unanticipated economic fluctuations exert pressure on state governments to adjust their discretionary fiscal policies to accommodate the changing fiscal situation. Even though states adjust fiscal policy as the economy fluctuates, the typical cyclical economic factors are not the sole determinant of such adjustments. State governments budgeting systems in the United States operate under a variety of budgetary institutions. The most prominent state government budgetary institutions include balanced budget rules (BBRs), tax and expenditure limits (TELs), and supermajority voting requirements for tax increases. This dissertation examines how these budgetary institutions affect state government choices of fiscal policy under different economic conditions. To better understand the effect of state level TELs, a stringency index of state level TEL is constructed considering the major structural features. The fixed-effect panel regressions are used for the analysis of impact of TEL and BBR and tax changes and the fixed-effect Tobit is adopted to test the impact of TEL and BBR on spending cuts after the budget is adopted. The result suggests that TEL plays a more important role affecting states discretionary fiscal adjustment from the tax side, while BBR plays a more important role affecting states discretionary fiscal adjustment from the expenditure side. Results of this research show that TEL exerts pressure on states that hinder state ability to deal with volatile fiscal situations, especially in the case of periods of budget crises.

The dissertation explores how distinctive institutional factors related to property rights determine urban development patterns and housing tenure modalities in a developing economy context. The first part proposes a choice-theoretic model that explains the existence of the Antichresis contractual arrangement as a way to temporarily divide property rights. The model explains why the Antichresis contract dominates the Periodic-Rent contract in terms of landlord profits for certain types of property in which the gains in expected profits from solving the problem of adverse selection of tenants offset the loss of expected profits created by the moral hazard in landlords investments. The empirical section of the dissertation provides evidence in support of the model. Using data from Bolivia, I find that property types that require less landlord maintenance investment have higher capitalization rates under Antichresis contracts than they would under Monthly-Rent contracts and vice-versa. Additionally, the model shows that the Antichresis contract has limited capacity for helping the poor as suggested by recent literature. On the contrary, it can be hurtful for the poor in markets were landlords have limited information about tenants, in markets with inefficient court systems, or in markets with tenant-friendly regulations. The second part of the dissertation explores the issue of squatter settlements in the developing world. The theoretical model presented in this part explains how the landlord squatter strategies based on credible threats drive capital investment incentives and ultimately shape urban land development in areas with pervasive squatting. The model predicts that squatter settlements develop with higher structural densities than formal sector development. This prediction explains why property owners of housing that originated in squatter settlements take longer periods of time to upgrade than comparable property owners who built in the formal sector even after they receive titles to their property. The higher original structural density increases the marginal benefit of waiting in the redeveloping decision creating a legacy effect of high-density low-quality housing in these types of settlements. Geo-coded data from Cochabamba, Bolivia, support the hypotheses proposed by the theoretical model and raise questions about the unintended consequences of current policies affecting informal development.

Organizational development is a central purpose of evaluation. Disasters and other emergency situations carry with them significant implications for evaluation, given that they are often unanticipated and involve multiple relief efforts on the part of INGOs, governments and international organizations. Two particularly common reasons for INGOs to evaluate disaster relief efforts are 1) accountability to donors and 2) desire to enhance the organization's response capacity. This thesis endeavors briefly to review the state of the evaluation field for disaster relief so as to reflect on how it needs to go forward. The conclusion is that evaluation of disaster relief efforts is alive and well. Though evaluation for accountability seems fairly straightforward, determining just how the evaluation influences the organization and beyond is not. Evaluation use has long been a central thread of discussion in evaluation theory, with the richer idea of evaluation influence only recently taking the stage. Evaluation influence takes the notion of evaluation use a few steps further by offering more complex, subtle, and sometimes unintentional ways that an evaluation might positively better a situation. This study contributes to the very few empirical studies of evaluation influence by looking at one organization.

This dissertation investigates the impact of intrinsic and extrinsic job factors on overall employee job satisfaction for two generation cohort groups, Baby Boomers and Generation X, in a small rural healthcare organization. Eight job factors were selected for the study, reflecting popular characteristics associated with the two groups. The job factors were classified as intrinsic or extrinsic using Hertzberg’s two-factor theory. Intrinsic factors studied were: work itself, promotion, and recognition. Extrinsic factors studied were: pay, supervision, people, technology, and work-family balance. The Job Descriptive Index (JDI) scale was used to assess employee satisfaction with certain job factors; work itself, promotion, pay, supervision, and people. Scales similar to the JDI were created and used to measure satisfaction with technology, work-family balance, and recognition. The Job In General (JIG) scale was used to assess overall job satisfaction for each generation group. Multiple regression analysis was used to determine which of the job factors predicted of overall job satisfaction for each group. Results of the study indicate that overall satisfaction is influenced a discreet combination of intrinsic and extrinsic factors for each group. Generation X’s overall job satisfaction is predicted by extrinsic job factors, (work-family balance, and supervision) as well as intrinsic job factors, (work itself). Baby Boomers’ overall job satisfaction is predicted by an intrinsic job factor, (recognition) as well as an extrinsic job factor (supervision). Smaller than optimal sample size reduces applicability of the results and implies the need for extended research in this area to confirm findings of this study.

Succession planning is perhaps one of the hottest topics today as a result of ethical issues, compensation, development and implementation. Global organizations faced with fast-paced change can no longer afford long, lengthy internal development of an heir apparent. However, those organizations who seek faster, external executive hires have found it no panacea as organizational culture often trumps talent and industry experience. Recent research points to those who do internal succession well, with little disruption and ready change depend on their ability to execute plans (Charan & Colvin, 1999, 2001). A qualitative study was conducted with 30 participants of executive and mid-level managers from a large, Fortune 500 company to investigate the influence of organizational culture on the succession planning process. The results indicate that the founder has tremendous influence on organizational processes (i.e., succession planning) via the culture which he or she created early on. According to Schein (1992), succession planning processes serve as secondary embedding mechanisms to perpetuate existing cultural values; as a result they are difficult to change. The vast majority of research to date has utilized quantitative, positivistic methods in the study of succession planning resulting in a multiplicity of variables furthering functionalist pursuits of predictability and generalizability rather than furthering our understanding of the process itself, situated in its natural environment. This study contributes significantly to current research in that it reveals organizational values, purpose, roles, decision-making criteria, selection, development and promotion of potential heir-apparents and how these variables play out in the implementation of a succession plan. Furthermore, previous research suggests that the CEO has primary control over the succession planning process and its results. Although their role is indeed important, this study suggests that it is the trust, identification and commitment of an organization’s members (i.e., employees) and the cultural alignment of organizational processes which ensure that the execution of the succession plan results in a “successful” successor. Human Resource Development is therefore poised to make a bigger impact than ever before as a strategic partner to executive levels of organizations today. Exemplary development and implementation initiatives will need to be managed throughout the ranks.

Previous research in organizational theory, labor market economics, and nonprofit studies are applied to churches and their clergy leadership in advancing a theory of clergy executive compensation. The data for this study come from the end of year reports from approximately 800 local churches of the North Georgia Annual Conference of the United Methodist Church for the years 2007-2008 and a survey administered in order to glean the personal characteristics of the clergy. The investigation employs a clergy compensation framework and finds that clergy salaries are influenced in part by personal characteristics, human capital, organizational elements, labor market factors, and clergy performance. The results regarding the role of credentialing in stratified labor markets have implications for policy. The present research adds to the nonprofit executive compensation literature by suggesting that denominational churches are analogous to nonprofit franchises and by empirically testing for "dual agency", labor market stratification, and managerial scope.

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This research attempts to integrate the combined perspectives of PAM (Public Affairs Management) framework and SJT (Social Judgment Theory) that entails foundational and group analysis of Penghu County, as well as personal objective judgment and value-based subjective judgment. The Township Police Station Joint Services model of civic governance is conceived through cross-disciplinary construct. Through literature review and interviews with experts, as well as analysis of background information, ¡§factual judgment¡¨ (objective) and ¡§value-based judgment¡¨ (subjective) are formulated. Next, discussions are made on the factor of ¡§relationship judgment¡¨, which is based on analysis of interactive management (IM). The resulting findings are summarized in 12 proactive strategies that encompass all stakeholders. Furthermore, interviews provide possible suggestions to decision-makers and management in an attempt to include opinions of all parties involved. The question that begs answering is: do the two sides have more in common, or more in differences; do the people concerned have more prudent ideas, or that the public management possess more experiences and are circumspect in their thinking? Through actual case study of the police department and stakeholders, the process of transforming policy into mechanism of the public sector is analyzed. Finally, key strategies serve as referential variables in SJT, which is used as acknowledgement level of group decisions from a micro-subjective psychological cognition view. Through various deliberations, 12 proactive strategies are conceived that subsequently compare strategic differences between stakeholders and policy-makers through the V-C-S model. The results suggest that cross-disciplinary studies can strengthen execution capabilities of decision-makers in the formulation and implementation of public management policies. Finally, three key strategies were concluded: 1. Determination of leader to strengthen cooperation between police and community; 2. Integration of police resources and implementation in phases; 3. Reach consensus. SJT questionnaires were used to investigate personal understanding and values of decision-makers, and the results indicate that they emphasized the first strategy ¡§Determination of leader¡¨, whereas advisors are inclined toward ¡§Reaching consensus¡¨, showing differences among them. Through cross-disciplinary analysis experimentation, we found that it helps in the definition of problem, formulation of group strategy and consolidation of possible solutions. The results of this research hence recommends interactive management (IM) in all agencies because it aids in the implementation of public policies, encompasses ideas from all angles and aid in the realization of a civil society.

The thesis studies the execution of the protection of taxpayer rights by local tax bureaus. By having Ming-shen Wang¡¦s The Integrated Framework for Public Affairs Management (2006) as theory basis, the key issue about safeguarding taxpayer rights is analyzed. This thesis applies V.C.S. Strategic Triangle introduced by Mark H. Moore (1995) to define three dimensions, namely, value, capacity, and support, and takes the public service values of tax officials into consideration. This thesis has conducted in-depth interviews and retrieved 367 pieces of valid questionnaires from local tax officials in southern and northern Taiwan. The thesis discovers that the public service values of tax officials incline to proficiency, responsibility, and fairness, emphasizing more on work performance than democratic administration. Most of the tax officials agree on the conceptions of value, capacity, and support of safeguarding taxpayer rights, and those conceptions are not affected by different public service values. On the conception of value, tax officials believe that substantive taxation adhering to fairness and justice can truly safeguard taxpayer rights. Tax officials at basic level believe safeguarding taxpayer rights will affect work efficiency and tax income. Considering the aspect of capability, tax officials think that they have sufficient competence and attitude to ensure taxpayer rights. They attribute the difficulties in practice to the deficient tax system. Safeguarding taxpayer right will increase workload, and moreover, the efforts are not sufficiently reflected in annual performance assessment scores. On the aspect of support, tax officials agree on protecting tax payer rights but require more understanding in its content, and they feel the public do not see the efforts of tax administrations to safeguard their rights. This thesis makes four suggestions: first, tax officials shall modify their concepts of public service values; second, administrations shall train the officials to help taxpayers with empathy; third, performance assessment shall be conducted with Balanced Scorecard and V.C.S. Strategic Triangle; fourth, tax reform shall be continued, in order to fulfill fairness and justice in taxation.