This study examines 1) whether the different expenditure mechanisms used by the National Institutes of Health (NIH) invite different sources of influences on the budget process and thus on the expenditure outcomes and 2) whether the frequent use of omnibus appropriations bills since 1996 has changed budget levels of the institutes under the NIH. The NIH uses two major expenditure mechanisms with very different beneficiary groups: the principal investigator-initiated Research Project Grants and Intramural Research. Drawing on theories of motivations of public officials and of political clout of agency heads and considering empirical studies of the effect of omnibus legislation, this study reveals the following: 1) directors with more public service experience are more successful in securing a higher budget for their institutes; 2) while the directors are found to be driven by public service motivation, when it comes to expenditure allocation between two different mechanisms, they behave in a self-interested manner, representing the interests of the institutional sectors where they have developed close relationships; 3) with ever-increasing budgets between 1983 and 2005, the institute directors have chosen to seek higher budgets rather than merely avoid the risk of budget cuts; 4) although the advisory boards are purportedly used to seek private input for the priority setting, they tend to increase intramural more than external research project grant expenditures; 5) the practice of omnibus appropriations bills significantly benefits the institutes under the NIH such that with omnibus legislation the institutes¡¯ total expenditures have more than doubled controlling the other factors; and 6) there are significant differences in the effects of the director¡¯s public experience and the number of advisory boards and their membership both (i) between disease-focused institutes and nondisease institutes and (ii) with and without omnibus legislation. The effects of the director¡¯s public service experience and the advisory boards have more budgetary impact in the general science-focused institutes than in their disease-focused counterparts. The influence of the advisory board and of the institute director¡¯s public service experience on the individual institute¡¯s expenditure level is significantly diminished by the frequent use of omnibus appropriations bills.

We extend the model of Delfgaauw and Dur (2010) to analyze the occupation choice with the presence of the public service motivation. When the workers are purely altruistic, the lower is the acceptance rate of job application to the public sector, the higher is the possibility to have applicants with better managerial ability. In addition, when the friction cost of restarting job searching is higher, the applicants with less managerial ability tend to apply the private sector jobs from the beginning. On the other hand, when the workers are impurely altruistic, the applicants with less managerial ability will not self-select into the public sector. Finally, the highest social welfare level may not be reached if the acceptance rate in the public sector is not one hundred percent.

面對治理環境複雜，如何提升公共服務的效率與效能成為政府主要課題。本文以從事家庭暴力防治業務的公部門、非營利組織、社工師事務所為研究對象，比較不同組織的社工在公共服務動機、激勵因素、人力招募重點、組織管理方式上的不同，並檢視成員的工作滿足與服務產出，來對新公共管理主張的市場模式與新公共服務提倡的協力觀點進行驗證。 研究過程中，發現社工師事務所的存在是一複合概念，是新公共管理之下代理化（agencification）觀點的體現，也是新公共服務組織人本主義的管理概念。本文並未對其明確定義，只關注於「良好組織管理」的特徵。社工師事務由於其具備彈性、目標單一的結構特質，再加上推行的授能式管理讓成員在工作上有較正面的情緒，更可凝聚成員向心力。相較於政府天生結構缺陷帶來的層級節制溝通不易，本文以為：代理化組織的鬆綁、彈性，或許不是一蹴可及，但在組織管理方式上使用Y理論授能式的激勵觀點，強調以人為本的管理技術，由內而外漸進式實施，是政府可以學習的方向。 / When the government faces governance crisis, new public management (NPM) and new public service (NPS) try to use two different ways to cure government failure. NPM emphasizes market-oriented to cure bureaucracy, while NPS prefers inter-sector cooperation. This study compares three different kinds of organizations: government agency non-profit organization and social service agency and all of them offers services of domestic violence protection. By comparing these three organization staff members, this study not only helps us to assess whether NPM or NPS is better but also gives government some advice on human resource management . The study finds that the social service agency is practicing one of NPM’s concepts: agencification, which is a flexible way to provide public service and NPS’s concept “organizational humanism” as its management skill. This study will not simply define whether the social service agency belongs to the public sector or the private sector. It just tries to suggest something helpful to employees and organization’s efficiency. The study finds out social workers in the social service agency are more positive in their work attitude and have high commitment to their organization due to its empowerment management while other organizations’ staff members have more complaints. Thus, the study concludes that joining NPM’s concepts- deregulation, flexibility and theory Y would make a win-win game between staff and organization.

This qualitative study investigates which factors influence public service motivation among managers in the Swedish public sector. Specifically, it examens the impact of organizational, societal, and political factors on public service motivation. Conducted within a local authority facility, the study employs a thematic analysis of interviews with managers to derive its results. The findings indicate that organizational, societal, and political factors do influence public service motivation at the managerial level, although the extent of influence varies among individuals. Additionally, the study identifies various intrinsic motivation factors contributing to the experienced level of public service motivation. In conclusion, while this study sheds light in the manifestation of public service motivation among managers, it suggests further exploration through deeper studies to enhance the understanding in this area.

Attracting, motivating, and retaining public service employees continues to challenge both state- and municipal-level managers. Beginning with Perry’s (1996) public service motivation (PSM) construct, academics and practitioners focused considerable efforts in the identification of measures and factors influencing levels of motivation with the overall intent of identifying the key components of increasing employee motivations, thereby increasing the possibility of retaining the capable employees. While this effort has focused on managerial distinctions, groupings between genders, racial backgrounds, and tenure lengths, one significant comparison has yet to be explored—the public safety worker. Identifying and examining the motivating factors of police and fire, whose considerably different work requirements and consequences of subpar performance can result in the loss of life will not only lead to future means of addressing retention and motivation, but will also create a new avenue of research in public service motivation in public administration. Stemming from the extensive methodological work by Sangmook Kim (2010), this effort will explore the PSM constructs by utilizing exploratory factor analysis (EFA) to identify the significant factors of PSM for public safety workers, confirm these findings through confirmatory factor analysis (CFA), and identify the strengths of the various factors as they pertain to the latent constructs of PSM, job satisfaction, and organizational commitment. PSM, as it pertains to job attraction, selection, commitment, and retention plays a pivotal role in maintaining a productive and successful public organization. In Mississippi, retention and motivation are paramount as neighboring states pay better wages, offer similar benefits, and are within a short travel distance for many state employees. By comparing public safety workers to other groups of municipal employees, this research extends the field of public administration into new territory while providing practical, real-world tools for practitioners and decision-makers to utilize in workforce development and retention efforts. This research will show that there are significant differences between the public safety workers in the municipal workforce and non-public safety workers, particularly in Mississippi. The research shows that differences in public safety workers from non-public safety workers in motivation stem from levels of political involvement, compassion, benevolence, and duty.

Public Service Motivation (PSM), als ein Konzept des öffentlichen Sektors, beruht auf der Annahme bestimmter Motive, die charakteristisch für öffentlich Bedienstete sind. Mit dem Versuch dieses Konstrukt auf den Nonprofit-Sektor zu übertragen, wird das Ziel verfolgt ein tieferes Verständnis für die Motivation der Beschäftigten zu erlangen und die dazu existierenden, eher geringen Befunde der PSM-Forschung um ein qualitatives Vorgehen zu erweitern. Die vorliegende Arbeit bereitet hierfür zunächst den theoretischen Hintergrund der PSM auf und nimmt Bezug zu der von Perry (1996) weiterentwickelten Theorie der PSM. Im anschließenden empirischen Teil werden in einer Fallstudie verschiedene Anstellungsformen sowie Tätigkeitsbereiche der Nonprofit-Organisation „Deutsches Rotes Kreuz“ untersucht. Anhand der ermittelten Ergebnisse kann dabei die Existenz der PSM nachgewiesen werden. Nicht zuletzt werden durch die Wahl eines qualitativen Forschungsdesigns aufschlussreiche Erkenntnisse bezüglich der untersuchten Einflussfaktoren gewonnen. Es kann festgehalten werden, dass sich Haupt- und Ehrenamtliche in Ihrer PSM nicht gravierend unterscheiden. Hingegen die PSM zwischen Arbeitern der Verwaltungs- und Arbeitern der Street-Level-Ebene hinsichtlich ihrer Ausprägung von einander abweicht. Darüber hinaus liefert die Arbeit erste Erklärungsversuche und geht dabei unter anderem auf die Theorie der extrinsischen und intrinsischen Motivation, sowie auf die Selbstbestimmungstheorie ein. / Public Service Motivation (PSM) as a concept for the public sector is based on certain motives which are typical for public employees. The goal in attempting to transfer this construct to the nonprofit sector is to get a better understanding of motivation of employees and to extend the existing, somewhat scant findings in PSM research using a qualitative approach. This paper begins by presenting the theoretical background of PSM and refers to the developed theory of PSM by Perry (1996). The subsequent empirical section presents a case study which examines different types of appointments as well as areas of operation within the “German Red Cross”, a nonprofit organization. The results indicated here demonstrate the existence of PSM. Lastly, useful insights are delivered in terms of the influencing factors, this due in no small part to the choice of a qualitative study design. It may be noted that no significant difference in PSM is found between full-time employees and volunteer workers. By contrast, the way PSM is expressed by street-level workers differs widely from that of those working at an administrative level. In addition, the paper provides first attempts at an explanation and refers to the theory of the extrinsic and intrinsic motivation, as well as to self-determination theory.

本研究主要探討考生或公共行政相關系所及一般大學高年級學生（大學三、四或研究生）在目前社會氛圍下，影響其報考公職意願之因素，經以公務人員工作保障、公務人員形象、公務人員年金改革方案接受程度等為自變項，公務門職業選擇意願為依變項，公共服務動機為調節變項，瞭解其報考公職的關鍵因素。本次以立意抽樣及便利抽驗方式並搭配網路等方式選取樣本。 研究發現公務人員的工作穩定仍是民眾報考公職的重要因素、公務人員的正面形象有助於提升報考意願以及瞭解年金改革方案甚至認同政府改革方向之考生，會提升其報考意願。經將公共服務動機及公務人員年金改革方案接受程度以其次構面分析，發現對制定國家公共政策有興趣、喜歡分享公共政策看法的人或因制定政策而使他人獲得利益而產生成就感者，則其公部門職業選擇意願越高；具有公共利益承諾高的受測者而言，即對制定公共政策有興趣者或喜歡與他人分享公共政策看法者，會增強其接受公務人員年金改革方案的程度；對認為職責優先於個人或願意承擔個人損失去幫助他人的人而言，在公務人員年金改革方案接受程度對公部門職業選擇意願造成影響之情形下，自我犧牲高者，更認同年金改革方案，反之不認同。 本研究認為相關單位在建立公務人員執業之形象上，可透過考試科目與職系說明書裡的工作內容做對照分析，考試制度除了筆試之外，可加入面試或心理測驗，以瞭解報考公職者之報考動機，有助於拔擢真正有意願從事公職服務或真正具有專業能力的人，並開辦與業務相關之專業訓練課程，提升公務人員業務能力，以營造公務人員專業形象。建議後續者針對公務人員年金改革對公部門職業選擇進行實務研究。 / This study mainly explores factors that influence potential public servants’ willingness to choose public services as their career with the current social ethos. Job security and quality of public work, image of public servants, and acceptance of the civil service retirement system reform are adopted as the independent variable. In addition, public service motivation (PSM) is hypothesized as a moderator variable between the previous independent variables and public career intention. Purposive and convenience sampling, along with the use of online survey, are conducted in this study to collect data. As a result, the study demonstrates that the stability of civil service remains the most important factor for the career choice. The positive image of public servants would help to improve the willingness to apply for public service. Also, people who understand or even agree with the public pension reform would increasingly attempt to work in the public sector. Through analyzing the PSM dimensions and the degree of acceptance of civil service retirement system reform, it is also found that those who are interested in formulating public policies or sharing their viewpoints would be more likely to choose public service as a career. Those who have the higher public interest commitment, interested in developing public policy or sharing with others, would enhance their acceptance of civil service retirement system reform program. For those taking the public precedence over the individuals, or those willing to take personal loss to help others, the higher the self-sacrifice, the higher degree of their acceptance to the public pension reform, and vice versa. The research results imply that the government could establish the career image of civil servants through the comparative analysis of national examination subjects and job contents. In addition to written examinations, the government could introduce face-to-face interviews or psychological tests to understand potential public servants’ PSM and select those who are actually willing to engage in public service or have professional competence. Moreover, proper training courses should be provided to help public servants enhance professional capacity and build professional image of civil servants. Future studies may aim for practical research on the influence of the civil service retirement system reform on the intention of choosing a public service career.

Syftet med föreliggande uppsats är att undersöka närbyråkraters upplevelser av sin roll somoffentligt anställd, och sitt handlingsutrymme i en post-NPM era av styrningsidéer. Dettainnebär att kartlägga hur de upplever den komplexa rollen som närbyråkrat och dehandlingsutrymme som det innebär i en politiskt föränderlig miljö. Studien, som är avkvalitativ sort, genomfördes hos Socialtjänsten i Malmö. Alla tjänstemän i offentlig verksamhet behöver förhålla sig till de krav samhället ställer pådem, det offentliga etoset. Närbyråkrater har ytterligare en utmaning i att hanterahandlingsutrymmet som innebär en balans mellan rättssäkerhet och etik ochsituationsanpassat beslutsfattande i mötet med medborgare. De senaste decennierna harpräglats av ett antal styrreformer som har kommit att påverka hur offentlig verksamhetutformas och bedrivs. Många forskare är eniga om att styrreformer med inspiration frånnäringslivet har haft negativ inverkan på den offentliga sektorn, och i förlängningensamhället i stort. Studier visar också att idéer från styrreformer sällan byts ut, utan iställetkompletteras till nuvarande och skapar komplexa hybridsystem som ofta gör organisationenineffektiv och svårstyrd. Resultatet speglar närbråkraternas egna upplevelser och visar ett komplext samband därmotstridiga styrlogiker styr inom organisationen, där både styridéer från begreppet NPM ochpost-NPM identifieras. Resultatet visar också komplexiteten i samlevande styrlogiker ochstyrsystem låter närbyråkrater befinna sig i ett spänningsfält mellan sig själv ochbeslutsfattare, där handlingsutrymme att situationsanpassa bedömningar är fritt, menresurserna tillhanda kontrolleras av en organisation i politisk föränderlig miljö. Vidare verkardet finnas ett unikt handlingsutrymme inom handlingsutrymmet i socialarbetarrollen,bestående av hur man förhåller sig till det frihet under ansvar som rollen innebär. Slutligendiskuteras delar av empirin i relation till en ännu inte etablerad teori kring motivation tilloffentligt arbete där intressanta fynd görs. / The purpose of this essay is to investigate local bureaucrats' experiences of their role aspublic employees, and their discretion in a post-NPM era of governance ideas. This meanscharting how they experience the complex role of street-level bureaucracy and discretion thatthis entails in a politically changing environment. The study, which is of a qualitative nature,was carried out at the Social Services in Malmö. All civil servants in public organizationsneed to consider the demands society places on them, the public ethos. Street-levelbureaucrats have another challenge in managing the room for action, which involves abalance between the rule of law and public ethics and situationally adapted decision-makingwhen in contact with citizens. The last few decades have been characterized by a number ofgovernance reforms that have come to influence how public organizations are designed andfunction. Many researchers agree that governance reforms inspired by business have had anegative impact on the public sector, and by extension also the society at large. Studies alsoshow that ideas from management reforms are rarely replaced, but instead supplemented tocurrent ones and create complex hybrid systems that often make the organization inefficientand difficult to manage. The result reflects the street-level bureaucrats’ own experiences andshows a complex relationship where conflicting management logics rule within theorganization, where both management ideas from the concept of NPM and post-NPM areidentified. The result also shows the complexity of coexisting management logics andmanagement systems when bureaucrats find themselves in a tension field between themselvesand decision-makers, where discretion to adapt assessments to the situation is current, but theresources at hand are controlled by an organization in a politically changing environment.Furthermore, there seems to be a unique discretion within the street-level bureaucratsdiscretion in the social worker role, consisting of how one relates to the role of freedom underresponsibility that the social worker role entails. Finally, parts of the empirical evidence arediscussed in relation to a not yet established theory about motivation for public work whereinteresting findings are made.

Organizações públicas vêm adotando modelos de mensuração de desempenho (MMD), a exemplo da iniciativa privada, buscando gerar incentivos à eficiência de equipes de servidores. Este trabalho analisou o MMD da Secretaria da Fazenda de um dos Estados do Brasil e identificou que, a partir das metas pactuadas pela equipe diretiva da secretaria, a organização opera em um regime de folga orçamentária, em um ambiente organizacional de menor tensão em relação ao atingimento das metas e consequente gratificação. Através de séries históricas (Jan./07 a Jun./09) do desempenho individual mensal de 950 servidores públicos que atuam como fiscais, foram comparados o nível de atingimento das metas tributárias e administrativas. Adicionalmente, tais evidências foram trianguladas com observações participativas e análises documentais. Apesar da folga orçamentária detectada na utilização de metas com alta probabilidade de atingimento, o desempenho nas tarefas administrativas duplicou no último ano analisado, evidência de que o nível de esforço individual cresceu apesar do incentivo pecuniário ser garantido em um nível menor de esforço. Assim, como em outras pesquisas em organizações públicas, discute-se a existência de uma motivação intrínseca no servidor. / Public organizations have been adopting performance measurement models (MMD), taking as example the private initiative, seeking to create incentives to the efficiency of servants teams. This assignment analyzed the MMD of the Department of Taxation of a Brazilian State and identified that, considering the goal agreed by the management team of the department, the organization operates in a regime of budgetary slack, in an organizational environment of lower pressure in relation of the goals achievement and consequent reward. Through historical series (Jan./07 to June/09) of the individual monthly performance of 950 civil servants acting as fiscals, it was compared the achievement level of the tributary and administrative goals. Additionally, such evidences were triangulated with participative observations and documental analysis. In spite of the budgetary slack detected in the use of goals with high achievement probability, the performance in the administrative tasks doubled in the last year analyzed, evidence that the individual effort level increased, despite the fact that the pecuniary incentive is guaranteed in a lower level of effort. Therefore, as in other researches in public organizations, it is discussed the existence of an intrinsic motivation in the servant.

Organizações públicas vêm adotando modelos de mensuração de desempenho (MMD), a exemplo da iniciativa privada, buscando gerar incentivos à eficiência de equipes de servidores. Este trabalho analisou o MMD da Secretaria da Fazenda de um dos Estados do Brasil e identificou que, a partir das metas pactuadas pela equipe diretiva da secretaria, a organização opera em um regime de folga orçamentária, em um ambiente organizacional de menor tensão em relação ao atingimento das metas e consequente gratificação. Através de séries históricas (Jan./07 a Jun./09) do desempenho individual mensal de 950 servidores públicos que atuam como fiscais, foram comparados o nível de atingimento das metas tributárias e administrativas. Adicionalmente, tais evidências foram trianguladas com observações participativas e análises documentais. Apesar da folga orçamentária detectada na utilização de metas com alta probabilidade de atingimento, o desempenho nas tarefas administrativas duplicou no último ano analisado, evidência de que o nível de esforço individual cresceu apesar do incentivo pecuniário ser garantido em um nível menor de esforço. Assim, como em outras pesquisas em organizações públicas, discute-se a existência de uma motivação intrínseca no servidor. / Public organizations have been adopting performance measurement models (MMD), taking as example the private initiative, seeking to create incentives to the efficiency of servants teams. This assignment analyzed the MMD of the Department of Taxation of a Brazilian State and identified that, considering the goal agreed by the management team of the department, the organization operates in a regime of budgetary slack, in an organizational environment of lower pressure in relation of the goals achievement and consequent reward. Through historical series (Jan./07 to June/09) of the individual monthly performance of 950 civil servants acting as fiscals, it was compared the achievement level of the tributary and administrative goals. Additionally, such evidences were triangulated with participative observations and documental analysis. In spite of the budgetary slack detected in the use of goals with high achievement probability, the performance in the administrative tasks doubled in the last year analyzed, evidence that the individual effort level increased, despite the fact that the pecuniary incentive is guaranteed in a lower level of effort. Therefore, as in other researches in public organizations, it is discussed the existence of an intrinsic motivation in the servant.