bluuebunny/crossref_metadata_2025 huggingface dataset:
Toward Gender Equality in the Korean Civil Service
Authors: Kim Pan S.
Published: July 2015

This study examines public employment practices in contemporary Korea based on gender. Findings show that women are poorly represented in the Korean civil service. Although the distribution of women civil servants is increasing in the civil service as a whole, women are greatly under-represented in the higher levels. The ratio of females to males in the upper levels of civil service has not changed over time, and higher civil service positions are still overwhelmingly held by men in the General Service. Most women workers are concentrated at lower levels and segregated in traditionally women-oriented workplaces. Thus, it is necessary to recognize the need for equitable solutions to problems experienced differently by men and women in the Korean public sector. In addition, a brief review of the Japanese civil service is included for a cross-national comparison.
The Arbitration of Grievances of Police Officers and Fire Fighters
Authors: LaVan Helen , Katz Marsha , Carley Cameron
Published: July 2015

This is a study of 259 arbitrated grievances of police and fire fighters. The results indicate that salary cases were not as frequent as was expected, but work assignment cases were more frequent than expected. Unions which were not predominantly public sector unions represented police and fire fighters in a different way on issues of performance appraisal than did unions which were predominantly public sector unions. The existence of multiple grievants or issues of off-the-job behavior had impacts on other case characteristics or case outcomes.
Using Knowledge, Skill and Ability (KSA) Data to Identify Career Pathing Opportunities: An Application of Job Analysis to Internal Manpower Planning
Authors: Wooten William
Published: July 2015

Job analytic methodology was used to identify knowledge, skill and ability (KSA) dimensions of four classes of jobs (secretarial/clerical, managerial/administrative, professional/technical and service). The KSA's were then identified as either selection or training criteria (critical for the development of selection tests or training programs). The feasibility of establishing career paths between the secretarial/clerical jobs (source jobs) and the managerial/administrative jobs (target jobs) was evaluated by comparing the selection and training criteria of the source job to the critical (important) knowledge, skills and abilities (KSAs) of the target jobs. It was found that when the critical KSAs for the managerial/administrative positions were rated using job analysis techniques, they significantly correlated with the content identified as part of the secretarial/clerical jobs. Sixty-eight percent (68%) of the KSAs identified as important for performance in the managerial/administrative jobs were also identified as important for the performance in the secretarial/clerical jobs. Further, 81% of the target jobs' KSAs not found to be source job selection criteria were found to be source job training criteria. The implications are that job analysis methodology can be used to identify possible career paths, and that career paths can be established between secretarial/clerical jobs and entry level administrative/managerial jobs.
Reinventing Public Personnel Administration as Strategic Human Resource Management
Authors: Klingner Donald
Published: July 2015

Strategic human resource management (SHRM) is an enhancement in the effectiveness of personnel management which has developed out of pressures for change in the way organizations manage human resources. It consists of common elements found in a variety of public and private employers: recognition that human resources are critical; a shift from position management to work and employees; more innovation; asset development and cost control; and a transition from EEO/AA compliance to work force diversity.
Laboratories for Change: Lessons from 15 Years of Demonstration Projects
Authors: Thompson Paul R.
Published: July 2015

Personnel demonstration projects in the federal government were first authorized by the Civil Service Reform Act of 1978. Several projects have been conducted in the past 15 years. The author draws a number of lessons from this experience, including how to select ideas to test, factors to consider in developing a project plan and an appropriate evaluation strategy, and how to conclude projects successfully. He also uses that experience to identify qualities in individuals and organizations that support successful innovations, and concludes that demonstration projects have the potential to play an even more significant role in federal personnel management in the future.
The Probationary Period in the Selection Process: A Survey of its Use at the State Level
Authors: Elliott Robert H. , Peaton Allen L.
Published: July 2015

This article is written to fill a void in the literature available on the Probationary Period (PP) as a part of the selection process. First, the history, purposes, and importance of the probationary period is discussed. Next, data is analyzed from a survey of the states regarding the uses of the probationary period. Topics discussed include the typical origins, uses, and length of the PP, appeals rights under the PP, and termination rates during the PP at the state level. Comparison of these data with available federal data on the treatment of poor performers is made. Data on the availability of training for supervisors to help them better deal with the PP is analyzed, and, finally, the perceived effectiveness of the PP by state officials is discussed.
The Structured Interview: An Alternative to the Assessment Center?
Authors: Lowry Phillip E.
Published: July 2015

This article discusses how to improve the validity and reliability of structured interviews. A framework for the structured interview is suggested. The framework is based on the foundations laid by various researchers, as well as the guidelines for assessment centers. The proposed framework was used to structure an interview used in a selection test. The results suggest that this kind of structured interview may be a valid and less costly alternative to the assessment center. Additional research to refine and build on the framework is suggested.
Mobility for Federal Women Managers: Is Training Enough?
Authors: Rusaw A. Carol
Published: July 2015

Despite impressive gains in employing women as managers, the federal government continues to promote women slower and promote them less than their male counterparts. Agencies have used training programs to close grade and pay gaps on the assumption that skills acquisition will make women more promotable. The author's recent doctoral dissertation assessing the role of training and development in career histories of 14 women managers in five different federal organizations found training as a mobility strategy of limited impact. The article highlights reasons for this and recommends strategies which human resource professionals and policy makers can use to strengthen the role of training and development.
How the Manager Can Use Active Listening
Authors: Knippen Jay T. , Green Thad B.
Published: July 2015

Are you as good a listener as you would like to be? If not, this article will show you how to effectively restate, respond to feelings, respond to non-verbal cues, and to summarize. All of these techniques are essential to becoming a good listener.
Retirement Income for Surviving Spouses
Authors: Nielson Norma L. , Beehr Terry A.
Published: July 2015

This paper reports on a study of married participants in the Oregon Public Employes Retirement System (PERS) to gain information about their retirement decisions. The study used four mail-in questionnaires in conjunction with computerized participant data. This study looks beyond the status of the couple immediately following retirement and attempts to forecast the well-being of the household, i.e., the surviving spouse, when and if a retiree predeceases the spouse. As indicated by research in labor economics, all income streams are converted to an asset or wealth variable for analysis.

The results indicate that, assuming no depletion of savings by long-term illness, 65 percent of the couples can expect adequate monthly income during their retirements. Only about one-third of the participants elected any form of joint-and-survivor payout that assures lifetime income to the spouse. Significant drops in income are expected to occur in these households following the death of the retiree as average life insurance holdings are not adequate to replace the predicted drops in pension and social security payments. Overall the spouses of those who purchased life insurance could expect equivalent levels of income after the death of the retiree; however, the variance was higher among this population. The paper concludes with a discussion of the implications for the pension plan and its sponsors when a high level of popularity is observed for private alternatives. The changes spurred in Oregon's Public Employee Retirement System as a result of this investigation also are reported.
Marketing Academic Internships in the Public Sector
Authors: Bell Justine
Published: July 2015

One option to alleviate public sector staff work is the introduction of energetic and creative apprentices as academic interns. Academic interns need not be compensated with monies not readily available from municipal budgets. Instead they can be compensated in other substantial ways. Academic interns receive credit toward completion of their degree requirements; valuable work experience, the chance to learn first hand the inner workings of public service. Additionally, they are afforded the opportunity to observe aspects of the public policy process. Recruitment of academic interns requires the establishment of a comprehensive contact-centered marketing plan. Moreover, recruiting and selecting interns should be an extension of what government is established to do — which is providing a service to the community.
Managing Public Sector Training during Times of Financial Stress
Authors: Sims Ronald R. , Sims Serbrenia J.
Published: July 2015

This paper first discusses the importance of effectively managing public sector training during times of reduced funding. Second, it presents a framework for the systematic analysis of key training resources. Third, it provides recommendations that can assist public sector trainers during times of economic downturns. And, finally, the article concludes with several proactive approaches to increasing training efficiency currently in use in the public sector.
A Comparative Study of PreRetirement Programs in the Public Sector
Authors: Siegel Sidney R.
Published: July 2015

Preretirement planning programs are joining the expanding list of employee rights in the public sector. Programs are only mandated in slightly more than 25% of government agencies, but at least 52% of them offer programs, with more anticipated shortly. Significant differences exist among federal, state, county and city programs. This longitudinal inter-agency study provides an in-depth analysis of programs for each governmental level then compares and contrasts the findings. References to existing programs within the private sector are made. Program offerings, content, format, eligibility, funding, participation and structure are presented along with anticipated growth rates. Relationships between program availability and early retirement decisions are documented. The use of programs as a strategy to open career paths may backfire and even discourage retirement. Failure of programs to recognize growing diversity in the labor force is explored and recommendations presented for increased innovation and cross agency cooperation.
Recognizing Cultural Differences: Key to Successful U.S.-Russian Enterprises
Authors: Tongren Hale N. , Hecht Leo , Kovach Kenneth
Published: July 2015

Despite the political meandering, economic woes and social upheaval, many U.S and western firms believe this is an ideal time to establish themselves in the vast Russian marketplace. Even with hyperinflation and the newly exchanged currency, there is widespread and growing demand demand for American products of all kinds. There are still many hurdles to overcome for large-scale businesses ventures in raw materials and heavy manufacturing. However, importing, wholesaling/distribution, retailing, education and consulting (both business and government) are just a few of the many high-potential opportunities for U.S. firms. But unlike global ventures in countries with established market economies, U.S managers need to have a clear understanding of the wide differences in the cultural makeup of the American and the Russian people. This article contrasts the two sets of cultural values as they affect work habits, ethics, incentives and personal aspirations. Ten suggestions are included to aid U.S. firms in planning their enterprises, in functioning within the Russian system and in dealing with Russian employees.
A Framework for Individual Management Development in the Public Sector
Authors: Reyna Milano , Sims Ronald R.
Published: July 2015

This article highlights an individual management development plan (IMDP) that public sector organizations may use to increase the effectiveness and success of their management development efforts. The IMDP discussion in this article also incorporates lessons learned from the tools, techniques and programs developed to date in the management development area.
Employment Law and Workers with Disabilities: Implications for Public Sector Managers and Human Resource Practices
Authors: Mello Jeffrey A.
Published: July 2015

The Americans With Disabilities Act extends protection against discrimination in employment to virtually all workers with disabilities in the United States. Previous federal laws protecting these individuals were limited in scope, not covering the vast majority of public sector employers. The ADA has consequently aroused a great deal of concern among employers. This paper examines the specific effects that the Act will have on organizations and explores some of the implications the Act has for these organizations and human resource management practices.
Defining Workforce Diversity in Public Sector Organizations
Authors: Carrell Michael R. , Mann Everett E.
Published: July 2015

Workforce diversity has been increasingly discussed and debated within the public sector. The concept received national attention following two reports issued in the late 1980's by the U.S. Department of Labor. The term “workforce diversity”, however, did not appear in either report and has not been specifically defined by any appropriate federal organization. In practice, it has developed a number of definitions and meanings. The purpose of this research was to determine how public sector administrators define this new concept and to what extent diversity policies and programs have actually been implemented within public organizations. The findings indicate the extent to which workforce diversity has been implemented in public organizations, the nature of diversity programs, and the reported positive and negative effects of existing programs.
The Beginning of Stress Reduction: Creating a Code of Conduct for How Team Members Treat Each other
Authors: Armour Norton L.
Published: July 2015

Workers and supervisors at the Minnesota Department of Transportation (Mn/DOT) have been under high levels of stress for a number of reasons and are under constant pressure to produce more with fewer employees. Under this tension, the daily interpersonal relationships between co-workers and between supervisors and workers have in many cases broken down, eroding trust and respect. Increasingly, communications are non-responsive, negative, or reactive. In an attempt to tap the positive creative energy of workers and supervisors to bring about a less stressful, more productive atmosphere, a facilitated teambuilding exercise has been implemented to develop their own code of personal conduct. “How we treat each other on a daily basis” and “How we want to be treated” are the primary focus of the exercise. The article covers the three aims of the exercise, the structure of, and functions performed by MnDOT, and some of the primary sources of tensions. The three stages of the code exercise are described along with a brief description of each stage. The voluntary nature of the code is stressed as providing a safe way, through peer pressure, openness and a mutual goal for a better work atmosphere, to call attention to code violations.
Tulsa's Move to Managed Care
Authors: Whitson Preston
Published: July 2015

In 1991, Tulsa faced a budget crunch that caused the city to re-evaluate its health care benefits program. The city's Employee Benefits Committee investigated the advantages of managed health care under one provider, and ultimately recommended a program from Prudential, beginning in the 1991/92 fiscal year. As a result, in the first year under the program the city realized savings of almost $3 million; the rate of annual premium increases dropped from as much as 29% to not exceeding 10% over the next two years; and a recent survey shows high satisfaction rating among employees. The city of Tulsa has reached the conclusion that managed care represents the future of health care in this country.
Understanding Affirmative Action: From the Practitioner's Perspective
Authors: Pace Joseph Michael , Smith Zachary
Published: July 2015

Affirmative action was originally meant to remove by law, as required by the Equal Pay Act and the 1964 Civil Rights Act, “artificial barriers” that often prevented women and minority groups from entering the workforce. By the late 1960's and early 1970's affirmative action had been altered to become the governmental attempt to provide compensatory opportunities for groups who experience discrimination when seeking employment. More recently the legal essence of affirmative action refers to specific guidelines and rules to recruit, hire, and promote disadvantaged groups for the purpose of eliminating the existing effects of past discriminatory practices. Despite a plethora of U.S. Supreme Court decisions, affirmative action has yet to be clearly defined as a cohesive public policy. The Court's failure to define affirmative action as a coherent constitutional and legal concept has led to widespread misinterpretation of affirmative action goals among public administrators. This notion is substantiated by examining the results of a survey of local government officials at the county and municipal level which measures their understanding and perception of federal law pertaining to affirmative action's meaning and purpose.
“Pay Now or Pay Later”: Training and Torts in Public Sector Human Services
Authors: Leazes Francis J.
Published: July 2015

Public sector training is put in a legal context for administrators of government and nonprofit agencies. Failing to train can lead to tort claims in an environment of diminished sovereign and charitable immunity. Torts can encompass constitutional and non-constitutional claims. A non-existent training policy may be seen as being deliberately indifferent to the need for one, and hence be viewed as a policy itself. Municipal official liability has increased as has that of executives and directors of nonprofit organizations. To minimize exposure to suits, government and nonprofit administrators must assess the current state of training in their organizations and provide effective, documented and evaluated training for key positions in their agencies.
Health Benefit Satisfaction in the Public and Private Sectors: The Role of Distributive and Procedural Justice
Authors: Davis Elaine , Ward Ed
Published: July 2015

One of the most compelling problems outstanding in the field of employee benefits today is trying to control spiraling health care expenditures. Furthermore, as a result of the cost containment strategies being used in health plans in the recent years, health benefit satisfaction has become an important variable for employers to consider. The purpose of this study was to identify how distributive and procedural justice apply to health benefit satisfaction in two different working populations. The study was conducted using public and private sector employees for comparison purposes. MANOVAs and univariate analysis were used to determine whether any significant differences were revealed between the two employee groups. Multiple regression was used to evaluate the relative contribution of each factor to benefit satisfaction. The results of the analyses revealed that public sector employees experienced significantly greater benefit satisfaction, normative commitment to the organization, distributive justice, and greater quality and convenience of health care. In both groups, distributive justice (equity perceptions) accounted for the greatest amount of variance in benefit satisfaction, along with affective commitment. In addition, procedural justice accounted for 7% of the variance in private sector benefit satisfaction. Implications for practicing managers are discussed.
The ADA Helps—But Not Much
Authors: Mishra Jitendra
Published: July 2015

Currently there are more than 43 million Americans that have one or more physical or mental disabilities, accounting for nearly 17 percent of our population. The percentage of persons with disabilities continues to grow as a result of the aging “baby boom” generation that is now entering their 50's. The idea of legislation to protect the rights of the disabled was first introduced in 1988 and was then re-introduced in 1989. Finally, after much debate, President George Bush signed the Americans with Disabilities Act (ADA) on July 26, 1990. The Act took effect in July, 1992. It bans discrimination against the “disabled” and requires businesses with 25 or more employees (from July 26, 1994, with 15 or more) to provide reasonable accommodations” for qualified disabled workers and job applicants. Penalties can reach $500,000 and the EEOC says 17,355 charges have been filed, but only five (5) EEOC-sponsored suits have been filed.1 This paper attempts to point out the ADA does help, but not much. Congress intentionally left the definition of disability under ADA open-ended to ensure that as many people as possible are protected. ADA has generated action and confusion. Because of social legislation, Congress kept it vague and ambiguous. This has created problems. Although the employer is not required to lower quality or quantity standards, the employer must make a “reasonable accommodation”. Reasonable accommodation might include providing or modifying equipment or training materials or policies, establishing part-time or modified work schedules, reassigning a disabled employee to a vacant position, providing readers and interpreters, and making the work environment readily accessible and usable by individuals with disabilitie.2. The problem seems to stem from the vague terms used in the law such as “essential function”, “reasonable accommodation”, “readily achievable”, etc. Employers are scared of the law and are holding tight until the terms of the law are defined in the courts. The courts must settle a number of test cases before employers will readily hire the persons with disabilities. Only then will we know if the law meets its goal of mainstreaming persons with disabilities.
Employee Perceptions of the Effectiveness of a Performance-Based Pay Program in a Large Public Utility
Authors: Lowery Christopher M. , Petty M. M. , Thompson James W.
Published: July 2015

This paper describes a performance-based pay program implemented in a large public utility. Mixed results were obtained concerning the impact of the plan upon job satisfaction, satisfaction with pay, individual performance, and organizational and departmental level performance. A relationship between job level and employee perceptions of the program was found.
Manage Work Better to Better Manage Human Resources: A Comparative Study of Two Approaches to Job Analysis
Authors: Clifford James P.
Published: July 2015

This study looks at the consequences of analyzing the same work. with two different methods of job analysis. Position Classification Questionnaire and Task Inventory approaches were used to study the same work functions. The Position Classification questionnaire divided these work functions into sixteen unique classifications for purposes of wage and salary determination. The Task Inventory approach divided these work functions into 28 unique classifications for purposes developing training programs. The two approaches arrived at considerably different conclusions with regard to how work should be organized into jobs and how jobs should be grouped into classifications. The data collected through job analysis will have significant impact on subsequent human resource decisions. Organizations should take great care in the collection data relating to the work of the organization in order efficiently and effectively manage the organization's human resources.
Minority Employment in U.S. Federal Agencies: Continuity and Change
Authors: Guajardo Salomon A.
Published: July 2015

The study investigates whether the proportion of U.S. federal civil service agencies with representative workforces has increased between 1982 and 1990. The study reveals several important findings: 1) the proportion of federal agencies with representative workforces remained constant between 1982 and 1990, 2) a significant number of agencies continue to have racially unrepresentative workforces with respect to the total U.S. minority population and individual minority groups, and 3) during the years 1982 and 1990, American-Indians experienced the most racial integration in U.S. federal agencies in comparison to African-Americans, Asian-Americans, and Hispanics. The study also indicates that Hispanics continue to be drastically under-represented in a large percentage of U.S. federal agencies.
Sexual Harassment and Government Accountants: Anecdotal Evidence from the Profession
Authors: Stanko Brian , Miller Gerald J.
Published: July 2015

The changing gender of the United States workforce has forced employers to confront issues as never before. Twenty years ago women were just beginning to enter the workplace in numbers large enough to make them visible. Today women comprise 44 percent of the workforce and fill nearly one-third of managerial positions.
Title I of the Americans with Diabilities Act: The Anatomy of a Law
Authors: Kohl John P. , Greenlaw Paul S.
Published: July 2015

anatomy. 1: a branch of morphology that deals with the structure of organisms 2: a treatise on anatomic science or art 3: the art of separating the parts of an animal or plant in order to ascertain their position, relations, structure, and function 4: a body dissected or to be dissected 5: structural makeup esp. of an organism or any of its parts 6: a separating or dividing into parts for detailed examination.1 Public sector actions have been increasingly affected by civil rights laws. The primary purpose of this article is to show how one important act impinges on public personnel management. Since little has been written on how such laws are constructed, this article will deal with the anatomy of a basic civil rights law, and will show how Title I of the Americans with Disabilities Act of 1990 (ADA) is constructed in terms of definitions, rights, responsibilities, exceptions and defenses. Research methodology will involve the analysis of primary sources: (1) the ADA of July 26, 1990 itself, and (2) the Equal Employment Opportunity Commission's “Equal Employment Opportunity with Individuals with Disabilities; Final Rule” of July 26, 1991. The introductory sections of the article will also provide a brief overview of several structural aspects of Title I, and a comparison of this law with Title VII of the Civil Rights Act of 1964 (CRA).
High Pay and Low Morale — Can High Pay, Excellent Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency?
Authors: Leavitt William M.
Published: July 2015

This article focuses on the unexpected relationship between high pay and low job satisfaction in one public sector agency. The results of an Employee Opinion Survey of agency employees are examined in light of the agency's position as a community pay leader. The author concludes that high pay will not alleviate problems of low employee job satisfaction. The use of career anchors is suggested as a means to increase employee job satisfaction and to maintain acceptable turnover levels even in the absence of high pay.
Adapting Assessment Systems to a TQM Environment — A Practitioner's Commentary
Authors: Coffee Karen
Published: July 2015

Many organizations have begun the quality improvement journey and are struggling with appropriate strategies for incorporating these concepts into their personnel management systems. This paper reviews the practical experiences of the California State Personnel Board in implementing these concepts. In addition, it recaps the major points from each of the preceding papers and offers some comments and observations from a practitioner's viewpoint.
Longer Days, Shorter Weeks: Compressed Work Weeks in Policing
Authors: Vega Arturo , Gilbert Michael J.
Published: July 2015

Three-day, 40 hour, compressed work weeks are atypical in American labor circles. They are especially rare among law enforcement agencies. Positive and negative attributes of compressed work weeks have remained largely untested and particular to specific industries. This case study is an evaluation of the attitudinal and productivity effects of a three-day work week schedule as implemented by the Bexar County Sheriff's Department, Patrol Division, responsible for policing unincorporated areas surrounding San Antonio, Texas. The findings of this research are consistent with previous evaluations of compressed work weeks in private industry. Positive impacts on both productivity measures and the self-reported attitudes of patrol officers are found. Furthermore, the quality of policing provided to citizens did not decline. These data lead to the conclusion that a three day compressed work week with 13 hour and 20 minute work days is a work hour allocation strategy that may be successfully applied to policing agencies with benefits to both the organization and line patrol officers.
When Does it Hurt to Tell the Truth? The Effect of Realistic Job Reviews on Employee Recruiting
Authors: Meglino Bruce M. , Ravlin Elizabeth C. , DeNisi Angelo S.
Published: July 2015

Increasing competition for new employees may limit the use of realistic (i.e., negative as well as positive) job information by employers during recruiting because it might reduce job acceptances. We examined this issue in a study of job acceptances among state correctional officers and in a comprehensive review of earlier studies in public and private organizations. Since research indicated that previous job exposure could influence how one processes information about a job, we also considered the impact of prior job exposure. Our study showed that persons who had prior exposure to the job they were applying for overemphasized negative job information, resulting in reduced job acceptances. However, those with no prior job exposure showed increased job acceptances. When categorized according to prior job exposure, the findings of previous realistic job preview studies supported this conclusion.
Four Commitment Profiles and Their Relationships to Empowerment, Service Recovery, and Work Attitudes
Authors: Carson Kerry D. , Carson Paula Phillips , Roe C. William , Birkenmeier Betty J. , Phillips Joyce S.
Published: July 2015

Medical librarians were surveyed to determine the independent and interactive influence of career and organizational commitments on work-related outcomes. Employees dually committed to their organizations and careers reported the highest empowerment, willingness to engage in service recovery, and work satisfaction. This group was also more aware of the supervisory use of legitimate, reward, expert, and referent powers. All four commitment groups—dually committed, careerists, organizationists, and uncommitted—reported comparable avoidance of coercive power. As predicted, the ordering of reported job withdrawal intentions (ranging from highest to lowest) was uncommitted, careerists, organizationists, and dually committed; for career withdrawal intentions the ordering was uncommitted, organizationists, careerists, and dually committed.
Violating the Public Trust: The Ethical and Moral Obligations of Government Officials
Authors: Mitchell Charles E.
Published: July 2015

A persistent issue in public personnel is a concern with violations of the public trust by public servants and elected officials. This article (1) examines the public trust concept, (2) presents a philosophers thoughts on why public officials misbehave, (3) reviews the ethical and moral violations found in public service and (4) shows attempts to correct the problems. The author concludes the article by calling on the individual employee to protest against policies and directives he or she considers detrimental to the public good, even if it means resigning from public service.
Women in Management
Authors: Crampton Suzanne M. , Mishra Jitendra M.
Published: July 2015

Women have only recently begun to join the ranks of managers in large numbers. The emergence of women into the work force has precipitated many discussions. This paper discusses some of the major issues surrounding women in management and proposes some organizational and individual responses to better utilize the diversity of skills and talents available within the work force.
Healthy Work: Ideal and Reality among Public and Private Employed Academics in Sweden
Authors: Aronsson Gunnar , Bejerot Eva , Härenstam Annika
Published: July 2015

In what does healthy work for persons with an academic background consist, and how great is the perceived gulf between actual work and healthy work? A random sample of 5,700 members of the Swedish Confederation of Professional Associations (SACO) was taken in order to investigate their images of healthy work (in a very broad sense). Two groupings of work aspects emerged as particularly important. The first can be designated as work intellectuality—that work provides intellectual stimulation and is performed freely and independently, that innovative thinking and initiative-taking are appreciated, and that personal qualities can be utilized constructively. Great discrepancies between ideal and reality were evident in the latter two aspects. The second significant set of aspects was the value of work—benefit of the work to society and the extent to which it accorded with personal values. Here, the correspondence between ideal and actual work was relatively high. Lowest ranked of the twelve aspects which were judged to constitute healthy work were being well paid and having opportunities for career advancement. Rank orders and discrepancies are analyzed for seven occupational groups: physicians, dentists, teachers, engineers, university teachers, lawyers and economists. Comparisons are made by gender, age, employer, and position.
Determinants of Gender Mobility in the Public Service of Trinidad and Tobago
Authors: Bissessar Ann Marie
Published: July 2015

Gender issues are now, and probably will continue to dominate the agenda of a number of feminist organizations and lobby groups. One issue, equal representation of women in the work place has been particularly prominent in many discussions. What has emerged from these discussions is that for equal representation to become a reality there must be an accompanying change of “consciousness.” In other words, there must be a change in culture. This article proposes, however, that more than a change in culture is required. Rather, institutional and structural re-organization must accompany cultural changes. It is the purpose of this article to demonstrate that it is difficult for women to attain higher level public service positions in small ex-colonial societies such as Trinidad and Tobago because of the structures and systems that were introduced under the British administration. The article proposes to show that because the structures and culture of the public service has not changed significantly over the years, women will continue to be accorded secondary level positions into the foreseeable future. It accordingly suggests that equal representation can only be attained if affirmative action plans are introduced.
Effects of Introducing a Performance Management System on Employees' Subsequent Attitudes and Effort
Authors: Taylor Paul J. , Pierce Jon L.
Published: July 2015

A longitudinal evaluation was conducted on the effects of introducing a performance management system (PMS), which featured merit-based bonus pay, on subsequent employee attitudes and self-reported work effort in a small, government organization. Additionally, employees' targets of blame for receiving lower-than-expected ratings were explored. A significant change in employees' organizational commitment occurred over the time that the PMS was implemented, with a substantial increase occurring within the performance planning/goal-setting phase, followed by a slight decay over the following year, but still ending higher than the pre-PMS baseline level. Substantial increases in ratings of satisfaction and cooperation with one's supervisor were found with the introduction of the PMS for low performers (particularly following the performance planning/goal-setting phase). In contrast, however, high performers had high base-line levels of these attitudes toward supervision, followed by substantial drops immediately after receiving appraisal and bonus pay distributions. As anticipated, most participants in this study had expected a performance rating higher than they actually received, and most of these individuals made external attributions for the rating discrepancy, blaming either their supervisor, the organization, or the PMS itself. However, neither having received a lower-than-expected appraisal rating nor having made external attributions for a lower-than-expected rating were related to changes in attitudes or self-reported effort.
Career Risk and Reward from Productivity
Authors: Berman Evan M. , West Jonathan P.
Published: July 2015

This study examines the career rewards and risks from pursuing productivity improvement in local government. Based on a study of city managers and chief administrative officers in cities over 50,000, it finds that almost three-quarters of respondents report that implementing productivity improvement efforts makes them more attractive to both their present and future employers. In addition, almost half find that it helped them get a job in the past. Productivity enhances careers by increasing the reputation and effectiveness of managers in dealing with critical issues facing organizations. Positive career impacts from productivity improvement are strongly correlated with values of professionalism. Organizational cultures of fear and entitlement reduce career rewards, even when controlling for the fewer productivity improvement strategies that are implemented in organizations with such cultures. The study concludes with practical suggestions for increasing the career rewards from productivity improvement.
Ethics Challenges: Health, Safety and Accessibility in International Travel and Tourism
Authors: Richter Linda K. , Richter William L.
Published: July 2015

Enormous increases in international travel by public sector employees and others, along with incidents of terrorism, accidents, and disease, raise a variety of ethical issues not normally covered in the training of public personnel administrators or in the standard administrative ethics course. Issues of accessibility for individuals with disabilities may be familiar to personnel administrators and students of ethics, but take on vast new dimensions when those individuals travel abroad. Travel-related ethics issues involved in health, safety, and accessibility may include identification of individual and institutional responsibilities, informed consent, contingency planning, emergency response mechanisms, fairness, and equal treatment.

This study provides an overview of trends and issues, explores their ethical dimensions, and identifies relevant strategies to prepare public administrators to deal appropriately with these concerns. The study treats both tourist and educational travel abroad, and considers risks to host societies as well as to travelers.
Historical Time Series Perspectives on Competitive Balance in NCAA Division I Basketball
Authors: Mills Brian M. , Salaga Steven
Published: July 2015

In this article, we extend the literature on competitive balance to National Collegiate Athletic Association (NCAA) Division I men’s basketball. We track historical within-conference balance utilizing measures accounting for game-level uncertainty and consecutive season uncertainty. We find a host of structural changes in competitive balance across the sport that align closely with the GI Bill, racial integration, and the split of the NCAA into three divisions. We also find evidence of short-term improvements in balance following individual conference-level regulation specific to the Ivy League.
A novel method of consensus pan-chromosome assembly and large-scale comparative analysis reveal the highly flexible pan-genome of Acinetobacter baumannii
Authors: Chan Agnes P. , Sutton Granger , DePew Jessica , Krishnakumar Radha , Choi Yongwook , Huang Xiao-Zhe , Beck Erin , Harkins Derek M. , Kim Maria , Lesho Emil P. , Nikolich Mikeljon P. , Fouts Derrick E.
Published: July 2015

Background

Infections by pan-drug resistant Acinetobacter baumannii plague military and civilian healthcare systems. Previous A. baumannii pan-genomic studies used modest sample sizes of low diversity and comparisons to a single reference genome, limiting our understanding of gene order and content. A consensus representation of multiple genomes will provide a better framework for comparison. A large-scale comparative study will identify genomic determinants associated with their diversity and adaptation as a successful pathogen.

Results

We determine draft-level genomic sequence of 50 diverse military isolates and conduct the largest bacterial pan-genome analysis of 249 genomes. The pan-genome of A. baumannii is open when the input genomes are normalized for diversity with 1867 core proteins and a paralog-collapsed pan-genome size of 11,694 proteins. We developed a novel graph-based algorithm and use it to assemble the first consensus pan-chromosome, identifying both the order and orientation of core genes and flexible genomic regions. Comparative genome analyses demonstrate the existence of novel resistance islands and isolates with increased numbers of resistance island insertions over time, from single insertions in the 1950s to triple insertions in 2011. Gene clusters responsible for carbon utilization, siderophore production, and pilus assembly demonstrate frequent gain or loss among isolates.

Conclusions

The highly variable and dynamic nature of the A. baumannii genome may be the result of its success in rapidly adapting to both abiotic and biotic environments through the gain and loss of gene clusters controlling fitness. Importantly, some archaic adaptation mechanisms appear to have reemerged among recent isolates.
Egg cell-specific promoter-controlled CRISPR/Cas9 efficiently generates homozygous mutants for multiple target genes in Arabidopsis in a single generation
Authors: Wang Zhi-Ping , Xing Hui-Li , Dong Li , Zhang Hai-Yan , Han Chun-Yan , Wang Xue-Chen , Chen Qi-Jun
Published: July 2015

Arabidopsis mutants produced by constitutive overexpression of the CRISPR/Cas9 genome editing system are usually mosaics in the T1 generation. In this study, we used egg cell-specific promoters to drive the expression of Cas9 and obtained non-mosaic T1 mutants for multiple target genes with high efficiency. Comparisons of 12 combinations of eight promoters and two terminators found that the efficiency of the egg cell-specific promoter-controlled CRISPR/Cas9 system depended on the presence of a suitable terminator, and the composite promoter generated by fusing two egg cell-specific promoters resulted in much higher efficiency of mutation in the T1 generation compared with the single promoters.
Methodical Approach to the Development of Position Profile
Authors: Сезонова  , Sezonova O.
Published: July 2015

The article describes the prerequisites for a “profile positions” as a universal tool of selection, appraisal and staff development guide. Proposed structure and revealed features of a position profile “Foreman”. This article reveals the methodological approach to the formation of position profile, including several stages. The first stage is the definition of the list of general and professional competencies required for effective job performance for the position of foreman. The second stage is the ranking of the competencies in order of importance using the expert survey. The third stage is the differentiation of behavioral indicator for the level of proficiency competencies to build the profile of the “ideal employee” for the post “Foreman”. In conclusion, the article explains the advantages of the practical use of position profile in the work of the HR organization.
Competency Model of HR Manager of the Company Price water house Coopers
Authors: Зыблая  , Zyblaya K.
Published: July 2015

The high rate of technological progress, the active use of information technologies in all spheres of human life, the changing nature and content of the work led to changes in the personnel management of modern organizations. In the context of increasingly complex technological and business processes significantly increases the risk of making a mistake in the selection, adaptation, evaluation and motivation of workers in the Russian and foreign companies. In this regard, the modern theory and practice of management suggested using the competence approach in personnel management. The article emphasizes the importance and significance of the development of competency model workers in modern organizations. It describes the process of creating a competency model HR manager of Price Water House Coopers. The author pays attention to the study of basic functions of labor hiring manager selected company, identify the required competencies for successful work. The study, taking into account the opinions of experts developed a competency model was the HR manager of Price Water House Coopers with indicators of behavior. This model has been tested for validity and recommended service personnel of the company.
Automatic Minimal-Height Table Layout
Authors: Bilauca Mihai , Gange Graeme , Healy Patrick , Marriott Kim , Moulder Peter , Stuckey Peter J.
Published: July 2015

Automatic layout of tables is useful in word processing applications and is required in online applications because of the need to tailor the layout to viewport width, choice of font, and dynamic content. However, if the table contains text, minimizing the height of the table for a given maximum width is a difficult combinatorial optimization problem because of the need to find the right choice of height/width configuration for each cell in the table. We investigate the modelling decisions involved in formulating this problem for use with standard combinatorial optimization techniques that are guaranteed to find the minimal-height table. To the best of our knowledge, we are the first to do so. We provide a detailed empirical evaluation of the resulting models using mixed integer programming and constraint programming with lazy clause generation.