Browsing by Subject "Public Administration"
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Item Honor, Courage, and Varying Forms of Commitment: A Quantitative Study into the Career Affiliation Decisions of United States Marine Corps Active Reserve Officers(2020-06-15) Borrego, Antonio; Sowa, Jessica; Wachhaus, T. Aaron; Bacolod, Marigee; University of Baltimore. College of Public Affairs; University of Baltimore. Doctor of Public AdministrationThe Active Reserve Program of the United States Marine Corps has three hundred unrestricted officers who manage the Marine Corps’ strategic reserve. These officers are responsible for the mastery of reserve policy and mobilization. The mobilization of reservists in support of combat operations abroad over the past twenty years makes an understanding of their career decisions imperative. Small programs are sensitive to turnover from separation or retirement. Current military literature has a deficit in studies surrounding the career decisions of Active Reserve officers. Previous studies on military manpower and transitions into, between components, and out of service are plentiful, but have only included active component or reserve officers. This study uses Gottschalck’s (2004) framework of personnel transitioning into, between, and out of employment and Selden and Moynihan’s (2000) framework as transition occurring through the visage of individual, organizational, or economic variables to define the variables that influence the propensities of Active Reserve officers to either separate or retire from service. This dissertation found larger families, more deployments, and higher national unemployment lessened the propensities of officers to separate from the Active Reserves and found being a male and a higher national unemployment rate lessened the likelihood officers would retire from the Active Reserve program earlier than expected. These results further inform literature about the importance of gender, family size, and unemployment impacting retention and may help guide the Marine Corps towards better policies to maintain key personnel.Item The Policy Landscape of Sexual Orientation(Journal of Public Management & Social Policy, 2013) Naylor, LorendaThis paper examines the intersection of public administration and sexual orientation through a policy process framework that combines the stages model of policymaking and elements of the policy streams metaphor. Within this framework, we explore the emergence of sexual orientation as a policy issue, the extension of domestic partner benefits, and the battle over marriage equality in the legislative and judicial arenas of local, state, and federal government.Item The Relationship Between Public Transportation and HSPD-5: Are Public Transportation Agencies the Forgotten Element in NIMS(2018-11-12) Sullivan, Conrad; Callahan, John; Henderson, Lenneal; Naylor, Lorenda; College of Public Affairs; Doctor of Public AdministrationABSTRACT The tragic events that transpired on September 11, 2001 (9/11), resulted in a myriad of changes within the United States that reshaped government agencies and created the Department of Homeland Security (Russell, Forest, & Moore, 2006, p. 112). A series of Homeland Security Presidential Directives (HSPD) were issued, including HSPD-5, Management of Domestic Incidents (GPO, 2008). HSPD-5 was implemented in phases and included the formulation of the National Incident Management System (NIMS), which is a new methodology that addresses and standardizes the manner in which emergency responders respond to and mitigate various types and levels of emergencies. Implementation included the financing needed for training, equipment, and exercises (FEMA, 2006). Public transportation agencies are utilized as major elements in emergency planning within regions across the country, and are relied upon to be evacuation mechanisms for safety in time of turmoil and disaster; they have also been instrumental components in the mitigation of major incidents (APTA, 2007). Public transportation agencies have likewise been vulnerable to terrorist attacks over the past two decades (Council on Foreign Relations, 2006). Considering the vulnerability of public transportation to terrorism, and the fact they have been relied upon to aid in the preservation of life by evacuating citizens out of harm’s way, it would be natural to assume they would be key partners in the NIMS process. Utilizing a survey questionnaire, this evaluative research examines the attitudes and perceptions of transportation agency managers regarding how well they have been provided equipment, training, and financing needed for NIMS participation. It further examines collaboration efforts among public transportation agencies have to assess the integration as a NIMS partner. Key findings include the need for increased funding and training opportunities, along with the need for agencies to be more proactive in seeking funding and funding sources. Policy recommendations are identified to elevate NIMS participation and enhance national security.Item The Effect of the Perception of Access to Training and Development Opportunities, on Rates of Work Engagement and Turnover Intent, Among Federal Employees in the United States(2019-01-01) Hassett, Michael Patrick; Edwards, Lauren H; School of Public Policy; Public PolicyWork engagement is characterized by feelings of vigor, dedication, and absorption. Those who have high rates of work engagement tend to have higher rates of job satisfaction, motivation, and job performance and lower rates of turnover intention. Studies examining work engagement have produced results that show that organizational and managerial characteristics can promote work engagement among employees. Two such theories include High Performance Work Systems (HPWS) and the Job Demands-Resource (JD-R) theory. HPWS theorists posit that through the adoption of specific practices, organizations can cultivate employees who are more motivated, committed, and armed with more skills and competencies. Despite the evidence between HPWS and positive outcomes, questions still exist as to how these work systems alter the behavior and attitudes of employees. The JD-R model, examines the characteristics of a given work environment and divides these characteristics between demands and resources. Burnout and engagement are considered mediators between job demands and job resources (antecedents) and outcomes (both negative and positive). A combination of both frameworks is used to examine the relationship between the perception of access to training and development opportunities, as a high performance work practice and job resource, on rates of work engagement and turnover intent, in the federal workforce. Moreover, this dissertations explores to what extent work engagement mediates the perception of access to training and development opportunities on employees' turnover intention. This dissertations uses the federal Employee Viewpoint Survey (FEVS). I use a combination of Ordinary Least Squares analyses to test my hypotheses across the entire federal workforce. I also analyze whether differences exist between agencies with different sizes and different typologies. My analyses supports all of my hypotheses: 1) my IV is positively related to my MV; 2) negatively related to my DV; 3) work engagement mediates the relationship between my IV and DV; 4) differences exist between agencies based on size and typology. This study corroborates the claim that the perceptions of employees influence behavior. Moreover, in an era of increasing budget cuts and efforts to reduce the federal workforce, training may be a viable way to increase work engagement and retain effective employees.Item Toward a Framework for Detecting Empathy in Public Sector Organizations(2018-04-30) Dolamore, Stephanie; College of Public Affairs; Doctor of Public AdministrationPublic organizations fulfill critical needs in communities across the United States, such as housing, environmental protection, public education, and more. In this important role, healthy public organizations should be accountable to the values that guide their work. However, a lack of tools in the field of public administration prohibits the assessment of organizational culture in public organizations, particularly as it relates to equitably representing the individuals they serve. To close this gap, this dissertation presents a framework to detect an organizational culture of empathy, including the results from an archival analysis of the organizational culture of the Housing Authority of Baltimore City (HABC). The framework is grounded in the work of social equity (Frederickson, 2005, 2010; Gawthrop, 1998; Johnson & Svara, 2011; Svara & Brunet, 2005; Wooldridge & Gooden, 2009) and reflects organization cultural assessments already used in the field (Gooden, 2014; Testa & Sipe, 2013). The importance of examining an organizational culture of empathy at HABC is reflected in the troubling history of service provision of housing services to individuals who are traditionally under-represented and structurally excluded from decision-making processes (Pietila, 2010; Rothstein, 2017). Findings from this work contribute to expanding the scholarship of empathy within public administration by establishing a relationship between empathy, a public service value, and organizational culture.