Cover
Endorsement
Half Title
Title Page
Copyright Page
Dedication
Table of Contents
About the Contributors
Preface
1 Public Personnel Management: Its Significance for Government Performance
Introduction
Public Employees as the Most Strategic Asset of Government
Challenges for Public Personnel Management
Balancing Values in Public Personnel Management
How to Engage Employees
Moving Forward
Notes
References
2 Human Resources Practices and Research in Europe
European Human Resources Practices: Past, Present, and Potential
The Past (And Present) of HR Practices: European Versions of New Public Management
The Present of European HR Practices: Highly Institutionalized Employee Participation and Its Contribution to Public HR Practices
The Present (And Potential Future) of European HR Practices: Coproduction and Network Governance
Research On Public Sector HRM
Conflicting Outcomes And/or Mutual Gains
Combining Analyses of Leaders and Employees
The Importance of Context
Combining Insights From Different Disciplines
What Will Characterize European Human Resources Management Research and Practice in the Years to Come?
Conclusion
References
3 New Ways of Working and Job Outcomes in Public Organizations: The Mutual Gains and Conflicting Outcomes Perspective
Introduction
A Mutual Gains, Conflicting Outcomes Theoretical Lens
Literature Review: NWW, Performance, and Well-Being
NWW and Employee Performance
The Good and the Dark Side of NWW Relative to Employees’ Well-Being
The Empirical Study
Sample
Measures
Dependent Variables
Independent Variables
Statistical Analyses
Results
Discussion
Conclusion, Limitations, and Future Research
Note
References
4 Diversity, Social Equity, and Representative Bureaucracy: Talk Versus Walk
Lots of Talk …
… But Not Enough Walk
Conclusion
References
5 Generational Differences and the Public Sector Workforce
The Making of a Generation
Background On Generational Research
Responses to Managing Multiple Generations in the Workforce
Generational Differences and Work Values
Interest in Serving the Public
Difference Between Age and Generation
Conclusion
References
6 Affirmative Action and the Law
The Bakke Ruling
The University of Michigan Rulings
The Fisher Rulings
The SFFA V. Harvard and UNC Decisions
What Does the Future Hold?
Conclusion
Notes
References
Cases
7 How Federal Court Decisions On Discrimination Reflect Organizational Justice Violations
Forms of Organizational Justice
Perceiving Discrimination as a Justice Violation
Transforming Perceived Discrimination Into a Formal Complaint
Examples of Justice Violations in Key Court Cases On Discrimination
Conclusion
References
8 Understanding and Improving the Work Lives of LGBTQ Public Employees
Assessing the Current State of DEI for LGBTQ Public Servants
Methodology for Examining Research On LGBTQ Public Servants
Inclusion and Exclusion Criteria
Search Strategies
Results
About the Studies On LGBTQ Public Servants
Sources of Data
Theories and Frameworks
Other Themes From the Literature Analysis
Legal Perspectives
Employees’ Perspective
Employer Perspectives
Applying DEI to Human Resource Practices
Recruitment
Establishing a Network Or Resource Group
Recruitment Strategies
Retention
Engagement
Conclusion
Notes
References
9 The Rule of Law and Public Service
The Rule of Law, Public Service, and the Crusade Against the Spoils System
Government By the Efficient, Morality, and the Public Employment Privilege Doctrine
The New Public Service Model and Expansion of Public Employee Rights
The Rule of Law and the Accountability of Public Employees and Public Agencies for Constitutional Torts
The Rule of Law, Constitutional Stewardship, and the Mission of Public Service
References
Cases
10 The Lasting Impact of COVID-19 On State and Local Government Workforces
The Effects of the COVID-19 Pandemic
Alternative Work Schedule: Telework
Retention and Hiring Conditions
Moving Forward
Note
References
11 Public Sector Unions: Demands, Emotions, and Behavior
Public Unions: A Psychological Process Approach
The Appraisal Process
Public Sector Unions and the Communication of Values
Bargaining Conflict, Personal Disposition, and Appraisal
The Emotive Consequences of Unionization
Conclusion
References
12 Workforce Planning in Turbulent Times
Introduction
The Contemporary Context for Workforce Planning
Economic Forces
Demographic Shifts
Organizational Barriers
Crises
Workforce Planning in Practice
Adopting Logic Models
Addressing Emerging Priorities
The Quest for Improved Diversity, Equity, and Inclusion in Public Service
The Influence of Automation
Changing Competency Models
HRM Capacity
Conclusion
References
13 The Role of Human Resource Management in Cybersecurity
Cyber-Threats, Cyber-Attacks, and Cybersecurity
Case Studies: City of Baltimore and the U.S. Office of Personnel Management Data Breaches
Cybersecurity Frameworks and Human Resource Management
A Framework for Cybersecurity
Workforce Planning and Development
Conclusion
References
14 Telework in Government
Defining Telework
A Growing Practice
Government Use of Teleworking
Impact of Telework
Work–Life Balance
Employee Satisfaction
Performance
Factors That Impact Telework Outcomes
Practical Considerations of Teleworking
Major Employment Laws to Consider
Technology Issues
Culture and Management
Conclusion
Notes
References
15 Human Resources Management in Nonprofit Organizations
Introduction
Importance of Human Resources Management in Nonprofits
Employment Law Impacting Nonprofit Organizations
Case Study: Discrimination and Retaliation at Skils’kin
Religious Discrimination
Case for Ministerial Exception
Sexual Harassment
Volunteer Management
Labor Relations in Nonprofits
Succession Planning and Management in Nonprofits
Strategic Human Resources Management (SHRM) in Nonprofits
Recruitment and Retention During COVID-19
Conclusion
References
Index
