Public Professionals and Policy implementation

Nowadays, public policies often focus on economic values, such as efficiency and financial transparency. Public professionals often resist implementing such policies. We analyse this using the concept of ‘role conflicts’. We use a novel approach by conceptualizing and measuring role conflicts on the policy level, thereby linking policy implementation and social psychology research. We construct and test scales for policy-client, policy-professional and organizational- professional role conflicts. Using survey data, we show that policy-professional and policy-client role conflicts negatively influence the willingness of public professionals to implement policies. In concluding, we conceptualized and measured three role conflic

Class Position of Immigrant Workers in a Post-Industrial Economy: The Dutch Case

In this paper, the issue of changing labour-market opportunities and the position of members of minority groups in advanced service economies is addressed, focusing on the Dutch case. We distinguish between two social hierarchies, one of traditional ‘fordist’ occupations and one of post-fordist occupations. Compared to the native Dutch, all immigrant groups are over-represented at the bottom of the labour market, both in the fordist and in the postindustrial hierarchy. Increased immigrant labour-market participation in the 1990s was accompanied by a strong rise in the number of flexible labour contracts. Native Dutch also work more frequently on flexible labour contracts, but not to the same extent as immigrants. The lower occupational level of the Surinamese, Antilleans and other non-Western immigrants employed in post-industrial occupations can be attributed to their low educational level. This is not true, however, for Turks, Moroccans and other non-Western immigrants employed in fordist occupations. Their low occupational level can not be completely explained by their low educational level. The effects of changes in the economic structure differ for ethnic groups, depending on their past employment, their cultural capital and the institutional framework in which they have to operate

Interprofessional teamwork in primary care: the effect of functional heterogeneity on performance and the role of leadership

This study aimed to unravel the complexity of interprofessional teamwork in primary care teams by testing the relationship between functional heterogeneity and team performance through the mediating role of information elaboration, and the moderating roles of directive leadership and participative leadership. The moderated mediation model was validated using survey data from 1105 professionals and 97 supervisors in 143 Dutch primary care teams. The results confirmed the model and showed a significant negative effect of functional heterogeneity on information elaboration, which in turn had a positive effect on team performance. Both directive and participative leadership moderated the negative effect of functional heterogeneity on information elaboration to the extent that the indirect negative effect of functional heterogeneity on team performance became insignificant under high levels of either directive or participative leadership. The theoretical implications of these findings for the literature on healthcare, team diversity, and leadership, as well as the practical implications for policy makers, educationalists and managers of primary care teams, are discussed

Paternal and maternal influences on differences in birth weight between Europeans and Indians born in the UK.

BACKGROUND: Ethnic groups differ significantly in adult physique and birth weight. We aimed to improve understanding of maternal versus paternal contributions to ethnic differences in birth weight, by comparing the offspring of same-ethnic versus mixed-ethnic unions amongst Europeans and South Asian Indians in the UK. METHODOLOGY AND PRINCIPAL FINDINGS: We used data from the UK Office for National Statistics Longitudinal Study (LS) and the Chelsea and Westminster Hospital (CWH), London. In the combined sample at all gestational ages, average birth weight of offspring with two European parents was significantly greater than that of offspring with two Indian parents [Δ = 344 (95% CI 329, 360) g]. Compared to offspring of European mothers, the offspring of Indian mothers had lower birth weight, whether the father was European [Δ = -152 (95% CI -92, -212) g] or Indian [Δ = -254 (95% -315, -192) g]. After adjustment for various confounding factors, average birth weight of offspring with European father and Indian mother was greater than that of offspring with two Indian parents [LS: Δ = 249 (95% CI 143, 354) g; CWH: Δ = 236 (95% CI 62, 411) g]. Average birth weight of offspring with Indian father and European mother was significantly less than that of offspring with two European parents [LS: Δ = -117 (95% CI -207, -26) g; CWH: Δ = -83 (-206, 40) g]. CONCLUSIONS/SIGNIFICANCE: Birth weight of offspring with mixed-ethnic parentage was intermediate between that of offspring with two European or two Indian parents, demonstrating a paternal as well as a maternal contribution to ethnic differences in fetal growth. This can be interpreted as demonstrating paternal modulation of maternal investment in offspring. We suggest long-term nutritional experience over generations may drive such ethnic differences through parental co-adaptation

What’s in it for others? The relationship between prosocial motivation and commitment to change among youth care professionals.

This study assesses the relationship between prosocial motivation and commitment to change among youth care professionals. We draw on person–environment fit theory to propose that this relationship is conditional on employees’ perceived meaningfulness of the change for society and clients. Our results confirm the expected positive relationship between prosocial motivation and commitment to change. Our analysis suggests that the moderating relationship between prosocial motivation, client meaningfulness and commitment to change should be understood as a substitutive relationship: both prosocial motivation and client meaningfulness are sufficient conditions, but the presence of both is not a necessary condition for commitment to change.The politics and administration of institutional chang

Trust in governance networks: Its impacts on outcomes

__Abstract__ Governance networks are characterized by complex interaction and decision making, and much uncertainty. Surprisingly, there is very little research on the impact of trust in achieving results in governance networks. This article asks two questions: (a) Does trust influence the outcomes of environmental projects? and (b) Does active network management improve the level of trust in networks? The study is based on a Web-based survey of respondents involved in environmental projects. The results indicate that trust does matter for perceived outcomes and that network management strategies enhance the level of trust

Teamwerk in de wijk: een rapportage over het functioneren van wijkteams in vijf gemeentelijke organisaties 2020-2021

The politics and administration of institutional chang

The Effects of Leadership and Job Autonomy on Vitality: Survey and Experimental Evidence

Vitality refers to the experience of having energy available to one’s self. Vital employees are full of positive energy when they work, and feel mentally and physically strong. Such employees often show higher job performance and lower stress than their less vital colleagues. Despite the importance of vitality, few public administration studies have studied vitality. More generally, by focusing on vitality, we aim to bring a “positive psychology” perspective into the domain of public administration. We analyze whether two important job characteristics (leader’s task communication and job autonomy) affect vitality. We use a multi-method design. A large-scale survey (N= 1,502) shows tha

Towards sustainable local welfare systems

Nowadays, many European countries delegate health and social care responsibilities from the national level to local authorities. In January 2015, the Netherlands similarly introduced a policy programme authorising municipalities to set their own social welfare policy. A specific feature of this programme is that it stimulates municipalities to implement teams wherein professionals from different disciplines are collectively responsible for a team’s decision‐making. This suggests that teams ideally have (a) high levels of functional heterogeneity (professionals from different disciplines) and (b) high levels of team autonomy (collective responsibility and decision‐making). Based on the policy programme, it can be further assumed that (a) information elaboration, (b) boundary management and (c) team cohesion in teams will improve. In practice, the majority (87%) of Dutch municipal