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��ࡱ�>�� ~��u �r��xbjbj�n�n2t��a��a�p ��""��8�tm�fqliiiii��p�p�p�p�p�p�p$�r�hu<�p��p��ii4q��i�i�p��p��i��p��l��(��pq0fq��u�r�u��0�u��m��p�p ��fq��u��"qs: journal of public administration research and theory volume 33, issue 1, january 2023 1. title: slipstreaming for public sector reform: how enterprising public sector leaders navigate institutional inertia authors: shibaab rahman, julian teicher, julie wolfram cox, quamrul alam abstract: we situate public sector leaders as actors who deal with competing institutional demands, and examine how public sector leaders can facilitate reform implementation in the face of institutional inertia in a transitional setting, bangladesh public administration. based on 32 interviews with current and former bangladeshi civil servants and local public administration experts supported by secondary analysis of government documents, our evidence shows that public sector leaders operating within multiple logics are agentic in contributing to reform. however, these leaders also become constrained by institutional pressures that threaten their legitimacy and may face sanctions for pursuing local changes. although public sector leaders typically engage in resistance to reform, our evidence shows that public sector leaders can create enterprising avenues of change, adeptly exercising agency and utilizing existing institutional logics as a conduit to introducing a new institutional order. our principal contribution is to identify slipstreaming as a means by which institutional actors negotiate institutional logics and facilitate change despite institutional inertia. 2. title: assessments of digital client representations: how frontline workers reconstruct client narratives from fragmented information authors: ida bring l�berg abstract: street-level bureaucrats assess increasing amounts of digital, often text-based, client representations. these representations have been criticized for oversimplification. however, frontline workers have also been known to develop simplified perceptions, or �shortcuts,� in their work. this study explores frontline workers� assessments of digital client representations using observations of 15 needs assessments and 7 follow-up interviews from the norwegian labor and welfare administration (nav). based on simple information garnered from an online registration, workers decide how much assistance clients need from nav to find work. findings show that the online registration deconstructs client narratives into separate pieces of information, which the workers attempt to reconstruct back into coherent narratives. using a street-level perspective, this article argues that the reconstructions are coping responses to fragmented information. unlike traditional simplification responses, the workers complicate their perceptions of clients in the assessments. that is, street-level bureaucrats take �detours� to provide responsive services and manage the limitations of electronic government. thus, this article provides an empirical contribution that also forms the basis for abductive theorization and suggests that the conceptual boundaries of coping strategies should be expanded to include �complication responses.� in contrast to the emphasis on face-to-face meetings in street-level literature, this article highlights the importance of texts. 3. title: �as expected�: theoretical implications for racialized administrative power as the status quo authors: grant h blume abstract: this article posits that racialized administrative power is the status quo in the united states and results from a wicked problem broadly construed as institutional racism. acknowledging a baseline reality of racialized administrative power in the united states allows public administration theory to more directly grapple with the institutional racism that paradoxically may seem too big and complex to empirically study yet simultaneously too important and urgent to ignore. this article offers three contributions to the development of public administration theory from this conceptual frame of racialized administrative power as the status quo. first, by conceptualizing institutional racism as a wicked problem, a case is outlined to replace an assumption of neutral administrative power with a baseline assumption of racialized administrative power in the united states. second, the article explores two prominent areas of theory in public administration�representative bureaucracy and administrative burden�to demonstrate how a baseline assumption of racialized administrative power can reorient and expand theoretical questions and research. third, the article discusses the epistemological implications for public administration theory and research based on an assumption that racialized administrative power is the status quo. these contributions offer a step forward in addressing the need for public administration theory to better account for the institutional racism that pervades the management and performance of public organizations in the united states. 4. title: search in response to negative performance feedback: problem-definition and solution-generation authors: joris van der voet abstract: behavioral theory states that decision-makers engage in search in response to a performance shortfall. however, public administration research has remained remarkably inattentive of decision-makers� attention. this study conceptually disentangles problem-defining and solution-generation as two distinct search objectives, in order to test theoretical expectations concerning individual decision-makers� search in response to negative performance. using a survey experiment among 1,562 political and managerial public sector decision-makers across 263 local government organizations that links factual performance feedback about budgetary performance and citizen satisfaction to a behavioral measure of both search objectives, the study finds increased solution-generation search in response to negative budgetary performance feedback, but not in response to low citizen satisfaction. search of politicians and managers is found to be highly similar. these findings contribute to a behavioral understanding of how performance information influences search by politicians and managers, and reveal novel research avenues about information-processing that are of particular relevance to public administration research and theory. 5. title: relational work and its pitfalls: nonprofits� participation in government-sponsored voluntary accreditation authors: wei luo, wenjuan zheng, yan long abstract: around the world, voluntary programs are an increasingly prevalent regulatory instrument in governing nonprofit organizations. but accounts of mechanisms driving nonprofits� participation in those programs are underdeveloped. this article combines and expands insights from voluntary regulation and institutional work theories to examine the impact of government�s informal relational work on nonprofits� regulatory participation. drawing on interviews and survey data from a random sample of 203 nonprofits in shenzhen, china, the authors study the country�s pioneering government-sponsored voluntary accreditation program and its varying receptions among nonprofits. the empirical analysis shows that politically embedded nonprofits, those with closer organizational connections with the local government, are more likely to participate in accreditation. since government agencies rely on existing regulatory networks to conduct relational work at both organizational and personal levels to persuade or cajole nonprofits to participate, they tend to direct their recruitment efforts towards more politically embedded nonprofits. however, these targeted recruitment practices may generate reactions much more complicated than the dichotomy of acceptance versus resistance, which ultimately facilitates some nonprofits seeking accreditation while deterring others. 6. title: discretionary responses in frontline encounters: balancing standardization with the ethics of office authors: kirstine zinck pedersen, anja svejgaard pors abstract: policy reforms of public service encounters often seek to control, delegate, or eliminate discretion at the frontline. in this article, we show that rather than eclipsing discretion, the technologies meant to standardize and optimize decision making in public service delivery introduce rough categorizations and scripts for action that make new types of discretionary responses and workarounds necessary. here, accounts of street-level discretion as grounded in self-serving coping strategies are inadequate to capture discretion-as-used in the frontline encounter. the article proposes a weberian ethics of office approach to frontline discretion that contributes to current more appreciative perspectives on street-level discretion. through a comparative ethnography of first encounters in three danish public service bureaucracies, we develop a typology of office-based discretionary responses to standardization. we label the three types as adaptive handling, attentive compensation, and affective encouragement. our study of doctors, midwives, and citizen-service bureaucrats suggests that discretionary possibilities differ in relation to organizational context and level of professional training. however, across cases the discretionary responses are indicative of the frontline practitioners� casuistic practices of balancing professional virtues, client-orientation, and managerial demands in the quest to deliver fair and responsive services. accordingly, securing the conditions for the exercise of discretion in frontline encounters is essential to the responsible provision of public services. 7. title: activating the �big man�: social status, patronage networks, and pro-social behavior in african bureaucracies authors: adam s harris, jan-hinrik meyer-sahling, kim sass mikkelsen, christian schuster abstract: public service delivery by african states is often characterized as particularist, favoring ethnic, personal or political networks of those inside the state over universalist, pro-social services to citizens. one explanation for particularist service delivery focuses on societal patronage norms, with �big men� providing for members of their networks. despite the prominence of this line of reasoning and the anecdotal prevalence of �big men� in politics and society, hardly any research has quantitatively assessed the effects of �big man� governance inside the state. through a behavioral experiment with over 1,300 ugandan bureaucrats, our article seeks to address this gap. in the experiment, we find that activating social status�that is, �big man� status�in bureaucrats embedded in patronage networks significantly curbs their pro-social behavior. our article contributes an important empirical micro-foundation to help explain one cause of limited universal service delivery by bureaucrats. 8. title: when agency priorities matter: risk aversion for autonomy and turf protection in mandated collaboration authors: brian y an, shui-yan tang abstract: most studies in collaborative governance examine system-level or agency-level drivers of the horizontal dimension of collaboration, that is, the specific forms of collaboration among an existing set of actors. few have examined the vertical dimension, that is, what actors are involved and the scope of collaboration. this study examines the latter issue by studying the implementation of the california sustainable groundwater management act (sgma), passed in 2014, mandating collaboration among local agencies. we theorize that when their core mission and key constituencies� interests are at stake under a mandate, agencies focus on protecting organizational autonomy and bureaucratic turf in determining the scope of the collaborative arrangement, rendering other usual collaboration drivers less relevant. with data derived from administrative records and a statewide survey of local groundwater managers, we test this argument using several analytical methods, including probit regression, two-step estimation of an ordered probit selection model, and a linear probability model. the analyses consistently show that agencies are more likely to commit to regionally integrated collaboration that matches the scale of a groundwater basin if (1) their mission addresses a broader issue focus (lower issue specificity), (2) their core stakeholder groups have less concentrated interests, and (3) the organizational culture is less rigid and risk averse. in contrast, other well-known horizontal collaboration drivers do not matter. by unpacking the agency-specific sources of turf and reputation protection, this study contributes to an understanding of collaboration risk management. 9. title: �honor list� and �shame roll�: quasi-experimental evidence of the effect of performance feedback under political control authors: wenchi wei, chengwei wang, wenkang zhai, wenzhao li abstract: this article examines how the use of an �honor list� and �shame roll� as a means of performance feedback can influence governments� future performance improvement, focusing on a prominent performance management reform implemented in chinese local governments. we draw upon classic behavioral theories of organizations to propose testable hypotheses. the empirical analyses use 3,300 observations based on the 333 grassroots governments of the capital city of china as the unit of analysis. regression discontinuity design estimations show that entering the honor list reduces governments� performance improvement in the next period, while entering the shame roll helps governments improve their performance. moreover, the level of performance improvement is higher at the cutoff for both the honor list and shame roll if governments rely more on the higher authority�s fiscal resources. this study advances a more nuanced understanding of the performance feedback effect under political control and a rigid administrative hierarchy. 10. title: racialized burdens: applying racialized organization theory to the administrative state authors: victor ray, pamela herd, donald moynihan abstract: this article develops the concept of racialized burdens as a means of examining the role of race in administrative practice. racialized burdens are the experience of learning, compliance and psychological costs that serve as inequality reproducing mechanisms. to develop this concept, we examine administrative burdens in the us state from the theoretical perspective of racialized organizations. using examples from attempts to access citizenship rights�via immigration, voting and the social safety net�we illustrate some key points. first, racialized burdens combine control of access to resources and ideas about racial groups in ways that typically disadvantage racially marginalized groups. second, while still promising fair and equal treatment, racially disproportionate burdens can be laundered through facially neutral rules and via claims that burdens are necessary for unrelated reasons. third, racialized burdens emerge when more explicit forms of racial bias in policies or administrative practices become illegal, politically untenable or culturally unacceptable. racialized burdens neatly carry out the �how� in the production of racial inequality while concealing, or providing an alibi for, the �why.� 11. title: human�ai interactions in public sector decision making: �automation bias� and �selective adherence� to algorithmic advice authors: saar alon-barkat, madalina busuioc abstract: artificial intelligence algorithms are increasingly adopted as decisional aides by public bodies, with the promise of overcoming biases of human decision-makers. at the same time, they may introduce new biases in the human�algorithm interaction. drawing on psychology and public administration literatures, we investigate two key biases: overreliance on algorithmic advice even in the face of �warning signals� from other sources (automation bias), and selective adoption of algorithmic advice when this corresponds to stereotypes (selective adherence). we assess these via three experimental studies conducted in the netherlands: in study 1 (n = 605), we test automation bias by exploring participants� adherence to an algorithmic prediction compared to an equivalent human-expert prediction. we do not find evidence for automation bias. in study 2 (n = 904), we replicate these findings, and also test selective adherence. we find a stronger propensity for adherence when the advice is aligned with group stereotypes, with no significant differences between algorithmic and human-expert advice. in study 3 (n = 1,345), we replicate our design with a sample of civil servants. this study was conducted shortly after a major scandal involving public authorities� reliance on an algorithm with discriminatory outcomes (the �childcare benefits scandal�). the scandal is itself illustrative of our theory and patterns diagnosed empirically in our experiment, yet in our study 3, while supporting our prior findings as to automation bias, we do not find patterns of selective adherence. we suggest this is driven by bureaucrats� enhanced awareness of discrimination and algorithmic biases in the aftermath of the scandal. we discuss the implications of our findings for public sector decision making in the age of automation. overall, our study speaks to potential negative effects of automation of the administrative state for already vulnerable and disadvantaged citizens. 12. title: not too much, not too little: centralization, decentralization, and organizational change authors: hala altamimi, qiaozhen liu, benedict jimenez abstract: the outcomes of centralized or decentralized decision making in public organizations have been a subject of intense debate in the literature for more than a century now. this study revisits this debate by examining whether the degree of centralization influences the implementation of four types of organizational changes: reorganization, service contracting, technology adoption, and performance information use. we conceive of organizational decision making as a ladder�at one end is a very centralized approach where the chief executive primarily makes all major decisions, and at the opposite end is a highly decentralized approach where lower-level employees participate in shaping strategic decisions. using the results from a national survey of midsized and large city governments, the ordered probit regressions, and additional robustness tests, show that moderation matters more than the polar ends. moreover, moderate centralization and decentralization have distinct influences on the implementation of different types of organizational change. the findings challenge the conventional thinking that the choice between centralization or decentralization is binary, where one structure is always better than the other. consistent with contingency theory, public organizations demonstrate strategic behavior in the choice of decision-making structure to adapt to environmental and organizational contingencies. 13. title: deconstructing burnout at the intersections of race, gender, and generation in local government authors: cynthia j barboza-wilkes, thai v le, william g resh abstract: in recent years, there have been multiple calls for public administration scholars to adopt an intersectional approach to the study of diversity within public organizations. this paper empirically examines the simultaneous influence of multiple dimensions of individual identity on employee burnout. we advance a better understanding of disparities in individual well-being outcomes for public servants. using conservation of resource (cor) theory and applied intersectionality, we systematically measure and model differential vulnerabilities to emotional exhaustion, depersonalization, and loss of personal accomplishment for individuals at the intersection of gender, racial, and generational identities. using survey data on local government employees across two neighboring large cities in california, we use ordinary least squares and ordered logit models to estimate the impact of intersectional identities on different dimensions of burnout. our results show that younger generations of women of color are particularly vulnerable to burnout, but the experience of burnout is not uniform across groups, with each dimension of burnout revealing different vulnerable groups. these findings highlight the importance of deconstructing burnout into its discrete dimensions to better understand the experience of different socio-demographic groups of employees and develop culturally competent strategies to better support an increasingly diverse public workforce. 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