School of Public Administration

American bureaucracies are often assigned inconsistent goals, expectations, roles, and functions (Goodsell, 2004; Lipsky, 2010), exemplified in probation by Klockars’ (1972) classical dilemma of corrections that describes a punitive-rehabilitative dichotomy. A failure to prepare bureaucrats in corrections to address the classical dilemma this results in probation officers (POs) making decisions between and among competing options that consequently generally emphasize only one of the primary goals of probation (Ellsworth, 1990). This dissertation offers insight into and prompts rethinking of how corrections agencies prepare POs to address the classical dilemma.
Few studies focus on how organizations educate POs to address the classical dilemma. This dissertation applies ethnographic content analysis to examine the messages communicated to correctional probation officers in the 95 lessons of the curriculum used by Florida Department of Corrections (FDC) to train new officers. To analyze the data and the meaning conveyed by the FDC I applied Saldana’s (2016) 5Rs framework of rules, routines, roles, rituals, and relationships.

The history of the United States is rooted in differences and actions that has culminated in the current reality of culturally incompetent behaviors with a lack of diversity, equity, and inclusion prevailing in organizations and society. Through a cultural competence conceptual framework, this research highlighted an action-oriented approach for organizations seeking to engage in efforts to support and integrate diversity, equity, and inclusion.
To conduct this research, I developed a cultural competence conceptual framework with eight types of initiatives derived from the scholarly literature on diversity, equity, inclusion, and cultural competence. The types of initiatives point to organizational efforts to engage in developmental and action-oriented strategies that: facilitate leadership engagement, sensitivity, and responsiveness to diversity, equity, and inclusion; specify strategic and operational goals; incorporate cultural awareness and sensitivity in policies, practices, programs, and procedures; integrate diversity, equity, and inclusion into human resource management to build a diverse and representative workforce; cultivate a supportive, inclusive, and equitable organizational culture/climate; reinforce and sustain a commitment to diversity, equity, and inclusion; employ sensitive and inclusive communications; and implement targeted training and professional development on diversity, equity, and inclusion. The cultural competence framework presented ways for organizations to actively engage in setting action-oriented goals targeting ingrained, systemic, and institutionalized disparities.

The Refugee Act of 1980 established the first comprehensive U.S. refugee policy. It codified a refugee definition and created the annual consultation process, which requires the president to consult with Congress before determining annual refugee ceilings and resettlement plans. While the Refugee Act of 1980 remains intact, the annual refugee admissions and resettlement plans have changed considerably. The purpose of this dissertation is to analyze this policy to explore its changes from 1980-2018 through the lens of social construction theory. According to this theory, the social constructions of target populations affect policy designs that are adopted with respect to these populations. Policy designs can create and legitimize divisions among different target populations causing some to be perceived and treated as more deserving than others.
This dissertation uses a qualitative research design to analyze narratives within presidential proposal documents and congressional hearings that are held as part of the annual consultation process. These documents serve as the data for this dissertation. I undertake a detailed analysis of the documents of one annual consultation process and related congressional hearings for each president in the period between 1980-2018. In these documents and hearings, different policy actors (congressional members, representatives of the executive branch and state and local governments, and other experts) provide testimony and expert opinions on refugee admissions and resettlement. It is in this context that refugees as a target population are constructed and policies to deal with refugees are debated and discussed by various policy actors. To understand these constructions and the context in which they are created, the narrative analysis elements offered by the narrative policy framework are used as a method.

This dissertation investigates how government affects stigmatization processes. This line of inquiry is important for two reasons. First, existing models of stigmatization leave government out of stigma processes, or only mention government as a sanctioning body that comes in after stigma processes are complete. Organizational theory research therefore underplays the extent to which government action can influence its citizens.
Second, stigma research in public administration and government research is limited to examining how government can assist stigmatized groups, and not on how government affects stigma processes. This inadvertently gives the impression that government is not part of stigma processes. While this may be due to the bulk of stigma theory research being located in the management literature, it is nonetheless a significant omission. Thus, the purpose of this study is to examine how government can influence the proliferation of stigma to then find government’s location in the stigma process.

Public higher education increasingly relies on performance-based funding (PBF) policies to enhance accountability. These policies attempt to steer institutions towards successful outcomes via performance indicators, such as graduation rates. Nationally, PBF policies continue to grow in popularity despite limited evidence that they are effective (Hillman, Tandberg, and Gross, 2014).
Motivated by the apparent conflict between the widespread adoption of PBF policies and the lack of evidence that they actually improve outcomes in higher education, this dissertation investigates the perceived impacts of PBF policies. Florida’s public university system serves as the setting for the study due to its uniquely punitive PBF policy design and the model’s non-standardized performance indicators.

This dissertation explored the lives of women with disabilities who have to suffer more than men with disabilities despite prevailing disability policies in Nepal that emphasize nondiscrimination against people with disabilities. The study explored the idea that there are policy gaps between disability policies and the narratives of women with disabilities. This dissertation used critical sexual theory and postcolonialism as critical frameworks and narrative analysis as a method to analyze the disability policies and narratives of women with disabilities to explore policy gaps and the need for supportive gender policies. The researcher analyzed the literary works of five female Nepali authors with disabilities: Radhika Dahal, Jhamak Ghimire, Sabitri Karki, Parijaat, and Mira Sahi, in Nepal. With the support of NVivo qualitative research software, and the use of the frameworks and methodology, the researcher discovered the policy gaps and underscored the need for supportive gender policies to address the emotional and psychological needs of women with disabilities.

This dissertation investigates and further develops organization health theory in the context of public organizations. This is an important line of inquiry for two reasons. First, the healthy organizations literature and healthy organization theory is inchoate and lacks overall coherence (Dejoy et al., 2010), especially in public organization theory and research. As such many organization theorists have called for expansive solutions and insist this requires consideration of the collective and systemic interactive levels of analysis (Salanova et al., 2012; Schein, 2006). Second, we notice organizations now devoting considerable resources to nurturing individual and organizational health and wellness (Dale & Burrell, 2014; Parks & Steelman, 2008). Ostensibly, this is because health has been demonstrated to enhance or compromise a myriad of organizational outcomes including satisfaction, performance, sustainability, and survival (Pfeffer, 2010; Cooper, 1994). Moreover, organizational health and individual health share a vicarious and interdependent relationship (McHugh & Brotherton, 2000). In response to this “healthy exigency” and in effort to enhance the health of our public organizations, this dissertation employs an interdisciplinary lens to investigate healthy organizations at the systemic interactive level of analysis. The overarching purpose of the study is to provide theoretical contributions and empirical evidence concerning the key factors necessary for the development of healthy public organizations. To accomplish this, I assemble a holistic organizational wellness (HOW) theoretical framework. The HOW framework supports development of a Wellness Quotient (WQ) with data from the 2017 Federal Employee Viewpoint Survey (FEVS). The WQ represents the dissertations main contribution, as currently no standardized measure of public organization health (or wellness) exists. Through a process of discovery and analysis which includes multiple iterations of confirmatory factor analyses and a regression analysis, it is found that the WQ has a significant impact on organization performance and satisfaction. The results also confirm this studies hypotheses the WQ may be useful as a proxy for future healthy public organizations research. In sum, the HOW framework and WQ not only contribute to theoretical and empirical development of healthy public organizations, respectively, but they both may serve as useful tools for public organizational health design and development.

Public service motivation (PSM) encompasses self-sacrifice (SS), compassion
(COM), commitment to public values (CPV), and attraction to public participation (APP)
as part of a public service ethic. The public and non-profit sectors are purported to consist
of individuals possessing other-directed, communal values, rather than self-directed,
agentic values characterizing private sector organizations. However, PSM’s positive, or
prosocial bias often discounts self-interested motives and mixed motives. Garnering
insights from personality psychology may further the development of PSM from
multidisciplinary angles. Malevolent personalities in organizations have been evidenced
by decades of research in the private sector. Yet, similar efforts delineating malevolent
types in public and non-profit organizations remain lacking. While a battery of
personality scales access general personality disorders, none has been administered
across sectors to determine if disordered individuals are more likely to be found
employed in a particular sector. The communal narcissism scale is distinct from other malevolent scales because it measures communal traits as a function of domain
specificity. Unlike the agentic version of narcissism, in which self-aggrandizement is
almost immediately apparent to others, in communal narcissism, the self-aggrandizement
component is hidden by a ‘saint-type bias’ and self-proclaimed other-orientation. Some
communal narcissism traits may mimic dimensions of the PSM scale. If a malevolent
personality can mimic public service motivation, then this research would be among the
first to illustrate a dark side of PSM, as recently suggested by PSM scholars.
This research found that CNI was, indeed, associated with PSM, particularly the
self-sacrifice, public participation, and compassion dimensions. Additionally, PSM was
positively associated with the non-profit sector and negatively associated with the private
sector. CNI, in contrast, was indirectly influenced by sector. Specifically, CNI was
positively associated with non-profit sector and negatively associated with the private
sector. An empirical analysis of two studies is presented and future research directions
are discussed.

As part of the education reforms of the 1990s, charter schools were proposed as a
private alternative to public education, offering parents and their children greater choices.
Publicly financed but privately operated, charter schools have now grown in numbers and
influence. While there are many studies of student outcomes in charter schools
demonstrating mixed results, one negative outcome of charter schools has been less
examined. Since inception, 23% of charter schools nationally have closed and these
closures are disruptive to parents, children, and their school districts. This paper
addresses charter school closures from an organizational perspective. Applying theory
from population ecology and resource dependency theory, the population of nonprofit
charter schools is examined. What are the primary determinants of charter school success
and failure?
Florida, with the third highest number of charter schools nationally and, at the
same time, the highest number of charter school closures in the United States, is a paradox. This study identifies the significant variables that are related to school survival
and failure in the state of Florida over the years 2015-16 through 2015-16.
Variables tested in this study, using Survival Analysis (SA), include age,
management structure, size, school performance, grants, and density. All variables except
density at founding were significant in explaining the unique variance in survival rates
among charters. Charter schools sub-contracted by for-profit educational management
organizations (EMOs) were larger, achieved higher grades, secured more grants and
achieved higher survival rates than their counterpart nonprofit, independent, and charter
management organization (CMO) led schools. These results contribute to our
understanding of charter school survival and failure, thereby informing public policy
options to strengthen the charter school population and the nation’s public education
system overall.

This dissertation analyzes administrative discretion in public policy implementation in application of a new framework of integrative approach to administrative discretion developed from deficiencies of the citizen participation, representative bureaucracy, and private-interest groups democracy frameworks. The new framework holds that public agencies use discretion to integrate in decision making views of elected authorities, private-interest groups, public-interest groups, and other groups that seek to influence implementation. The No Child Left Behind (NCLB) policy is used as the case study, and the U.S. Department of Education (DOE) is the implementation setting. The dissertation answers the following question: How integrative of group views was DOE’s discretionary decision making in the implementation of NCLB? This research applies a structured content analysis method that consists of content analysis and a content analysis schedule (see Jauch, Osborn, & Martin, 1980). Using a Likert question, the dissertation developed six integration levels of DOE’s discretionary decision making from not at all integrative to extremely integrative and found that most decisions were very integrative.