International Review of Administrative Sciences

This article adopts an interpretive approach to investigate how local policy-makers portray and justify their own visions of digital governance initiatives at the municipal level. Our investigation focuses on smart city projects submitted by various Belgian municipalities in the framework of the ‘Intelligent Territory’ call for proposals initiated in 2019 by the Walloon Region. We use Boltanski and Thévenot’s theory of orders of worth and combine quantitative and qualitative content analysis to categorize the different justifications elaborated by municipal governments. The empirical results point to the polysemic nature of the smart city concept and highlight the diversity of opportunities offered by smart city policies according to municipal policy-makers. Overall, our study contributes to the understanding of the varieties of interpretations underpinning the construction of digital governance initiatives. It therefore supports the argument according to which there is no one-size-fits-all approach to smart city policies as local policy-makers may attribute different meanings to them and may formulate place-based ICTs solutions to what they perceive as the most pressing problems of their territories.

Smart city projects can be used by governing authorities as instruments to achieve a variety of policy goals

Examples of policy goals are to boost local economic development, to improve the effectiveness of municipal service provision, to strengthen social bonds across local community members, to promote the ecological preservation of urban environments and to improve the collaboration between citizens and public administrations

Local governments can adaptively use smart technologies as instruments to overcome multiple place-based environmental, social and economic problems

Local governments should frame smart urban technologies as means to solve different societal problems and achieve different policy goals – rather than an end per se

In recent decades, public organizations have undergone significant changes related to digitalization. These changes are the result of multiple, varying influences, such as external institutional feedback. The issue of digitalization feedback development in public organizations opens the discussion on how to study digitalization over time. In this article, we consider whether the method of quantitative text analysis can be used to observe the same administrative trends in digitalization as found using other methods and data sources in existing research. After conducting a co-occurrence analysis of documents from the Norwegian Customs Agency (NCA) over a period of 20 years, we found that the NCA's digitalization-related language changed in this period and that user feedback was the most frequently emphasized kind of external feedback. These observations are consistent with the literature, which shows that the use of co-occurrence methodology to study public administration has a positive role in future research.

Quantitative text analysis is an effective method to observe administrative trends.

Findings of the study corroborate with previous research showing that current administrative trends emphasize collaboration between public organizations and citizen participation as central development features of digitalization of public organizations.

The co-occurrence analysis has some limitations and needs to be further improved to develop theory and identify new areas of public administration digitalization.

This article explores, in a comparative manner, the state-of-play of digital transformation of public administration in EU Member States. Using a specific methodological toolkit that combines policy and statistical analysis for each EU Member State, this article evaluates the investments in the digitalization of public services, the use of broadband, the access to digital public services, the number of e-government users, the level of digital public services for citizens and businesses and open data. In our analysis, we will argue that the gaps and discrepancies in the field of digitalization of public administration, correlated with the indicators monitored in the Digital Economy and Society Index, have conditioned the EU Member States to design specific actions, measures and investments related to the national context.

Points for practitioners

The gaps and discrepancies concerning the digitalization of public administration are analyzed and evaluated in relation to the state-of-play of digital transformation of public administration in EU Member States, correlated with the objectives and funding allocated to the digitalization pillar of the NRRP.

The digitalization gap is measured by identifying and evaluating quantifiable indicators.

Evaluations regarding the pillar of the digital transformation of public administration at national and regional levels are available, allowing comparative analyses to be carried out.

This research proposes a framework for the negative impacts of artificial intelligence (AI) in government by classifying 14 topics of its dark side into five socio technical categories. The framework is based on a systematic literature review and highlights that the dark side is predominantly driven by political, legal, and institutional aspects, but it is also influenced by data and technology. Lack of understanding of AI outcomes, biases, and errors, as well as manipulation of intelligent algorithms and cognitive machines are contributing factors. The public sector should create knowledge about AI from an ethical, inclusive, and strategic perspective, involving experts from different areas.

Government officials and other decision-makers should be aware of the potential benefits of artificial intelligence, but also of the dark side, and try to avoid those potential negative consequences.

Although governments are continually investing in e-government construction, differences in e-government performance exist. This study aims to examine how policy attention affects e-government performance through the mediating effect of resource allocation and the moderating effect of public–private collaboration. Analysis of panel data from 333 prefectural governments in China confirms that policy attention can increase e-government performance, but the effect size decreases under the mediating role of financial and human resources. Furthermore, higher public–private collaboration weakens the positive effect of government resources on e-government performance and policy attention on e-government performance.

Points for practitioners

This article can help practitioners recognize the importance of policy attention in guiding e-government implementation by verifying policy attention–resource allocation–e-government performance association. Moreover, this study also provides some suggestions for practitioners seeking to collaborate with private organizations by confirming the negative role of public–private collaboration between government resources and e-government performance.

Policy analytical capacity is a pivotal source of good governance. Although this capacity can be acquired by decision makers in various ways, it is clear that the internal stock of analytical capacity is strategic in terms of supporting policymaking. This stock can be concentrated in specific types of organisational roles (like policy professionals), but it can also be considered a constitutive component of ordinary bureaucratic work. This paper adopts this latter perspective to analyse the characteristics in terms of policy work and analytical capacities of high-level bureaucrats of the central administrations of the Old Southern Four: Greece, Italy, Portugal and Spain. The data were collected through a large online survey involving more than 1000 high civil servants. The empirical evidence offered shows the high differentiation in terms of policy work and analytical capacities that characterise the four analysed central bureaucracies and confirms that, despite the expected similarities among the four countries, differences are striking and concern almost all dimensions of analysis. Moreover, Spain has a higher stock of policy analytical capacities. Thus, adopting a policy work perspective can be a fruitful lens for analysing whether and how administrative reforms are capable of penetrating the micro dimensions of administrative behaviour.

The paper offers the first comparative analysis of the policy work and the analytical capacities of the central administration in Greece, Italy, Portugal and Spain.

The results show that, despite the many similarities among the four countries, there are significant differences in terms of ways of working and the held analytical capacities of the high level servants.

The offered data show a specific map of policy analytical skills that can be used as a point of departure for designing improvements in high civil servants’ training.

Digital government has been an evolving topic in research and practice, and during the COVID-19 crisis, different tools emerged as crucial elements in tackling the crisis. Comparing the federal level in the United States (Anglo-Saxon public interest culture) and in Austria (continental European rule-of-law culture), this article looks at how different barriers to digital government were affected by the COVID-19 crisis. Fourteen semi-structured interviews with experts in United States departments and their Austrian counterparts are conducted. The results show strong similarities between the United States and Austria in cultural barriers (bureaucratic culture, resistance to change, risk aversion) but also in structural barriers (political commitment and resources, workforce) to digital government. The main difference lies in laws and regulations as structural barriers, stemming from the different administrative traditions. Furthermore, the study highlights the dynamic nature of barriers. It shows that a crisis can result in the lowering of both structural as well as cultural barriers. Deliberate removal of structural barriers in experimentation spaces may therefore enhance digital government in ‘orderly’ times as well.

Knowing how to overcome certain barriers is essential in innovation processes. This study shows that windows of opportunity can be opened by a crisis, but also provides key learnings for policy measures that can be taken in ‘orderly’ times. Public administrations require space where structural barriers are deliberately removed in order to experiment and learn, which can lower cultural barriers to digital government as well.

The sustained political and managerial focus on cost containment and efficiency in hospitals has been altered by COVID-19-related concerns about public health. Through a novel qualitative study in Denmark, we explore CFOs’ narratives of their experiences during a sudden shift in managerial logic. All of the CFOs describe engagement in key operational procedures and change management that was fostered by the constant search for stability that strongly depended on bottom-up decision-making and flexibility. During this process, the existing competing logics of managerialism and medical professionalism vanished. The CFOs describe new forms of dynamic and collaborative approaches. The possibility of adhering to the core logic of administrative accounting techniques combined with urgency and emotional encounters appears to enable this approach. Thus, we document a moment when well-known opposing logics were suspended by exogenous urgency. This finding suggests possibilities for moving beyond deep-rooted views on established public administration structures and logics.

Financial managers show administrative skills that are useful for public administration changes in both administration and daily operations. These managers appear to have a strong core identity and willingness to dynamically engage with and facilitate acute frontline operational issues. In an emergency situation such as COVID-19, we find co-dependency across subject fields (administration and medical professions) which enables collaborations.

This paper explores relationships between ministers, special advisers and civil servants through the lens of a high-profile government crisis in Northern Ireland (NI). Although political–administrative relationships are a mainstay of public administration research, we still have limited understanding of how these relationships feature and function within the ‘Westminster family’ of governance when operating within devolved institutions or post-conflict societies, nor of their role in crisis. We use Scott’s institutional pillars as an analytical framework and conduct a documentary analysis of public inquiry witness statements to explore the Renewable Heat Incentive crisis which led to the collapse of the NI legislature. Utilising a novel application of existing theory, we demonstrate that the implementation of the devolved, consociational power-sharing model incubated new governance norms, that prioritised and legitimised the agendas and actions of political actors (ministers and special advisers), over civil servants. Specifically, in understanding how relational norms – particularly distrust – feed public policy failure and institutional crisis, our findings contribute to this research area and to the broader public administration field. Government institutional crisis negatively impacts upon public service delivery and the wider health of democracy. Understanding such crises is an important first step in their amelioration.

Structural, systemic and day-to-day behavioural layering of distrust adversely impacts government professionals’ ability to recognise, communicate and respond to risk; this can create policy problems, which can escalate, unchecked, until they have become full-blown crises. In order to proactively mitigate crises in other public policy contexts, managers and teams should build in awareness raising, reflection and management processes to individual and operational performance reviews to improve relational norms, and prevent the normalisation of distrust.

This article draws on theories of person–organisation fit and leadership behaviour to explore how supportive leadership is related to communication practices, collaborative working practices and performance management practices and how these three practices, in turn, relate to public servants’ job satisfaction. A model of supportive leadership's direct and indirect effects on employees’ job satisfaction is empirically tested using responses to a survey administered to the European Court of Auditors (ECA) staff. The findings show that communication and collaborative working practices mediate the relationship between supportive leadership and job satisfaction. Supportive leadership positively relates to performance management practices, but these practices have no significant association with job satisfaction. While addressing a theoretical void in the field, this study also makes an empirical contribution by unveiling how a professional European public audit institution manages its human resources and the means it uses.

Elaborating on the relationship between leadership behaviour and person–organisation fit in the context of a supranational public entity helps to explain what motivates public servants.

The relationship between supportive leadership and public servants’ job satisfaction is mediated by two organisational practices: communication and collaborative working practices.

Transparent performance management practices do not mediate the relationship between supportive leadership and job satisfaction.

Public sector organisations with professional staff can centre their human resource management around effective communication and collaborative working practices to ensure greater employee satisfaction in the workplace.

The number of studies on the relationship between public service motivation and ethics is increasing. Although research consistently finds evidence for a positive public service motivation–ethical intentions relationship, research on public service motivation and unethical behaviour remains scarce and showcases mixed findings. Based on insights from person–environment fit theory, we argue that the sector in which an individual is employed may help explain these mixed findings. We test this assumption by employing an incentivized dice game among private and public sector workers (n  =  576). Using a well-powered research design we find neither support for the public service motivation–ethical behaviour relationship, nor for the sector as an intervening variable. We discuss the implications of these interesting null findings, which challenge the common assumption that public servants are morally superior to private sector workers.

(Human resource) managers of both private and public sector organizations need to be aware of the fact that employees engage in behavioural dishonesty (i.e. cheating). Contrary to the often-heard assumption, we find no evidence that public service motivation serves as a buffer for this specific type of unethical behaviour. This means that stimulating public service motivation or recruiting public-service motivated individuals does not help to reduce the risk of behavioural dishonesty. Rather, (human resource) managers can invest in other measures to limit this type of unethical behaviour such as ethical leadership and an ethical climate.

This study has examined the impacts of top executives’ discretion on organizational performance in public organizations. We analyzed longitudinally collected data from quasi-governmental organizations in Korea. The results show that top executives’ managerial discretion has an inverted U-shape relationship with the overall performance of organizations. The marginal effect of top executives’ discretion on organizational performance was negative. This suggests that the benefits from top executives’ discretion decrease as the level of managerial discretion increases. The greater discretion of top executives in project management was more likely to yield desirable outcomes for organizations. Top executives’ discretion did not significantly affect customer satisfaction and transparency of organizations.

This study has empirically shown that there exists an inverted U-shape relationship between managerial discretion and organizational performance. It is necessary to let public managers exercise their discretion in managing their businesses given that flexibility and innovativeness in decision making serve key roles in effective organizational management in highly turbulent organizational contexts. It will also be important to properly monitor public managers’ discretionary authority to avoid unintended negative consequences of discretion.

New public management policies have been in effect in Chile since the 1980s, influencing the development of human resources policies and procedures, particularly within higher education institutions. While the impact of these policies on academic staff is evident, their implications for non-academic personnel who operate under the same regime as public servants remain unclear. This research aims to investigate the relationship between new public management principles and the career beliefs of non-academic personnel in Chile. Utilizing focus groups, this study analyzes the perceptions of career trajectories among the collaboration staff at the country's most prominent public university. Finally, the results are discussed.

Our study calls on public sector professionals to recognize the distance between legal frameworks and policies that manage public servants’ careers and organizational cultures that have funded a traditional civil service career model. Thus, those who work in the public sector need to strengthen the agency capacity of civil servants by expanding their professionalization. Likewise, career flexibility and merit ideas must be critically addressed, especially in developing countries, as in the case analyzed.