James Bailey and Douglas Webber
As of 2011, the average US state had 37 health insurance benefit mandates, laws requiring health insurance plans to cover a specific treatment, condition, provider, or person…
Abstract
Purpose
As of 2011, the average US state had 37 health insurance benefit mandates, laws requiring health insurance plans to cover a specific treatment, condition, provider, or person. This number is a massive increase from less than one mandate per state in 1965, and the topic takes on a new significance now, when the federal government is considering many new mandates as part of the “essential health benefits” required by the Affordable Care Act. The paper aims to discuss these issues.
Design/methodology/approach
The authors use fixed effects estimation on 1996-2010 data to determine why some states pass more mandates than others.
Findings
The authors find that the political strength of health care providers is the strongest determinant of mandates.
Originality/value
A large body of literature has attempted to evaluate the effect of mandates on health, health insurance, and the labor market. However, previous papers did not consider the political processes behind the passage of mandates. In fact, when they estimate the laws’ effect, almost all papers on the subject assume that mandates are passed at random. The paper opens the way to estimating the causal effect of mandates on health insurance and the labor market using an instrumental variables strategy that incorporates political information about why mandates get passed.
Details
Keywords
Peter Steane, Yvon Dufour and Donald Gates
When new public management (NPM) emerged in the mid-1980s, most governments such as New Zealand, Australia and Canada embraced it as a better way to provide public services. A…
Abstract
Purpose
When new public management (NPM) emerged in the mid-1980s, most governments such as New Zealand, Australia and Canada embraced it as a better way to provide public services. A more recent assessment of NPM would conclude that its appeal has faded. The purpose of this paper is to assess the serious impediments to NPM-inspired change.
Design/methodology/approach
The literature is diffuse, and therefore its insights have been limited by the lack of synthesis. In this paper the authors set out to synthesize the main work already available.
Findings
Change, such as breaking up large public sector hierarchies, or developing internal market-like competition and contracting out public services is indeed disruptive. Such change cannot be achieved without shifting decision-making processes, disrupting existing roles and working relationships and leaving some confusion and uncertainty among staff. Many of the changes feature numerous levels of ill-defined processes, ongoing multi-layered and complex decision making, and no easily agreed or clear path to resolution.
Originality/value
The terms “wicked problem” and “disruptive innovation” are increasingly familiar to public managers and policy makers. This paper argues that managing NPM-style change represented yet another wicked problem in managing public organizations. The authors set out to synthesize the main work available, and in so doing, frame the various attributes of NPM-inspired change – five basic parts, five types of uncertainty and five fragmenting forces. The conceptual framework suggests hypotheses as the basis for further research.
Details
Keywords
Beth Florin, Kevin F. Hallock and Douglas Webber
This paper is an investigation of the pay-for-performance link in executive compensation. In particular, we document main issues in the pay–performance debate and explain…
Abstract
This paper is an investigation of the pay-for-performance link in executive compensation. In particular, we document main issues in the pay–performance debate and explain practical issues in setting pay as well as data issues including how pay is disclosed and how that has changed over time. We also provide a summary of the state of CEO pay levels and pay mix in 2009 using a sample of over 2,000 companies and describe main data sources for researchers. We also investigate what we believe to be at the root of fundamental confusion in the literature across disciplines – methodological issues. In exploring methodological issues, we focus on empirical specifications, causality, fixed-effects, first-differencing, and instrumental variable issues. We then discuss two important but not yet well-explored areas, international issues, and compensation in non-profits. We conclude by examining a series of research areas where further work can be done, within and across disciplines.
Anyone can start a drama school. All they have to have is a room in which to hold their classes — it could be their own sitting room — and some way of tempting students in to part…
Abstract
Anyone can start a drama school. All they have to have is a room in which to hold their classes — it could be their own sitting room — and some way of tempting students in to part with their money. All through history one‐man schools have proliferated. The old adage If you can't do it, teach it is sadly true of a great many of these retired and resting actors. There is never any shortage of young, stage‐struck people anxious to learn the tricks of the trade. Vast numbers are turned away by the top drama schools and form an equally vast market for the others to capitalise on.
M. Ronald Buckley holds the JC Penney Company Chair of Business Leadership and is a professor of management and a professor of psychology in the Michael F. Price College of…
Abstract
M. Ronald Buckley holds the JC Penney Company Chair of Business Leadership and is a professor of management and a professor of psychology in the Michael F. Price College of Business at the University of Oklahoma. He earned his Ph.D. in industrial/organizational psychology from Auburn University. His research interests include, among others, work motivation, racial and gender issues in performance evaluation, business ethics, interview issues, and organizational socialization. His work has been published in journals such as the Academy of Management Review, Personnel Psychology, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and the Journal of Management.
In this paper, I use 33 interviews with songwriters to explore the relationship between songwriting and emotion, particularly as it relates to the lived and embodied aspects of…
Abstract
In this paper, I use 33 interviews with songwriters to explore the relationship between songwriting and emotion, particularly as it relates to the lived and embodied aspects of emotional experience. I contend that songwriting can be understood as a form of sensual reflection and inquiry, one that synthesizes the emotional and evocative properties of both music and language. For songwriters, the creative process of songwriting serves as an embodied vehicle through which to assign meaning to lived emotional experience and the self. Resultant performances represent an expressive forum in which to communicate the outcomes of this process. For sociologists of emotion, examining the neglected process of songwriting represents an opportunity to extend the study of emotion beyond discursive and dramaturgical approaches, lending fresh insight into the lived, embodied character of emotion.
Details
Keywords
IT is symptomatic of the rapidly growing interest in all weather operations throughout the world thatthe fifteenth I.A.T.A. technical conference held recently at Lucerne broke a…
Abstract
IT is symptomatic of the rapidly growing interest in all weather operations throughout the world thatthe fifteenth I.A.T.A. technical conference held recently at Lucerne broke a number of records for these meetings.
Trevor N. Fry, Kyi Phyu Nyein and Jessica L. Wildman
Theories of trust imply that team trust develops and grows over time, yet relatively few researchers have taken on the challenge of studying team trust in longitudinal research…
Abstract
Purpose
Theories of trust imply that team trust develops and grows over time, yet relatively few researchers have taken on the challenge of studying team trust in longitudinal research designs. The purpose of this chapter is to provide a concise summary of the existing literature on team trust over time, and to offer a conceptual model of team-level trust development over time to aid future research on this topic.
Methodology/approach
We draw from the Input–Mediator–Output–Input (IMOI) framework, as well as previous multilevel models of organizational trust development, and published findings from longitudinal team trust studies.
Findings
Taking a temporal perspective, we consider how team-level mediators and outcomes can both predict and be predicted by team trust trajectories and feedback loops over time, as well as how those relationships with team trust might change based on the existence of other moderating variables including trust violation and repair.
Research implications
Future longitudinal team research may use the model as a starting point for investigating the antecedents, as well as the team processes and dynamic emergent states, that can effectively predict trajectories of team trust across various stages of teamwork.
Practical implications
Based on our review of extant literature, we provide several recommendations for training and organizational intervention including the importance of management’s consideration of team-level trust in providing feedback, enhancing cohesion, and mitigating conflict.
Originality/value
We provide insight into the development of team trust trajectories and offer a framework to help guide future longitudinal team trust research.