civil service research articles

Civil Service Exams and Organizational Performance: Evidence from the Pendleton Act

Competitive exams are a standard method for selecting civil servants. Yet, there is limited evidence on their effectiveness. We digitize personnel and financial data to study the impacts of the 1883 Pendleton Act, which mandated exams for some employees in the largest US customs-collection districts. Although the act improved targeted employees’ professional background and reduced turnover, it did not increase cost-effectiveness in customs revenue collection. Moreover, it incentivized hiring in exam-exempted positions, distorting districts’ hierarchical structures. These results illustrate how, by triggering countervailing organizational responses, policies that succeed at improving specific organizational aspects might nevertheless fail to improve overall performance.

We thank Luiza Aires, Lisa Pacheco and Mario Remígio for outstanding research assistance, and Enrique Pérez for help with data collection. We have benefited from the comments of Oriana Bandiera, Brian Beach, Assaf Bernstein, Sandra Black, Nicolás Caramp, Katherine Eriksson, James Feigenbaum, Fred Finan, Robert Gibbons, Michela Giorcelli, Walker Hanlon, Daniel Honig, Rick Hornbeck, Chris Meissner, Andrea Pozas-Loyo, Sarah Quincy, Arman Rezaee, Monica Singhal, Michael Ting, Martin Williams, Chenzi Xu and Noam Yutchmann, as well by seminar participants at Corporación Andina de Fomento, CEPR STEG Workshop, Cornell University, University of California - Riverside, NEUDC, NBER Organizational Economics Fall 2020 Conference, Columbia University, University of Chicago Harris School of Public Policy, NYU, and Stanford CASBS. We also benefited from funding from the UC Davis Small Grant in Aid of Research, the Michael Dearing Fellowship in support of Economic History Research, and the Hellman Fellowship program. The views expressed herein are those of the authors and do not necessarily reflect the views of the National Bureau of Economic Research.

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• April 8, 2021

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Diana Moreira & Santiago Pérez, 2024. " Civil Service Exams and Organizational Performance: Evidence from the Pendleton Act, " American Economic Journal: Applied Economics, vol 16(3), pages 250-291.

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Research flags civil servants’ hybrid-working and training concerns

By Jim Dunton

06 Nov 2023

New research on civil servants’ attitudes to their work has found that while a majority appreciate the increased opportunities for flexible working that have arisen since the onset of the pandemic, half also report clear downsides.

Interviews with 40 civil servants from 18 different departments found that 80% were happy with the move to hybrid working, with part of the week spent at home and the remainder at office locations.

They cited benefits including reduced commuting time and greater flexibility. However 50% of respondents said they also faced “challenges” including longer working hours, back-to-back virtual meetings and “difficult, blurred boundaries between work and home lives”.

The research, by University of Bath School of Management and transformation consultancy Moorhouse, also found many respondents identified “a sense of diminishing creativity on projects” because of reduced opportunities to explore ideas and innovation in person with colleagues.

More than 25% of interviewees – some of whom were senior civil servants – said “geographically dispersed” teams were struggling to adapt to the hybrid-working requirement of two-days-a-week in the office.

Many were said to have remarked that going into the office could “seem like a redundant effort to sit by oneself in back-to-back virtual meetings”.

Hybrid working was also blamed for a tendency for more junior team members to find it more difficult to master softer, interpersonal working skills.

Elsewhere, the research found evidence that consistent resource pressures since the pandemic had fostered a “no time to do training” culture.

“Many of our research participants noted that they had not been on any professional training for over four years, with the post-pandemic workload pressures increasing to the point that people do not feel they can take off the time required to participate in skills development courses,” the research partners said.

“This is in addition to uncertainty created through temporary contracts or fixed-term promotions, meaning that teams are losing skills and knowledge as people move out.”

Read the most recent articles written by Jim Dunton - MHCLG urged to rethink four-day-week opposition

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What is Public Service?

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Public service is a broad term that encompasses a wide range of public issues. At its core, public service work is about supporting communities, serving others, and protecting the rights and interests of the public. The two main categories of employers in public service work are non-profit organizations (the voluntary sector) and government organizations (the public sector) of all types and sizes. Some examples include: 

• Research centers
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• Civil rights advocacy
• Environmental organizations
• Arts, history and cultural organizations
• Community development
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• International affairs agencies
• Labor law firms
• Schools of all levels

Some positions are unique to public service, while others have similar responsibilities to those in the private sector, just in a different setting. For example, most organizations, regardless of sector, need marketing, finance, management, public relations, education, and/or legal work.

Why Public Service?

A career in public service might be a good fit for you if you connect with either of these:

• Are you  passionate about a particular social issue or want to see a certain change  in the world? Look for organizations whose goals or mission match your interest. Nonprofits are frequently associated with issues, e.g., environmental advocacy. Governments, local through national level, also work for the public good and address many of the same issues.
• Care deeply about a variety of social issues, but mainly want to  apply a particular skill to make the world a better place ? You might prefer to narrow your search by skill or job title. For example, you can search for positions as a research assistant or community organizer, and see what organization inspires you to apply this skill.

Suggested Next Steps:

• Review the pages  in this section for information about specific types of public service careers. We have specialized knowledge about: Non-Profit, Government, Teaching, Corporate Social Responsibility, and Sustainability.
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No particular major is necessary for admission to a graduate degree program in public service or government.  Most schools seek to enroll students who demonstrate the potential to make positive mission-focused contributions and have a commitment to public service. They are looking for you to show you care about the cause or issue that is a focus in that program—equity, sustainability, justice, reliable research, child development, etc. This can be demonstrated through classes, co-curricular clubs, work, and/or volunteering, so don’t be afraid to apply.

Graduate programs in this area often represent a wide spectrum of age and experience, extending beyond the recent college graduate, to include mid-career professionals and those returning to the workplace. As you consider the various degree programs and career options that are possible for you in public service, remember to seek guidance from your support network. You may want to meet with a Career Advisor, your academic advisor, and/or faculty of related Cornell programs, such as the  Cornell Institute for Public Affairs  (CIPA).

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Many other graduate degrees can be valuable in the nonprofit and government sectors. The JD (law degree) or a Master of Business Administration (MBA), with a nonprofit management emphasis, are good examples.

Modeling Airline Choice Behavior Based on Observed and Latent Variables Using Structural Equation Modeling and Multinomial Logit-Factor Analysis Hybrid Approach

• Research Paper
• Published: 13 August 2024

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• Narges Hashemi 1 ,
• Babak Mirbaha   ORCID: orcid.org/0000-0003-1004-7673 1 ,
• Ali Abdi Kordani   ORCID: orcid.org/0000-0003-3175-2566 1 &
• Seyed Mohsen Hosseinian   ORCID: orcid.org/0000-0002-9335-4179 1  

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In an era of intense competition and declining profits, airlines are increasingly focused on understanding and meeting customer needs to enhance service quality and attract more passengers. Previous studies have often treated airline choice as a function of observed variables alone. This research fills the gap by incorporating latent psychological factors using a hybrid modeling approach, providing a more holistic view of the decision-making process. In this study, an attempt was made to examine the personal and travel characteristics of passengers and their impact on airline choice at Mehrabad International Airport, Iran. To identify the structures of latent variables, exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used, and they were then presented to a multinomial logit-factor analysis (MNL-FA) hybrid approach as observed variables for the choice model of airline and ticket price. The results of EFA indicated that the number of samples was sufficient for this analysis and FA was appropriate to identify the structure of the factor model. CFA results showed that compatible people paid more attention to airline tangibles and image in airline choice. Also, more extroverted people paid more attention to airline costs and image. Moreover, people with higher conscientiousness paid less attention to airline tangibles in airline choice and the costs associated with an airline were less influential in the choice by these people. Results also indicated that neurotic people were sensitive to airline tangibles, costs and flight planning when choosing an airline, and people who were more eager for new experiences paid more attention to tangibles, image and cost factors when choosing an airline, and were less sensitive to flight planning. MNL-FA hybrid model results showed that monthly family expenses above 250$, morning flight time, self-employment, travel with friends, number of vehicles in family ownership, housekeeper and three or more vehicles in family ownership were among the effective factors affecting the choice of the ticket price of an airline. Furthermore, the personality characteristics of compatibility and conscientiousness had positive effects on the choice of airline and ticket price, respectively.

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Narges Hashemi, Babak Mirbaha, Ali Abdi Kordani & Seyed Mohsen Hosseinian

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Narges Hashemi: Conceptualization, Methodology, Investigation, Data curation, Writing—original draft. Babak Mirbaha: Project administration, Supervision, Investigation, Writing—review and editing. Ali Abdi Kordani: Conceptualization, Methodology, Data curation. Seyed Mohsen Hosseinian: Investigation, Methodology, Writing—review and editing, Data curation, Resources.

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Hashemi, N., Mirbaha, B., Abdi Kordani, A. et al. Modeling Airline Choice Behavior Based on Observed and Latent Variables Using Structural Equation Modeling and Multinomial Logit-Factor Analysis Hybrid Approach. Iran J Sci Technol Trans Civ Eng (2024). https://doi.org/10.1007/s40996-024-01568-6

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Received : 30 October 2023

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Published : 13 August 2024

DOI : https://doi.org/10.1007/s40996-024-01568-6

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