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Local government law enforcement services: Relationships between performance and cost in collective and non-collective bargaining workforces.

机译：地方政府执法服务：集体和非集体谈判劳动力的绩效与成本之间的关系。

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摘要

High performance organizations desire to provide services in an effective and efficient manner with positive outcomes; therefore measures of performance and cost can be utilized to gauge such success. Through comparative research and analysis of local governments that have and do not have collective bargaining for law enforcement, findings and results can determine if there is any correlation between employee workforce classification (in collective or non-collective bargaining workplaces), high performance traits, costs and high performance return on costs (HPRC) for law enforcement. A HPRC composite measure was developed and utilized to compare and contrast all of the local governments to determine relationships between performance and costs. Based upon the research, the following findings were discovered for the null hypothesis which compared two forms of collective bargaining---arbitration and mediation---separately to non-collective bargaining localities: 1) Correlation between workforce classification and high performance attributes---mediation (negative---perform at a lower performance level); 2) Correlation between workforce classification and law enforcement costs---arbitration (negative---costs are at a lower level); and 3) No correlation between workforce classification and HPRC. In the preceding three areas, only the model on high performance attributes had a high r square and low variance with adjusted r square; both indicators of a parsimonious model. While correlations arose, further research in this area is warranted in developing a more enhanced and publicly accepted comparable metric of performance, costs and HPRC for law enforcement. In addition, certain control variables illustrated a correlation with the dependent variables as follows: 1) Performance---High median household incomes, density, age, survey quality of life, and city; 2) Law Enforcement Costs per Capita---Non-right-to-work state and county; and 3) HPRC---Median household income and county. A rational choice theory was utilized as the lens of framework in assessing an employee's motivational behavior in a collective and non-collective bargaining work environment that could contribute to differentials in performance.
机译：高绩效组织希望以有效和高效的方式提供服务并取得积极成果；因此，可以使用性能和成本的衡量标准来衡量这种成功。通过对有和没有进行集体劳资谈判的地方政府的比较研究和分析，调查结果和结果可以确定员工劳动力分类（在集体劳资谈判或非集体劳资谈判的工作场所），高绩效特征，成本之间是否存在任何关联。以及用于执法的高性能成本回报（HPRC）。制定了一项HPRC综合衡量标准，并将其用于比较和对比所有地方政府，以确定绩效与成本之间的关系。在这项研究的基础上，发现了零假设的以下发现，该假设将两种形式的集体谈判-仲裁和调解-分别与非集体谈判的地点进行了比较：1）劳动力分类与绩效属性之间的相关性- -调解（负的-在较低的性能水平上执行）； 2）劳动力分类与执法成本---仲裁之间的相关性（负---成本处于较低水平）； 3）劳动力分类与HPRC之间没有相关性。在前面的三个区域中，只有关于高性能属性的模型具有较高的r平方，而经过调整的r平方具有较低的方差；简约模型的两个指标。尽管出现了相关性，但有必要在此领域进行进一步研究，以开发出更加增强并为公众所接受的可比较的绩效，成本和用于执法的HPRC指标。另外，某些控制变量说明了与因变量的相关性，如下所示：1）绩效-家庭收入中位数，密度，年龄，调查生活质量和城市较高。 （2）人均执法成本-州和县的无工作权； 3）HPRC-家庭收入中位数和县。在集体和非集体的议价工作环境中，理性选择理论被用作评估员工激励行为的框架，这可能会导致绩效差异。

著录项

  • 作者

    Casey, Joseph P.;

  • 作者单位

    Virginia Commonwealth University.;

  • 授予单位 Virginia Commonwealth University.;
  • 学科 Sociology Public and Social Welfare.;Sociology Criminology and Penology.
  • 学位 Ph.D.
  • 年度 2013
  • 页码 313 p.
  • 总页数 313
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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