KATHERINE NAFF - Academia.edu (original) (raw)

Papers by KATHERINE NAFF

Public Personnel Management, 1998

Research conducted during the late 1970s and 1980s suggested that one reason greater progress was... more Research conducted during the late 1970s and 1980s suggested that one reason greater progress was not being made in achieving a fully representative federal bureaucracy was that federal supervisors, who make hiring and promotion decisions on a day-to-day basis, did not support increasing workforce diversity. This paper updates and expands those findings by examining supervisors' responses to a recent governmentwide survey. It then examines the extent to which such attitudes have an impact on supervisors' efforts to hire Hispanics when they are aware that Hispanics are under-represented in their own work unit. Survey responses suggest that there is not widespread support for the concept of representative bureaucracy and that such attitudes may have an impact on their recruitment efforts. What is of more consequence in their recruitment activity, however, is their own race/national origin.

Review of Public Personnel Administration, 1999

Considerable research has asked whether public sector employees have different values and respond... more Considerable research has asked whether public sector employees have different values and respond to different incen tives than private sector employees Recently, Jim Perry developed a scale designed to measure this construct, which he calls "public service motivation " We examine the relationship between public service motivation and federal employ ees' attitudes and behavior by examining responses of nearly 10, 000 federal employees to a recent survey Even though the survey only contained a subset of Perry's scale, we found significant relationships between public service motivation and federal employees' job satisfaction, performance, intention to remain with the government, and support for the government's reinvention efforts

Review of Public Personnel Administration, 2010

Public Administration Review, 2000

Policy makers have long recognized the importance of achieving a representative federal bureaucra... more Policy makers have long recognized the importance of achieving a representative federal bureaucracy, but the four most recent presidents have expressed divergent views about policies designed to achieve this goal. Meanwhile, there have been widespread perceptions among federal employees that the administrations' ideologies have had a direct impact on the opportunities of minorities, women, and white men for advancement. Using government-wide data from 1979 to 1996, this article examines whether such employment opportunities have varied in the manner suggested by these perceptions. We find little evidence of a correlation between the president's views on affirmative action and minority and female representation in the overall federal workforce. Moreover, the curtailment of promotion opportunities during the Reagan and Clinton administrations has affected all groups nearly equally. Potential presidential influence has been more notable in the representation of women and minorities in politically appointed and career senior executive jobs. We conclude that equal employment opportunity and affirmative action policies have remained basically intact during the 18-year period, but that recent court decisions, along with efforts to reduce the size of government, may slow progress toward achieving a representative bureaucracy.

Public Administration Review, 1994

What barriers lie between women and equitable consideration for their promotion within the federa... more What barriers lie between women and equitable consideration for their promotion within the federal government? Katherine C. Naff contends that although discrimination against women has been illegal in thefederalgovernment since 1964, women are still severely underrepresented in ...

of teaching are human resource manage-ment, public law, diversity in public admin-istration, publ... more of teaching are human resource manage-ment, public law, diversity in public admin-istration, public management and research methods. Her research specialties include equal employment opportunity and affi rma-tive action in the United States and South Africa. Previously, she served as a senior

Personnel Management in Government, 2019

Personnel Management in Government, 2017

This study was conducted by the U.S. Merit Systems Protection Board to find out whether women in ... more This study was conducted by the U.S. Merit Systems Protection Board to find out whether women in Federal Government service face subtle barriers to career advancement, also known as the "glass ceiling." The Board found that women do confront inequitable barriers to advancement in their Federal careers. These barriers take the form of subtle assumptions, attitudes, and stereotypes that affect how managers may view women's potential for advancement and, in some cases, their effectiveness on the job. Furthermore, the Board found that women face obstacles to advancement not only at the GS/GM 13 level and above but also at lower levels in the pipeline. In addition, it appears that minority women face a double disadvantage because of their gender and their race or national origin.

SSRN Electronic Journal, 2010

Page 1. Electronic copy available at: http://ssrn.com/abstract=1653990 1 The Gender Equity Dilemm... more Page 1. Electronic copy available at: http://ssrn.com/abstract=1653990 1 The Gender Equity Dilemma The decade ahead for female representation in the South African public service Katherine C. Naff, PhD Public Administration ...

Encyclopedia of Public Administration and Public Policy, Second Edition (Print Version), 2007

Review of Policy Research, 2004

Finding the best means for ensuring equal opportunities for women and minorities has long been co... more Finding the best means for ensuring equal opportunities for women and minorities has long been controversial and initial efforts to do so were addressed by executive orders, and later the historic Civil Rights Act of 1964. However, this paper argues, since its initial Bakke decision in 1978, it is the Supreme Court that has set policy in this area. In the twenty-five years between that decision and the recent Gratz and Grutter decisions, the court has shifted in its stance, in many cases declaring unconstitutional what it once sanctioned. That shift has not resulted from changes in laws or new amendments to the Constitution, nor can it be seen as reflecting public opinion, as that is not clear-cut. Rather, affirmative action policy has reflected the ideological stances of the justices sitting at the time a decision was rendered. The paper concludes with an assessment as to what this means for a democracy. The candid citizen must confess that if the policy of the Government upon vital questions affecting the whole people is to be irrevocably fixed by decisions of the Supreme Court. .. the people will have ceased to be their own rulers, having to that extent practically resigned their Government into the hands of that eminent tribunal. Abraham Lincoln, First Inaugural Address In June of 2003, the Supreme Court handed down two landmark decisions defining the acceptable parameters of the use of affirmative action in university admissions decisions (Grutter v. Bollinger and Gratz v. Bollinger). The importance of these cases was reflected in many ways, from the dozens of organizations and individuals who hoped to influence the outcome through amicus briefs to the extensive news coverage the cases received. Commentators were quick to express their support or opposition to the verdict, but what was left unquestioned was whether it should be the Supreme Court, the unelected branch of government, who sets policy in this area. The purpose of this paper is to examine the court's policymaking role through the lens of affirmative action. The extent to which the Supreme Court should and does engage in policymaking has long been controversial. The justices do not do so directly, of course, but rather through the power of judicial review; that is, in declaring policies to be in violation of law or the Constitution. It is clear from Federalist 78 that Alexander Hamilton (1961) saw this power as necessary to protect "the minority party in the community" from "serious oppression" that may occur if the majority has a mind to enact legislation counter to the will of the people as represented in the Constitution. From another point of view, this creates what Alexander Bickel (1962) called the "countermajoritarian difficulty." He wrote: "when the Supreme Court declares unconstitutional a legislative act or the action of an elected executive, it thwarts the will of representatives of the actual people of the here and now; it exercises control, not in behalf of the prevailing majority, but against it" (Bickel, 1962, pp. 16-17).

Public Productivity & Management Review, 1997

Public Administration Review, 2011

Public Personnel Management, 1998

Research conducted during the late 1970s and 1980s suggested that one reason greater progress was... more Research conducted during the late 1970s and 1980s suggested that one reason greater progress was not being made in achieving a fully representative federal bureaucracy was that federal supervisors, who make hiring and promotion decisions on a day-to-day basis, did not support increasing workforce diversity. This paper updates and expands those findings by examining supervisors' responses to a recent governmentwide survey. It then examines the extent to which such attitudes have an impact on supervisors' efforts to hire Hispanics when they are aware that Hispanics are under-represented in their own work unit. Survey responses suggest that there is not widespread support for the concept of representative bureaucracy and that such attitudes may have an impact on their recruitment efforts. What is of more consequence in their recruitment activity, however, is their own race/national origin.

Review of Public Personnel Administration, 1999

Considerable research has asked whether public sector employees have different values and respond... more Considerable research has asked whether public sector employees have different values and respond to different incen tives than private sector employees Recently, Jim Perry developed a scale designed to measure this construct, which he calls "public service motivation " We examine the relationship between public service motivation and federal employ ees' attitudes and behavior by examining responses of nearly 10, 000 federal employees to a recent survey Even though the survey only contained a subset of Perry's scale, we found significant relationships between public service motivation and federal employees' job satisfaction, performance, intention to remain with the government, and support for the government's reinvention efforts

Review of Public Personnel Administration, 2010

Public Administration Review, 2000

Policy makers have long recognized the importance of achieving a representative federal bureaucra... more Policy makers have long recognized the importance of achieving a representative federal bureaucracy, but the four most recent presidents have expressed divergent views about policies designed to achieve this goal. Meanwhile, there have been widespread perceptions among federal employees that the administrations' ideologies have had a direct impact on the opportunities of minorities, women, and white men for advancement. Using government-wide data from 1979 to 1996, this article examines whether such employment opportunities have varied in the manner suggested by these perceptions. We find little evidence of a correlation between the president's views on affirmative action and minority and female representation in the overall federal workforce. Moreover, the curtailment of promotion opportunities during the Reagan and Clinton administrations has affected all groups nearly equally. Potential presidential influence has been more notable in the representation of women and minorities in politically appointed and career senior executive jobs. We conclude that equal employment opportunity and affirmative action policies have remained basically intact during the 18-year period, but that recent court decisions, along with efforts to reduce the size of government, may slow progress toward achieving a representative bureaucracy.

Public Administration Review, 1994

What barriers lie between women and equitable consideration for their promotion within the federa... more What barriers lie between women and equitable consideration for their promotion within the federal government? Katherine C. Naff contends that although discrimination against women has been illegal in thefederalgovernment since 1964, women are still severely underrepresented in ...

of teaching are human resource manage-ment, public law, diversity in public admin-istration, publ... more of teaching are human resource manage-ment, public law, diversity in public admin-istration, public management and research methods. Her research specialties include equal employment opportunity and affi rma-tive action in the United States and South Africa. Previously, she served as a senior

Personnel Management in Government, 2019

Personnel Management in Government, 2017

This study was conducted by the U.S. Merit Systems Protection Board to find out whether women in ... more This study was conducted by the U.S. Merit Systems Protection Board to find out whether women in Federal Government service face subtle barriers to career advancement, also known as the "glass ceiling." The Board found that women do confront inequitable barriers to advancement in their Federal careers. These barriers take the form of subtle assumptions, attitudes, and stereotypes that affect how managers may view women's potential for advancement and, in some cases, their effectiveness on the job. Furthermore, the Board found that women face obstacles to advancement not only at the GS/GM 13 level and above but also at lower levels in the pipeline. In addition, it appears that minority women face a double disadvantage because of their gender and their race or national origin.

SSRN Electronic Journal, 2010

Page 1. Electronic copy available at: http://ssrn.com/abstract=1653990 1 The Gender Equity Dilemm... more Page 1. Electronic copy available at: http://ssrn.com/abstract=1653990 1 The Gender Equity Dilemma The decade ahead for female representation in the South African public service Katherine C. Naff, PhD Public Administration ...

Encyclopedia of Public Administration and Public Policy, Second Edition (Print Version), 2007

Review of Policy Research, 2004

Finding the best means for ensuring equal opportunities for women and minorities has long been co... more Finding the best means for ensuring equal opportunities for women and minorities has long been controversial and initial efforts to do so were addressed by executive orders, and later the historic Civil Rights Act of 1964. However, this paper argues, since its initial Bakke decision in 1978, it is the Supreme Court that has set policy in this area. In the twenty-five years between that decision and the recent Gratz and Grutter decisions, the court has shifted in its stance, in many cases declaring unconstitutional what it once sanctioned. That shift has not resulted from changes in laws or new amendments to the Constitution, nor can it be seen as reflecting public opinion, as that is not clear-cut. Rather, affirmative action policy has reflected the ideological stances of the justices sitting at the time a decision was rendered. The paper concludes with an assessment as to what this means for a democracy. The candid citizen must confess that if the policy of the Government upon vital questions affecting the whole people is to be irrevocably fixed by decisions of the Supreme Court. .. the people will have ceased to be their own rulers, having to that extent practically resigned their Government into the hands of that eminent tribunal. Abraham Lincoln, First Inaugural Address In June of 2003, the Supreme Court handed down two landmark decisions defining the acceptable parameters of the use of affirmative action in university admissions decisions (Grutter v. Bollinger and Gratz v. Bollinger). The importance of these cases was reflected in many ways, from the dozens of organizations and individuals who hoped to influence the outcome through amicus briefs to the extensive news coverage the cases received. Commentators were quick to express their support or opposition to the verdict, but what was left unquestioned was whether it should be the Supreme Court, the unelected branch of government, who sets policy in this area. The purpose of this paper is to examine the court's policymaking role through the lens of affirmative action. The extent to which the Supreme Court should and does engage in policymaking has long been controversial. The justices do not do so directly, of course, but rather through the power of judicial review; that is, in declaring policies to be in violation of law or the Constitution. It is clear from Federalist 78 that Alexander Hamilton (1961) saw this power as necessary to protect "the minority party in the community" from "serious oppression" that may occur if the majority has a mind to enact legislation counter to the will of the people as represented in the Constitution. From another point of view, this creates what Alexander Bickel (1962) called the "countermajoritarian difficulty." He wrote: "when the Supreme Court declares unconstitutional a legislative act or the action of an elected executive, it thwarts the will of representatives of the actual people of the here and now; it exercises control, not in behalf of the prevailing majority, but against it" (Bickel, 1962, pp. 16-17).

Public Productivity & Management Review, 1997

Public Administration Review, 2011