Browsing by Author "Liang, Jiaqi"

Now showing 1 - 3 of 3
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    A Comparative Study on Gender Representation and Social Outcomes: The Effect of Political and Bureaucratic Representation
    (Wiley, 2021) Park, Sanghee; Liang, Jiaqi
    This study examines whether gender representation of government leadership in both legislative and executive branches improves social equity related to women’s social outcomes, and how this effect is moderated by the status of democracy. With a panel dataset on 135 OECD and non-OECD countries from 2005 to 2015, the analysis shows that in non-OECD countries, political gender representation has a significant, positive impact on female educational attainment and the overall gender equality, while bureaucratic gender representation is significant for educational attainment only. For OECD countries, political representation has a consistent effect on educational attainment, labor force participation, and the overall gender equality, but there is no evidence of bureaucratic representation. Democratization plays a more critical role in shaping the relationship between institutional representation and women’s social outcomes in non-OECD countries than their OECD counterparts, where gender equality is more attributable to broader social, economic, and cultural factors.
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    Merit, Diversity, and Performance: Does Diversity Management Moderate the Effect of Merit Principles on Governmental Performance?
    (Sage, 2020) Park, Sanghee; Liang, Jiaqi
    The compatibility of merit principles and diversity management is particularly intriguing in theory and practice. Although theoretical arguments for merit-based practices and diversity management are well established, the effect of their dynamics on governmental performance remains an empirical issue. This article examines the effect of merit principles, workforce diversity, and diversity management on government performance, and inquires about whether diversity management efforts moderate the effect of merit-based practices. Analyzing a combined data set on federal agencies, this study finds that merit-based practices and diversity management have independent positive impact on organizational performance, but there is no significant relationship between workforce diversity and performance. Furthermore, the effect of merit-based practices on organizational performance is moderated by gender diversity and diversity management. Specifically, if an agency has a more diverse workforce in terms of gender or more effective diversity management efforts, the positive effect of merit-based practices on organizational performance is strengthened.
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    Representative Bureaucracy, Distributional Equity, and Environmental Justice
    (Wiley, 2020) Liang, Jiaqi; Park, Sanghee; Zhao, Tianshu
    This article explores the role of bureaucratic representation and distributional equity in the implementation of environmental policy, which has been shaped by the politics of identity, administrative discretion, and a contested discourse on the redistribution of public resources. We examine whether minority bureaucratic representation fosters policy outputs for race-related disadvantaged communities, and whether the behavior of public administrators reflects distributional equity. Linking representative bureaucracy to environmental justice, this research contributes to the understanding of social equity in public administration and sheds light on the relationship between bureaucratic representation and democratic values. Analyzing a nationwide, block-group-level dataset, we find that a more racially representative workforce in the U.S. Environmental Protection Agency promotes the agency’s enforcement actions in communities that have large local-national disparity in minority population and severe policy problem. But the size of bureaucratic representation effect is larger for neighborhoods that are overburdened with race-related social vulnerability.