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A factor that has proved important in acceptance of organizational change is the level of organizational and managerial trust More than 10 years since its passage, civil service reform in Georgia continues to stimulate debate regarding employment at will (EAW) relationships in the public sector. Beginning July 1996, new hires in the Georgia state workforce were designated unclassified, thus serving at the will of public managers. Indeed, the acceptance of EAW in the public workforce may depend upon employee trust in organizational leaders and their ability to act responsibly in personnel matters. Given that managerial flexibility in human resource (HR) practices is a cornerstone of these reforms, confidence in managers and their discretion over HR is critical to easing employee reservations toward EAW. Utilizing a 2006 survey assessing attitudes toward EAW among Georgia state HR professionals, the present analysis seeks to advance understanding of the impact of trust on the EAW relationship among HR professionals. Utilizing ordered logistic regression to explore this impact, we demonstrate that Georgia HR professionals are somewhat receptive to an EAW system but sour on its implementation as evidence of spoils-related activities and actions appear in the workforce. The study findings indicate that EAW systems may have a fundamental flaw in that they may undermine trusting workplace relationships necessary for effective public management. Adapted from the source document.

Because of the splintered nature of public human resource management in the United States, civil service experimentation at lower levels of government, particularly the states, may be influencing personnel policy at the federal and local levels. Four models of human resource management service delivery are utilized as an organizing point for discussion of six state and local cases. The article draws implications for the design and reform of civil service systems and suggests that strategic modernization of civil service systems may be more effective than radical reform.

"In this work, expert contributors provide an overview and analysis of public administration in select post-communist countries, including Russia, Georgia, Czech Republic, Romania, and Mongolia. Because these countries were largely closed off to the world, there has yet to be a comprehensive study on their administrative systems. The book includes coverage of public management and administration, political and economic reforms, civil society, human resource management, financial and budgetary management, accountability and corruption, as well as prospects for future development"--