Representative Bureaucracy: The Theoretical Implications of Statistical Interaction

Abstract

This research extends our knowledge of the relationship between passive representative bureaucracy and active representative bureaucracy (Mosher 1968). We utilize data from the United States Equal Employment Opportu nity Commission (EEOC) to posit and test a theory of situational thresholds. Our theory is premised on the argument that Meier's (1993b) construct, criti cal mass, constitutes a particular example of a more general concept, situ ational threshold (Campbell 1963). We present evidence that three situational thresholds exist in the EEOC bureaucratic environment which determine the nature of the relationship between passive representativeness and active rep resentation : when a critical mass is reached; when a group constitutes a plu rality ; and when a group constitutes a majority In toto, these three situational thresholds delineate four distinct social environments in which active repre sentation transpires. Our findings strongly suggest that the relationship be tween passive representation and active representation is fundamentally different for each type of bureaucratic environment.

Race, Gender, and Government Contracting: Different Explanations or New Prospects for Theory?

“…In other words, is representation of these groups at the senior level the driving force behind decisions, or does the composition across all levels of the agency matter as much or more? Eff ects resulting from the broader composition could point to a critical mass eff ect (Hindera and Young 1998;Meier 1993). A second model (SUR model 2) addresses these questions.…”

Representative bureaucracy: does female police leadership affect gender-based violence arrests?

“…Representative bureaucracy research has demonstrated a link between passive and active representation and the factors which affect the translation of passive into active representation (see for example, Bradbury and Kellough, 2007;Hindera, 1993;Hindera and Young, 1998;Keiser et al, 2002;Meier, 1993;Meier and Stewart, 1992;Meier et al, 1990;Meier et al, 1999;Selden, 1997;Selden et al, 1998;Sowa and Selden, 2003;Thielemann and Stewart, 1996). Much of the research demonstrated that: (1) attitudes and values as opposed to the adoption of organizational norms through socialization; (2) opportunities for bureaucratic discretion; and (3) value congruence of minority bureaucrats with clients, as opposed to organizational congruence, are important factors in the translation of passive to active representation.…”

Exploring the Antecedents of the Gender Pay Gap in U.S. Higher Education

“…For example, Meier () finds that Latino principal representation is positively associated with educational benefits and equity among Latino students only when Latino principals constitute a plurality in their school districts. Likewise, Hindera and Young () show that a critical mass of black bureaucrats within Equal Employment Opportunity Commission offices is positively associated with advocacy for black citizens among black and white bureaucrats alike, increasing organizational awareness of hardships that black citizens experience.…”