1. Public Management Quantitative Analysis for HRM Friday, July 20, 2018
Hun Myoung Park, Ph.D.
Public Management & Policy Analysis Program Graduate School of International Relations

2. Histogram for Variables2 2 2

3. Summary Statistics Central tendency Dispersion Mean (average) Median
Mode
Dispersion
Variance
Standard deviation
1st Quantile, 2nd Quantile (Median), 3rd Quantile 3 3 3

4. Histogram and Box Plot 1 4 4 4

5. Histogram and Box Plot 5 5 5

6. 6

8. Public versus Private 1 Park and Perry (2013)
Analyze General Social Survey data
Public employees in government and for-profit organizations are alike in many respects
Nonprofit organizations (e.g., welfare, health, education) are growing and have employees whose characteristics are different from government employees. 8

9. Public versus Private 2 9

10. Public versus Private 3 10

11. Public versus Private 4 11 11 11

12. Exit, Voice, Loyalty, Neglect 1
Based on Hirscheman (1970) and Farrell (1983)
Classify employees’ status into four groups and analyze its transition
Here Markov chain is employed for five statuses (i.e., loyalty, voice, neglect, exit, and lay off) even though some assumptions may be violated.

13. Markov Chain Diagram 1

14. Exit, Voice, Loyalty, Neglect 2
Loyalty is to stick with the firm before reacting to the problem
Voice is any attempt to change rather than to escape from an objectionable state
Neglect is to lax, disregardful, and inattentive behavior (e.g., absenteeism, lateness, low commitment)
Exit is to quit or leave the job (turnover)
Lay-off is kicked out of the organization