Over the past decade, e-government has evolved from providing static content and services to integrating user generated content and social media technologies. This allows citizens to participate and provide regular feedback on policies and programs, both of which promote public value through e-democracy. However, few studies continue to track their performance on a worldwide scale. This article discusses the results of a global and comparative survey of e-government performance, based on an assessment of municipal government websites around the world. Along with a longitudinal assessment, the study identifes best practices, highlights key fndings, and provides guidance for future research


Over the past two decades, governments have used information and communication technologies (ICTs) to integrate their internal functions and improve their delivery of services. Scholars and practitioners have conceptualized these various ICT trends and referred to them collectively as e-government. As the number of citizens using the Internet and mobile technologies increases, the public sector is constantly innovating to keep pace with the changing technologies and citizens’ expectations. 


Global e-government innovations are at the forefront of municipal efforts to be better organized and more efficient in delivering services and improving outcomes for the public. Scholars have argued that such innovations are embedded in institutional and environmental factors, and municipal e-government growth evolves through stages as a result of the effects of these factors. However, existing studies rarely model the distinct success factors of the different stages. This article addresses that shortcoming with data from the largest cities in the world’s top 100 “most wired” countries from 2003 to 2016.


This study provides a systematic review of the development of Chinese public administration in English language journals. An analysis of articles in the top 25 English-language public administration journals worldwide from 1996 to 2016 confirmed increases in both the number and significance of studies of Chinese public administration. A systematic content analysis of abstracts of previous studies was performed and showed that social development and administrative reform were among the most important topics. With respect to the methodology of this study, qualitative methods were more frequently used than quantitative or mixed methods. 


Within the past two decades, globalization has led to increased literature on comparative public administration (CPA) research, and it has enhanced analyses of administrative systems in various societies. Our paper examines CPA education among Master of Public Administration and Master of Public Policy programs in the United States. The findings highlight select topics of interest from these courses, as well as emphasizing an immediate need for programs to internationalize their curricula, in order to prepare the next generation of public administrators and policy analysts.

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Using a mixed-method survey design, this research shows which factors are the most important to organizations hoping to build a performance system that can stand the test of time. Capacity, knowledge, and buy-in limitations pose serious threats to these reforms and it takes a concerted effort to cultivate not only support from employees and management to pursue performance management but the technical and conceptual capacity to design the right system for the organization.


There is considerable agreement that organizations can benefit from using performance appraisal. Nevertheless, some studies find that both supervisors and employees have negative reactions to the process. This article addresses this contradiction by emphasizing the importance of cognitive aspects of performance appraisal. Given the importance of employee acceptance of a performance measurement system, this article attempts to identify key factors which can heighten employee acceptance of performance appraisal using data from the 2005 Merit Principles Survey. The findings indicate that the developmental use of performance appraisal, employee participation in performance standard setting, the quality of the relationship they have with their supervisors, and employee perceived empowerment are positively associated with employee acceptance of performance appraisal.