Trust, Stereotypig, And Negative Events In Public Administration - Info and Reading Options

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Public administration scholars have been studying how citizens perceive public employees for decades, although at first it was not bound to stereotyping explicitly. Classic pieces argue that public employees are lazy, incompetent, inefficient, evil, corrupt, and driven by job security (Goodsell, 2004; Hubbel, 1991; Wilson 1989). A recent surge in public sector stereotyping studies shows that several of these negative stereotypes are persistent to this day (Bertram et al., 2022; de Boer, 2020; Willems, 2020). Thus, several stereotypes formed decades ago persist in an ever-changing society, while the symbol of the public employee is malleable (Hubbel, 1991). It is important to understand how negative stereotyping forms and persists, as it is not without its consequences on public employees’ performance and image, recruitment of quality of public sector workers, and policy implementation (Chen & Bozeman, 2014). As the field of public sector stereotyping is growing, there are still several gaps in the literature that this study will tackle. Firstly, little is known about the mechanisms of stereotyping of public employees (notable exception, Doring & Willems, 2021). Studies about public employee stereotyping typically examine what stereotypes do exist. We aim to tackle this gap by examining the relationship between trust, negative events in a profession, and stereotyping. Understanding if trust and negative events play a role in stereotyping will shed light on the mechanisms involved in the persistence of negative stereotypes. Second, another substantial gap in the literature is that it approaches the topic of public sector worker stereotyping as one public – the general population (notable exception, Bertram et al., 2022). However, there is not one public. The general population is composed of a multitude of subgroups, where we cannot assume that stereotypes representative of the general population apply to subgroups in society in the same manner. Thus, examining how subgroups differ in trust and in turn in stereotyping can also shed light on the mechanisms involved. We aim to conduct a cross-sectional, between-subject, survey experiment in Canada to answer our three research questions: (a) To what degree stereotyping of public employees is a manifestation of trust towards a function of government, either a nurturing function or a repressive function, (b) does stereotyping differ among college-educated urbanites and non-college educated rural dwellers? , and (c) how pronounced are rare negative events in a profession forming into stereotypes?

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