Does Meritocracy Produce Desirable Outcomes for Public Organizations? Results of a Worldwide Expert Survey from 149 Nations

Abstract

This study examined whether meritocracy in the civil service (merit-based hiring and administrative impartiality) can produce desirable outcomes, specifically recruiting and retaining highly competent public employees. Using data from the 2015 Quality of Government Expert Survey II, which polled 886 public administration experts from 149 countries, this study found that, overall, merit-based practices in government can enhance the capacity of public employees to promote the efficiency of public services, strive to help citizens, obey the laws, actively implement public policy, and uphold integrity. However, testing the hypothesized model with sub-samples from seven geographic regions/groups (Africa, Asia, Latin America and the Caribbean, North America, Oceania, European Union (EU) countries, and non-EU countries) revealed varying relationships. Specifically, in North America and Oceania, meritocracy was not statistically associated with supplying bureaucrats who concern for efficiency. In North America, meritocracy was not statistically associated with supplying bureaucrats who strive to help citizens and obey the laws. Interestingly, the positive relationship between meritocracy and enlisting bureaucrats with an active willingness to implement policy laid down by politicians can only be found in EU countries. Finally, in North America and Oceania, meritocracy was not statistically associated with enhancing integrity in public administration.