Date of Graduation
Spring 2026
Document Type
Dissertation
Degree Name
Doctor of Public Administration (DPA)
Department
Public Policy and Administration
Committee Chairperson
Kristen B. Crossney, Ph.D.
Committee Member
Michelle Wade, Ph.D.
Committee Member
Kelly L. Fisher, Ph.D.
Abstract
Small municipalities operate in resource-constrained environments that shape how human resource management (HRM) is organized and experienced. This study examines whether HR representation models (in-house, delegated, outsourced, and hybrid) differ in association with employee job satisfaction and manager-reported turnover trends (RQ1), and whether delegating HR responsibilities to non-HR managers is associated with outcomes differently than other models (RQ2). Grounded in Strategic Human Capital Management, the Resource-Based View, and contingency theory, the study assesses whether HR information system (HRIS) capability is associated with turnover trends or employee satisfaction (RQ3) and whether Strategic Human Capital Management (SHCM) alignment is associated with manager-reported turnover trends and prioritization of employee satisfaction (RQ4). HR training investments are described as a contextual indicator of HR capacity rather than a primary predictor in inferential analyses. Using a cross-sectional survey design, data were collected from 101 municipal managers and 67 municipal employees. Results indicate that HR model type is not associated with differences in employee job satisfaction or manager-reported turnover trends. Delegation is associated with higher employee job satisfaction. HRIS capability shows no significant association with manager-reported outcomes, while employee HRIS experience is positively associated with communication quality and negatively associated with job satisfaction, perceptions of being valued, and departmental morale. SHCM alignment is significantly associated with manager-reported turnover trends and prioritization of employee satisfaction. Findings suggest employee outcomes in small local governments are less strongly associated with formal HR structures and more closely related to supervisory practices, implementation capacity, employee interactions with HR systems, and strategic alignment.
Final Version Confirmation
1
Recommended Citation
Crouser, John W., "Human Resources Representation Models and Municipal Employee Outcomes: A Quantitative Study of Small Pennsylvania Municipalities" (2026). West Chester University Graduate Theses, Dissertations, and Final Projects. 21.
https://digitalcommons.wcupa.edu/all_capstones/21