Gregory B. Lewis

Georgia State University
Andrew Young School of Policy Studies

P.O. Box 3992
Atlanta, GA
30302-3992 |  Visit Personal Website

Search Google Scholar
Search for Google Scholar Profile

My research focus is shifting from public opinion on lesbian and gay rights back to public and nonprofit sector employees, with special interest in diversity, pay, and retirement. Using data from federal personnel records, surveys of federal employees, the U.S. Census, and the American Community Survey I will continue to examine the impact of race, gender, veterans' preference, and sexual orientation on employment outcomes. I am examining the changing composition of government work forces, as well as public-private pay differences and racial and gender pay disparities in the public sector. A recent interest is retirement patterns and the factors that influence intentions to retire. Using data from a large number of surveys, I am still looking at the impact of generational replacement on support for same-sex marriage.

Oh, Seong Soo and Gregory B. Lewis. Forthcoming 2013. “Performance Ratings and Career Advancement in the U.S. Federal Civil Service.” Public Management Review 15 (5):740-61.
Abstract: A strong link between performance and rewards in the U.S. federal civil service could raise top performers to positions of power and responsibility and motivate employees to greater productivity. Federal employees, the general population, and scholars all express doubts about the strength of that link, however, though few have estimated it empirically. Using random-effects panel data models on a one percent sample of federal personnel records for 1988-2003, we examine whether performance ratings meaningfully influence promotion probabilities and annual salary increases. With an average annual promotion rate of 17.8 percent over this period, we estimate that employees with “outstanding” and “less than fully successful” ratings were one-fourth more likely and one-fifth less likely, respectively, to receive promotions than those with “fully successful” ratings. Average salary impacts were smaller but still significant. Patterns held up across agencies and stages of the federal careers. Performance ratings continued to affect career advancement one or two years later. We speculate on whether these links are strong enough to motivate performance and advance the most qualified federal employees.
Lewis, Gregory B., and Eddy S. Ng. Forthcoming 2013. “Sexual Orientation, Work Values, Pay, and Preference for Public and Nonprofit Employment: Evidence from Canadian Postsecondary Students.” Canadian Journal of Public Administration.
Abstract: Evidence shows that gay men hold fewer government jobs in the US than their share of the population would predict. Two large surveys of Canadian university and college students, however, indicate no lack of interest in public sector jobs among gay, lesbian, transgender and queer people (GLBTQs). This article explores data on the differing perceptions, motivations, and expectations of GLBTQ students of public and nonprofit employment. We find that (1) GLBTQs are more likely than heterosexuals to prefer public and nonprofit sector employment; (2) GLBTQ career goals and work values predict stronger desire for public and nonprofit sector jobs than heterosexuals; and (3) GLBTQs expect to pay a smaller penalty for working in the public and nonprofit sectors.
Lewis, Gregory B. 2013. “The Impact of Veterans’ Preference on the Composition and Quality of the Federal Civil Service,” Journal of Public Administration Research and Theory 23 (2):247-66.
Abstract: U.S. governments have long explicitly preferred military veterans in hiring, as a way of honoring them for their service and sacrifices. I examine the effect of this preference on the diversity and quality of the public service. Census data for 1990, 2000, and 2006-9 show that veterans are at least three times as likely to hold federal jobs as, but only 10% more likely to hold state and federal government jobs than, comparable individuals without military service. Preferential treatment of veterans has dramatically increased the percentage of federal employees who are men and has probably decreased the percentages who are Asians, gay men, and immigrants, but effects on the composition of state and local governments is small. Federal personnel data for the past decade show that veteran new hires are older and less educated than nonveteran new hires, and that they do not advance as far in the first fifteen years of their careers as nonveterans hired into the same grades at the same time, suggesting that veterans’ preference may be lowering the performance of the federal service.
Lews, Gregory B., and David W. Pitts. 2011. "Representation of Lesbians and Gay Men in Federal, State, and Local Bureaucracies." Journal of Public Administration Research and Theory 21 (1):159-80.
Abstract: Using a 5 percent sample of the 2000 Census, we present the first estimates of the percentages of federal, state, and government employees who are lesbian, gay, or bisexual (LGB). For each state, we estimate that percentage not only for its total state and local government work force, but also for three occupations where active representation of LGB interests may be most important: managers, teachers, and police. We then try to explain variation in LGB representation. Using states as units of analysis, we examine the effects of the LGB share of the labor force, gay rights laws, executive orders, and supportive public opinion on LGB representation. Using individual-level data, we examine whether differences in education, work experience, gender, race/ethnicity, and occupation explain differences between partnered LGBs and heterosexuals in probabilities of working for government.
Lewis, Gregory B., Marc A. Rogers, and Kenneth Sherrill. Forthcoming 2011. "Gay, Lesbian, and Bisexual Voters in the 2000 US Presidential Election." Politics & Policy.
Abstract: Lesbians, gay men, and bisexuals (LGBs) in the United States are strikingly more likely to vote for Democratic presidential candidates than are heterosexuals. LGBs are one of the Democratic Party?s most loyal voting blocs, despite the absence of one of the most important mechanisms for creating party identification: inter-generational transmission. We use the 2000 Presidential election to examine whether LGB voters overwhelmingly chose Al Gore because they viewed him as superior to George W. Bush on LGB-related policy issues or because of their greater overall liberalism and Democratic Party identification. We also examine the impact of socialization within the LGB community for generating political liberalism, Democratic Party identification, and interest in LGB policies. Using logit analysis on a 2000 Harris Interactive poll of 13,000 Americans, including 1,000 LGBs, we find that concern for LGB rights, policy liberalism, and party identification all played a role in the LGB vote. Analysis of the LGB sub-sample supports a model of political socialization within the LGB community leading to stronger interest in LGB rights, liberalism, Democratic party identification, and support for Gore.

Substantive Focus:
Governance SECONDARY
Social Policy PRIMARY

Theoretical Focus:
Public Opinion PRIMARY