Currently, there is intense debate about what determines the difference between a policy failure and a policy success. In this article we assume that top-down policy design is a poor manner of decision-making and that without the involvement of employees (public professionals) who identify with new policies, policy failure is likely. Therefore, we concentrate our attention on public professionals (and their opinions, perceptions, and feelings) applying the concept of policy alienation developed by Lars Tummers. In particular, this paper deals with the consequences of reform in the labor offices of the Czech Republic for the employees of these institutions. This reform was a top-down policy designed without communication or discussion with stakeholders. The reform led to a number of problems, some of which originated in the policy-making process, and others of which arose in the implementation of the reforms. In this article, we explore the hypothesis that employees who were not consulted or involved in the design and implementation of the reforms suffered from feelings of policy alienation. Our research is based on quantitative methods and we apply a reliable, validated policy alienation scale created by Lars Tummers. We also assume that there is a relationship between policy alienation and job satisfaction, and between policy alienation and commitment to the aims of the organization.

中文翻译：

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捷克共和国劳工局雇员之间的政策异化

当前，关于什么决定政策失败与政策成功之间的区别，存在着激烈的争论。在本文中，我们假设自上而下的政策设计是一种糟糕的决策方式，并且如果没有认同新政策的员工（公共专业人员）参与，政策失败的可能性就很大。因此，我们将注意力集中在采用Lars Tummers提出的政策异化概念的公共专业人员（以及他们的意见，看法和感受）上。特别是，本文探讨了捷克共和国劳动局改革对这些机构雇员的影响。这项改革是一项自上而下的政策，设计时没有与利益相关者进行交流或讨论。改革带来了许多问题，其中一些起源于决策过程，其他一些则是在实施改革中产生的。在本文中，我们探讨了一个假设，即未咨询或参与改革设计和实施的员工遭受了政策疏离感。我们的研究基于定量方法，我们采用了拉斯·图默斯（Lars Tummers）创建的可靠，经过验证的政策异化量表。我们还假设政策疏远与工作满意度之间，政策疏离与对组织目标的承诺之间存在关系。我们的研究基于定量方法，我们采用了拉斯·图默斯（Lars Tummers）创建的可靠，经过验证的政策异化量表。我们还假设政策疏远与工作满意度之间，政策疏离与对组织目标的承诺之间存在关系。我们的研究基于定量方法，我们采用了拉斯·图默斯（Lars Tummers）创建的可靠，经过验证的政策异化量表。我们还假设政策疏远与工作满意度之间，政策疏离与对组织目标的承诺之间存在关系。