COVID-19 has created long-lasting yet unprecedented challenges worldwide. In addition to scientific efforts, political efforts and public administration are also crucial to contain the disease. Therefore, understanding how multi-level governance systems respond to this public health crisis is vital to combat COVID-19. This study focuses on China and applies social network analysis to illustrate interactive governance between and within levels and functions of government, confirming and extending the existing Type I and Type II definition of multi-level governance theory. We characterize four interaction patterns-vertical, inter-functional, intra-functional, and hybrid-with the dominant pattern differing across governmental functions and evolving as the pandemic progressed. Empirical results reveal that financial departments of different levels of government interact through the vertical pattern. At the same time, intra-functional interaction also exists in provincial financial departments. The supervision departments typically adopt the inter-functional pattern at all levels. At the cross-level and cross-function aspects, the hybrid interaction pattern prevails in the medical function and plays a fair part in the security, welfare, and economic function. This study is one of the first to summarize the interaction patterns in a multi-level setting, providing practical implications for which pattern should be applied to which governmental levels/functions under what pandemic condition.

This study extends the representative bureaucracy literature by theorizing and empirically testing how staff sharing lived experience with service users can serve as user representatives in service provision processes (i.e., the peer coproduction mechanism). Using survey data from a representative sample of substance use disorder treatment clinics in the United States, we explore factors associated with descriptive representation (the presence of staff with firsthand experience of a substance use disorder in both frontline treatment and senior positions) and directors' perceptions of recovering staff's potential to serve as user representatives in individual care and organizational decision-making processes. Recovering staff accounted for a third of the field's workforce, but the majority of the clinics did not employ them in senior staff positions. Regression results suggest that organizational leaders' recognition of recovering staff's unique representation capacities may facilitate greater descriptive representation and grant meaningful organizational decision-making authority to recovering staff. Multiple research and practice implications are discussed.

Since the creation of Volunteers in Service to America (VISTA) in 1964 and AmeriCorps in 1993, a stated goal of national service programs has been to strengthen the overall health of communities across the United States. But whether national service programs have such community effects remains an open question. Using longitudinal cross-lagged panel and change-score models from 2005 to 2013, this study explores whether communities with national service programs exhibit greater subjective well-being. We use novel measures of subjective well-being derived from tweeted expressions of emotions, engagement, and relationships in 1,347 U.S. counties. Results show that national service programs improve subjective well-being primarily by mitigating threats to well-being and communities that exhibit more engagement are better able to attract national service programs. Although limited in size, these persistent effects are robust to multiple threats to inference and provide important new evidence on how national service improves communities in the United States.

Employees with a desire to help others provide benefits to their organization, clients, and fellow workers, but what do they get in return? We argue that the prosocial desire to help others is a basic human goal that matters to an individual's happiness. We employ both longitudinal and cross-sectional data to demonstrate that work-related prosocial motivation is associated with higher subjective well-being, both in terms of current happiness and life satisfaction later in life. Cross-sectional data also suggest that perceived social impact (the belief that one's job is making a difference) is even more important for happiness than the prosocial desire to help. The results show that the relationship between prosocial motivation and happiness is not limited to government employees, suggesting that in this aspect of altruistic behavior, public and private employees are not so different.