Ximena Pizarro-Bore
Ph.D. Student
- Jimmy and Rosalynn Carter School of Public Policy
Overview
Ximena Pizarro-Bore is a PhD student in the Joint Ph.D. in Public Policy, taught between Georgia Institute of Technology and Georgia State University. Her research interests lie in public management policies, civil service, leadership development, telework, and gender policies.
Ximena formerly worked as the Director of the Project and Studies Department at the Center for Public Systems -CSP (Chile). She led a team of five Project Engineers. Managed more than 44 projects and $1,844,000. Worked with 29 different organizations and agencies from the Chilean public sector. Personally involved in 15 projects. Previously, she worked at the Planning and Budget Division of the Ministry of Education, where she supported directly the Director of the Division working to solve challenges faced by one of the sub-units under her control: National Technology Coordination.
She has been granted the Graduate Student Excellence Award for Leadership and Service Award (Georgia Tech, 2022), Public Policy Graduate Teaching Assistant of the Year (Georgia Tech, 2021), and Becas Chile – Merit-based Graduate Studies Scholarship – to pursue her Master and Doctorate degree. Her services for the research community include peer reviewing for journals.
Ximena received her M.A. in Public Policy and Management, and her Civil Industrial Engineering degrees from Universidad de Chile.
- Master in Management and Public Policy - University of Chile
- Industrial Engineering - University of Chile
Distinctions:
- 2025 - Graduate Teaching Fellow AY24-25, Center for Teaching and Learning, GT
- 2024 - Outstanding Doctoral Student in Public Policy Award, Andrew Young School of Policy Studies, Georgia State University
- 2024 - CRDIC Poster Competition - Executive Vice President for Research winner, GT
- 2020-24 - Advanced Leadership Fellow - Leadership Coach, LEAD Office, GT
- 2022 - Graduate Student Excellence Award for Leadership and Service Award, GT
- 2021 and 2023 - Public Policy Graduate Teaching Assistant of the Year, GT
Publications
Recent Publications
Book - Editors
Journal Articles
- Who Gets Denied Telework in the U.S. Federal Service?
In: Review of Public Personnel Administration [Peer Reviewed]
Date: September 2024
Abstract
Discretionary rewards can motivate employees but increase social inequity. Before the COVID-19 pandemic, when supervisors had substantial discretion over whether and how frequently U.S. federal employees teleworked, those who did so several times a week liked most aspects of their jobs more than those who teleworked less, especially those who were denied telework. Though telework became a necessity rather than a reward during the pandemic, supervisor discretion is increasing during the return-to-the-office period, making unequal access to telework a potential site of social inequity. Using logit analysis on the Federal Employee Viewpoint Survey (FEVS) before and during the pandemic, we examine how race, sex, disability status, and sexual orientation affected who was denied telework and how job characteristics affected those decisions. Black, Latino, and younger employees and employees with disabilities were more likely to have telework requests turned down; differences by gender and sexual orientation barely existed.
- U.S. Federal Employees With Disabilities: How Perceptions of Diversity, Equity, Inclusion, and Accessibility Affect Differences in Job Satisfaction, Organizational Commitment, and Job Involvement
In: Public Personnel Management [Peer Reviewed]
Date: June 2024
Abstract
Using the 2022 Federal Employee Viewpoint Survey, this study examines whether perceptions of diversity, equity, inclusion, and accessibility (DEIA) help explain why federal employees with disabilities have lower levels of three predictors of work motivation: job satisfaction, organizational commitment, and job involvement. All aspects of DEIA have impacts, but accessibility matters most. People with disabilities have greater accessibility needs and are less satisfied with organizational responses; this difference explains much of why they have lower DEI perceptions. Lower DEIA perceptions account for nearly all the differences in job satisfaction, organizational commitment, and job involvement. Although the federal service has been more effective than other sectors in achieving representation of employees with disabilities, objective measures of disability representation have minimal impact on these outcome variables. Instead, improving accessibility appears to be the key tool to making full use of the talents of federal employees with disabilities, alongside more equitable development and advancement opportunities and the espousal and enactment of inclusive leadership practices.
- The impact of telework on the satisfaction of U.S. federal workers
In: Public Management Review [Peer Reviewed]
Date: April 2023
Abstract
Evidence has been somewhat mixed on how telework affects job satisfaction, career advancement, and relationships with supervisors. Larger samples and better measures of telework and control variables, however, suggest that frequent telework increased satisfaction with jobs, advancement opportunities, fair treatment, supervisors, and co-workers in both the 2012–2015 and the 2020 Federal Employee Viewpoint Surveys. A quasi-experimental analysis shows that switching to frequent telework during the pandemic decreased turnover intentions. Employees now understand the benefits of teleworking. Supervisors must learn to communicate and monitor performance online in this new reality or face increased resistance and turnover.
Reports
All Publications
Book - Editors
Journal Articles
- Who Gets Denied Telework in the U.S. Federal Service?
In: Review of Public Personnel Administration [Peer Reviewed]
Date: September 2024
Abstract
Discretionary rewards can motivate employees but increase social inequity. Before the COVID-19 pandemic, when supervisors had substantial discretion over whether and how frequently U.S. federal employees teleworked, those who did so several times a week liked most aspects of their jobs more than those who teleworked less, especially those who were denied telework. Though telework became a necessity rather than a reward during the pandemic, supervisor discretion is increasing during the return-to-the-office period, making unequal access to telework a potential site of social inequity. Using logit analysis on the Federal Employee Viewpoint Survey (FEVS) before and during the pandemic, we examine how race, sex, disability status, and sexual orientation affected who was denied telework and how job characteristics affected those decisions. Black, Latino, and younger employees and employees with disabilities were more likely to have telework requests turned down; differences by gender and sexual orientation barely existed.
- U.S. Federal Employees With Disabilities: How Perceptions of Diversity, Equity, Inclusion, and Accessibility Affect Differences in Job Satisfaction, Organizational Commitment, and Job Involvement
In: Public Personnel Management [Peer Reviewed]
Date: June 2024
Abstract
Using the 2022 Federal Employee Viewpoint Survey, this study examines whether perceptions of diversity, equity, inclusion, and accessibility (DEIA) help explain why federal employees with disabilities have lower levels of three predictors of work motivation: job satisfaction, organizational commitment, and job involvement. All aspects of DEIA have impacts, but accessibility matters most. People with disabilities have greater accessibility needs and are less satisfied with organizational responses; this difference explains much of why they have lower DEI perceptions. Lower DEIA perceptions account for nearly all the differences in job satisfaction, organizational commitment, and job involvement. Although the federal service has been more effective than other sectors in achieving representation of employees with disabilities, objective measures of disability representation have minimal impact on these outcome variables. Instead, improving accessibility appears to be the key tool to making full use of the talents of federal employees with disabilities, alongside more equitable development and advancement opportunities and the espousal and enactment of inclusive leadership practices.
- The impact of telework on the satisfaction of U.S. federal workers
In: Public Management Review [Peer Reviewed]
Date: April 2023
Abstract
Evidence has been somewhat mixed on how telework affects job satisfaction, career advancement, and relationships with supervisors. Larger samples and better measures of telework and control variables, however, suggest that frequent telework increased satisfaction with jobs, advancement opportunities, fair treatment, supervisors, and co-workers in both the 2012–2015 and the 2020 Federal Employee Viewpoint Surveys. A quasi-experimental analysis shows that switching to frequent telework during the pandemic decreased turnover intentions. Employees now understand the benefits of teleworking. Supervisors must learn to communicate and monitor performance online in this new reality or face increased resistance and turnover.
Reports
- Crisis Sanitaria y Servicios Públicos de Seguridad Laboral: Recomendaciones para orientar políticas y prácticas de gestión
Date: April 2022
- Propuestas para una política de teletrabajo en el Estado de Chile
In: University of Chile
Date: 2021