Organizational Commitment in a Health NGO in Pakistan

The non-NGO literature provides evidence that employees?? perceptions about their organization??s support to them influences their commitment to the organization. NGOs, which have an increasing presence in developing countries, have not been a target for this type of organizational research. This cross-sectional study, based in a health NGO in Pakistan, examined relationship between employees?? perceived organizational support (POS) and their organizational commitment, and relationship between perceptions about organizational fairness, supervisor support, and job conditions with POS. The current organizational commitment literature guided the design of the survey tool. Focus group discussions were carried out at another health NGO to identify NGO and developing country specific items for inclusion in the survey tool. A total of 249 employees participated in the study, yielding a response rate of 96%. Factor analysis of the survey items indicated that the current scales used for measuring the study variables in the non-NGO sector were valid for the NGO sector as well. In addition, three new variables, namely female supportiveness, personal supportiveness, and favorableness of work conditions were assessed. Findings revealed that POS was significantly related with organizational commitment and actions, such as organizational fairness, supervisor support, and extrinsically satisfying job conditions. Female and personal supportiveness, which are generally ignored in developing countries on the pretext of limited resources and lack of organizational capacity to address them, were also found to be important in influencing POS.     

Why Leadership Matters to Internal Communication: Linking Transformational Leadership,Symmetrical Communication,and Employee Outcomes

This study examines how organizational leadership influences excellent internal communication by building the linkage between transformational leadership, symmetrical communication, and employee attitudinal and behavioral outcomes. The results showed that transformational leadership positively influences the organization's symmetrical communication system and employee–organization relationships. The effects of transformational leadership on employee relational outcomes are partially mediated by symmetrical internal communication. Symmetrical communication demonstrates large positive effect on the quality of employee–organization relationships, which in turn leads to employee advocacy. Effects of symmetrical internal communication on employee advocacy are fully mediated by employee–organization relationships. Significant theoretical and practical implications are discussed.     

The Attributes of Effective NGOs and the Leadership Values Associated with a Reputation for Organizational Effectiveness

Building on prior research characterizing organizational effectiveness as a social construction, this article identifies the perceived attributes of effective transnational nongovernmental organizations (NGOs) and the leadership values associated with higher reputations for organizational effectiveness. Results are based on an in‐depth, mixed‐method interview study of 152 NGO leaders located in the United States and representing all major sectors of organizational activity. Among the twenty‐nine attributes that leaders identified in peer organizations that they regarded as particularly effective, leaders stressed instantiation of sound principles or strategy, a grassroots approach, large organizational size and resources, being collaborative, singleness of focus, campaigning abilities, funding and fundraising prowess, global scope, and quality people. Furthermore, statistical analysis reveals that NGOs with leaders who value similarities with peer organizations, grassroots approaches, diversity of strategies, dedication, professionalism, and distributed organizational structures have significantly higher reputations for effectiveness.     

Transformational leadership behavior,emotions, and outcomes: Health psychology perspective in the workplace

The purpose of this study is to empirically evaluate the transformational leadership styles, emotions, and organizational outcomes among different professionals in different sectors. The transformational leadership and emotions theories were utilized and tested in a sample of 128 leaders in Sweden. The main objectives of the study are (1) to determine which of the transformational leadership styles (TLS) are best at predicting effective outcomes (OUT) of extra effort by employees (EXE), leader effectiveness (EFE) and job satisfaction (SAT) and (2) to examine which TLS predict significant positive emotions (TEMO). Results of the study reveal that TLS and most of the outcome scales (SAT, EXE, SAT) are positively and significantly correlated. Charisma (C) and idealized influence (II) are not correlated with EFE. The results further supported that inspirational motivation leaders behavior could produce greater amounts of SAT (r?=?.54**), EXE (r?=?.41**). Individualized consideration (IC) also generates great SAT, r?=?.42. The study also found that only inspirational motivation (I) and intellectual stimulator leadership styles made a significance for TEMO such as being enthusiastic, hopeful, proud, happy, attentive, and inspiring with β?=?26 and β?=?17, respectively. Inspirational transformational leaders’ behavior and emotions are the most capable in increasing the organizational overall outcomes by boosting employees’ job satisfaction, additional effort, and effectiveness. Hence, these improve and enhance the mental and psychological health inside and outside the workplace.     

Inclusion and commitment as key pathways between leadership and nonprofit performance

Given the projected growth of workforce diversity in the United States and the fact that heterogeneous workforces result in both positive (increased retention and performance) and negative (increased conflict and turnover) organizational outcomes, nonprofit leaders are faced with the challenge of effectively managing their workforces. Findings ways to ensure positive workplace outcomes, such as employee commitment (an emotional attachment to the organization) and performance, is especially critical for the overall functioning of nonprofit organizations. Using longitudinal multilevel path analyses, this study examined whether transformational leadership influenced work group performance through both creating a climate for inclusion and increasing employee affective commitment in a diverse nonprofit health care organization. Results indicate that transformational leaders help increase perceptions of inclusion, which improves employee commitment to the organization, and ultimately enhances perceived work group performance. This suggests inclusion and affective commitment as key factors for how leaders can increase nonprofit performance.     

Organizational culture,climate and person-environment fit: Relationships with employment outcomes for mental health consumers

Although the effects of organizational culture, climate and person-environment fit have been widely studied in the general population, little research exists in this area regarding consumers of mental health services. This research focuses on organizational culture, climate and person-environment fit and their relationship to employment outcomes for mental health consumers. It also examines specific components of organizational culture which are both desired and perceived by mental health consumers. Thirty-six (N=36) consumers were recruited into one of two groups: individuals who were employed at the time of the study and those who had recently left their jobs. Instruments used were the Workplace Climate Questionnaire (WCQ) and the Organizational Culture Profile (OCP). Significant differences were found between groups along the dimensions of organizational culture/climate and person-environment fit. Although few differences were found between groups with regards to desired workplace characteristics, many differences in perceived characteristics were found. The findings point to the importance of assessing the organizational culture/climate and its congruence with individuals' value systems as part of the work integration process.     

Leaning Out: Exploring Organizational Advocacy Activities From an Open Systems Perspective

This article explores the effect of organizational culture on engagement with advocacy activities, both traditional and electronic. The Competing Values Framework offers a model for understanding how organizations’ culture influences behavior. Using a sample of nonprofit providers from across the country, the author hypothesized that organizations that use electronic advocacy tools are more involved with advocacy activities of all types. A paper and pencil survey was used to collect data on organizational culture, advocacy tools and techniques, perceived effectiveness of the advocacy tools, policy goals, organizational sustainability goals as well as barriers and facilitators of electronic advocacy. The study used path modeling to describe the connections between organizational culture and engagement in advocacy activities. The article examines the barriers and facilitators of electronic advocacy, the penetration of electronic advocacy use in this sample of agencies and the perceptions of effectiveness associated with using these strategies; lastly, the implications of these findings for managers and organizational leaders are discussed.     

Global Health Volunteering; Understanding Organizational Goals

This paper examines the goals of organizations that sponsor short-term volunteer trips in global health, whether they be NGO’s, faith-based, educational, or corporate organizations. Results from a U.S.-based national survey of 177 such organizations and 27 interviews with trip organizers suggest that organizations often sponsor volunteer trips to achieve goals that are quite different from the improvement of health outcomes in poor countries. While providing health services is often cited as the most important goal, volunteer activity is also considered important in enhancing the organizations’ reputation, recruitment and retention, and financial well-being. The prominence of other goals has the potential for diverting resources and focus from what is presumably the primary purpose of serving host communities in the most effective manner possible.     

Marital Quality,Socioeconomic Status,and Physical Health

Recent efforts to promote marriage among the socioeconomically disadvantaged are based on the assumption that marriage is equally beneficial for persons with varying levels of socioeconomic status. Using 3 waves of data from a sample of married adults (the National Survey of Families and Households; N = 1,849), the authors evaluated whether the health benefits of marital happiness and the health costs of marital conflict might vary by education and income levels. They found that increases in marital happiness were associated with increases in self‐rated health for individuals with more education. In addition, increases in marital conflict were linked to greater increases in functional impairment for persons with lower income. Although the results were not consistent and effect sizes were modest, the evidence nonetheless tentatively suggests that higher levels of marital happiness may be less beneficial for health and that higher levels of marital conflict may be more detrimental to health among persons with lower socioeconomic status.     

Organizational structure,leadership and readiness for change and the implementation of organizational cultural competence in addiction health services

Increasing representation of racial and ethnic minorities in the health care system and on-going concerns about existing health disparities have pressured addiction health services programs to enhance their cultural competence. This study examines the extent to which organizational factors, such as structure, leadership and readiness for change contribute to the implementation of community, policy and staffing domains representing organizational cultural competence. Analysis of a randomly selected sample of 122 organizations located in primarily Latino and African American communities showed that programs with public funding and Medicaid reimbursement were positively associated with implementing policies and procedures, while leadership was associated with staff having greater knowledge of minority communities and developing a diverse workforce. Moreover, program climate was positively associated with staff knowledge of communities and having supportive policies and procedures, while programs with graduate staff and parent organizations were negatively associated with knowledge of and involvement in these communities. By investing in funding, leadership skills and a strategic climate, addiction health services programs may develop greater understanding and responsiveness of the service needs of minority communities. Implications for future research and program planning in an era of health care reform in the United States are discussed.     

Characteristics for the Effectiveness of Women’s Self-Help Groups in Bihar

This study examines whether group heterogeneity and group structure and process predict the effectiveness of women’s self-help groups in terms of their financial performance, self-reliance of the group, members’ decision-making ability at the household level, and access to non-financial benefits. Data were collected using an interview schedule from 210 women’s self-help groups in six districts of Bihar and data were analyzed using partial least squares structural equation modeling. The findings suggest that the group heterogeneity directly predicts the effectiveness of women’s self-help groups and it is fully transmitted through group structure and process to positively predict the effectiveness of the women’s self-help groups. The group structure and process is found to be a full mediator between group heterogeneity and group effectiveness. The predictive accuracy of the model is found to be high. The findings have implications to bring in more diversity in members castes, education, and their reasons for joining women’s self-help groups at the formation stage and variations in members’ skills and expertise at the performing stage of the groups. The members’ awareness on group norms and trust in financial transactions, and leadership styles together with cooperation and cohesion among members, transparency in financial transactions, group attendance, and networking with the bank and the federation foster the effectiveness of women’s self-help groups.     

Getting by with a Little Help from Workplace Friends: Workplace Culture,Social Support,and Family Cohesion

Studies have shown a negative association between certain aspects of workplace culture and family functioning. Using a neo-institutional framework, we examine whether workplace social support moderates the influence of three features of workplace culture—time demands, work pressure, and work strain—on family cohesion. Analyzing survey data from 312 individuals in dual-earner relationships, we control for number of children, education, income, employment status, and occupational status. We find that workplace social support is directly associated with family cohesion but does not serve as a buffer between dimensions of workplace culture and family cohesion.     

Economic Penalties and Rewards of Family Formation,Gender and Education in the Low‐income Sector in Germany1

This article examines the differential effects of changes in family formations on men's and women's economic vulnerability. The motivating question is whether investments in education provide sufficient resources to escape the risk of poverty in the low‐income sector or if changes in household characteristics are more important determinants of one's living standard. Changes in household characteristics are defined in terms of partners' entry into and exit from households and partners' different labour market profiles. The analysis focuses on households in the low‐income sector in Germany, a population that is at high risk of poverty in a social welfare state that is expected to mitigate the effects of changes in family formation independent of gender. Findings from panel regression analysis demonstrate that women, in contrast to men, benefit economically as much as or more from investing in traditional family formations than in their own labour market position. This is especially the case for women with lower levels of education.     

Proximity,Prosperity, and Participation: Examining Access to Postsecondary Education among Youth in Canada's Provincial North

Despite increased proportions of students attending some form of postsecondary education (PSE), some social groups continue to face significant barriers and encounter difficulties making the transition. Previous research suggests that proximity to postsecondary institutions may have a positive impact on PSE participation rates, even more so for lower‐ and middle‐income families. We know comparatively less, however, about how these processes operate for social groups in varied social and economic contexts. In Canada, many highly ranked, prestigious universities and colleges (with greater arrays of fields) tend to be clustered in large, urban centers, and in the southernmost parts of Canadian provinces, but it is not clear whether these differences impact PSE outcomes. Drawing on cycles 1 to 4 of Statistics Canada's Youth in Transition Survey (YITS−Cohort A), our findings reveal that individuals from the northernmost parts of Canadian provinces do experience difficulties accessing various types of PSE (and in the timing of doing so). Moreover, our results suggest that much of these location effects are attributable to not only economic differences in terms of parental income but also cultural and dispositional differences related to parental education and their aspirations for their children's education.     

Intergenerational effects of further vocational training in Germany

ABSTRACT

This article analyses the influence of unemployed parents’ further vocational training on their children’s future apprenticeship and employment opportunities. We focus on households receiving means-tested benefits in Germany and investigate whether parents’ further vocational training helps avoid an intergenerational transmission of unemployment. Parents’ further vocational training can affect children’s future apprenticeship and employment opportunities directly, for instance by raising the value attributed to education and training within the family. Indirect effects via parents’ improved employment opportunities are possible as well. The sample consists of adolescents who were 14–17 years old when their parents participated in a further vocational training programme. We evaluate apprenticeship and employment outcomes for the young adults at ages 17–23 using entropy balancing methods on the basis of rich large-scale register data. Our findings indicate significantly positive effects of parents’ further vocational training on children’s apprenticeship enrolment but non-significant or negative effects on children’s regular employment at young ages. Moreover, mediation analysis gives evidence that these effects are partly mediated via an increase in parents’ own employment opportunities. Overall, our analyses indicate that parents’ further vocational training improves the qualifications of the next generation as well.     

Work-family culture and job satisfaction: does gender and parenting status alter the relationship?

Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, job satisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture–job satisfaction linkage by examining the moderator effects of gender and parenting status in this relationship. Specifically, we asked whether gender and parenting status would alter the association between work-family culture and job satisfaction. We hypothesized – on the basis of traditional gender roles – that women, and especially mothers, would benefit most from a family supportive organizational culture. We utilized three divergent samples gathered from male (N=768) and female (N=1364) employees in Finland: (1) a female-dominated sample from social and health care; (2) a male-dominated sample from paper industry; and (3) more gender-mixed sample from the ICT company. Work-family culture was described through its positive (work-family support) and negative facets (work-family barriers), whereas job satisfaction was operationalized via a facet-based scale. Hierarchical moderated regression analyses performed separately for the three different organizations revealed that the results for mothers and fathers under the condition of high work-family support differed in the paper mill and the information and communication technology (ICT) company. Thus, in addition to gender, the type of organization also moderated the relationship. Specifically, in the paper mill, mothers benefited more from high work-family support than fathers, whereas in the ICT company the reverse situation held: fathers benefited more than mothers. Thus, high work-family support was associated with higher job satisfaction among mothers in the paper mill and among fathers in the ICT company.     

Prenatal Stress,Poverty, and Child Outcomes

It is well documented that children living in poverty experience disadvantages in virtually every area of health and mental health, development, academic achievement, and other areas, compared to their more well-off peers. Mechanisms behind these disadvantages certainly include the lack of resources of all kinds inherent in poverty, including access to health care, high-quality education, safe housing, nutritious food, and many other resources. Less well recognized is the contribution of prenatal stress to these gaps, as poor children’s disadvantages often start early in fetal life due to high stress experienced by their mothers. Animal research and emerging human research demonstrate that stress during pregnancy affects fetal brain development through the mother’s hypothalamic–pituitary–adrenocortical axis, influencing the developing stress system and other parts of the brain of the fetus. Understanding these relationships among poverty, prenatal stress, and child outcomes is important for social workers, whose policy and service provider roles provide opportunities for amelioration at both micro- and macro-levels. This paper elucidates the consequences of prenatal stress, demonstrating that the physiological stress response operates prior to birth and directly influences infant and child biological, psychological, and social well-being. First, we briefly review the well-documented disadvantages experienced by poor children. Then, we describe the physiology of stress, clarifying the often-confusing definitions and elaborating to explain unique physiological aspects of stress during pregnancy. Finally, we discuss the important role social work may play in addressing this important problem.     

Middle classes,democratization, and class formation

Conclusions This analysis of the South Korean case demonstrates the importance of the historical context for understanding the political role of the middle classes. In late industrialization, as occurred in South Korea and other East Asian countries, the new middle class has emerged as a significant social class, before the capitalist class established its ideological hegemony and before industrial workers developed into an organized class. Neither of these two major classes was able to offer an ideological or organizational leadership to the middle classes. In this context, the middle class can act as more than merely a dependent variable. In South Korea, the minjung movement led by an intellectual segment of the middle class played a critical role in the formation of the working class, by providing an opposition ideology, new politicized languages, organizational networks, and other resources.The Korean experience also highlights the significant role of the state in class formation. The predominant role of the state in economic and social development puts it at the center of major social conflicts. Social tensions and conflicts that emerge in rapid industrialization are directly and indirectly related to the character of the state and the economic policies it implements. A high level of politicization among Korean middle-class members, not only among intellectuals but also among a large number of white-collar workers, is the product of the authoritarian regimes of Park and Chun and their repressive control of civil society. Both the nature of Korean middle-class politics and its relationship with the working-class formation have been shaped by the nature of state politics.The role of the middle class in the South Korean democratization process has been complex and variable, in part because of its internal heterogeneity and in part because of shifting political conjunctures in the transition to democracy. It would not make much sense, therefore, to characterize the Korean middle class as progressive or conservative, because different segments of it were inserted into the shifting conjunctures of political transition differently. At the same time, it would be also unsatisfactory to characterize middle-class politics as simply inconsistent or incoherent, because there exists some definite pattern in their behaviors.This analysis suggests that political behaviors of different segments of the middle class can be explained in terms of their locations within the broad spectrum of middle-class positions between capital and labor and by the changing balance of power between the two major classes. This is to acknowledge the fact that capital-labor relations constitute the primary axis of conflict and that middle-class politics must be understood ultimately in terms of this principal mechanism of class struggle. This is, however, not to assume that middle-class politics is simply a terrain of struggle between the capitalist and the working classes, as many Marxist theorists do. To repeat, in certain historical contexts middle-class politics can have an independent effect on the formation of the two major classes and the outcomes of struggles between the two.