健康老龄化领域公民社会组织外部社会资本要素探讨

我国人口老龄化程度持续加深,单纯依靠政府已经不能满足我国养老服务需求,公民社会组织的有力协助作用不可忽视,社会资本概念越来越多地出现在公共卫生领域。文章从中观社会资本理论的视角,探讨外部社会资本要素,分析公民社会组织在养老领域面临的困境,并探讨培育外部社会资本的策略,提升公民社会组织提供养老服务的质量和水平,推动国家养老服务行业的发展。     

The effect of charitable giving by celebrities on the personal public relations

This study examined how charitable giving by entertainment celebrities influences celebrity personal public relations. Survey participants showed positive attitudes toward charitable giving. Attitudes toward charitable giving positively influenced celebrity credibility perception. Credibility also influenced attitudes toward the celebrities, which in turn positively influenced the purchase intention of their performance. Also, attitudes toward charitable donations were positively associated with attitudes toward the celebrities. Scholars and practitioners need to note charitable giving as an efficient and strategic personal public relations factor and method.     

浅析慈善文化建设之深层理念培育

慈善事业的发展首先表现为社会成员广泛而踊跃的慈善行为，要激发人们的慈善行为就必须首先激发人们的慈善意识。而人们慈善意识的激发是基于主体理性的自觉认知基础上的，为此深层次的慈善理念培育至关重要，特别表现在如下四个方面：健康的财富观、人文关怀理念、社会责任感和“助人就是助己”的特殊功利观。     

环境NGO——中国环保领域的崛起力量

经过12年的发展,我国环境NGO已经初具规模,给环保领域注入了一股鲜活血液。文章针对我国环境NGO在环保领域的“异军突起”,分析其日益凸显的角色背后的环境因素,并就进一步促进我国环境NGO良性发展提出了一些有益的建议。     

浅析慈善文化建设之深层理念培育

慈善事业的发展首先表现为社会成员广泛而踊跃的慈善行为,要激发人们的慈善行为就必须首先激发人们的慈善意识。而人们慈善意识的激发是基于主体理性的自觉认知基础上的,为此深层次的慈善理念培育至关重要,特别表现在如下四个方面:健康的财富观、人文关怀理念、社会责任感和助人就是助己的特殊功利观。     

非政府组织在应对公共危机中的角色与地位探讨

针对非政府组织的特性,分析了非政府组织在应对公共危机时扮演着政府“助理”的角色,指出非政府组织在危机处理中的作用及其面临的困境,从管理主体、社会层面、制度建设上提出发展和完善非政府组织的具体措施。     

Gender composition and share of management: Tipping points in US workplaces, 1980–2005

This paper examines how concepts of gendered organizations, tokenism and the glass escalator affect women’s share of management. Specifically, we examine how the gender composition of workplaces affects women’s share of management in 195,534 workplaces using EEO-1 report data collected from the US Equal Employment Opportunity Commission from 1980 until 2005. The EEO-1 data allow us to explore the effects of gender composition on women’s share of management net of labor market change, industrial change, organizational determinants, and changes in workplace segregation using workplace-level data. We draw on past research to identify potential composition levels—tipping points—in which women have more or less share of management. Our findings suggest that across all compositions, ranging from women comprising less than 15% to over 85% of the workplace, larger percentages of the non-management women are associated with greater shares of women in management. Findings offer little support for the glass escalators hypothesis extended to workplaces, but once further contextualized, the findings do suggest that workplaces are gendered in such a way that tokenism works differently for men and women. Thus, our paper adds to the body of research on gender composition and further illustrates the need to determine under which conditions these social processes operate.     

Locating Gender Neutrality in Formal and Informal Aspects of Organizational Cultures

This article describes and analyzes the practices that conceal gender at work in the contexts of different organizational cultures. The case studies on which I base my discussion derive from clerical work in two organizational settings. The interpretation I suggest is that regardless of their sex, age or hierarchical position at work, employees regard gender as a personal and intimate issue that, with the exception of pay, does not belong to the sphere of work. Gender issues raise questions that disturb the preferred harmony in everyday life in workplaces. Consequently, the employees seemed to think that hierarchical differences are located in society at large, not in their own workplaces. The analysis shows that age, position and technology shaped differences not only between women and men in organizations, but also among female clerical workers. Thus the results relate both to the practical realities at work and to the gender identities of clerical employees in their organizational cultures.     

浅析巴勒斯坦非政府组织

巴以冲突久拖不决，不仅使巴勒斯坦局势风云变幻，同时也使巴勒斯坦非政府组织的生存和发展的环境变得复杂。本文试图从巴勒斯坦非政府组织的产生、作用以及未来的发展趋势等方面展开研究，以期对巴勒斯坦非政府组织有一个比较深刻和全面的认识。     

Organizational factors,leadership practices,and adoption of technological and administrative innovations: an exploratory study of Lithuanian nonprofit social service organizations Organizaciniai faktoriai,lyderystė ir technologinė bei administracinė inovacijos: aprašomasis Lietuvos nevyriausybini organizacij tyrimas

This exploratory study sought to describe the types of innovations implemented by Lithuanian nonprofit social service organizations, their leadership practices and organizational cultures. It also assessed the relationships among organizational innovation, leadership, organizational culture, and size. Thirty-five nonprofit organizations in Kaunas, Lithuania, constituted the sample. Technological product innovation was by far the most often implemented innovation type. While technological innovation was not related to any of the independent variables, administrative innovation was positively related to the value dimensions of team orientation and stability. Taking a closer look at the relationship between leadership and organizational culture variables provided useful insights into why there was little association between organizational innovation and the independent variables. Limitations of the study are discussed along with implications for social work practice.

?is tyrimas siek? apra?yti inovacijas, kurias diegia Lietuvos socialin?s nevyriausybin?s organizacijos, ?i organizacij kultūr bei lyderyst?s praktikas. Taip pat buvo vertinti ry?iai tarp organizacij inovatori?kumo, lyderyst?s, organizacin?s kultūros bei organizacijos dyd?io. Tyrimo antrankos grup sudar? trisde?imt penkios Kauno miesto (Lietuva) nevyriausybin?s organizacijos. Da?nausiai naudojam inovacij tipas—technologin?s, arba produkto inovacijos. Nors technologin?s/produkto inovacijos nebuvo susietos nei su vienu nepriklausomu kintamuoju, administracin?s inovacijos buvo teigiamai susietos su orientacijos komandin veikl bei stabilumo vertyb?mis. Gilesnis ry?i tarp lyderyst?s ir organizacin?s kultūros kintamj nagrin?jimas pad?jo geriau suprasti silpnus ry?ius tarp organizacini inovacij bei nepriklausom kintamj. ?is straipsnis taip pat aptaria tyrimo trūkumus bei rezultat svarb socialinio darbo praktikai.