组织特点、外部约束与行业协会能力

构建行业协会制度能力和服务能力测度指标,实证研究表明:协会组织特点、外部约束对于制度能力以及制度能力对于服务能力具有影响。组织特点中,协会兼职或离退休官员的存在不利于协会制度能力提高,尤其是离退休官员。收入虽然对制度能力没影响,但显著影响了服务能力。外部约束中,行业竞争不利于协会制度能力,也没有影响服务能力,反而容易诱发协会寻租活动。协会间竞争对于制度能力、服务能力都没有影响,但对寻租活动抑制效果显著。政策只对协会促进会员遵守规则的制度能力具有正向作用,对协会服务能力提升没有产生效果,仅减少了协会寻租可能。制度能力对于协会总体服务能力和正向服务能力都具有积极作用,而对于负向能力没有影响。     

土地股份合作社内部能形成利益联结机制吗？

土地股份合作社在促进资本与农地结合,实现小农户与现代农业衔接上具有独特优势。通过对普通社员与核心社员在土地股份合作社不同发展阶段的可选策略的讨论,分析合作社不同发展阶段利益联结机制的特征,并对黑龙江省齐齐哈尔市克山县仁发合作社的利益联结机制进行案例研究后提出:土地股份合作社坚持“退社自由”原则有利于保护普通社员的基本权益,但不利于在合作社内部形成“风险共担”机制,要在保证普通社员基本权益的同时建立“利益共享、风险共担”的利益联结机制,应该充分利用计提公积金这一手段,不允许社员退社时退回公积金或许是有利于土地股份合作社内部形成“风险共担”机制的一个可尝试的方法。     

农民合作社信用合作满意度实证研究——基于内部社会资本分析视角

基于对3个省的3个县市区253家合作社的调查数据,运用因子分析法和二元Logistic分析法实证研究合作社社员满意度的影响因素。因子分析结果表明:内部社会资本由内部信任、内部规范和社会网络等3个因子构成。Logistic回归分析结果显示:内部信任、内部规范这两个测量变量与社员满意度存在显著的正相关性,而社会规范与社员满意度之间呈显著的负向相关关系。组织认同能够提高社员对合作社的满意度,且加入合作社时间越短的社员对合作社的满意度越高。此外,还通过剔除不显著变量和增加变量的方法对社员满意度进行回归分析,结果证明研究结论具有高度的稳健性。据此提出建立健全信用合作管理制度、加强合作社的社会整合功能、发挥合作社示范作用的政策建议。     

The sacred and the profane in life science work: The case of assisted reproduction laboratories

Reproductive medicine and assisted reproduction therapies have been developed over the last decades resulting in over five million babies. The handling of human reproductive materials and patients is based on the ability to combine health care work and techno-scientific expertise in both the clinic and the laboratory setting. This study of Swedish assisted reproductive technology clinics demonstrates that the active day-to-day manipulation of human reproductive materials enact both the ‘profane’, through treating the embryos as raw materials in standardized procedures enabling economies of scale, and the ‘sacred’ through enacting a separation, the potential to human life, the patients ordeals, and seriousness. The enactment of the profane and the sacred is mostly balanced but at certain points in the work procedures, their intersecting becomes particularly salient. Such points provide opportunities for the study of the sense making of professionals in organizational grey zones, during techno-scientific activities.     

Doing gender in the ‘new office’

This paper investigates how gender is performed in the context of an office setting designed to promote intensive, fluid networking. We draw on an ethnographically oriented study of the move of staff into a new office building constructed primarily from glass, and incorporating open plan offices, diverse collective areas and walking routes. Although the designers aimed to invoke changes in the behaviour of all staff, they conceptualized these changes in masculine terms. We therefore analyse the gender norms materialized by the workspaces of the ‘new office’ and how women responded to these. We suggest that the new office encourages an image of the ideal worker which brings together ways of acting and interacting that have been characterized as both masculine and feminine — active movement and spontaneous encounters, but also intensive face‐to‐face interaction and deep relationship‐building. Women are driven into this mode of working in an uncompromising, almost aggressive way, but a straightforward gender‐based dynamic does not emerge in their responses, with conventional gender characteristics being reshuffled and recombined.     

The effects of perceived quality of organizationally provided meal service on employees’ job performance and mediating role of organizational identification

Contemporary managers are developing alternative ways to sustain their competitive advantages. Motivation-enhancing features such as high-quality meal service provided by organizations can be thought of as one of these methods. The effect of the perceived quality of meal service provided by organizations on the job performance of employees and the mediating role of organizational identification during this process is studied. Private security-sector employees working in Turkey (N?=?597) are being focused in this study. As a result of analyses (correlation and regression analyses, structural equation model), the authors find that the perceived quality of meal service provided by organizations improves employees’ job performance significantly and organizational identification has a partial mediating role on this association. The findings of this study will be of interest to key stakeholders such as public or private organizations, labor unions and the media.     

Creating Aging-Enriched Social Work Education

Summary

The CSWE Geriatric Enrichment in Social Work Education Project, funded by the John A. Hartford foundation, aimed to change curricula and organizational structure in 67 GeroRich projects so that all students would graduate with foundation knowledge and skills to work effectively with older adults and their families. The emphasis was on change processes to infuse and sustain gerontological competencies and curricular resources in foundation courses. This article presents lessons learned and strategies for engaging faculty, practitioners and students in the curriculum and organizational change process.     

Specific Organizational Citizenship Behaviours and Organizational Effectiveness: The Development of a Conceptual Heuristic Device

Organizational citizenship behaviour has generally been associated with organizational effectiveness. However, recent research has shown that this may not always be the case and that certain types of organizational citizenship behaviour such as compulsory citizenship behaviour, may be inimical to the fulfillment of formal goals and organizational effectiveness. Using military historical and business organizational secondary data, the paper maintains that extreme variance in either organizational (task) or personal (social psychological) support organizational citizenship behaviour generates entropic citizenship behaviour which derails completely the effective accomplishment of formal organizational goals. A general model of organizational citizenship behaviour with entropic citizenship behavior as its novel conceptual boundary is developed in the paper, and four specific propositions with implications for future empirical research are delineated.     

Leadership to Overcome Resistance to Change

Abstract

The thoughtful behavior analysis of organizational leadership and resistance to change by Goltz and Hietapelto (2002) inspired this follow-up article. Goltz and Hietapelto propose that organizational power is determined by the magnitude, frequency, and quantity of consequences under a person's control, and that people resist change when their consequence control is threatened. This presentation extends the Goltz and Hietapelto article by describing 14 distinctions between management and leadership, and offering 16 guidelines for effective leadership that involve more than consequence control. Thus, while managers obtain their influence by controlling other peoples' consequences, leaders go beyond consequence control to benefit the behaviors and attitudes of their colleagues and coworkers. The leadership guidelines are founded on behavioral research and are relevant and practical for any organizational employee, even those who have only minimal influence on the meaningful consequences of their own and others' work life.     

‘We’re Civil Servants’: The Status of Trauma-Informed Care in the Community

ABSTRACT

Trauma-informed care (TIC) in social service organizations means that the organizations operate with the understanding that everyone involved has possibly experienced trauma in their lifetime. This qualitative study examined local service organizations’ usage of the 5 main principles of TIC: safety, trustworthiness, collaboration, empowerment, and choice (as developed by Fallot & Harris, 2006). Ten focus groups (n = 69) and 6 individual interviews (n = 6) with employees from administration through management were interviewed such that almost all facets of each agency were represented. The participants were asked about their agencies’ policies and practices for utilizing the 5 principles of TIC. The results suggest that the vast majority of organizations in this study implemented many of the principles of TIC with clients, though they had not labeled their practices as “trauma-informed.” However, although clients were receiving TIC, some of the principles were neglected as they pertain to staff, such as choice and empowerment. The findings of this study suggest that agencies are unaware of the relevance of TIC as it relates to staff. It is recommended that future research examine whether the use of TIC in agencies prevents “burnout,” high turnover rates, and vicarious traumatization of staff.