Identity and integration: The roles of relationship and retention in nonprofit mergers

Prior research suggests that nonprofits are flexible and possess multiple identities, although we know less about how transformative changes, such as mergers, shape nonprofit identity. This qualitative study draws upon in‐depth interviews from 13 nonprofit merger cases to explore factors that influence postmerger identity and integration. In particular, we focus on the roles of organizational similarity and relationships, program and personnel retention, and rebranding. Ultimately, we derive a typology of postmerger integration in nonprofits and suggest that postmerger identity may be classified in terms of absorption, preservation, or creation. Implications for nonprofit leaders are discussed.     

When Working Hard Is Not Enough for Female and Racial/Ethnic Minority Apprentices in the Highway Trades

Drawing on employment records, qualitative interviews, and a survey, we explore the experiences of apprentices in the highway trades in Oregon. We demonstrate that female and racial/ethnic minority apprentices have lower rates of recruitment and retention and disproportionately face challenges with interpersonal interactions, hiring practices, and supervisory practices. Yet, we find a pervasive narrative that attributes apprentices' success to “hard work,” which contributes to the legitimacy of these inequalities. Consistent with the conceptualization of work organizations as inequality regimes, we argue that the apprenticeship system has policies, practices, and ideologies that are on the surface gender and race/ethnicity neutral, yet lead to the perpetuation of inequalities.     

Decision‐making under uncertainty in child protection: Creating a just and learning culture

The argument is made for having a positive error culture in child protection to improve decision‐making and risk management. This requires organizations to accept that mistakes are likely and to treat them as opportunities for learning and improving. In contrast, in many organizations, a punitive reaction to errors leads to workers hiding them and developing a defensive approach to their practice with children and families. The safety management literature has shown how human error is generally not simply due to a “bad apple” but made more or less likely by the work context that helps or hinders good performance. Improving safety requires learning about the weaknesses in the organization that contribute to poor performance. To create a learning culture, people need to feel that when they talk about mistakes or weak practice, there will be a constructive response from their organization. One aspect of reducing the blame culture is to develop a shared understanding of how practice will be judged and how those appraising practice will avoid the hindsight bias. To facilitate a positive error culture, a set of risk principles are presented that offer a set of criteria by which practice should be appraised.     

发展市场中介组织促进中小企业人力资源开发

针对市场中介组织的发展现状及存在的问题 ,着重从组织形式和服务内容两个方面 ,研究了发展为中小企业提供人力资源开发服务市场中介组织的目标模式 ,并提出了发展该类中介组织的对策措施     

20世纪30年代初胡秋原的庸俗社会学批判

庸俗社会学的木质，在于无视艺术规律，取消中间环节，把文艺这一精神现象与人类社会的基础性结构直接关联，从而对文艺的性质、功能作出简单性规定和强制性要求。胡秋原是中国文论界从学理的层面．对庸俗社会学作出深入剖析的第一人。其理论资源，来自于普列汉诺夫的“中介论”。他对弗里契《艺术社会学》“图式化”弊端之批评，亦发时人所未见。其地球“自转”与“公转”之喻，表明了他对文学“自律”与“他律”关系的洞见与把握，并给后人以启发。＋     

中介组织主导型市场农业体制探索——立论依据、概念界定及理论分析

我国农业市场化的关键问题是如何将规模过小且过于分散的农户组织起来,实现与千变万化的大市场之间有效接轨.要解决这一关键问题,必须实行中介组织主导型市场农业体制.中介组织主导型市场农业体制是指农业社会分工的协调以及交易的进行由中介组织来主导的一种市场农业运行模式.制度经济学、产业经济学和生产力经济学的分析表明,这一体制在理论上是可行的,具有合理性.     

The organizational shaping of collective identity: The case of lesbian and gay film festivals in New York

Using information gathered during fieldwork on New York lesbian and gay film festival organizations, this paper argues that scholarship on identity has not paid sufficient attention to the organizational mediation of collective identity. The shape of collective identity—how internal instabilities and diversities are accommodated, in this case—depends not only on the emergent characteristics of the “collective,” but also on the resolution of challenges particular to organizational fields. Two very differently conceived lesbian and gay festival organizations, sites at which decision making about collective identity is ongoing and self-conscious, are examined. The analysis traces how each responds to two related tasks: maintaining community legitimacy, which requires racial diversification, and surviving within an altered institutional environment. Rather than imposition from “above” or construction from “below,” the adaptive responses by organizations (to changes in both community expectations and the resource environment) transform the collective identity formulations reaching public visibility. Earlier versions of this paper were presented at the Colloquium Series of the Center for Lesbian and Gay Studies, City University of New York, 1995, and at the Annual Meeting of the American Sociological Association, Washington, DC, 1995.     

我国残疾人组织社会化刍议

分析了我国残疾人组织的现状,指出其存在的不足:残疾人组织行政色彩浓厚、组织发展动力不足、组织功能薄弱。通过对其他国家和地区先进经验的总结和探讨,并结合我国实际,指出残疾人组织社会化有利于消除当前残疾人组织运行过程中存在的各种弊端,并着重阐述了我国残疾人组织社会化的实现途径:加强政府宏观调控及政策引导、组织机构社会化、人员配备社会化、组织功能社会化、资金来源社会化。     

我国民办高等教育中介组织的构建

发展教育中介组织是促进民办高等教育的新课题.但在现实中,教育中介组织在数量、服务质量、独立性以及操作上等等存在明显的不足.因此,需要从法律、民办高校、中介组织本身建设等方面着手,构建适合我国国情的民办高等教育中介组织.     

商业银行中间业务及风险管理的几点思考

我国商业银行在中间业务发展上与外资银行相比存在较大的差距。面对外资银行进军中国市场的事实,我国商业银行只有大力发展中间业务才能抵抗外资银行的冲击。发展中间业务必定伴随着风险的出现,特别是与业务发展相关的风险巨大,银行自身必须从内部做好相关的风险防范与管理;同时,银行监督管理部门也要从外部做好相关的风险管理工作,来保障和促进商业银行中间业务的发展。