What's love got to do with it? Passion and inequality in white‐collar work

Emotion has become an increasingly important aspect of work in the 21st century. In this article, we take stock of the extant literature delineating the role of emotions, especially passion as a cultural schema, in white‐collar workplaces. Scholars have covered extensive ground on emotions at work, but the role of passion remains an underexplored yet significant area. Drawing from recent developments in research on white‐collar work, we argue that the passion schema has become a critical marker in the labor market for sorting individuals into occupations, hiring and promotion within organizations, and assigning value to people's labor. Emergent research suggests that because the expression and perception of passion remain ambiguously defined in the workplace and varies by context, it is pivotal in reproducing social inequalities. In this review, we focus on how privileging passion in the workplace and interpreting it as a measure of aptitude impacts social inequalities by race, gender, and social class. We close by setting an agenda for further research on this topic.     

Social Networking Among Health Sciences University Students: Examining Social Network Usage,Social Support,and General Well-Being

Social network sites (SNSs) are organized around users who join an internet network to engage in daily discussions and postings. Though research informs us about SNSs usage, no published research addresses the use of social network sites among health science professionals. This study examined the relationship between social network usage, social support, and general well-being among undergraduate and graduate students. This study provides results that identify significant relationships (p < .001) associated with SNS usage and the variables of social support and general well-being among this study population. These results can inform the use of SNSs in university health sciences educational programs.     

The Portfolio Ideal Worker: Insecurity and Inequality in the New Economy

Qualitative Sociology - Abstract The white-collar ideal worker norm helps to explain why social inequality persists in the workplace, yet the concept reflects corporate workplaces of the...     

Five dimensions of effectiveness for nonprofit annual reports

Annual reports are an important communication device through which nonprofit entities can satisfy their duty to be accountable to donors and the public at large. The primary objective of this article is to identify best practices for annual reports based on five dimensions: completeness, accessibility, transparency, full disclosure, and relevance. This article reports on both the financial and nonfinancial content in voluntarily provided annual reports. Based on our survey, we include recommendations and examples to help nonprofit leaders improve communication with stakeholders. While many of the recommendations can be adopted at little or no additional cost, achieving the most important criterion, relevance, will require nonprofit leaders to substantially improve their reporting of organizational goals and accomplishments.     

Data culture as a change agent for organizations serving families and children experiencing homelessness

Over the past decade there have been considerable developments in the use of data in the field of child and family homelessness. The development of high-quality data collection processes—including Housing Management Information Systems (HMIS), community point-in-time counts, and school district data and evaluation infrastructure—has given nonprofit and social sector leaders unprecedented access to client-level data. However, it remains a challenge for nonprofits and community-based organizations to engage in work with families experiencing homelessness and demonstrate meaningful impact across a variety of outcomes. In this policy brief, the authors discuss (1) challenges facing the field of child and family homelessness with respect to data use, (2) recent advancements in the use of data, and (3) strategies to create an organizational culture of data that makes use of recent advancements in data use and addresses current challenges facing the field. The brief makes the argument that fostering a data culture at the organizational level has the capacity to operate as an organizational change agent that improves programs.     

Charismatic,ideological, & pragmatic (CIP) model of leadership: A critical review and agenda for future research

Criticisms of the dominant leadership perspectives in the literature are increasing and, as such, a growing number of scholars are calling for more complex and conceptually sound theories of leadership. With a multi-faceted perspective on effective leadership, detailed conceptual underpinnings, and increasing body of empirical support, the Charismatic, Ideological, and Pragmatic (CIP) model of leadership has the potential to address many of these concerns and substantively contribute to our understanding of effective leadership. Despite such advantages, however, wide scale proliferation of the model remains elusive. As such, this effort provides the first comprehensive review of the CIP model to analyze its potential to expand our understanding of leadership in science and practice. In doing so this review frames and organizes the existing CIP literature, identifies key strengths of the model, addresses key limitations of the model, and outlines future research opportunities that would benefit from adopting a CIP perspective.     

Exploring the Nexus of Nonprofit Financial Stability and Financial Growth

Taking a unified approach to studying nonprofit financial health, this research tackles a key question that has remained unexplored in the literature: “What lies at the intersection of the two key dimensions of financial health–financial stability and financial growth?” Specifically, we identify and compare nonprofits that exhibit high levels of financial stability and growth (high financially performing) to those that exhibit low levels (low financially performing)? Overall, we find that high financial performers (HFPs) tend to be older and larger organizations (in terms of unrestricted net assets and total revenue). HFPs are also more likely to report capital assets, and report high levels of compensation. Finally, HFPs tend to contain their overhead spending by exercising efficiency by investing in talented officers (paying more than the rest), but limiting the share of officer compensation, administrative, and fundraising expenses, as a percentage of total expenses. The results of the study should be informative to stakeholders attempting to understand the profile of an organization that is successfully able to achieve both capacity growth and financial stability.     

Working with families living with autism: potential contributions of marriage and family therapists

This article introduces marriage and family therapists (MFT) to some of the common issues faced by families that have a child with autism spectrum disorder (ASD). First, autism is defined and common myths surrounding it are discussed. Next, relational challenges are presented that families report experiencing during early childhood through the elementary school years, adolescence and the transition into adulthood, and the later years of the family life cycle. Real-life stories are included to illustrate the potential contributions that MFTs can make to families that have a child with ASD.