Goal Ambiguity and Organizational Performance in U.S. Federal Agencies

In spite of numerous observations that government organizationshave high levels of organizational goal ambiguity that exertmajor influences on their other characteristics, few researchershave measured goal ambiguity and tested these frequent assertions.In previous research, we developed measures of four dimensionsof goal ambiguity: mission comprehension ambiguity, directivegoal ambiguity, evaluative goal ambiguity, and priority goalambiguity. Confirming hypotheses developed from the literatureon public organizations, the latter three variables showed relationsto such organizational characteristics as organizational age,financial publicness (proportion of funding from governmentallocations), and regulatory status. This article reports asecond analytical step of examining the relations between thegoal ambiguity dimensions and indicators of organizational performancebased on responses to the 2000 National Partnership for ReinventingGovernment Survey of federal employees. The performance variablesincluded managerial effectiveness, customer service orientation,productivity, and work quality. Regression analyses with numerouscontrol variables found that directive, evaluative, and prioritygoal ambiguity related negatively to managerial effectiveness.All four performance indicators showed significant negativerelationships with evaluative goal ambiguity and directive goalambiguity. The results provide further evidence of the viabilityof the new measures of goal ambiguity, support theory-basedbut previously untested hypotheses, and further indicate thefeasibility and value of analyzing goal ambiguity of governmentorganizations.     

Flourishing: Exploring Predictors of Mental Health Within the College Environment

Abstract

Objective: To explore the predictive factors of student mental health within the college environment. Participants: Students enrolled at 7 unique universities during years 2008 (n = 1,161) and 2009 (n = 1,459). Methods: Participants completed survey measures of mental health, consequences of alcohol use, and engagement in the college environment. Results: In addition to replicating previous findings related to Keyes’ Mental Health Continuum, multiple regression analysis revealed several predictors of college student mental health, including supportive college environments, students’ sense of belonging, professional confidence, and civic engagement. However, multiple measures of engaged learning were not found to predict mental health. Conclusions: Results suggest that supportive college environments foster student flourishing. Implications for promoting mental health across campus are discussed. Future research should build on exploratory findings and test confirmatory models to better understand relationships between the college environment and student flourishing.     

Demographic and Organizational Variables That Affect Southeastern College and University Student Health Promotion

Abstract

This study examined the relationship between demographic and organizational variables and college student health promotion efforts. Two hundred and forty-one college administrators from 14 southern states were surveyed to determine factors that may affect college student health promotion programming. Enrollment, tuition, affiliation, and highest degree offered were the demographic variables that were examined. The organizational variables were goals, control, motivation, interaction, and decision making. The methods of gathering information regarding student health problems, the kinds of health promotion programs offered, the methods of publicizing the programs, and the extent of student participation in health promotion programs were the dependent variables.

The statistical tests for the effects of the demographic and organizational variables on student health promotion efforts indicate that a relationship does exist. Combined multiple regression analysis equations that include all of the organizational variables demonstrated graphically the effects of interaction among the independent organizational variables and the dependent variables. These combined equations were better predictors of student health promotion programs and services than any of the organizational variables taken separately. Future studies of the factors that affect student participation in health promotion programs, the extent of student participation, and the effects of a student participation should be conducted.     

Human resource management,employee engagement,and nonprofit hospital performance

Human resource management (HRM) has been shown to impact organizational performance, but more research is needed on particular human resource (HR) practices in nonprofits and their effect on performance. In this article, we explore one HRM practice argued to influence performance, employee engagement in decision‐making, examining whether involving staff at different levels of a nonprofit affects nonprofit organizational performance. Drawing on data from a 2011 study of nonprofit hospitals, we find employee engagement has a positive influence on managerial and stakeholder perceptions of organizational performance. Employee engagement in decision‐making is also related to objective nonprofit performance measures, although the effects are less consistent. We conclude by discussing the implications of these findings for nonprofit research and practice.     

Gender Differences in Managerial Intention

This study focuses on existing gender differences within management and within vertical career mobility. Some theoretical explanations of these differences are discussed, with behaviour and motivation theories as the base for the present study. The influence of different variables, such as outcome expectancies, perceived self-efficacy, subjective norm, work-role salience and perceived motivating job characteristics are examined. Data were gathered in two separate organizations. It was hypothesized that the motivation for a managerial job is less for females than males, which can be explained by the variables under study. In both studies perceived self-efficacy was the most important predictor of intention to assume a managerial job. Multiple regression analysis revealed significant relationships among the different variables of the theoretical model and the strengths of these relationships. In one of the two organizations, men showed a greater disposition to a managerial job, and their perceived self-efficacy was higher. It is concluded then that managerial intention can be influenced by the organizational context.     

Nonprofit mission statement focus and financial performance

Mission statements have been adopted nearly universally in nonprofit organizations. Their ubiquity is based on a presumption that a well‐designed mission statement is linked to better organizational performance because it provides a framework for decision making, influence over staff and volunteer motivation, and a mechanism for signaling organizational legitimacy to stakeholders. Despite collective confidence in mission statement utility, the relationship between mission statements and performance has received minimal attention. In this exploratory study we measured several attributes of mission statements in women's rights nonprofit organizations, with particular attention to the degree to which the statement focuses on organizational purpose and the relationship between focus and several measures of organization financial performance. The findings indicated that mission statements with a more focused geographic scope were associated with lower overhead ratios. In contrast, mission statements that identified more target client groups were associated with larger one‐year increases in contribution. Despite the statistical significance, the relationships were weak, calling into question common assumptions about the importance of the mission statement to a nonprofit organization.     

Campus Sex in Context: Organizational Cultures and Women's Engagement in Sexual Relationships on Two American College Campuses

An “inhabited” approach to the study of institutions examines how organizational actors produce locally distinctive meaning in response to similar institutional forces. Adopting inhabited institutionalism to the study of campus sexual life, this study draws on interviews with 54 undergraduate women at two four‐year universities in the United States—Ivy U and State U—to show campus cultures unique to a university inform women's decisions to engage in hookups and/or relationships. For women attending Ivy U, an elite institution where pressure to succeed is palpable, both hookups and long‐distance relationships alike are posited as advantageous for the time‐crunched, preprofessional student. At State U, a public school with a party reputation, women explain their engagement in hookups as part of the “fun” of college life, while women seeking or involved in committed relationships are obligated to negotiate the effects of the party culture in their partnerships. This study challenges the notion of a monolithic sexual culture across university settings by showing how campus cultures cultivated at the local level create unique organizational conditions within which undergraduate women forge and explain their engagement in hookups and relationships alike.     

Policies,parties, and protests: explaining student protest events in Latin America

ABSTRACT

What explains variation in the emergence of college student protests in Latin America? This study uses an original dataset of 4,700 college student protests to carry out a systematic analysis of student mobilization in the region. This article tests three hypotheses based on two distinct but complementary explanations. The political explanation argues that stronger organizational linkages with ruling parties have a demobilizing effect, while the explanation based on grievances claims that increases in enrollments and private expenditures promote mobilization. Regression analyses are used to tests these claims. Increased private spending does not affect mobilization, while expanded access to college does increase the frequency of protests. To gauge the effect of party linkages, two student-party linkages scores, based on an expert survey, are used. The findings show that stronger linkages with ruling parties lower protest frequency whereas linkages with the opposition do not have a significant effect.     

Multiple Public Service Performance Indicators: Toward an Integrated Statistical Approach

Public service organizations usually produce multiple outputs,measured on different scales, giving rise to a suite of performanceindicators. The traditional approach to statistical analysisof organizational performance has been to develop a separateregression model for each performance indicator. This piecemealapproach, the article argues, may discard valuable information,as it ignores potentially important relationships between individualperformance measures. We therefore propose modeling an organization'sperformance measures simultaneously, using the methods of seeminglyunrelated regressions. The approach implicitly introduces alatent organizational variable into the regressions and maytherefore economize on the need to assemble explicit measuresof organizational characteristics. The method is illustratedusing an example from English public hospitals.     

Casework Job Design and Client Outcomes in Welfare-to-Work Offices

Differences in performance across different locations of a humanservice program may be driven by client, managerial, organizational,policy, or environmental characteristics. While many of thesefactors are outside the control of local managers, other factorsmay be open to influence by local discretion and may have independenteffects on performance. One issue facing local managers is howto divide job tasks among frontline staff, but little evidenceis available regarding whether job design is related to performance.In this article, I examine the relationships between differentcasework task configurations and welfare-to-work office performance.Controlling for a number of client and office characteristics,I find that clients' average earnings are higher over a two-yearperiod in offices that primarily use unified case managementand in offices with a specialist who develops job opportunities.I find no effects on earnings in offices that use other kindsof specialists and no effects of unified case management orspecialists on welfare benefit receipt in the two-year period.Overall, the findings suggest that local managerial decisionsregarding job design help explain the variation in performanceacross offices and suggest a possible lever through which performancecan be improved.     

Intimate Relationships

The study examined differences between college stu- dents from divorced and intact families on several measures of intimate relationships. Analyses indicated that students from divorced families had more sexual partners and desired more sexual involvement when going steady than students from intact families. Regression analyses indicated that, for students from both divorced and intact families, parental marital conflict was a significant predictor of total number of sexual partners and negative attitudes toward marriage. In addition, parents' marital status was a significant predictor of sexual involvement while going steady and a significant predictor of self perceptions of socialbility and morality. For students from divorced families, conflict after the divorce was a significant predictor of sexual involvement while going steady and negative attitudes toward marriage. Number of years since the divorce occurred was also a significant predictor of sexual involvement desired after several dates, relationship beliefs, and attitudes toward marriage for students from divorced families. Implications of these results are discussed in terms of college students' development of intimate relationships.     

Normative beliefs as risk factors for involvement in unhealthy weight control behavior

OBJECTIVE: The authors' aim in this study was to determine, after adjustment for the effects of body mass index and sociodemographic measures, whether sex-specific weight control norms would have significant independent relationships with the weight control behavior of college women and men. PARTICIPANTS: The authors used an anonymous questionnaire to assess a sample of 470 college students, aged 18 to 26 years, attending either a 2- year community college or a 4-year public university. METHODS: To calculate body mass index, the authors objectively measured the height and weight of each participant. They conducted separate discriminant function analyses for women and men. RESULTS: The discriminant function analyses clearly indicated that weight control norms of same-sex, close friends were the best discriminators of involvement in weight control. CONCLUSIONS: The findings indicate that perceived peer norms may be important but overlooked risk factors for engaging in unhealthy weight control practices. The authors discuss the implications of these findings in the context of student health promotion.     

Self-leadership and stress among college students: Examining the moderating role of coping skills††

Abstract

Objective: Stress remains a major health concern among college students today. Consequently, research on student stress is imperative, from both an organizational and an individual perspective. This research study explores the moderating role of coping skills on the relationship between self-leadership and stress among college students. Participants: Data from 643 full-time undergraduate students attending a 4-year public university in the mid-Atlantic region were collected in February 2017 and analyzed using a moderated regression model. Results: The results indicate self-leadership practices do reduce student stress levels and that this relationship is moderated by student coping skills. Conclusion: The findings from this study deepen our understanding of how self-leadership practices may decrease student stress and showcases self-leadership as an effective tool for reducing college student stress.     

Private child and family serving agencies: Implications of national survey results for policy and managerial practice

The national studies represented in this symposium provide the field with greater understanding of the nature of the private sector's role in child welfare and the complex interrelationships among organizational characteristics, inter-organizational dynamics, and external influences. Research findings from symposium papers are examined through the lens of a private agency manager and implications are derived for managerial practice and policy practice both within the private agency and in relation to public/private child welfare partnerships. Key managerial competencies that may be required to move agencies and the sector towards enhanced organizational performance and child welfare outcomes are discussed.     

The Influence of Managed Care on Job-Related Attitudes of Social Workers

This study explores the relationships between the levels of conflict that social workers experience when interfacing with managed care organizations and outcome variables including job satisfaction, organizational commitment, emotional exhaustion, and turnover intentions. A total of 591 social workers practicing in mental health agencies in New York State completed self-administered and anonymous questionnaire packets that included several measures: Level of conflict that workers experience when interfacing with managed care organizations (CMC), job satisfaction, organizational commitment, emotional exhaustion, and turnover intentions. Results showed that CMC had statistically significant correlations with organizational commitment and with emotional exhaustion. The author discusses the role of social work schools and agencies in offering new educational opportunities and training in order to improve workers' skills, which are necessary for communicating and negotiating with managed care organizations.     

Paradigm shift of employee communication: The effect of management communication on trusting relationships

Even though normative contention suggests that a favorable organizational climate leads to efficient job performance, empirical research has not addressed the trusting relationship as a variable mediating organizational climate and job satisfaction or performance.Supportive oral communication relates positively to individuals’ perceptions of management's supportiveness and friendliness. Perceived support creates trust that the organization will fulfill its exchange obligations by rewarding employee efforts. The survey results indicated that trusting relationship was positively related to measures of communication management, suggesting that those employees receiving positive communication are more likely to be motivated to form trusting relationships with the management level.     

The Structure and Functions of Employee Assistance Programs in Higher Education

Abstract

Workplace stress can be defined as the change in one's physical or mental state in response to workplaces that pose an appraised challenge or threat to that employee. Research has shown that there are a number of factors that contribute to workplace stress. These factors include a toxic work environment, negative workload, isolation, types of hours worked, role conflict, role ambiguity, lack of autonomy, career development barriers, difficult relationships with administrators and/ or coworkers, managerial bullying, harassment, and organizational climate. Should the stressors continue, the employee is at significant risk of developing physiological and psychological disorders that can lead to increased absenteeism, organizational dysfunction, and decreased work productivity. Intervention strategies are discussed to help managers provide support and intervention to employees coping with workplace stress.     

Organizational and health performance in small enterprises in Norway and Sweden

This article focuses on relationships between organizational factors such as leadership, learning, psychosocial work environment and quality aspects as they relate to organizational and health performance outcomes in 42 small enterprises in Norway and Sweden. A rather explorative analysis model was created using indicators that were based on theoretical concepts from a literature review and questionnaire data, concerning 988 employees and leaders. These indicators were then used for correlation analysis. The enterprise is the unit of analysis. Some strong links between organizational factors and organizational and health performance were found. There was also a strong relation between health performance and sickness absence. Using structural analyses, a structure containing six general components, and strong interrelationships between some indicators of organizational performance and health performance were found. It was also possible to position the enterprises according to two general dimensions. As a general guideline for action, the results tend to support the perspective that positive organizational development is related to health performance and a lowering of absence due to sickness. The findings support the strategies of practitioners who use a concept-driven or holistic approach that integrates several facets of workplace development.     

“I Was There for the Free Food”: Accidental Conversions in College

How and why do some college students have conversion experiences, while others do not? To answer this question, we inductively analyzed in‐depth interviews with 30 students at a residential college in the southeast who had varying conversion experiences: some never began a conversion (n = 16), some started toward conversion but ultimately did not convert (n = 4), and some completed a religious (n = 5) or nonreligious conversion (n = 5). We conceptualize conversion as socialization into new beliefs and practices, as evidenced by reorganizing daily behaviors. We extend conversion to experiences not generally understood as such. We find religious and nonreligious conversions follow the same process during college, facilitated by student organizations, demonstrating that religious conversions are not a unique transformation. Furthermore, we find that organizational context matters in conversion processes: the structural context of college allows some students, who share biographical ability, a desire to make new friends, and openness to new groups, to unintentionally join student organizations that seek to change their daily practices and worldviews. However, many students face constrained choices or structural barriers that prevent the conversion from being completed. Our research has important implications for conceptualizing conversion and for understanding the role of organizational context in conversions.     

Perceptions of sexual coercion in heterosexual dating relationships: the role of aggressor gender and tactics

A large body of research has found a concerning prevalence rate of sexual coercion in heterosexual college student dating relationships; however, little research has examined how college students perceive and interpret these behaviors. In the current study we examined the impact of initiator gender and sexually coercive strategy (verbal pressure, purposeful intoxication, physical force, or control/mutual consent) on perceptions of the aggressor, victim, behavior, and relationship quality. Results indicated that men who coerce are viewed as aggressive; women who coerce are viewed as promiscuous. Targets of sexual coercion are not perceived as experiencing high levels of victimization following the incident. These findings suggest that college students do not perceive sexually coercive behaviors to be highly problematic. The results are discussed in terms of gender roles and practical implications for college student relationships.