Well-Being and Affective Commitment among Ambulance Volunteers: A Mediational Model of Job Burnout

ABSTRACT

Burnout represents a relevant risk for ambulance volunteers. According to the Job Demands-Resources model, role conflict and social support can be considered as antecedents of burnout which, in turn, may lower affective commitment. This study aims to investigate the relationship between social support, role conflict, and affective commitment, as mediated by job burnout. Survey data were collected from 352 Italian volunteers and analyzed using structural equation modeling methods. Social support was confirmed as a protective factor, and role conflict as an antecedent of burnout which, in turn, decreases affective commitment. The relationship between role conflict and affective commitment is mediated by burnout which, on the contrary, does not mediate the effect of social support on affective commitment. Social support may protect against burnout. Because of its positive effects on a personal and an organizational level, affective commitment may be increased raising levels of supervisor support and reshaping role expectations. It could be useful to carry out future longitudinal studies, in order to confirm the antecedents and effects of job burnout; furthermore, this research should be extended to other ambulance organizations, in order to generalize the results; finally, multi-group analyses would allow to bring out possible differences between paid-staff and volunteers.     

Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment

ABSTRACT

The present study examines social workers' beliefs about the prestige that outsiders (e.g., patients, suppliers, competitors, and the public) attribute to their organization and the way these beliefs influence the social workers' commitment to the organization they work for, job satisfaction, and turnover intentions (i.e., intentions to leave the organization). We collected two primary data sets (N = 160 and N = 489, respectively) from social workers in nonprofit social service organizations in Israel in 2001 and 2002. In general, the results show that perceived (construed) external prestige results in higher employee commitment and satisfaction, which, in turn, leads to lower levels of intention to leave the organization. The implications of these findings for research on organizational image and employee commitment are discussed, with particular emphasis on social workers in nonprofit social service organizations.     

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.     

论组织创新的必要性和路径方法

创新是一个系统工程,也是一个创造性的过程,从创新思想到目标的实现存在于各个环节,参与各环节的人以层级分明、分工合作、密切配合、整体性强于个体的思想为出发点,所以创新就必须有组织进行管理和分工协作,没有分工协作就缺少创新的系统性,而组织在分工协作的运行规则则是一种制度的支撑,而制度的支撑则是一个社会文化精神的体现。概括地讲,文化创新主要解决创新的精神层面的问题（思想力）;组织创新解决创新方案的执行效率（执行力）;制度创新解决创新行为的常规化和持续化（持续力）,三者互为支持系统又互为表里,从而形成一个互为牵连、互相促进的创新系统。     

Development and Validation of an Organizational Competency Scale (OCS) for Elder Civic Engagement Programs: A Pilot Study

Abstract

This pilot study developed and validated an organizational competency scale (OCS) for elder civic engagement programs. The OCS was used to comprehensively measure the organizational competencies at the micro, mezzo, and macro levels. Thirty-two formal organizations in the State of Texas participated in this study. Based on the factor analyses of data collected from these organizations, the original 31-item OCS was reduced to a 28-item, seven-factor scale. The derived factors were client discovery with support, client-centered planning and management, client assessment and training, integration of diverse groups, promotion of adaptation between groups, integration of resources to address the structural constraints, and promotion of social recognition and social justice. Findings from the reliability tests and hierarchical regression analysis supported the reliability and criterion-related validity of the OCS. As a reliable and valid tool, the OCS can be used by formal organizations to evaluate the current competencies, identify areas for improvement, and find future directions for organizational development. It can also serve as practice guidelines to help organizational practitioners integrate available resources within the multi-level systems to better engage older participants. To further test the stability of the OCS and evaluate the overall fit of the structural model, additional research is needed.     

Diversity‐related employee attitudes and perceptions in Bangladesh: A case study on the Bangladesh Rural Advancement Committee

Bangladesh is perceived as homogenous, often resulting in hidden discrimination for those considered to belong to minority groups. Little research has been conducted on the characteristics of diversity as predictors of work attitude and behavior in relation to organizational commitment and job performance in Bangladesh. This study examines conditions in a leading international, non‐governmental development organization, the Bangladesh Rural Advancement Committee (BRAC). The purpose of this study is to explore employees' perceptions and work attitudes and how these relate to organizational commitment and job performance. A phenomenological research strategy was used to understand the unique culture of Bangladesh and workplace diversity at BRAC. Data was collected through in‐depth interviews with BRAC employees currently working in the head office, using a purposive, convenient sampling method. Both positive and negative feelings and perceptions were revealed: positive factors include gender sensitivity in the workplace, positive organizational support, organizational goodwill, organizational culture, and longer tenure and seniority; negative factors include job insecurity, dissatisfaction with salary grades and gaps, promotions, and issues pertaining to disabilities, ethnicity, and supervisors' evaluations. These results have implications for organizational and governmental policy.     

面向WTO企业集团组织结构的选择

目前 ,我国企业集团存在着组织形式不规范、发展方向不明确等问题。中国加入WTO后 ,正确选择企业集团的组织结构迫在眉睫。股份制企业集团是在市场机制协调下 ,进行社会化大生产的微观基础 ,也是企业集团组织结构的规范化形式。实施股份制改造后的企业集团 ,应采取横向持股和纵向转股两种类型 ,“法人控股、共同经营”、“国家控股、集团经营”、“国家授权、集团公司控股”三种模式 ,达到“一权两分”强化经营权的目的。     

Workplace Flexibility as an Organizational Response to the Aging of the Workforce: A Comparison of Nonprofit and For-Profit Organizations

ABSTRACT

The degree to which flexible work options are available to employees has been used as an indicator of the extent to which organizations have responded to workforce needs, including those related to the aging of the workforce. This article uses an organizational adaptation framework to determine factors that explain variation in the degree to which flexible work options are offered in for-profit and non-profit organizations. Findings indicate that while the scope of flexible work options offered was similar among for-profits and non-profits, the factors that predicted variance in the scope of these options differed somewhat between the two sectors.     

行业协会的组织自主性研究——以广东省级行业协会为例

本文以广东省级行业协会为中心,通过归纳组织自主性概念和总结影响组织自主性的相关理论研究,对行业协会自主性进行测量,在实证分析中探析协会与政府关系强度、协会组织规模两个变量对协会自主性的影响。研究发现,行业协会与政府的关系强度对行业协会整体自主性、具体的人事与财务和认知自主性具有显著负相关作用,对活动自主性作用并不明显;协会组织规模变量对协会的整体和具体自主性作用均不显著。     

The Perception of Organizational Issues of Social Work Practitioners in Saudi Hospitals

ABSTRACT

Health care has evolved rapidly in Saudi Arabia, based upon a Western model of service that incorporates multidisciplinary professional teams. Social work practice forms part of patient care. This study explores how Saudi social workers perceive their role and how they describe their practice within the hospital context. A quantitative methodology was employed using a self-administered questionnaire. Analysis revealed that 219 social workers perceived formidable limitations to their daily work practice. The study identified factors relating to the hospital's organizational circumstances where a) organizational structural aspects, b) organizational resources, and c) hospital management and interprofessional teamwork impacted best practice. Future research and recommendations for further study are outlined.     

构造组织观念:自我检查和审干(1952-1960)

根据江南某地在20世纪50年代部分干部的思想检查、工作报告、年终总结、组织审干汇报等档案材料,本文探索国家政权建设的历史。文章关注的重点,在于认识政权转换时期,国家如何构造新的治理结构。通过梳理相关的历史文献,本文表明,国家运用特有的组织化权力,针对干部群体开展了一系列治理活动：干部轮流下放劳动、进行自我思想清理、组织小组交流学习,实施系统的组织审干程序,将审理出的干部思想表现进行分类,形成文字材料,建立干部行为的新档案,并制度化为组织上人事工作的备参依据。上述过程也被运用在城市干部群体中,广泛推行了新的行为要求和用人标准,构造了干部与治理组织的新关系,确立了组织观念在干部使用中的原则地位。其对于社会治理的重要意义在于,不仅为组织化的治理权威的树立奠定了人事基础,而且对干部的行为及表达之整体特征,产生了深远影响。     

Whether Professional Training Matters: Attitudinal Antecedents to the Turnover Intentions of Social Workers in Guangzhou,China

This study aims to identify whether the professional training of social workers has an effect on the attitudinal antecedents of turnover intention. This study investigated 395 trained and 353 non-trained social workers from the Integrated Family Service Centers in Guangzhou, China. It was found that professional education did not significantly alter the attitudinal antecedents to turnover intention. In both groups, a higher feeling of burnout or a lower level of organizational commitment produced a higher intention of turnover. Furthermore, the significant influences of burnout and organizational commitment were found to be respectively mediated by job satisfaction with professional association or job satisfaction with organizational environment. This study not only provides insights into the stabilization of the emerging workforce of Chinese social workers, but also poses serious questions about social work education.     

企业知识创新的组织属性及知识流特征研究

基于企业知识创新能力的组织属性,反映出在企业系统知识框架下的知识共享和互补,在组织内部和组织之间的团队合作,以及能力型组织控制和管理模式。在此基础上,企业知识创新管理的组织构架要求反映企业的异质性和组织知识的复杂性,建立在现代信息技术基础上的知识创新组织架构和知识流组织。     

组织动员、行动策略与机会结构——业主集体行动结果的影响因素分析

本文从组织动员、行动策略和机会结构三个维度出发,基于发生在1999-2012年的中国191个业主维权案例,系统考察了纠纷类型、参与人数、维权方式、业主组织和政府反应五个因素对业主集体维权结果的影响。研究发现,在涉及政府部门的行政型纠纷和混合型纠纷中,业主不易维权成功;动员一定数量的业主有助于集体维权成功,但并不意味着动员人数越多,成功可能性越大;不同维权方式及其组合会影响维权结果,非制度化的激进行为并不利于业主实现其利益诉求;真正代表业主利益且能有效运作的业主组织可以显著提高业主维权成功的可能性;政府的行政失当行为(包括不当干预和行政不作为)大大增加了业主维权的难度。这些发现在一定程度上揭示了当前中国强国家-弱社会的现状。     

The Relationship Between Citizen Participation and Organizational Processes and Outcomes and the Benefits of Citizen Participation in Neighborhood Organizations

ABSTRACT

A major resource of neighborhood organizations is the voluntary participation of residents who give their time and energy to improve their communities. In recent years, there has been a revitalization of strategies to engage residents to volunteer for neighborhood-based organizations. Guided by organizational empowerment theory and the ecological perspective, the current study examined the relationship between citizen participation and organizational characteristics and effectiveness and the benefits received by residents participating in neighborhood organizations in poor communities. The data were gathered through a survey of resident volunteers in four neighborhood organizations in Pennsylvania and were analyzed using hierarchical multiple regression analyses. The results showed that volunteers' level of involvement in their neighborhood organization influenced their self-efficacy. However, volunteers' perceptions of their neighborhood organizations' characteristics and effectiveness were the most strongly related to the benefits of citizen participation, contributing to residents' self efficacy, collective efficacy, and sense of community. Implications for social work research and practice are discussed.     

Children Who Choose Not to Eat Meat: A Study of Early Moral Decision‐making

Can young children frame their own choices in terms of moral considerations, particularly when those choices do not match the practices of immediate authority figures? To answer this question, we studied 6‐ to 10‐year‐old independent vegetarians—children who have elected to become vegetarians, despite being raised in non‐vegetarian families. In Study 1, these children were asked about their reasons for not eating meat; their replies were compared with those made by vegetarian children from vegetarian families (family vegetarians) and non‐vegetarian children from non‐vegetarian families (non‐vegetarians). Unlike the other two groups, independent vegetarians universally focused on the suffering that meat eating implies for animals but, surprisingly, they did not condemn others for meat eating. Study 2 attempted to explain this tolerance by examining if children focus on whether an individual has made a commitment to not eating meat. All three groups of children condemned meat eating by morally committed vegetarians, but not by those who have made no such commitment. The two studies show that independent vegetarians are committed to not eating meat on moral grounds and judge that it would be wrong to break that commitment. Nevertheless, like non‐vegetarian children, they remain tolerant toward people who have made no such commitment.     

上下级政府间“考核检查”与“应对”过程的组织学分析——以A县“计划生育”年终考核为例

中国基层政府执行国家政策或上级指令过程中一个普遍的组织现象是,上级对下级工作进行频繁的检查或考核,而下级政府采取各种手段、策略来应对。本文以华中地区某农业县2007年度计划生育年终考核为例,试图从组织学角度分析、解读这一检查与应对过程,尤其关注基层政府应对上级政府的各种策略。本文认为,这些非正式组织行为的普遍存在和重复再现常常导致自上而下考核检查的失败,究其根源,主要是组织结构、组织设计的不合理,尤其是监督制度、激励制度与组织目标、政治环境等方面的不兼容和内在矛盾。     

坚持公平正义对构建社会主义和谐社会的基础性意义

公平正义是社会和谐的基本条件。重视城乡和地区协调、分配制度改革和民生问题解决;重视财政体制、司法体制和行政管理体制改革,为实现公平正义提供组织制度保证。     

商业银行公司授信管理比较研究

商业银行公司授信管理制度各具特色。在对商业银行公司授信管理历史演变梳理的基础上,从组织架构、业务流程、信贷审批、授权管理等四个方面进行比较研究,结论为目前商业银行公司授信管理存在三大趋势,包括部门的数量从少到多、分工更加细化,从总分行制、事业部制到矩阵式,从行政审批到专家审批。