Environmental assessment and evaluation research: examples from mental health and substance abuse programs.

Evaluation researchers have been broadening the traditional client input--"black box" treatment--client outcome paradigm that has guided many evaluations of mental health, substance abuse treatment, and other intervention programs. The points of expansion are in the areas of treatment implementation and treatment processes, as well as "extratreatment" influences on treatment selection, duration, and, especially, outcome. This review illustrates the application of environmental assessment procedures--particularly social climate measures--in four aspects of evaluation research suggested by the more comprehensive model: (a) evaluating treatment implementation; (b) exploring treatment processes; (c) identifying extratreatment influences on client posttreatment functioning; and (d) operationalizing outcome variables. Conceptual and methodological issues raised by these applications are discussed, and the benefits to be derived from an expanded model of evaluation research--especially the greater potential for program improvement--are considered.     

Internal Marketing,Negative Experiences,and Volunteers'Commitment to Providing High-Quality Services in a UK Helping and Caring Charitable Organization

Abstact This empirical study examined the effects of “negative' contact experiences with beneficiaries on charity volunteers' job satisfaction and organizational commitment within a helping and caring charitable organization that for 3.5 years had operated an internal marketing program. It was hypothesized that negative experiences downwardly moderated (i) the impact of the charity's internal market activities on satisfaction and commitment, and (ii) the influences of certain job attributes (autonomy, teamworking, and supervisory support) on these variables. Three personal characteristics (affect intensity, vulnerability to stress, and a person's reasons for having become a volunteer) were also posited to moderate the effects of negative experiences on job satisfaction and organizational commitment. Linkages between the last two variables and a volunteer's desire to provide high-quality client services were explored. The results indicated strong connections between job satisfaction, organizational commitment, and a volunteer's personal commitment to providing high-quality services. Levels of organizational commitment were influenced positively and significantly by the charity's internal marketing activities and negatively by the number of unpleasant client-contact experiences that a volunteer had to endure.     

Explaining Client Satisfaction with an Employee Assistance Program

ABSTRACT

The first objective of this paper is to explore the psychometric qualities as well as the usefulness of an employee assistance program client satisfaction scale. The responses obtained from 82 clients of an external service provider permitted a validation of the satisfaction scale and ultimately the selection of five items showing stronger convergent validity as well as high reliability (alpha = .89). The second objective is to explore the possible relationships between demographic (gender, age), treatment (referral-type, type of problem, urgency, degree of resolution) and organizational variables (unionization, job category, sector, size), and variations in client satisfaction levels. The results of bivariate analysis indicate that the type of referral, the type of problem, and the degree of resolution of the problem are related to client satisfaction. This study provides some support for the inclusion of treatment variables in a comprehensive explanatory model of client satisfaction. It is further argued that client satisfaction is an adequate measure of the success of an employee assistance program. Finally, some methodological issues surrounding the use of such surveys are discussed.     

Open Innovation in Nonprofit Sports Clubs

This research paper investigates open innovation—that is, the use of purposive inflows and outflows of knowledge in order to innovate—in the context of nonprofit sports clubs, and is based on the content analysis of semi-structured interviews held with representatives of eleven sports clubs. The study develops a framework that describes open innovation activities in nonprofit sports clubs as facets of four superordinate dimensions, namely permeability of the club’s boundary, application and implementation of open innovation practices, managerial competencies, and the environmental and organizational surroundings in which the club operates. Within these dimensions, subordinate facets such as commitment of the club’s president and the strategic use of coopetitive environments explain how and why sports clubs are successful at implementing innovations and how their nonprofit status (e.g., volunteer work) contributes to (or is in conflict with) innovation. The findings provide implications for nonprofit organizations inside and outside the sports sector.     

Process evaluation of “Girls on the Run”: Exploring implementation in a physical activity-based positive youth development program

Many positive youth development programs rely on physical activity as a primary program component. Referred to as physical activity-based youth development programs, these program designs have great potential for promoting healthy youth development. This study examined how one such physical activity-based positive youth development program was implemented in order to identify design features critical to maximizing positive youth outcomes. This mixed method, multi-site process evaluation of Girls on the Run (GOTR) utilized focus groups, site visits, and self-report implementation checklists. Implementation scores were calculated to assess implementation fidelity across twenty-nine sites, and qualitative data were inductively analyzed to identify factors influential for implementation. Results reveal variability in how GOTR was implemented. Five themes emerged from the data that represented factors serving as facilitators or barriers to programmatic implementation. These included contextual/environmental factors (e.g., parental involvement, relationships with school personnel), organizational factors (e.g., implementation support and responsiveness of staff), program-specific factors (e.g., curriculum design), coach factors (e.g., existing relationships with participants, responsiveness to participant's needs), and youth factors (e.g., behavioral and discipline issues). Study findings have implications for improving the design of physical activity-based and other positive youth development programs, with relevance to evaluators, program planners, youth development leaders, and others working with children and youth.     

Wer das Stabilisieren vergisst: Warum eine schöne Abschlusspräsentation noch kein gutes Ende bedeutet

Many organizational change projects fail — despite a well thought out concept, professional project management and a binding implementation timetable. The reason why the expected success doesn’t materialize often lies with the missing maintenance. Once the project is officially completed and the client and project manager withdraw, the manner in which the organization will take up these changes is seldom systematically dealt with. Difficulties often arise when no discrete stabilizing measures are planned. We have derived four central action areas which will be clarified by way of practical examples. It will also be shown what is important to pay attention to in the stabilization phase so that a lasting success of the organizational change project can be ensured.     

Experiences of internal and hybrid employee assistance program managers: Factors associated with successful,at-risk,and eliminated programs

Employee Assistance Programs (EAPs) originated as workplace-focused programs delivered largely by peer employees. Over the past 25 years, the once standard internal EAP has largely been replaced by internal/external hybrid programs or outsourced EAP vendors. Many long-standing internal programs have been downsized or eliminated, along with their internal program manager positions. This qualitative study examined the organizational, leadership, and programmatic characteristics associated with the internal and internal/hybrid EAPs from the perspectives of EAP managers working in programs that have thrived and those that have depreciated. Twenty-four current and former internal or internal/hybrid EAP managers were interviewed using a semistructured interview schedule. Qualitative methods were used to identify patterns and themes within the data to describe the experience of internal and internal/hybrid EAP managers and the critical success and risk factors associated with their positions and programs. Five final themes, with 15 subthemes emerged from the data, suggesting that both individual and organizational characteristics of EAP internal and hybrid programs are important to the program’s sustainability. These findings offer insights regarding best practices and critical success factors to EAP professionals, EAP purchasers, and the EAP industry.     

A structural equation model of the effects of diversity characteristics and inclusion on organizational outcomes in the child welfare workforce

The purpose of this study was to investigate the effects of diversity characteristics and organizational inclusion on organizational outcomes (e.g., organizational commitment, job satisfaction, and intention to leave) among public child welfare workers. The study used secondary data collected from public child welfare workers across a diversified Mid-Atlantic state. Structural Equation Modeling (SEM) was used to test the conceptual model. The results indicated that workers' higher perceptions of inclusion resulted in significantly higher levels of organizational commitment and job satisfaction. Furthermore, higher levels of workers' organizational commitment played a role in significantly reducing their intention to leave. The findings of the study provide practical implications for enhancing diversity management and organizational commitment, including instituting more participative decision-making structures and processes, and creating more accessible organizational information networks.     

Challenges and successes to the implementation of a zoo conservation-education program

Zoo conservation-education programs have potential to address biodiversity loss, although evidence of their effectiveness to encourage social change is in its infancy. Moreover, how a program is implemented may influence program efficacy, yet there is little evidence of the factors that shape this process in zoos. Accordingly, through a process evaluation of Zoos Victoria’s ‘When Balloons Fly” (WBF) conservation-education program against marine debris, we identified barriers and enablers to the implementation of the program which can be addressed to improve future initiatives. Between April-May 2018, 24 Zoos Victoria professionals completed an online survey focussed on identifying challenges and successes in implementing WBF. Four participants additionally completed a follow-up telephone interview. Themes were identified and organised according to the model of diffusion in service organisations (Greenhalgh, Robert, Macfarlane, Bate, & Kyriakidou, 2004). Our results illuminate that features of the organisation (e.g., structure, culture) rather than features of individuals (e.g., skills, motivation) or characteristics of the conservation-education program itself (e.g., messaging), were most influential to implementation success. Based on these findings, attention to the organisational context is critical for promoting and evaluating the success of conservation-education programs and must be given significant attention alongside program characteristics and staff capability to deliver them.     

Challenges,Changes, and Impact of the Council on Social Work Education Women’s Council: An Update

This article highlights the contributions of the Council on the Role and Status of Women in Social Work Education (Women’s Council) as well as the role and status of women in social work education. For this historical analysis update, the authors drew on several primary and secondary data sources. The first major theme was organizational development (e.g., organizational commitment, strategic planning, and sustainability). The second major theme was contributions to social work education (e.g., furthering the knowledge base, influencing accreditation standards, and monitoring equity). These major themes and subthemes remained constant from the previous publication on the history of the WC (Alvarez et al., 2008), underscoring the resilience, commitment and persistence of the WC to keep a sharp focus on infusing feminist perspectives into social work education.     

Implementing a Trauma Recovery Framework for Youths in Residential Treatment

This paper describes an intervention designed to address the special needs of youths with histories of maltreatment and exposure to family and community violence. The primary components of the model include an enhanced therapeutic community environment and a psychoeducation program that is aimed at changing non-adaptive cognitive and behavioral patterns which developed as means of coping with traumatic experiences. The implementation of the model and proximal effects on the therapeutic communities and youths are being examined in comparison to standard residential services. Initial perceptions of staff illustrate the challenges in applying an intervention that calls for changing the organizational culture.     

Exploring structure-effectiveness relationships in nonprofit arts organizations

The authors examined nineteen nonprofit performing arts organizations, investigating the distribution of influence among organizational members, the grouping of volunteers and staff in organizational structures, and the effectiveness of the organizations. The organizations' effectiveness was assessed using multiple performance indicators. The analysis revealed five groupings or configurations of influence, which correlated to the organizations exhibiting the highest and lowest levels of organizational effectiveness. The authors conclude that a variety of structures are associated with good performance but structural dysfunctions are associated with organizational failure, and that members' commitment to an organization's structure is an important element of success.     

Reputation, Image, Prestige, and Goodwill: An Interdisciplinary Approach to Organizational Standing

Reputation, image, prestige, and goodwill areconcepts used by different disciplines, e.g., economics,marketing, sociology, and accounting, to denote thegeneral standing of organizations among their counterparts. In this paper, the variousconcepts are reviewed and compared in terms ofsemantics, organizational cost, determinants, andimplications, among others. An interdisciplinary,multiconstituency framework of organizational standing isdeveloped, and research propositions aredelineated.     

Career Concerns and Mobility Motivations of Orchestra Musicians

This paper offers a theoretical and empirical stance towards careers and professional socialization as subjective experience. Focusing on the problematic features of mobility, entrapment, and organizational commitment in the orchestra world, it shows how the analysis of career concerns in the "minor leagues"of organizational sets can reveal the meaning of status passage, definitions of time, and experiential turning points. Some adaptations to failure and the process of making commitments are considered.     

Organizational Change: A Conceptual Framework to Advance the Evidence Base

There is a vast literature on organizational change, but much of it has a weak evidence base, often using only case studies or axioms based on authors' experiences. Quantitative studies are less common and typically address a limited number of variables. Implementation science research is more advanced but typically addresses only program-level change. This paper presents a comprehensive framework of relevant variables and perspectives from which to view organizational change and offers a research agenda, with particular attention to preconditions for change (e.g., change capacity) and organizational change tactics, and their relationships with change outcomes—promising areas for research.     

Air canada vs. canadi>n: competition and merger in the framing of airline culture ∗

This paper is concerned with airlines, metaphors and organizational cultures. Specifically the paper seeks to answer the question, ‘why, when so many political and economic commentators are agreed that Canada has only room for one viable airline, has it proven impossible to merge the country's two main commercial airlines?’ To answer the question we draw upon Jenkin's (1994) critical historiographic approach, focusing on the development of the organizational cultures and associated discourses of each airline over time. In the process the paper traces the metaphorical use of the concept of competition in the development of the commercial airline business in Canada. We conclude that the culture of an organization may not, of itself, be enough to explain certain organizational outcomes (e.g., a failure to form a merger or alliance) - particularly organizations that are, in large part, dependent on broad policy concerns, but that broader social discourses (e.g., government policy), mediated by specific organizational cultures, may be the major influence.     

SOURCES OF ORGANIZATIONAL COMMITMENT: THE EFFECTS OF INTERNAL LABOR MARKETS AND WORKER VALUES

Data from the 1991 General Social Survey and National Organizations Survey are used to assess how organizational commitment is structured by one “demand side,” organizational-based factor, firm internal labor markets, and one “supply side,” individual-based factor, the values/preferences of workers. Findings indicate that organizational commitment is best explained by the joint influence of these two factors rather than by their independent effects. Specifically, firms with internal labor markets are conducive to the development of high levels of organizational commitment to the extent that what they offer, namely, opportunities for career-status and long-term employment “fit” what workers desire: job security and possibilities for promotion with their current employer. We offer directions for future research that may shed additional light on the manner in which internal labor markets and the values/preferences of workers may structure organizational commitment.