Organizational portfolio theory and international not-for-profit organizations

The organizational portfolio theory is used to explain performance-driven organizational changes in international not-for-profit organizations. The forces that push international not-for-profit organizations to adapt are those that exacerbate the effect of the downward swing in organizational performance that results from misfit. On the other hand, the forces that retard adaptive change in these organizations are those that counteract the effect of the downward swing in organizational performance that results from misfit. Each of seven factors analyzed may push the international not-for-profit organizations to adapt or to not adapt, depending on their effect on organizational performance.     

Adult Perceptions of Positive and Negative Infant Emotional Expressions

Adults' perceptions provide information about the emotional meaning of infant facial expressions. This study asks whether similar facial movements influence adult perceptions of emotional intensity in both infant positive (smile) and negative (cry face) facial expressions. Ninety‐five college students rated a series of naturally occurring and digitally edited images of infant facial expressions. Naturally occurring smiles and cry faces involving the co‐occurrence of greater lip movement, mouth opening, and eye constriction, were rated as expressing stronger positive and negative emotion, respectively, than expressions without these 3 features. Ratings of digitally edited expressions indicated that eye constriction contributed to higher ratings of positive emotion in smiles (i.e., in Duchenne smiles) and greater eye constriction contributed to higher ratings of negative emotion in cry faces. Stronger mouth opening contributed to higher ratings of arousal in both smiles and cry faces. These findings indicate a set of similar facial movements are linked to perceptions of greater emotional intensity, whether the movements occur in positive or negative infant emotional expressions. This proposal is discussed with reference to discrete, componential, and dynamic systems theories of emotion.     

Mediation Effects of Organization–Public Relationship Outcomes on Public Intentions for Organizational Supports

The purpose of this study is to demonstrate the value of organization–public relationship (OPR) outcomes by examining the mediation effects of relationship outcomes on key antecedents of stakeholders' support for a not-for-profit organization, which include awareness, attitude, and behavioral intention toward supportive relationship-building. To this end, a survey was conducted with individual donors of a not-for-profit organization. Key findings include strong positive effects of awareness of organizational relationship-building activities in beliefs about OPR outcomes and on the intention to engage in relationship-building, such as giving donations. In addition, this study found that OPR outcomes play a critical role in connecting such effects of awareness to the intention of supportive behaviors.     

Past work experience and organizational assimilation in nonprofit organizations

This study compares seven dimensions of organizational assimilation (OA)—familiarity with coworkers, familiarity with supervisors, recognition, acculturation, involvement, job competency, and role negotiation—into nonprofit, for‐profit, and governmental organizations incorporating the role of similarity of past work experience (magnitude of transition [MoT]). An online survey of 294 employee newcomers (tenures of 3 months or less) revealed differences in OA between those entering nonprofits and those entering for‐profit, and governmental organizations. Compared to newcomers entering for‐profit and governmental organizations, nonprofit newcomers reported higher levels of job competency, involvement, acculturation, and role negotiation. Interactions between organization type and MoT from past work to current roles were examined for effects on OA. When MoT was low, nonprofit newcomers were higher on acculturation and involvement than for‐profit newcomers; governmental newcomers with high MoT were significantly higher on role negotiation than for‐profit newcomers. Theoretical and practical implications for nonprofit organizational management, trainers, and nonprofit newcomers are discussed.     

Unintended? The effects of adoption of the Sarbanes‐Oxley Act on nonprofit organizations

This article investigates the benefits and costs to nonprofit organizations emanating from the adoption of the Sarbanes‐Oxley Act (2002). The act was intended to stem financial malfeasance in the for‐profit sector; nevertheless the article finds that about half the surveyed nonprofits adopted provisions of the act and experienced effects in proportion to the level of adoption. About one in four of the nonprofits attributed benefits of better financial controls and reduced risk of accounting fraud to the adoption of the Sarbanes‐Oxley Act. More than one‐third of the nonprofit organizations reported increased fees for external audit, and about 15 percent cited “reallocation of resources from program to administrative expenses.” This article discusses the unintended positive and negative effects of public policy on nonprofit organizations.     

Do Socially Anxious Children Show Deficits in Classifying Facial Expressions of Emotions?

Studies with socially anxious adults suggest that social anxiety is associated with problems in decoding other persons' facial expressions of emotions. Corresponding studies with socially anxious children are lacking. The aim of the present study was to test whether socially phobic children show deficits in classifying facial expressions of emotions or show a response bias for negative facial expressions. Fifty socially anxious and 25 socially non-anxious children (age 8 to 12) participated in the study. Pictures of faces with either neutral, positive (joyful) or negative (angry, disgusted, sad) facial expressions (24 per category) were presented for 60 ms on a monitor screen in random order. The children were asked to indicate by pressing a key whether the facial expression was neutral, positive, or negative, and to rate how confident they were about their classification. With regard to frequency of errors the socially anxious children reported significantly more often that they saw emotions when neutral faces were presented. Moreover, reaction times were longer. However, they did not feel less certain about their performance. There is neither an indication of an enhanced ability to decode negative facial expressions in socially anxious children, nor was there a specific tendency to interpret neutral or positive faces as negative.     

Adolescents’ Responses to Cigarette Advertisements for Five “Youth Brands” and One “Adult Brand”

Almost all smoking initiation takes place during adolescence, and the appeal of cigarette advertising is frequently proposed as one of the reasons adolescents begin smoking, but few studies have investigated adolescents’ responses to cigarette ads. This study examined responses to cigarette advertisements among 400 adolescents ages 12 to 17 years in Arizona and Washington, who were surveyed in shopping malls. Adolescents were presented with two ads for each of five youth brands (Marlboro^TM, Newport^TM, Camel^TM, Kool^TM, and Winston^TM) and one ad for an adult brand (Merit^TM), and were asked how often they had seen the ad, how much they liked the ad, and whether or not the ad made smoking more appealing. A substantial proportion of adolescents, especially smokers, liked the ads for the youth brands and believed the ads made smoking more appealing. The ads for Marlboro and the new Camel and Winston ads were especially attractive to adolescents. In contrast, few adolescents liked the ad for the adult brand and few believed that it made smoking more appealing.     

Financial control in religious organizations: A status report

Several recent high profile cases of financial mismanagement in religious organizations have highlighted the need for all religious nonprofit organizations (NPOs) to have strong internal accounting controls. These organizations are often small, rely on a great deal of volunteer support, and as a result may not have the professional oversight to adequately monitor the resources of the organization or the behavior of its leaders. The purpose of this article is to assess the current state of financial control for one segment of religious NPOs, churches, and give some suggestions for improvement. In this study over 530 churches of widely varying sizes responded to an extensive survey about specific internal controls they may or may not have in place. The results are assessed in light of preferred practices. Readers can use this information to strengthen current practices and provide a greater level of assurance that an organization is directing its resources toward its mission.     

Aging and the Effects of Facial and Prosodic Cues on Emotional Intensity Ratings and Memory Reconstructions

Young (M = 23 years) and older (M = 77 years) adults' interpretation and memory for the emotional content of spoken discourse was examined in an experiment using short, videotaped scenes of two young actresses talking to each other about emotionally-laden events. Emotional nonverbal information (prosody or facial expressions) was conveyed at the end of each scene at low, medium, and high intensities. Nonverbal information indicating anger, happiness, or fear, conflicted with the verbal information. Older adults' ability to differentiate levels of emotional intensity was not as strong (for happiness and anger) compared to younger adults. An incidental memory task revealed that older adults, more often than younger adults, reconstruct what people state verbally to coincide with the meaning of the nonverbal content, if the nonverbal content is conveyed through facial expressions. A second experiment with older participants showed that the high level of memory reconstructions favoring the nonverbal interpretation was maintained when the ages of the participants and actresses were matched, and when the nonverbal content was conveyed both through prosody and facial expressions.     

How to foster employee quality of life: The role of employee performance management and authentic leadership

Although employee performance management (EPM) enhances performance, the effects that these systems have on employee quality of life remain unclear. Such information is particularly relevant for ‘vulnerable’ workers, whose employment situation has the potential to alter their social and economic position in life. Based on data gathered from 111 leaders and 547 vulnerable workers in 36 social profit organizations, multilevel regression analysis demonstrates that EPM is related to vulnerable workers’ quality of life. Moreover, authentic leadership and psychological empowerment buffer the negative relationship between EPM and vulnerable workers’ quality of life. These findings imply that organizations that employ vulnerable workers need authentic leaders to foster a positive impact not only on performance through EPM but also on vulnerable workers’ quality of life. In addition, organizations can also pursue vulnerable workers’ psychological empowerment by providing tasks that are meaningful to them and in which they experience self-efficacy to reduce the potential negative effects of EPM on vulnerable workers’ quality of life.     

Pathways to sector selection: A conceptual framework for social enterprises

As hybrid organizations with financial and social objectives, social enterprises must balance competing logics for governance, stakeholders, and outcomes when considering organizational design and structure. The existing legal landscape for organizations exacerbates this dilemma by forcing social enterprises to incorporate as either a nonprofit or for‐profit organization. This research examines the entity formation process for social enterprises by presenting sector choice as an interaction among four factors: equity financing, organizational lineage, human capital, and funding environment. Using a qualitative comparative case analysis, this research demonstrates that contingent factors drive sector choice when legal incentives and institutional pressures are unclear. For those choosing nonprofit forms, the status of the parent organization—the organizational lineage—is determinative. For those operating in the for‐profit context, human capital is predictive. The resulting conceptual framework contributes to existing organizational theory on hybrid organizations by presenting the sector selection process as independent of the motives or legal incentives typically associated with sector choice. This research concludes with a discussion on the advantages of delaying the formal sector declaration process.     

Crisis response and crisis timing strategies,two sides of the same coin

This study investigates the moderating impact of the timing of crisis disclosure on the effect of crisis response strategies on organizational post-crisis reputation. It proposes that self-disclosing a crisis allows organizations to avoid explicitly taking or rejecting responsibility by means of a crisis response strategy. A 2 (crisis timing strategy: ex-ante vs. ex-post) × 2 (crisis response strategy: response strategy vs. objective information only) between-subjects factorial design was conducted among 137 participants. The results show that organizations that do not steal thunder better use a reputation restoring crisis response strategy than just providing stakeholders objective information about what happened. In addition, the results demonstrate that if an organization steals thunder, it is not necessary to offer reputation restoring crisis response strategies such as an apology. These findings stress the importance of timing to disclose crisis information in addition to the content of crisis communication strategies.     

The Effect of Social Presence on the Facial and Verbal Expression of Emotion and the Interrelationships Among Emotion Components

Women were videotaped while they spoke about a positive and a negative experience either in the presence of an experimenter or alone. They gave self-reports of their emotional experience, and the videotapes were rated for facial and verbal expression of emotion. Participants spoke less about their emotions when the experimenter (E) was present. When E was present, during positive disclosures they smiled more, but in negative disclosures they showed less negative and more positive expression. Facial behavior was only related to experienced emotion during positive disclosure when alone. Verbal behavior was related to experienced emotion for positive and negative disclosures when alone. These results show that verbal and nonverbal behaviors, and their relationship with emotional experience, depend on the type of emotion, the nature of the emotional event, and the social context.     

Using an Acculturation‐Stress‐Resilience Framework to Explore Latent Profiles of Latina/o Language Brokers

With survey data from 243 Latina/o early adolescent language brokers, latent profile analyses were conducted to identify different types (i.e., profiles) of brokers. Profiles were based on how often Latina/o early adolescents brokered for family members, as well as their levels of family‐based acculturation stress, negative brokering beliefs, parentification, and positive brokering beliefs. Three brokering profiles emerged: (1) infrequent‐ambivalents, (2) occasional‐moderates, and (3) parentified‐endorsers. Profile membership was significantly predicted by ethnic identification and brokering in a medical context. Respect, brokering at school, and brokering at home did not significantly predict profile membership. In addition, parentified‐endorsers had more frequent perceived ethnic/racial discrimination and depressive symptoms than other profiles. In contrast, infrequent‐ambivalents engaged in risky behaviors less frequently than other profiles.     

Growing Pains: The Transformative Journey from a Nascent to a Formal Not-For-Profit Venture

This article examines how a social venture transitions from nascent to formal status and argues that the transformation of the organization set in motion by establishing formal boundaries is a deeply profound one. Drawing from the nonprofit and social entrepreneurship literature on what prompts and energizes individuals to initiate new not-for-profit ventures, and linking it to a notion of revolutionary crisis as organizations emerge and develop, we seek to illuminate and explore the tension, and its consequences, between nonprofit entrepreneurs and the organization they create as the new venture transitions from nascent to formal. We do this by presenting the results from an in-depth case study examining the gestation and boundary-forming phases of Robert’s Place Cooperative, a plucky start-up cooperative in a midsize Midwestern city.     

Truth® ads,receptivity, and motivation to use or quit tobacco among college students

Abstract

Objective: Examine receptivity and motivation to use/quit tobacco among college students after viewing Truth ads. Participants: Random sample of 10,000 college students invited to complete online survey February 2016 (8.5% response rate). Methods: Quasi-experimental. Participants (N?=?854) watched four ads and answered survey items for each ad. Results: Students rated ad receptivity and decreased motivation to use tobacco higher for the Catmageddon ad than the others. Regardless of ad, men and current cigarette smokers reported lower receptivity. Younger age was associated with lower motivation to use tobacco for all ads. Tobacco users reported greater motivation to quit with the Catmageddon ad. Conclusions: College students were receptive to the Truth ads, and many indicated lower motivation to use tobacco. Men, older college students, and current cigarette smokers were less receptive to the ads, reinforcing the need to develop tailored campaigns to reach these subgroups.     

Dishing the dirt: gossiping in organizations

In an exercise in social theory, rather than an empirical investigation, we concentrate on the role of gossip – spreading ‘news about the affairs of another’ – in relation to the dynamics of power in organizations. Gossip has often been seen in functional terms, as both positive and negative for the organization. In this paper we challenge this functionalist approach. Gossip can be associated with what Freud called the narcissism of minor differences: the gossipers tend not to be too dissimilar from those gossiped about in terms of proximity. Propinquity may increase the animosity of gossip. We see formal organization as a self‐regulating system that constantly refines its boundaries, and gossip is the dirt that trickles in and out of these boundaries, illegitimate, formally disdained and often destructive. The writer who has done most to encourage and clarify thinking about the nature of dirt is Mary Douglas, the anthropologist, especially her notion of expressive pollution. The paper concludes with some implications for ethics in practice viewed through power relations.     

Measuring satisfaction with organizations. Predictions from information accessibility

The study explored the process through which customers assess their satisfaction with service organizations. Our theoretical analysis suggests that when a general satisfaction question appears after questions about specific domains were asked (SG order), the earlier questions increase the accessibility of both positive and negative information. In contrast, when a general satisfaction question appears prior to any other question (GS order), negative information is more accessible than positive information. On the basis of these differences in accessibility we predicted (1) greater asymmetry in the impact of positive and negative information on the general satisfaction response in the GS order, (2) higher correspondence between domain-specific satisfaction and general satisfaction in the SG order, and (3) higher levels of general satisfaction in the SG order. These predictions were supported in analyses of customers' responses in a national survey of satisfaction with the Israel Telecommunication Corporation (Bezeq).     

Using Dialogic Principles on Websites

This research reports the results of the analysis of public benefit organization (PBO) websites as places for encouraging dialogic relationships with key members of the public. Using a modified Kent and Taylor's (1998) dialogic principle, we conducted a content analysis of 367 PBOs in Poland. The results suggest that analyzed organizations only marginally use the five principles of dialogic communication on their websites. The studies have identified only a few organizations, which have websites characterized as having a high level of dialogic potential. Websites usually contained only some elements, which gave them the appearance of a digital information brochure. In addition, the results indicate that website dialogic potential is significantly influenced by the amount of revenue and the extent of the organization. The higher the revenue and geographic service area, the greater the dialogic potential of websites is as well.     

High tech and high performance: Managing appraisal in the information age

Conclusion Information technology leaders recognize that the greatest impediments to success are often people related rather than information, technology, and systems related (Roepke et al., 2000). Obviously, the human component is a central concern when organizations introduce technology to the performance-management process. After all, combining people and technology successfully is critically important to firms. While the potential for accelerating positive HRM outcomes through various technology applications clearly exists, implementation that fails to consider trust, fairness, system factors, objectivity, personality, or computer literacy and training (among other concepts) has negative implications for an organization’s distinct and inimitable human component. Possible gains in efficiency, objectivity, or accuracy that a high technology approach to performance management produces could turn out to be costly for firms if they bring about user dissatisfaction leading to diminished job attitudes, poor performance, or increased turnover.