Principal‐agent relationships on the stewardship‐agency axis

This article provides an overview of the literature on nonprofit principal‐agent relationships. It depicts the nature of agency theory and stewardship theory, analyzes the origin of their struggle within the nonprofit structure, and marks directions for a conciliatory approach. We open with an introduction to agency theory and discuss the two main components of its mathematical branch. We thereby contrast it with stewardship theory and elaborate on the arguments that can affect the position of nonprofit principal‐agent relationships on the stewardship‐agency axis. Analysis of the existing literature points to a lack of consensus as to which theory should be applied. We argue that the division of nonprofit principalagent relationships into board‐manager and manageremployee interactions may help to clarify the balance between agency theory and stewardship theory and may lead to the establishment of a strongly founded theory on nonprofit principal‐agent relationships. We close with a discussion of how this article may prove valuable to nonprofit policymakers and other empirical researchers.     

“Come, Join Our Family”: Discipline and Integration in Corporate Organizational Culture

This article critically examines primaryprocesses and effects of the so-called neworganizational culture that is organized on theprinciples and practices of Total Quality Management(and its variations) and increasingly practiced incorporate organizations in the 1990s. The paperspecifically analyzes the effects of the organizationalcultural practices of family and"team" on the employee and discusses their role incorporate discipline, integration, and control. Data aredrawn from field research conducted in a largemultinational corporation and the analyses andinterpretive propositions are informed by a critical socialpsychoanalytic perspective. The paper disputes theconventional view that the practices of the "newculture" and its purported reform of thehierarchical, specialized, conflict-ridden workplaces oftraditional industrial organizationsempower employees and providemeaningful relationships in the workplace.It is argued, on the contrary, that these new designer culturalpractices serve as processes of regulation, discipline,and control of employee subject selves.     

Interactions of land-use history and current ecology in a recovering “urban wildland”

Despite the highly disrupted nature of abandoned industrial sites, they have significant human and ecological value. Ecological recovery at such sites is determined by complex interactions between natural factors and anthropogenic influences. Here we describe the land-use history and ecology of a former industrial wasteland. The spatial and temporal distribution of human disturbance at the study site included early farming, clay mining, brick making and landfilling, activities which have had profound and lasting ecological impacts resulting in a diverse but highly disrupted successional mosaic. Understanding the postdisturbance ecological recovery at this site has required a knowledge of natural factors such as slope, soil types and bedrock geology and hydrology, coupled with a detailed knowledge of the land-use history. Compared to recovery trajectories from many types of natural disturbance, ecological change at this site has been slower and more variable. Understanding ecological history has been crucial in projecting future changes as well as in making wise decisions about use and management practices for the site.     

Getting New Staff to Stay: The Mediating Role of Organizational Identification

Newcomer turnover is a major cost to organizations, and the quality of new employees' experiences in the first few months is critical in determining whether they decide to stay or leave. In a study that focused on the first stage of newcomer socialization, we investigate the impact of perceptions of social validation from the team and the team leader, and perceived fairness of treatment on newcomers' identification with their work team and the organization, specifically measuring the group self‐investment components of identification. The mediating role of these levels of group self‐investment and of the imbalance (i.e. difference) between levels of self‐investment on turnover intentions was also tested. New staff (N=569) joining a large public‐sector organization completed a questionnaire about their socialization experiences in their first 6 months of their employment. Structural equation modelling revealed that social validation by the team and team leaders, and fairness of treatment, predict increased investment with the organization and with the team. Organizational‐level self‐investment and an imbalance in favour of investment with the organization over that of the team mediated decreases in turnover intentions. We conclude that organizations should provide newcomers with validation that promotes identification with their organization during this critical stage of socialization.     

Raising the Titanic: Rescuing Social Work Documentation from the Sea of Ethical Risk

Abstract

One of the most contentious issues in social work practice concerns what should be written about people who access social work services, how comprehensively, and in what format social work assessments, interventions, and outcomes should be documented. The present paper describes a structured approach linked to an action research project that was undertaken by hospital-based social workers to identify and minimise problems associated with documentation in the medical record. The Social Work Ethics Audit provided social work staff with a risk-management tool that highlighted documentation as a key area of ethical risk. Through a process of evaluating existing recording practices, social workers were able to meet the challenge of improving social work recording in medical records, returning it to its proper place as a vital component of clinical and ethical practice rather than an administrative task submerged beneath competing priorities. It was anticipated that the social work documentation proforma that resulted from the ethics audit process would have applicability in other health care settings.     

Researching a Contemporary Archive

This paper documents the experiences of a researcher offered unlimited, privileged access to the archive of a recent, contemporary, charismatic social reformer based in Naples, who was also at the head of an international fundraising network. It documents, first, the unintended consequences of embarking on a research project on the basis of an informal friendly understanding between researcher and researched. It then comments on particular, practical features of this research undertaking, before focusing upon the major ethical dilemmas it presented. The author concludes by offering advice to future archival researchers in the light of her memorable experience in this case.     

College Students’ Life Priorities: The Influence of Gender and Gender-linked Personality Traits

This study examined relations between gender-linked personality traits (i.e., agency and communion) and life goals in a sample of 237 undergraduates. In addition, gender similarities and differences in the relative importance of life goals were explored. As predicted, agency was positively associated with the importance of most achievement goals such as having a career, whereas communion and unmitigated communion were positively associated with the importance of relational goals such as romantic partnership. Contrary to predictions, results suggested that men were more willing than women to sacrifice some achievement goals for a romantic relationship. Findings point to the potential influence of gender and gender-linked personality traits on the establishment of life priorities. Catherine Mosher is a doctoral candidate in clinical psychology at the University at Albany, SUNY and a health psychology intern at Duke University Medical Center. She earned her master’s degree in clinical psychology from the University at Albany, SUNY.     

What Makes for Successful Groupwork? A Survey of Agencies in the UK

Summary This paper reports the findings of a survey of Social ServicesDepartments, Probation Services and the major voluntary agenciesin the UK. The survey aimed to shed light on the factors whichpromote successful groups in social work and probation agencies.The survey did not attempt to map the extent of current groupwork.A questionnaire was piloted in a Social Services Departmentin northern England with social work and social care practitionersparticipating in ‘The Groupwork Project’, a trainingand development programme which continues to have as its aimthe establishment of a groupwork service in a mainstream socialservices agency. The survey was designed to be illuminativeand exploratory rather than conclusive. In this paper, the authorsreflect on the research process and on the findings of the survey.These findings point to the complexity of factors consideredsignificant to the success of a group, and to the importanceof contextual factors in establishing and sustaining a groupworkservice.     

Dynamic capabilities: A review and research agenda

The notion of dynamic capabilities complements the premise of the resource‐based view of the firm, and has injected new vigour into empirical research in the last decade. Nonetheless, several issues surrounding its conceptualization remain ambivalent. In light of empirical advancement, this paper aims to clarify the concept of dynamic capabilities, and then identify three component factors which reflect the common features of dynamic capabilities across firms and which may be adopted and further developed into a measurement construct in future research. Further, a research model is developed encompassing antecedents and consequences of dynamic capabilities in an integrated framework. Suggestions for future research and managerial implications are also discussed.