"Shielding" the Knowledge Transfer Process in Human Service Research

Knowledge utilization studies aim to understand the pathwayswhereby research moves from a specific set of producers to aspecific set of consumers. Broadly speaking, two sets of explanationsexist: (1) the engineering model, which focuses on the inevitabilityof science in advancing knowledge, and (2) the socio-organizationalmodel, which stresses the importance of communication betweenand among groups as the critical factor in promoting utilization.This study asks both research managers at the Department ofHealth and Human Services and representatives from a particularset of consumer organizations to elaborate on the qualitiesof the research process that make knowledge most useful to them.We find that the qualities valued in both communities signalconvergence around a novel third approach—the shield model—inwhich aspects of the original two models reinforce a powerfulprofessional norm of objectivity that shelters the knowledgeproduction and transmission process from external politicalpressures.     

The role of social anxiety in volunteering

The volunteer management literature suggests that the most effective means of recruitment is personal asking. However, agencies that apply this method do not report the expected success in volunteer recruitment. Often they face the volunteer recruitment fallacy: those people assumed to be interested in volunteering do not necessarily volunteer. Based on the literature of shyness or social anxiety and on empirical observations, this article suggests that social anxiety often deters volunteering by new recruits. We hypothesize that people with greater levels of social anxiety will be less likely to volunteer. Furthermore, we hypothesize that people with high social anxiety will prefer to give monetary support to worthy causes rather than volunteer their time, and if they do choose to volunteer, they will do so alongside friends. Our hypotheses are supported based on the findings from a large‐scale nonrandom sample in North America. We suggest how to avoid the volunteer recruitment fallacy by creating a personal environment in which high‐social‐anxiety recruits feel safe and accepted. By removing the fear of being negatively judged by strangers as they enter the agency and creating a more personal approach, new recruits may have a higher probability of becoming long‐term and consistent volunteers.     

Volunteering and Wellbeing Among Ageing Adults: A Longitudinal Analysis

VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations - Previous scholarship has shown evidence of a positive relationship between volunteering and improved measures of mental...     

From Advocacy to Social Innovation: A Typology of Social Change Efforts by Nonprofits

Literature describing the social change efforts of direct social service nonprofits focuses primarily on their political advocacy role or the ways in which practitioners in organizations address individual service user needs. To elicit a more in-depth understanding of the varying ways that these nonprofits promote social change, this research builds off of the innovation literature in nonprofits. It presents a model of the typology of social innovations based on the empirical findings from survey data from a random sample (n = 241) and interview data (n = 31) of direct social service nonprofits in Alberta, Canada. Exploratory principal factor analysis was used to uncover the underlying structure of the varying types of social innovations undertaken by direct service nonprofits. Results support a three-factor model including socially transformative, product, and process-related social innovations. The qualitative findings provide a conceptual map of the varied foci of social change efforts.     

Identifying Attributes of Relationship Management in Nonprofit Policy Advocacy

Relationship management has been identified as an important activity for policy advocacy, but little is known about the strategies that human service administrators use to develop and maintain relationships with policymakers. This exploratory study aimed at identifying attributes of relationship management strategies that are associated with policy advocacy outcomes. Data were gathered from a sample of 333 nonprofit human service providers in Florida. Controlling for organizational size, the findings indicated that several established dimensions of relationship management were associated with policy advocacy success: networking, sharing of tasks, and assurances. Post hoc analyses found that the relationship between policy advocacy success and the domains of access and openness were respectively mediated by networking and sharing of tasks. Implications for nonprofit administrators and researchers are discussed.     

The Canadian agency for the oversight of research involving humans: a reform proposal

In this paper, I propose the creation of a Canadian agency for the oversight of research involving humans. I describe first a series of significant problems with Canada's current system of oversight. I then argue for the creation of a national-level agency, covering all research involving humans, with three branches (policy and standards, education, and compliance). Of particular note, the proposed compliance branch consists of a number of independent national and regional Research Ethics Boards (i.e., REBs no longer reside within institutions). There is also an Audit Committee and a Non-compliance Committee (with supporting staff of auditors and compliance officers) to ensure compliance with the policies and standards set by the Policy and Standards Branch. Finally, I answer a series of "frequently asked questions" about the proposed agency design such as "What about 'local context'?" and "Why not have a system of accreditation of institutional REBs instead?" In sum, radical reform is needed and, in this paper, I present a proposal for such reform.     

A Pilot Study of Eight-Session Mindfulness-Based Cognitive Therapy Adapted for Women’s Sexual Interest/Arousal Disorder

While few treatment options exist for low sexual desire and arousal, the most common sexual dysfunction in women, a growing body of research supports the efficacy of mindfulness-based approaches. The mechanisms underlying improvements, and whether they are due to mindfulness practice or other treatment components, are unclear. As a result, we designed and pilot-tested an eight-session group mindfulness-based cognitive therapy for sexuality (MBCT-S) program that includes more extensive practice of mindfulness skills and closely aligns with the evidence-based MBCT program for depression and anxiety. A total of 26 women (mean age 43.9, range 25 to 63) with a diagnosis of sexual interest/arousal disorder participated in eight weekly group sessions, before and after which they completed validated questionnaires. The majority of women attended all sessions and completed the recommended at-home mindfulness exercises. Compared to baseline, women reported significant improvements in sexual desire, overall sexual function, and sex-related distress, regardless of treatment expectations, relationship duration, or low desire duration. Depressed mood and mindfulness also significantly improved and mediated increases in sexual function. These pilot data suggest that eight-session MBCT-S is feasible and significantly improves sexual function, and provide the basis for a larger randomized-controlled trial (RCT) with a longer follow-up period.     

How did we get here? The career paths of higher education fundraisers

University‐based fundraisers have career paths that are unique in that most do not come to their careers through traditional training programs that are available to other professions, which may impact their expectations of and experiences in their work. Using the conceptual framework of person‐in‐environment fit, this study uses qualitative data from semistructured interviews of 44 higher education fundraisers to understand factors influencing their career trajectories. While formal educational backgrounds do not necessarily provide specific skills necessary for a fundraising career, findings show that many rely on on‐the‐job training, which was at times inadequate. Findings also counter common reports of fundraisers as “falling into the profession” when choosing to join the fundraising field and demonstrate how organizational factors can influence recruitment and retention.