Is Strategic Communication too important to be left to Communication Professionals?: Managers’ and coworkers’ attitudes towards strategic communication and communication professionals

The article is based upon empirical data from a Swedish three-year research project entitled “Communicative Organizations”, investigating the value of communication for organizations. The project is involves eleven organizations. Based upon empirical data from a quantitative survey (n = 6486) the perceived value of strategic communication and communication professionals, mainly among managers and co-workers, is analyzed. Two conceptual models are used for analysis: the communicative organization and the four-by-four model of strategic public relations. The results shows that the self-identity of communication professionals and the normative model of strategic public relations partly mirror and partly collide with the perceptions of managers and coworkers. The study confirms that managers and coworkers find communication crucial for their organizations at a strategic level, but that the role of communication professionals is rather unclear. A majority of the respondents do not understand the core role or roles of communication professionals.     

Improving social psychiatric treatment in residential programmes for emerging dependence groups in Europe: cross-border networking, methodological innovations and substantive discoveries

A mini-symposium series of papers presenting the results of the European Commission-supported Biomed II project is introduced. The project accomplished a cross-border scientific networking engaging 31 European residential treatment programmes. The results showed that scientific development is best served by a flexible bureaucratic approach. 'Old' science and the 'new' science ways of working were balanced. 'History' and 'social networks' are the key concepts signalling the project knowledge gains. A treatment sample (N=723) was extracted from a database of 1028 current European cases. Non-drug-specific characteristics are as important as drug-specific characteristics in distinguishing emerging dependence groups. The project networking created a process that increased the level of involvement of science and the service communities. To sustain the gains of the project, a reaching out of existing European treatment services to extended family and friendship networks with a history of dependence-related problems will be required.     

Crime in Canada and in the United States: A Comparative Analysis*

Au cours des trois dernières décennies, plusieurs chercheurs se sont penchés sur l'étude comparative de la criminalité aux États-Unis et au Canada. En particulier, Lipset (1990) et Hagan (1991) ont montré que la violence était plus fréquente au sud de la frontière Canado-américaine qu'au nord de celle-ci. À partir de l'étude des différences régionales intra-nationales de la criminalité, cet article montre que les deux pays ne se distinguent pas l'un de l'autre de manière univoque. D'abord, la prévalence des cambriolages et des vols de véhicules automobiles est comparable d'un pays à l'autre. Ensuite, les différences en ce qui concerne les vols qualifiés et les homicides s'estompent lorsque l'on procède à des comparaisons régionales contrôlant pour l'impact des métropoles. Les différences des taux agrégés de la criminalité entre les États-Unis et le Canada sont attribuables à la présence de quelques États et villes américaines où la violence et le vol sont particulièrement fréquents. Deux avenues d'explication sont explorées: la ségrégation résidentielle dés pauvres dans les villes et la disponibilité des armes à feu. In the past three decades, a number of researchers have undertaken the comparison of American and Canadian crime rates. Among them, Lipset (1990) and Hagan (1991) have shown that violence was more frequent south of the border than in Canada. Using infra-national disaggregated crime rates, this article shows that differences in the two countries' crime rates are not univocal. First, there is no significant difference in the prevalence in burglaries and in car thefts between both nations. Second, differences in the robbery rate and the homicide rate shrink dramatically when controlling for the region and removing the effect of metropolises. What makes U.S. crime rates appear much higher than Canadian ones can be attributable to a small number of states and cities that have extraordinarily high crime rates. Two factors are proposed to account for this situation: residential segregation of the poor within cities and the availability of firearms.     

How and when does speech-acting generate social innovations

Speaking is a normal, a special and ubiquitous human activity. Speaking or writing as a subjective and willful activity directed at others takes place within a dense set of behavioral norms. Speaking also activates selectively resources, concepts, logics and rules in language. We investigate the power of the language institution, speech-acting, constructed narratives and deliberations in creating social innovations. We look at new organizations, especially the constitution of new groups with operative collective intentions as social innovations. We ask how speech-acting theory can add or deepen insight into the constitution, the creation, the sustainability and the breakdown of organizations. Speech-acting theory has a focus on rationality as reasoning. Both Amartya Sen and John Searle have delved into reasoning – as creative subjectivity in multi-institutional settings. We try to exploit critically some of their philosophical findings into the field of empirical organization and social innovation studies.     

Increasing minority employment: Are you ready to recruit?

To increase employment from desired race or gender groups, employers nearly always first turn to recruiting from outside their organization. But a few years after such initiatives are undertaken, diversity numbers typically remain low or even decrease, turnover among recruits from the sought‐after groups is high, and the efforts are threatened by their recurrent cost. Employers need to break this fruitless cycle by thinking more strategically. Without an inclusive organizational climate that retains and fully utilizes minority employees after hire, simply recruiting more such employees will not lead to sustainable changes in workforce demographics. Drawing on empirical research, this paper describes six “red flags” that identify workplaces not ready to recruit. Only after organizational changes address the deficiencies identified by the red flags will the time for minority recruitment be at hand. But by then special focused recruitment may not be necessary; when employers change their workplace cultures to become truly inclusive, word gets around.     

Examining links between affective empathy,cognitive empathy,and peer relationships at the transition to school

The current study aimed to (i) examine associations across features of affective and cognitive empathy, and (ii) explore their independent role for children's peer relationships at the transition to school. Affective empathy was measured using both observations of children's facial affect during an empathy-eliciting event and dispositional affective empathy to peer distress via teacher report. Cognitive empathy was measured using an index of children's proclivity to engage in perspective taking when witnessing the distress of another. Children's theory of mind was also assessed given close links with cognitive empathy. Participants were 114 Australian children (M_age = 67 months, SD = 5 months) assessed across two sessions during their first year of formal schooling. Findings showed that features of children's affective and cognitive empathy were unrelated, but both showed independent associations with children's positive peer relationships (assessed via peer-reported social preference and teacher-rated peer social maturity). The current study provides support for the delineation between features of affective and cognitive empathy in early school-age children, and the importance of understanding both affective and cognitive empathy for children's peer relationships at the transition to school. These findings have implications how we understand both the nature of empathy in childhood and the role it plays in supporting children's positive peer relationships.     

Institutional isomorphism and nonprofit managerialism: For better or worse?

Nonprofit organizations (NPOs) have increasingly adopted business‐like practices as a response to institutional pressures. Some researchers argue that this development leads to mission drift, whereas others find a positive effect on organizational performance. However, the institutional pressures responsible for shaping the nonprofit sector have remained hard to distinguish from each other. This study explores the consequences of mimetic, normative, and coercive pressures, and looks at how they affect managerialism, organizational performance, and mission drift. We link these concepts through a structural equation model based on survey data and find that one aspect of managerialism, strategic behavior, is a key construct in influencing the response to isomorphic pressures and can positively affect organizational performance while holding off‐mission drift. Normative isomorphism even has a direct positive effect on organizational performance. Mission drift can take place when organizations are under coercive pressure without having strategies or internal processes in place. These findings imply that organizations should invest in their strategy and the professional development of their staff to increase organizational performance and avoid mission drift.     

Social background,emotionality, and belief as predictors of punitiveness toward deviants

This research addresses the general question of which factors other than evidence determine the outcomes of criminal justice processing. Specifically, it investigates the relationships between social background factors, beliefs and emotions, and punitiveness toward deviants. The results offer support for the proposition that differing backgrounds are systematically linked with different views about human nature and society. The results also support the proposition that these variations in belief are linked to punitiveness toward deviants.     

Do Nonprofit Organisations Manage Earnings? An Empirical Study

Earnings management by nonprofit organisations is not very frequently studied in the academic literature. The present paper presents an overview of the existing literature, and derives a number of hypotheses as to nonprofit organisations’ inclination to manipulate earnings. In a sample of 844 financial statements (2007) of Belgian nonprofit organisations accounting manipulations of earnings towards zero are clearly present. Furthermore, the potential presence of agency conflicts between board and management induces these manipulations, as well as the presence of debt. Finally, larger organisations seem to be more inclined to manipulate earnings to reach earnings levels close(r) to zero.