Does managers' motivation matter? Exploring the associations between motivation,transformational leadership,and innovation in a religious organization

Religious organizations are social systems operating in a complex and changing environment. By looking to an authority beyond themselves, religious organizations have comparatively little control over defining their own goals. In this juggling between sticking to the ultimate goal of an organization and adapting to complex changing environments, that is, in the juggling between tradition and renewal, transformational leadership seems to play an important role in religious organizations. The extensive body of literature on transformational leadership has focused more on the outcomes of transformational leadership than on its antecedents. We extend the existing literature by linking managers' motivation to their transformational leadership behaviors in a religious organization. More specifically, we examined the associations of intrinsic and prosocial motivation with transformational leadership, and we investigated the relationship between transformational leadership and innovation among 252 managers in the largest nonprofit organization in Norway, the Church of Norway. Analyses in structural equation modeling revealed a positive relationship between intrinsic motivation and transformational leadership, whereas the relationship between prosocial motivation and transformational leadership was not significant. Transformational leadership was positively associated with innovation. Based on the results of the study, we discuss practical implications regarding how to support intrinsic motivation, transformational leadership, and innovation in religious organizations.     

Inclusion and commitment as key pathways between leadership and nonprofit performance

Given the projected growth of workforce diversity in the United States and the fact that heterogeneous workforces result in both positive (increased retention and performance) and negative (increased conflict and turnover) organizational outcomes, nonprofit leaders are faced with the challenge of effectively managing their workforces. Findings ways to ensure positive workplace outcomes, such as employee commitment (an emotional attachment to the organization) and performance, is especially critical for the overall functioning of nonprofit organizations. Using longitudinal multilevel path analyses, this study examined whether transformational leadership influenced work group performance through both creating a climate for inclusion and increasing employee affective commitment in a diverse nonprofit health care organization. Results indicate that transformational leaders help increase perceptions of inclusion, which improves employee commitment to the organization, and ultimately enhances perceived work group performance. This suggests inclusion and affective commitment as key factors for how leaders can increase nonprofit performance.     

The Diffusion and Innovation of Muslim Organizations in Denmark

Since 1965, the latest immigration to Denmark has not only brought new groups to the country but also resulted in new organizations, associations and movements established by people with Muslim background. In order to understand this extension and renewal of Danish civil society I distinguish between forms of organizations and forms of diffusion. The outcome of the analysis reveals four distinct clusters of Muslim organizations in Denmark: The first generation of Muslim associations was characterized by centralized state sponsored organizations, governed and financed by Arab countries and Turkey. The second generation of Muslim organizations took the form of transnational social movements and were often set up as a counterpart to the state sponsored organizations. The third wave of organization building, the so-called homegrown organizations, tried to unite Muslims in Denmark and worked for a dialog with the Danish majority. Most of the Muslim youth organizations belong to this category. However, some political Islamic youth organizations and networks have chosen an alternative strategy that challenges mainstream Danish institutions and values. The reaction of the government has been to tone down cooperation with representatives from the immigrant population and especially representatives from the Muslim minority.     

历史视野中的共产党人学习史

一部共产党人的历史,就是一部创造性学习的历史。马克思主义政党学说的创立和政党的建立源于科学社会主义思想大师们的勤奋学习。世界共产党执政兴衰系于是否加强自身学习,当今世界六个共产党执政国家吸取苏共垮台的教训,立足时代,关注实践,带着使命学,结合国情学,坚定不移地走自己的发展道路。尤其是中国共产党面对当今世情国情党情的深刻变化,对"怎样建设党"这一个重大历史课题进行了一系列探索,进而作出了建设马克思主义学习型政党的重大战略决策和部署,这是中国共产党将学习融进党的管理,把全党变成一所大学校的重要举措,是对知识经济时代的科学应对,它体现了历史发展的客观要求,体现了马克思主义政党与时俱进的品质,体现了党永葆先进性的目标方向。     

慈善组织演进轨迹与培育路径

对于慈善组织的出现,市场失灵理论和政府失灵理论具有较强的解释力。中国悠久的慈善文化为本土慈善组织的兴起和发展也提供了深厚的思想基础。中国慈善组织经历了从传统的狭隘性到近代转型,从新中国成立后的长期沉寂到当代的繁荣的曲折发展历程。当今中国的慈善组织在自然灾害、基础教育、医疗卫生、扶老助残和慈善支持等领域发挥着重大作用。然而,要实现中国慈善组织的可持续发展,必须从宏观制度安排、社会环境改善和慈善组织自身的革新等方面作出努力。     

Framing breast cancer: Building an agenda through online advocacy and fundraising

Using qualitative content analysis, this study employs agenda building and framing to examine e-mail messages from Susan G. Komen for the Cure and the Komen Advocacy Alliance to determine strategies for communicating about breast cancer and inspiring involvement in nonprofit advocacy and fundraising efforts. Three types of messages, nine frames, and various tactics emerged among 50 messages sent during 1 year. Theoretical implications and practical applications for public relations and fundraising professionals are discussed.     

Gendered Projects of Solidarity: Workplace Organizing among Immigrant Women and Men

Drawing on an ethnography of organizing among Latina/o immigrant janitors in Los Angeles, I argue that constructing workplace solidarity between women and men is a dynamic, gendered project. I demonstrate both how this project unfolds and how it can be halted, with varying implications for gender and class inequality at work. Organizational restructuring upsets gender‐segregated divisions of labour making solidarity between women and men possible but restructuring also allows workers to reinforce gendered divisions and cultural distinctions. The mechanism pushing workers one way or the other is the degree to which the process of organizing recognizes gender inequalities.     

Public relations and the rise of hypermodern values: Exploring the profession in Europe

This article raises the question of whether European public relations (PR) and communications professionals perceive a cultural transformation in the direction of hypermodernity, and if so, attempts to assess how this influences their organizations and their work. Questions were asked in the European Communication Monitor 2017, an annual survey among communications professionals, and 3387 respondents from 50 European countries filled in the questionnaire. The results indicate that European professionals recognize a cultural transformation in the direction of hyper consumption, hyper modernization and hyper narcissism that influences the communication between their organizations and their stakeholders. A cluster analysis shows that less than half of the respondents perceive a transformation of their organization in the direction of hypermodern characteristics and values. Organizations with post/hypermodern characteristics have superior communications departments compared to modern organizations. Post/hypermodern organizations and excellent communications departments also engage more often in societal debates than other types of organizations and departments.     

Participation in formal and informal volunteering: Implications for volunteer recruitment

This study examines factors influencing “formal” volunteering (that is, to an organization) and “informal” volunteering (that is, volunteering carried out individually outside of an organizational context) and the relationship between these two activities. We hypothesize that formal and informal volunteering activities are positively interrelated but that they are shaped by different types of personal resources: involvement in social networks increases the likelihood of both types of volunteering, but human capital increases the likelihood of formal volunteering rather than informal. The bivariate probit regression results emanating from the Independent Sector's “Giving and Volunteering in the United States, 2001” survey are generally supportive of the hypotheses. The findings suggest that nonprofit and public organizations that involve volunteers consider the pool of informal volunteers as a fertile ground for recruitment and find ways to better utilize older Americans in formal volunteering. The results also suggest that volunteer recruitment through organizational membership may be an effective strategy.     

文化差异与高等教育评估中介机构的模式选择

文化具有无处不在、无孔不入的特性。文化差异是形成各国高等教育评估中介机构模式差异的根本原因。以文化为视角探索各国高等教育中介机构建立的模式对我们建设有中国特色的高等教育评估中介机构具有重要的理论和现实意义。