Identity and integration: The roles of relationship and retention in nonprofit mergers

Prior research suggests that nonprofits are flexible and possess multiple identities, although we know less about how transformative changes, such as mergers, shape nonprofit identity. This qualitative study draws upon in‐depth interviews from 13 nonprofit merger cases to explore factors that influence postmerger identity and integration. In particular, we focus on the roles of organizational similarity and relationships, program and personnel retention, and rebranding. Ultimately, we derive a typology of postmerger integration in nonprofits and suggest that postmerger identity may be classified in terms of absorption, preservation, or creation. Implications for nonprofit leaders are discussed.     

When Working Hard Is Not Enough for Female and Racial/Ethnic Minority Apprentices in the Highway Trades

Drawing on employment records, qualitative interviews, and a survey, we explore the experiences of apprentices in the highway trades in Oregon. We demonstrate that female and racial/ethnic minority apprentices have lower rates of recruitment and retention and disproportionately face challenges with interpersonal interactions, hiring practices, and supervisory practices. Yet, we find a pervasive narrative that attributes apprentices' success to “hard work,” which contributes to the legitimacy of these inequalities. Consistent with the conceptualization of work organizations as inequality regimes, we argue that the apprenticeship system has policies, practices, and ideologies that are on the surface gender and race/ethnicity neutral, yet lead to the perpetuation of inequalities.     

Decision‐making under uncertainty in child protection: Creating a just and learning culture

The argument is made for having a positive error culture in child protection to improve decision‐making and risk management. This requires organizations to accept that mistakes are likely and to treat them as opportunities for learning and improving. In contrast, in many organizations, a punitive reaction to errors leads to workers hiding them and developing a defensive approach to their practice with children and families. The safety management literature has shown how human error is generally not simply due to a “bad apple” but made more or less likely by the work context that helps or hinders good performance. Improving safety requires learning about the weaknesses in the organization that contribute to poor performance. To create a learning culture, people need to feel that when they talk about mistakes or weak practice, there will be a constructive response from their organization. One aspect of reducing the blame culture is to develop a shared understanding of how practice will be judged and how those appraising practice will avoid the hindsight bias. To facilitate a positive error culture, a set of risk principles are presented that offer a set of criteria by which practice should be appraised.     

发展市场中介组织促进中小企业人力资源开发

针对市场中介组织的发展现状及存在的问题 ,着重从组织形式和服务内容两个方面 ,研究了发展为中小企业提供人力资源开发服务市场中介组织的目标模式 ,并提出了发展该类中介组织的对策措施     

公司竞争情报系统观念群体论

21世纪的情报观 ,是一个需要不断完善的观念体系 ,面对严峻的市场竞争 ,必须建立一个能对企业实施有效控制的、能充分蕴含情报价值的系统。     

The organizational shaping of collective identity: The case of lesbian and gay film festivals in New York

Using information gathered during fieldwork on New York lesbian and gay film festival organizations, this paper argues that scholarship on identity has not paid sufficient attention to the organizational mediation of collective identity. The shape of collective identity—how internal instabilities and diversities are accommodated, in this case—depends not only on the emergent characteristics of the “collective,” but also on the resolution of challenges particular to organizational fields. Two very differently conceived lesbian and gay festival organizations, sites at which decision making about collective identity is ongoing and self-conscious, are examined. The analysis traces how each responds to two related tasks: maintaining community legitimacy, which requires racial diversification, and surviving within an altered institutional environment. Rather than imposition from “above” or construction from “below,” the adaptive responses by organizations (to changes in both community expectations and the resource environment) transform the collective identity formulations reaching public visibility. Earlier versions of this paper were presented at the Colloquium Series of the Center for Lesbian and Gay Studies, City University of New York, 1995, and at the Annual Meeting of the American Sociological Association, Washington, DC, 1995.     

我国残疾人组织社会化刍议

分析了我国残疾人组织的现状,指出其存在的不足:残疾人组织行政色彩浓厚、组织发展动力不足、组织功能薄弱。通过对其他国家和地区先进经验的总结和探讨,并结合我国实际,指出残疾人组织社会化有利于消除当前残疾人组织运行过程中存在的各种弊端,并着重阐述了我国残疾人组织社会化的实现途径:加强政府宏观调控及政策引导、组织机构社会化、人员配备社会化、组织功能社会化、资金来源社会化。     

民族地区县级政府竞争：路径选择与制度安排

我国地方政府竞争的趋势将愈演愈烈,地方政府竞争带来了不同的竞争效应。文章对地方政府竞争模型的反思入手,分析了民族地区政府竞争的特征和存在问题的基础上,提出了民族地区提升政府竞争力的路径选择:以提升制度竞争力为先,推进市场、产品等要素建设;并对民族地区政府竞争提出相应的制度和政策安排。     

"生态旅游"概念探微

选取国外 44个生态旅游定义作为研究对象 ,通过确认关键词、对关键词进行聚类分析 ,将定义内容归纳为 6大类 11组分 ,进而构建生态旅游概念模型。在检验模型理论上的可靠性和实践上的适应性后 ,依据模型提出自己的生态旅游定义     

试论党的基层组织建设与人的全面发展

“促进人的全面发展”是党的基层组织建设工作的内在要求 ,党的基层组织建设是推进“人的全面发展”的坚实基础 ,二者是互动的关系。在新形势下 ,党的基层组织建设要为“人的全面发展”开辟新途径。