Within organizational research a question researchers are often interested in is the “why” question. A question that is not focused on as frequently is the how question. I argue in this paper that as researchers we need to pay more attention to how organizations are behaving within organizational fields before we begin to answer the why questions and in order to do this researchers need to expand their methodological tool kits. This analysis examines how institutions within the field of higher education have responded to the changing environmental conditions.
This article examines the conflicting views about whether to consider artwork as a financial asset and suggests a modified museum finance strategy that would not raise stakeholder concerns about selling art in the permanent collection. By encouraging museums to begin a separate investment collection, artworks may ethically be sold to generate operating or other expenses.
This paper examines the life-work histories of twenty four civil society activists that crossed the boundary of the third sector into the government in Mexico 2000-6). The motivation of the study was to document and analyse the experiences of these ‘cross-overs’, since, initial anecdotal evidence suggested that many of these individuals were working on the inside to promote progressive reforms. However, the data collected suggests a far less positive picture.
Despite the large and varied selection of literature on innovation, questions about the diverse organizational aspects of innovation and the differences of innovation in public and nonprofit organizations still remain. This study compares public and nonprofit organizations on their perceived innovativeness and analyzes the environmental factors and organizational practices that are presumably related to innovation.
This study examines the short- and long-term impact of AmeriCorps participation on members’ civic engagement, education, employment, and life skills. The analysis compares changes in the attitudes and behaviors of participants over time to those of individuals not enrolled in AmeriCorps, controlling for interest in national and community service, member and family demographics, and prior civic engagement.
The present study uses hierarchical linear modeling and a large sample of AmeriCorps members (N = 1,376) and AmeriCorps programs (N = 108) to examine the determinants of national service outcomes at the individual and program levels. We found several demographic variations in civic engagement and trust, tolerance and life skills, including race variations in gains in constructive group interactions and personal behavior in groups post-service. Programmatic characteristics have important influences on AmeriCorps members’ civic engagement, tolerance, and trust post-service.
The ability of nonprofit organizations to attract and retain the next generation of its workforce will play an integral role in the growth and vitality of the sector. Management literature provides a number of suggestions to nonprofit managers of how to enhance noncompensation related job characteristics in order to attract and retain a young workforce. Yet, this literature ignores the fact survey research indicates that Generation Y employees value compensation and non-compensation related characteristics differently than previous generations.
Research has shown that military service is linked with some forms of political engagement, such as voting, especially for minorities. In this paper, we explore the relationship between military service and another measure of civic engagement— volunteering. Military service can help to overcome barriers to volunteering by helping to socialize people with a norm of civic responsibility, by providing social resources and skills that compensate for the lack of personal resources, and by making people aware of opportunities to volunteer and “asking” them to do so.
Much of the literature on community service has sought to investigate the factors that compel individuals to participate. These studies have tended to investigate service using rational choice models or socialization and human capital perspectives. While this literature is useful it fails to address an important dimension of service, specifically the meaning that service has for individuals and how their service activities correspond to their vision of meaningful social change.
This paper provides a theoretical model that deals with the potential impact of social interactions among nonprofit leaders on the effectiveness of their organization. Five propositions included in the model and supported with an extensive literature review shed light on how the alignment (or misalignment) among nonprofit leaders can influence the organization’s outcomes. Three types of alignment are dealt with: (1) functional alignment, (2) motivational alignment, and (3) practices alignment.