Pub Date : 2021-12-02DOI: 10.1080/23303131.2021.2007195
Xuebing Su, V. Wong, C. Kwan, Linda Mok
ABSTRACT Using a sample of questionnaires completed by social workers (n = 276) working in 104 non-governmental organizations in Macao and the Social Welfare Bureau of the Macao Special Administrative Region Government, this study examined the role of collective psychological ownership (CPO) in the job demands-resources (JD-R) model in explaining social workers’ work engagement. The results of a bootstrap test showed that CPO partially mediated the influence of job resources and job demands on work engagement when controlling for sociodemographic factors (i.e., gender, age, and educational attainment) and monthly income. The results of structural equation modeling suggested that CPO did not play a mediating role in the relationship between job demands and work engagement; the effect of job demands on work engagement was instead inhibited when controlling for job resources and CPO. The study sheds new light on the development of the JD-R model and on initiatives to enhance work engagement.
{"title":"The Impact of Collective Psychological Ownership on Social Workers’ Work Engagement in the Job Demands-Resources Model","authors":"Xuebing Su, V. Wong, C. Kwan, Linda Mok","doi":"10.1080/23303131.2021.2007195","DOIUrl":"https://doi.org/10.1080/23303131.2021.2007195","url":null,"abstract":"ABSTRACT Using a sample of questionnaires completed by social workers (n = 276) working in 104 non-governmental organizations in Macao and the Social Welfare Bureau of the Macao Special Administrative Region Government, this study examined the role of collective psychological ownership (CPO) in the job demands-resources (JD-R) model in explaining social workers’ work engagement. The results of a bootstrap test showed that CPO partially mediated the influence of job resources and job demands on work engagement when controlling for sociodemographic factors (i.e., gender, age, and educational attainment) and monthly income. The results of structural equation modeling suggested that CPO did not play a mediating role in the relationship between job demands and work engagement; the effect of job demands on work engagement was instead inhibited when controlling for job resources and CPO. The study sheds new light on the development of the JD-R model and on initiatives to enhance work engagement.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"123 1","pages":"224 - 237"},"PeriodicalIF":1.2,"publicationDate":"2021-12-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85679705","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-11-23DOI: 10.1080/23303131.2021.1991070
Sarah A. Spruill, Abigail Laurenson, L. Warner, B. D. Smith
ABSTRACT This qualitative study addresses the experiences of paid professionals and volunteers who worked through nonprofit human service organizations to help people obtain health insurance in the first wave of open enrollment for the Patient Protection and Affordable Care Act (ACA). Focusing on the state of Alabama, we compare and contrast the experiences of ACA navigators in different settings: (1) established nonprofits that received federal contracts to provide navigation services, and (2) a new nonprofit started specifically to help people sign up for ACA coverage. Findings contribute to the policy implementation literature by illuminating how policy implementation in different nonprofit settings can result in varying experiences of personal and political transformation. Findings contribute to the policy feedback literature by illustrating the potential for policy feedback effects on frontline workers. The study also illustrates again that human services nonprofits can create organizational conditions to promote empathy, excitement, and dedication at the frontlines.
{"title":"At the Frontlines of Policy Implementation: Contrasting Experiences of Affordable Care Act Navigators","authors":"Sarah A. Spruill, Abigail Laurenson, L. Warner, B. D. Smith","doi":"10.1080/23303131.2021.1991070","DOIUrl":"https://doi.org/10.1080/23303131.2021.1991070","url":null,"abstract":"ABSTRACT This qualitative study addresses the experiences of paid professionals and volunteers who worked through nonprofit human service organizations to help people obtain health insurance in the first wave of open enrollment for the Patient Protection and Affordable Care Act (ACA). Focusing on the state of Alabama, we compare and contrast the experiences of ACA navigators in different settings: (1) established nonprofits that received federal contracts to provide navigation services, and (2) a new nonprofit started specifically to help people sign up for ACA coverage. Findings contribute to the policy implementation literature by illuminating how policy implementation in different nonprofit settings can result in varying experiences of personal and political transformation. Findings contribute to the policy feedback literature by illustrating the potential for policy feedback effects on frontline workers. The study also illustrates again that human services nonprofits can create organizational conditions to promote empathy, excitement, and dedication at the frontlines.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"91 1","pages":"275 - 292"},"PeriodicalIF":1.2,"publicationDate":"2021-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85166889","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-11-22DOI: 10.1080/23303131.2021.2000543
Maria V. Wathen, C. Weishar, P. L. Decker
ABSTRACT This paper explores the strategies that staff at two refugee-serving organizations found helpful in mitigating their increased distress from negative political rhetoric aimed at their clients. Results point to the importance of organizational acknowledgment of the distress. Additionally, staff perceived that intentionally focused organizational interventions can mitigate the emotional impacts of negative rhetoric. Finally, strategies employees used to lessen their distress and regain a sense of efficacy included recommitment to the mission, advocacy for refugees among family and friends, strong reliance on religious faith in coping, and an avoidance of the rhetoric by decreasing engagement with news and social media.
{"title":"Strategies to Mitigate the Effects of Negative Political Rhetoric on Service Providers: A Study in Two Refugee-serving Organizations","authors":"Maria V. Wathen, C. Weishar, P. L. Decker","doi":"10.1080/23303131.2021.2000543","DOIUrl":"https://doi.org/10.1080/23303131.2021.2000543","url":null,"abstract":"ABSTRACT This paper explores the strategies that staff at two refugee-serving organizations found helpful in mitigating their increased distress from negative political rhetoric aimed at their clients. Results point to the importance of organizational acknowledgment of the distress. Additionally, staff perceived that intentionally focused organizational interventions can mitigate the emotional impacts of negative rhetoric. Finally, strategies employees used to lessen their distress and regain a sense of efficacy included recommitment to the mission, advocacy for refugees among family and friends, strong reliance on religious faith in coping, and an avoidance of the rhetoric by decreasing engagement with news and social media.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"1 1","pages":"162 - 177"},"PeriodicalIF":1.2,"publicationDate":"2021-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91224300","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-11-22DOI: 10.1080/23303131.2021.1980476
C. Kang, HaeJung Kim, Y. Baek
ABSTRACT This exploratory study focuses on understanding the thematic trends and changes in 1,078 articles published in Human Service Organizations: Management, Leadership, and Governance (HSO) journal. Structural Topic Model (STM) was used to examine how topics have changed over time. Fifteen topics were uncovered, and the most widely studied topic in HSO’s 40-year history was gender-related issues. The results show that the prevalence of topics varied over time. While some topics (e.g., “Performance and measurement,” “Relationship with the market and public sector,” “Planning, implementation, and feedback,” and “Social work education”) showed decreasing trends, others (e.g., “Network and collaboration,” “Board and executive,” “Program and evidence,” and “Supervision and team”) showed increasing trends. This study can contribute to reviewing the past social work management research and may help suggest some projections or directions for managers and researchers in human service organizations.
{"title":"Thematic Trends and Changes in Human Service Organizations: Management, Leadership, and Governance","authors":"C. Kang, HaeJung Kim, Y. Baek","doi":"10.1080/23303131.2021.1980476","DOIUrl":"https://doi.org/10.1080/23303131.2021.1980476","url":null,"abstract":"ABSTRACT This exploratory study focuses on understanding the thematic trends and changes in 1,078 articles published in Human Service Organizations: Management, Leadership, and Governance (HSO) journal. Structural Topic Model (STM) was used to examine how topics have changed over time. Fifteen topics were uncovered, and the most widely studied topic in HSO’s 40-year history was gender-related issues. The results show that the prevalence of topics varied over time. While some topics (e.g., “Performance and measurement,” “Relationship with the market and public sector,” “Planning, implementation, and feedback,” and “Social work education”) showed decreasing trends, others (e.g., “Network and collaboration,” “Board and executive,” “Program and evidence,” and “Supervision and team”) showed increasing trends. This study can contribute to reviewing the past social work management research and may help suggest some projections or directions for managers and researchers in human service organizations.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"15 1","pages":"11 - 35"},"PeriodicalIF":1.2,"publicationDate":"2021-11-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82651377","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-20DOI: 10.1080/23303131.2021.1988295
Lakeya Cherry
{"title":"Points of View from Human Service Leaders: Lakeya Cherry","authors":"Lakeya Cherry","doi":"10.1080/23303131.2021.1988295","DOIUrl":"https://doi.org/10.1080/23303131.2021.1988295","url":null,"abstract":"","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"8 1","pages":"389 - 391"},"PeriodicalIF":1.2,"publicationDate":"2021-10-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78951282","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-29DOI: 10.1080/23303131.2021.1975861
M. Møller, Michael Hill
ABSTRACT Does performance measurement clash with professional decision-making? From a public management perspective, professional decision-making may imply a lack of accountability and self-interested behavior. Performance measurement offers a solution to those concerns. From the professions’ point of view, performance management hijacks the autonomy of street-level professionals and contributes to deskilling. We examine an example of such a clash in record keeping in a Danish family center, and we show why and over what professional staff disagree. Results point to the role of managers in securing improvements by changing the record-keeping system to enhance effective professional treatment. This can contribute to a shared rationality among social workers and allied professional staff.
{"title":"Performance Measurement and Professional Decision making: A Resolvable Conflict?","authors":"M. Møller, Michael Hill","doi":"10.1080/23303131.2021.1975861","DOIUrl":"https://doi.org/10.1080/23303131.2021.1975861","url":null,"abstract":"ABSTRACT Does performance measurement clash with professional decision-making? From a public management perspective, professional decision-making may imply a lack of accountability and self-interested behavior. Performance measurement offers a solution to those concerns. From the professions’ point of view, performance management hijacks the autonomy of street-level professionals and contributes to deskilling. We examine an example of such a clash in record keeping in a Danish family center, and we show why and over what professional staff disagree. Results point to the role of managers in securing improvements by changing the record-keeping system to enhance effective professional treatment. This can contribute to a shared rationality among social workers and allied professional staff.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"17 1","pages":"392 - 409"},"PeriodicalIF":1.2,"publicationDate":"2021-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87785561","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-05DOI: 10.1080/23303131.2021.1971129
S. Easton, L. D. Dal Santo, N. S. Safadi, Kimberly Hokanson
ABSTRACT Social work professionals experience job-related stressors often associated with compromised mental health. In low-resource, conflict settings, such as the Occupied Palestinian Territories (OPT), structural and environmental obstacles pose additional challenges. This qualitative study identified stressors faced by 237 Palestinian social workers, current organizational strategies to reduce worker stress, and recommendations for new strategies. Content analysis identified 12 categories of stressors within five domains: role-related, interpersonal, organizational, societal, and miscellaneous. Current stress reduction efforts are perceived as ineffective, but numerous suggestions were offered for new initiatives. Implications for policy, practice, and research are discussed. Practice Points Palestinian public sector social workers face a litany of stressors at multiple levels, including role-related, interpersonal, organizational, and societal. In addition to the types of workplace stressors typically associated with social worker burnout and secondary traumatic stress, Palestinian social workers must also contend with stressors related to operating in a low-resource setting and under Israeli military occupation. While the Palestinian Ministry of Social Development is limited in its capacity to address many of the structural factors that contribute to worker stress, opportunities exist to promote worker well-being at an organizational level.
{"title":"Job Stressors and Solutions: Perspectives of Social Workers in the Occupied Palestinian Territories","authors":"S. Easton, L. D. Dal Santo, N. S. Safadi, Kimberly Hokanson","doi":"10.1080/23303131.2021.1971129","DOIUrl":"https://doi.org/10.1080/23303131.2021.1971129","url":null,"abstract":"ABSTRACT Social work professionals experience job-related stressors often associated with compromised mental health. In low-resource, conflict settings, such as the Occupied Palestinian Territories (OPT), structural and environmental obstacles pose additional challenges. This qualitative study identified stressors faced by 237 Palestinian social workers, current organizational strategies to reduce worker stress, and recommendations for new strategies. Content analysis identified 12 categories of stressors within five domains: role-related, interpersonal, organizational, societal, and miscellaneous. Current stress reduction efforts are perceived as ineffective, but numerous suggestions were offered for new initiatives. Implications for policy, practice, and research are discussed. Practice Points Palestinian public sector social workers face a litany of stressors at multiple levels, including role-related, interpersonal, organizational, and societal. In addition to the types of workplace stressors typically associated with social worker burnout and secondary traumatic stress, Palestinian social workers must also contend with stressors related to operating in a low-resource setting and under Israeli military occupation. While the Palestinian Ministry of Social Development is limited in its capacity to address many of the structural factors that contribute to worker stress, opportunities exist to promote worker well-being at an organizational level.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"97 1","pages":"130 - 144"},"PeriodicalIF":1.2,"publicationDate":"2021-09-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78317699","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-01DOI: 10.1080/23303131.2021.1967245
John R. Graham, Kyler Woodmass, Quinn Bailey, E. Li, Arielle Lomness
ABSTRACT This literature review examines organizational change scholarship within human service organizations (“health,” “human,” and “social” services) between 1968 and 2020. MEDLINE, CINAHL, Social Work Abstracts, EMBASE, and Sociology Collection databases were searched for peer-reviewed, English-language items. The vast majority of first authors were based in the UK, the US, Australia, and Canada, though UK-based authors produced over a third of included items. Forty-two journals had multiple included items. Four main, interconnected themes were identified and discussed: external rationales for change (e.g. adopting evidence-based practices, structural shifts, community demands); type and level of change (e.g. frontline interventions, restructuring management, improving internal and external relations); implementing changes (targeted interventions, broader implementation models, and successful “tactics”); and internal characteristics that both promote and inhibit change (leadership, readiness, communication, learning orientation, skills). Growing scholarship warrants frequent review and summarization for diverse actors.
{"title":"Organizational Change in Human Service Organizations: A Review and Content Analysis","authors":"John R. Graham, Kyler Woodmass, Quinn Bailey, E. Li, Arielle Lomness","doi":"10.1080/23303131.2021.1967245","DOIUrl":"https://doi.org/10.1080/23303131.2021.1967245","url":null,"abstract":"ABSTRACT This literature review examines organizational change scholarship within human service organizations (“health,” “human,” and “social” services) between 1968 and 2020. MEDLINE, CINAHL, Social Work Abstracts, EMBASE, and Sociology Collection databases were searched for peer-reviewed, English-language items. The vast majority of first authors were based in the UK, the US, Australia, and Canada, though UK-based authors produced over a third of included items. Forty-two journals had multiple included items. Four main, interconnected themes were identified and discussed: external rationales for change (e.g. adopting evidence-based practices, structural shifts, community demands); type and level of change (e.g. frontline interventions, restructuring management, improving internal and external relations); implementing changes (targeted interventions, broader implementation models, and successful “tactics”); and internal characteristics that both promote and inhibit change (leadership, readiness, communication, learning orientation, skills). Growing scholarship warrants frequent review and summarization for diverse actors.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"59 1","pages":"36 - 55"},"PeriodicalIF":1.2,"publicationDate":"2021-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79340123","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-01DOI: 10.1080/23303131.2021.1967824
A. Weeks, Danielle Altman, Vida Khavar, Jaymie Lorthridge, Avery Irons
ABSTRACT Policy and funding mandates are increasingly requiring that human service organizations demonstrate they are implementing services with fidelity, and system leaders are looking for guidance on how to do that effectively. Although there are several well-known implementation frameworks, a research-and-practice gap exists concerning how to apply frameworks to specific practices. The purpose of this Learning from the Field case study is to illustrate how one initiative operationalized the implementation drivers from the well-known National Implementation Research Network (NIRN) framework. NIRN’s implementation drivers were used to monitor and increase the quality of staff delivery of an intervention aimed at improving child welfare services for youth who are lesbian, gay, bisexual, transgender, and questioning. This case study provides system leaders with an example of effectively using a common framework for implementing evidence-based and evidence-informed programs by describing strategies used to apply the implementation competency drivers, as well as challenges, successes, and lessons learned. We conclude by identifying several questions that are designed to help human service leaders and program implementers support their organizations and experiences.
{"title":"What Human Service Leaders Need to Know about Supporting Staff to Implement Evidence-Informed Programs","authors":"A. Weeks, Danielle Altman, Vida Khavar, Jaymie Lorthridge, Avery Irons","doi":"10.1080/23303131.2021.1967824","DOIUrl":"https://doi.org/10.1080/23303131.2021.1967824","url":null,"abstract":"ABSTRACT Policy and funding mandates are increasingly requiring that human service organizations demonstrate they are implementing services with fidelity, and system leaders are looking for guidance on how to do that effectively. Although there are several well-known implementation frameworks, a research-and-practice gap exists concerning how to apply frameworks to specific practices. The purpose of this Learning from the Field case study is to illustrate how one initiative operationalized the implementation drivers from the well-known National Implementation Research Network (NIRN) framework. NIRN’s implementation drivers were used to monitor and increase the quality of staff delivery of an intervention aimed at improving child welfare services for youth who are lesbian, gay, bisexual, transgender, and questioning. This case study provides system leaders with an example of effectively using a common framework for implementing evidence-based and evidence-informed programs by describing strategies used to apply the implementation competency drivers, as well as challenges, successes, and lessons learned. We conclude by identifying several questions that are designed to help human service leaders and program implementers support their organizations and experiences.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"4 1","pages":"264 - 273"},"PeriodicalIF":1.2,"publicationDate":"2021-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88782924","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-01DOI: 10.1080/23303131.2021.1962471
R. Yuan, Dan Huang
ABSTRACT Organizational resilience is an emerging and important concept that focuses on building the capacity of human service organizations. While numerous studies documented challenges arising from purchase of service contracting, few have investigated how social work agencies can foster organizational resilience while maintaining daily service contracting processes over longer periods of time. This teaching/learning case explores the difficulties facing a school-embedded social work agency in Guangzhou, China, including distrust and misunderstandings, personnel shortages, and resource dependency. It also reveals the survival strategies that have been devised and developed accordingly, such as engaging the organization’s partner, streamlining management, and involving the community. Furthermore, this case highlights factors pointing to the interaction between the social work agency and the community in which it operates. The discussion questions invite scholars and practitioners to identify new directions for developing organizational resilience to address service contracting challenges posed by the existing governance of China’s social welfare system.
{"title":"Exploring the Organizational Resilience of A School-embedded Social Work Agency: A Teaching/learning Case Study","authors":"R. Yuan, Dan Huang","doi":"10.1080/23303131.2021.1962471","DOIUrl":"https://doi.org/10.1080/23303131.2021.1962471","url":null,"abstract":"ABSTRACT Organizational resilience is an emerging and important concept that focuses on building the capacity of human service organizations. While numerous studies documented challenges arising from purchase of service contracting, few have investigated how social work agencies can foster organizational resilience while maintaining daily service contracting processes over longer periods of time. This teaching/learning case explores the difficulties facing a school-embedded social work agency in Guangzhou, China, including distrust and misunderstandings, personnel shortages, and resource dependency. It also reveals the survival strategies that have been devised and developed accordingly, such as engaging the organization’s partner, streamlining management, and involving the community. Furthermore, this case highlights factors pointing to the interaction between the social work agency and the community in which it operates. The discussion questions invite scholars and practitioners to identify new directions for developing organizational resilience to address service contracting challenges posed by the existing governance of China’s social welfare system.","PeriodicalId":46043,"journal":{"name":"Human Service Organizations Management Leadership & Governance","volume":"60 1","pages":"493 - 505"},"PeriodicalIF":1.2,"publicationDate":"2021-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81277891","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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