This study, which uses grounded theory procedures, explores the dynamic aspects of the Civil Society Organization (CSO)‐government collaboration process by considering the case of South Korea's Seoul Community Development Initiatives program. Through multisite case studies involving 31 in‐depth interviews, we identified six different patterns of how CSOs define their roles within cross‐sectoral collaboration processes which are shaped by various configurations of the respective levels of government involvement and CSOs' community engagement. Our findings suggest that strong CSO leadership, previous collaboration experience, and proactive community involvement by the CSOs all play vital roles in fostering desirable outcomes for CSOs' cross‐sectoral collaboration across the six patterns.
{"title":"Understanding the dynamics of Civil Society Organization responses in the cross‐sector collaboration process with a government partner: A typology from a grounded theory approach","authors":"Byung Hee Min, Seongho An, Namhoon Ki","doi":"10.1002/nml.21621","DOIUrl":"https://doi.org/10.1002/nml.21621","url":null,"abstract":"This study, which uses grounded theory procedures, explores the dynamic aspects of the Civil Society Organization (CSO)‐government collaboration process by considering the case of South Korea's Seoul Community Development Initiatives program. Through multisite case studies involving 31 in‐depth interviews, we identified six different patterns of how CSOs define their roles within cross‐sectoral collaboration processes which are shaped by various configurations of the respective levels of government involvement and CSOs' community engagement. Our findings suggest that strong CSO leadership, previous collaboration experience, and proactive community involvement by the CSOs all play vital roles in fostering desirable outcomes for CSOs' cross‐sectoral collaboration across the six patterns.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"19 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141196110","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The study aims to provide empirical evidence to explain the relationship between inclusive leadership and proactive work behavior through the mediating role of the relational psychological contract in nonprofit organizations (NPOs). The data were collected from 6751 employees employed at one of the largest NPOs in Poland. The data collection was done through the Computer‐Assisted Web Interview technique. The quantitative results obtained were analyzed by structural equation modeling based on partial least squares regression. The study outlined the mechanisms through which inclusive leadership impacts employees' proactive work behavior. The evidence of a direct and positive relationship between the variables studied was intended to illuminate the role of inclusive leadership and the relational nature of the psychological contract in building proactive work behavior. In addition to the direct effects, the results of the current study add to existing evidence on the mediating role of the relational psychological contract linking inclusive leadership and proactive work behavior. Our research findings make a valuable contribution to the field of inclusive leadership and its influence on proactive work behavior among employees in the nonprofit sector. The study establishes direct and indirect connections through effective mechanisms. Its theoretical contribution refers to the approach in which a relational psychological contract has been adopted as the mediating variable in the relationship between inclusive leadership and proactive work behavior in the nonprofit sector. Moreover, the study provides managers of NPOs with important insights into how inclusive leadership can effectively motivate employees to engage in proactive work behaviors. It demonstrates that the push for diversity necessitates explicit supervisory attention in order to foster an inclusive environment in which the potential benefits of diversity can be realized.
{"title":"Exploring the impact of inclusive leadership on proactive work behavior in nonprofit organization: The mediating role of the relational psychological contract","authors":"Anna Rogozińska-Pawełczyk, Agata Sudolska","doi":"10.1002/nml.21619","DOIUrl":"https://doi.org/10.1002/nml.21619","url":null,"abstract":"The study aims to provide empirical evidence to explain the relationship between inclusive leadership and proactive work behavior through the mediating role of the relational psychological contract in nonprofit organizations (NPOs). The data were collected from 6751 employees employed at one of the largest NPOs in Poland. The data collection was done through the Computer‐Assisted Web Interview technique. The quantitative results obtained were analyzed by structural equation modeling based on partial least squares regression. The study outlined the mechanisms through which inclusive leadership impacts employees' proactive work behavior. The evidence of a direct and positive relationship between the variables studied was intended to illuminate the role of inclusive leadership and the relational nature of the psychological contract in building proactive work behavior. In addition to the direct effects, the results of the current study add to existing evidence on the mediating role of the relational psychological contract linking inclusive leadership and proactive work behavior. Our research findings make a valuable contribution to the field of inclusive leadership and its influence on proactive work behavior among employees in the nonprofit sector. The study establishes direct and indirect connections through effective mechanisms. Its theoretical contribution refers to the approach in which a relational psychological contract has been adopted as the mediating variable in the relationship between inclusive leadership and proactive work behavior in the nonprofit sector. Moreover, the study provides managers of NPOs with important insights into how inclusive leadership can effectively motivate employees to engage in proactive work behaviors. It demonstrates that the push for diversity necessitates explicit supervisory attention in order to foster an inclusive environment in which the potential benefits of diversity can be realized.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"97 22","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141116192","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Membership associations are membership owned; they serve their members but play a critical role in the society. This study examines association membership and volunteering behaviors to identify differences in how people of color experience these organizations. Results detect continued barriers to engagement by people of color in terms of volunteering opportunities, and less so for joining these associations. People of color tend to engage in more activities but dedicate less time to these engagements, creating unbalanced results; yet they find more satisfaction from these engagements compared to their White counterparts. Associations themselves must continue to identify and remove barriers to fair participation rooted in racism.
{"title":"The shadow of institutional racism on people of color's involvement in membership associations","authors":"Khaldoun AbouAssi, David Berlan, James Wright","doi":"10.1002/nml.21618","DOIUrl":"https://doi.org/10.1002/nml.21618","url":null,"abstract":"Membership associations are membership owned; they serve their members but play a critical role in the society. This study examines association membership and volunteering behaviors to identify differences in how people of color experience these organizations. Results detect continued barriers to engagement by people of color in terms of volunteering opportunities, and less so for joining these associations. People of color tend to engage in more activities but dedicate less time to these engagements, creating unbalanced results; yet they find more satisfaction from these engagements compared to their White counterparts. Associations themselves must continue to identify and remove barriers to fair participation rooted in racism.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"5 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140972982","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Hybrid organizations must deal with institutional complexity and find ways to manage conflicting demands in their organizational environment to engage in their required, day‐to‐day activities. The objective of this qualitative research is to elaborate on the mechanisms that hybrid organizations use to mitigate the destabilizing effects of such institutional logic multiplicity in their value creation processes. By combining value configuration analyses and the hybrid organizing concept as a theoretical background, the authors conduct a case study with 14 nonprofit microfinance organizations (MFOs) that illustrates the importance of an integrative organizational culture as a core foundation that can align and integrate social and economic demands. Successful nonprofit MFOs align competing institutional logics in a hierarchy of goals, explicitly defining their means and objectives. Independent of the type of logic multiplicity they face, they use the hierarchy to define their organizational identity and transfer it to a corresponding organizational culture that can balance diverse institutional demands. From a theoretical perspective, this study advances institutional logic approaches; it also identifies effective mechanisms hybrid organizations can use to cope with logic multiplicity by applying a value configuration perspective.
{"title":"Organizing logic multiplicity in hybrid organizations: The role of organizational culture","authors":"Alexander Pinz, Benedikt Englert, Bernd Helmig","doi":"10.1002/nml.21617","DOIUrl":"https://doi.org/10.1002/nml.21617","url":null,"abstract":"Hybrid organizations must deal with institutional complexity and find ways to manage conflicting demands in their organizational environment to engage in their required, day‐to‐day activities. The objective of this qualitative research is to elaborate on the mechanisms that hybrid organizations use to mitigate the destabilizing effects of such institutional logic multiplicity in their value creation processes. By combining value configuration analyses and the hybrid organizing concept as a theoretical background, the authors conduct a case study with 14 nonprofit microfinance organizations (MFOs) that illustrates the importance of an integrative organizational culture as a core foundation that can align and integrate social and economic demands. Successful nonprofit MFOs align competing institutional logics in a hierarchy of goals, explicitly defining their means and objectives. Independent of the type of logic multiplicity they face, they use the hierarchy to define their organizational identity and transfer it to a corresponding organizational culture that can balance diverse institutional demands. From a theoretical perspective, this study advances institutional logic approaches; it also identifies effective mechanisms hybrid organizations can use to cope with logic multiplicity by applying a value configuration perspective.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"28 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140835235","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
One of the essential prerequisites for increasing nonprofit organizations' effectiveness is the management's quality. The proposed Plan‐Do‐Check‐Act‐based evaluation method enables the NGO management analysis to identify shortcomings and allows benchmarking according to the quality of management processes for continuous improvement. The case evaluation study shows the application results, and their interpretation synthesizes the method's benefits and drawbacks.
{"title":"Evaluation of the quality of management processes as a determinant of NGOs' effectiveness","authors":"Simona Miškolci, Jaroslava Rajchlová","doi":"10.1002/nml.21615","DOIUrl":"https://doi.org/10.1002/nml.21615","url":null,"abstract":"One of the essential prerequisites for increasing nonprofit organizations' effectiveness is the management's quality. The proposed Plan‐Do‐Check‐Act‐based evaluation method enables the NGO management analysis to identify shortcomings and allows benchmarking according to the quality of management processes for continuous improvement. The case evaluation study shows the application results, and their interpretation synthesizes the method's benefits and drawbacks.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"122 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140625744","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Without unique missions to serve a public purpose, nonprofits have no justification to exist. Much of the focus on mission in scholarship centers on concerns with mission drift and pressures from external actors. Yet internal dynamics may be just as important in developing a common mission and the coherent activities pursuing it. This research identifies the structural forces shaping organizational members' individual mission conceptions and leading them to emulate and converge around a shared dominant conception. We apply the concept of institutional isomorphism to 104 interviews conducted with staff, managers, board members, and volunteers from 14 human services nonprofits and explain the isomorphic pathways of individuals adopting dominant mission conceptions. Employing qualitative comparative analysis, we analyze the interviews capturing various combinations of individual backgrounds, motivations for joining the organization, and language used to share the mission with others. We find the presence of seven isomorphic pathways leading nonprofit professionals to adopt the dominant interpretations.
{"title":"Are we on the same page? Individual interpretations of missions within human service nonprofits","authors":"David Berlan, Sungdae Lim, Portia Diñoso Campos","doi":"10.1002/nml.21616","DOIUrl":"https://doi.org/10.1002/nml.21616","url":null,"abstract":"Without unique missions to serve a public purpose, nonprofits have no justification to exist. Much of the focus on mission in scholarship centers on concerns with mission drift and pressures from external actors. Yet internal dynamics may be just as important in developing a common mission and the coherent activities pursuing it. This research identifies the structural forces shaping organizational members' individual mission conceptions and leading them to emulate and converge around a shared dominant conception. We apply the concept of institutional isomorphism to 104 interviews conducted with staff, managers, board members, and volunteers from 14 human services nonprofits and explain the isomorphic pathways of individuals adopting dominant mission conceptions. Employing qualitative comparative analysis, we analyze the interviews capturing various combinations of individual backgrounds, motivations for joining the organization, and language used to share the mission with others. We find the presence of seven isomorphic pathways leading nonprofit professionals to adopt the dominant interpretations.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"249 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140574856","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Private foundations face persistent charges of plutocracy and secrecy, undermining their legitimacy as philanthropic organizations that contribute to the public good, yet they can respond to the criticism proactively through online accountability and Internet presence. To what extent do foundations use web‐based tools to demonstrate public accountability, how are these tools used for this purpose, and what explains foundation participation in this form of self‐regulation? We argue that managerialism, organizational fields, and stakeholder relationships will matter for online accountability and Internet presence because they capture or reflect the “publicness” of private foundations. We test our conceptual framework on two online tools—websites and social media—using a dataset of private foundations located in Washington state. We find that few private foundations have a website or a social media account, and our analysis of those tools suggests that substantive accountability is not a high priority for those that do. Our empirical models nevertheless reveal that several components of our conceptual framework are associated with multiple forms of disclosure (operational, financial, and performance) and dialogic communication, a contribution to research on nonprofit accountability that also advances the literature on the organizational behavior of foundations.
{"title":"The publicness of private foundations: Online accountability and Internet presence","authors":"Gowun Park, David Suárez","doi":"10.1002/nml.21613","DOIUrl":"https://doi.org/10.1002/nml.21613","url":null,"abstract":"Private foundations face persistent charges of plutocracy and secrecy, undermining their legitimacy as philanthropic organizations that contribute to the public good, yet they can respond to the criticism proactively through online accountability and Internet presence. To what extent do foundations use web‐based tools to demonstrate public accountability, how are these tools used for this purpose, and what explains foundation participation in this form of self‐regulation? We argue that managerialism, organizational fields, and stakeholder relationships will matter for online accountability and Internet presence because they capture or reflect the “publicness” of private foundations. We test our conceptual framework on two online tools—websites and social media—using a dataset of private foundations located in Washington state. We find that few private foundations have a website or a social media account, and our analysis of those tools suggests that substantive accountability is not a high priority for those that do. Our empirical models nevertheless reveal that several components of our conceptual framework are associated with multiple forms of disclosure (operational, financial, and performance) and dialogic communication, a contribution to research on nonprofit accountability that also advances the literature on the organizational behavior of foundations.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"31 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140047722","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study examines how congregational characteristics of a Protestant church relate to having a female pastor, using the glass ceiling and glass cliff theories. The analysis of the 2018–2019 National Congregational Study and the National Survey of Religious Leaders linked data shows that churches with a greater number of participants are less likely to have a female pastor, implying that the glass ceiling is more pervasive in larger congregations. The results also reveal that churches with stagnant or declining revenues are more likely to have a female pastor, which is consistent with the glass cliff theory. Churches with a greater level of racial diversity and those located in urban areas are more likely to have a female pastor, suggesting a link between sociodemographic diversity within a congregation and women's congregational leadership. These findings can be applied to understanding the gender gap in nonprofit leadership in general.
{"title":"Women in the pulpit: Characteristics of protestant churches led by a female pastor","authors":"Young-joo Lee","doi":"10.1002/nml.21612","DOIUrl":"https://doi.org/10.1002/nml.21612","url":null,"abstract":"This study examines how congregational characteristics of a Protestant church relate to having a female pastor, using the glass ceiling and glass cliff theories. The analysis of the 2018–2019 National Congregational Study and the National Survey of Religious Leaders linked data shows that churches with a greater number of participants are less likely to have a female pastor, implying that the glass ceiling is more pervasive in larger congregations. The results also reveal that churches with stagnant or declining revenues are more likely to have a female pastor, which is consistent with the glass cliff theory. Churches with a greater level of racial diversity and those located in urban areas are more likely to have a female pastor, suggesting a link between sociodemographic diversity within a congregation and women's congregational leadership. These findings can be applied to understanding the gender gap in nonprofit leadership in general.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"12 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139678178","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Scholars frequently investigate how nonprofit employees, as a group, differ from public or for-profit employees. However, there is less focus on how motivational profiles vary among nonprofit employees. Particularly as the nonprofit sector professionalizes, the reasons why people seek nonprofit employment are diversifying. Recent work highlights a more individualized understanding of employee motivation, which can lead to more nuanced and tailored human resource management techniques. I amplify this stream of scholarship, guided by a job fit framework and introducing a robust methodological approach from organizational psychology that accounts for interactions between an employee's work preferences and work experiences on outcomes of interest. With two waves of original data on international aid workers, I demonstrate that the experience of prosocial work (i.e., work that aims to help other people) is associated with greater job satisfaction for those with strong prosocial work preferences but can be associated with reduced job satisfaction for those without. These findings necessitate nuanced attention to employees' work preferences, moving beyond assumptions that prosocial work will universally motivate nonprofit employee performance.
{"title":"Beyond assumptions of altruism: Examining nonprofit work with a job fit framework and response surface analysis","authors":"Carrie Oelberger","doi":"10.1002/nml.21610","DOIUrl":"https://doi.org/10.1002/nml.21610","url":null,"abstract":"Scholars frequently investigate how nonprofit employees, as a group, differ from public or for-profit employees. However, there is less focus on how motivational profiles vary <i>among</i> nonprofit employees. Particularly as the nonprofit sector professionalizes, the reasons why people seek nonprofit employment are diversifying. Recent work highlights a more individualized understanding of employee motivation, which can lead to more nuanced and tailored human resource management techniques. I amplify this stream of scholarship, guided by a job fit framework and introducing a robust methodological approach from organizational psychology that accounts for interactions between an employee's work preferences and work experiences on outcomes of interest. With two waves of original data on international aid workers, I demonstrate that the experience of prosocial work (i.e., work that aims to help other people) is associated with greater job satisfaction for those with strong prosocial work preferences but can be associated with <i>reduced</i> job satisfaction for those without. These findings necessitate nuanced attention to employees' work preferences, moving beyond assumptions that prosocial work will universally motivate nonprofit employee performance.","PeriodicalId":501445,"journal":{"name":"Nonprofit Management and Leadership","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139498697","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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