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During the COVID‐19 pandemic, the World Health Organisation (WHO) was politicised in the United States (US) by Donald Trump in an effort to deflect blame as the virus spread. In this paper, we empirically investigate media coverage of the WHO in the US to better understand how negative evaluations of international organisations (IOs) spread. To do so, we perform quantitative text analysis on an original corpus of over 11,000 news articles on the WHO from the New York Times and the Washington Post between 1980 and 2020. Our text‐as‐data analyses yield several noteworthy findings. First, we show that media coverage of the WHO in the US has become more negative over time. Second, we show that negativity increases during global health crises. Third, we provide evidence that explicit criticisms also increase during crises. Fourth, we show that "blame‐shifting" by Trump and allies was clearly observable in the US news media. Finally, we show that negative stories about the WHO are shared more than positive ones on social media. Our results provide unique evidence, suggesting that the WHO has become more politicised in the US, which we argue creates opportunities for politicians seeking to blame IOs during crises. [ABSTRACT FROM AUTHOR]

Evaluation policy involves the dictates that guide the planning, conduct, and use of evaluation in any organization. It is – or at least should be – a central concern to those involved with evaluation. Evaluation policy shapes what evaluation practice looks like, while enabling or constraining what it can accomplish. This chapter offers a brief and selective history of evaluation policy in the United States. A description of the American Evaluation Association's activities regarding evaluation policy follows. The chapter then sets the stage for the other contributions in the current set of papers about evaluation policy. [ABSTRACT FROM AUTHOR]

This paper explores the issue of 're-making' corporate law through the prism of the United Nations' recent efforts at reducing legal obstacles experienced by micro-, small- and medium-sized enterprises in starting and scaling a business. In order to be fully successful, this paper suggests that the UN should go back to business fundamentals and should attempt to build from the ground up based on the real world needs of entrepreneurs, rather than work off already existing corporate legal systems. In this way, it is possible to engage in a more imaginative form of regulatory design in which a clear, open and preferential legal framework for stimulating innovation and business creation can be developed. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to review the state of research of police militarization in the USA to explore the claim that the police are becoming more like the military, or “militarized” in order to identify gaps in the research on this topic that require further investigation.Design/methodology/approach To explore the state of police militarization, this paper draws on a scan of scholarly papers published on militarization in the American context as well as a select array of gray literature on the topic.Findings While the nature of militarization has received substantial scholarly attention, debate on the phenomenon remains and there is little consensus on the definition of what makes a department militarized. The impact of militarization is similarly unclear: some scholars suggest that it has a negative impact on policing because it creates community hostility and encourages police to see force as a central problem-solving tool. However, other scholars suggest militarization is a positive development, as it could promote professionalism and accountability. To date, there has been little empirical work on the impact of militarization on policing that could inform this debate.Originality/value This paper suggests that empirical assessments of how militarization affects use of force and legitimacy will be valuable for informing the militarization debate. As scholars on both sides of the debate have suggested that militarization affect policing outcomes in these areas, empirical tests here offer a way to explore both sides’ claims. Such tests could offer new evidence on how militarization is affecting the character and operations of American police. [ABSTRACT FROM AUTHOR]

Purpose Organizational leaders understandably seek to match their workforce to the organization’s strategic focus. However, they may find their ability to do so thwarted by reluctance to retire, even by those financially able to do so, based on the stigma that retirement means “old” and “out to pasture.” The purpose of this paper is to learn what can be done to overcome that possible barrier to implementing a strategic direction.Design/methodology/approach The authors interviewed 12 human resources executives across the USA concerning the challenge of reducing the stigma associated with retirement. The qualitative study involved conversations that focused on “what does your organization do?” rather than testing a specific hypothesis.Findings Respondents talked about actions ranging from the image-related to the substantive, practiced in both for-profit and non-profit settings. Organizations can position retirement as a transition to something else, and therefore a career stage rather than its end.Practical implications Organizational leaders can communicate that retirement is not a career end but a stage of work-life that can pay off in increasing flexibility for employees as well as for the organization itself.Social implications While strategic flexibility benefits organizations, a societal benefit can be more satisfied retirees if they transition to education, volunteer leadership or entrepreneurship.Originality/value The value of this research lies in prompting those at the highest level in organizations, those who design strategy, to consider how its implementation can be improved by actions to affect the retirement perspectives of employees. [ABSTRACT FROM AUTHOR]

The work-in-progress paper aims to présent a qualitative analysis of the incidence of the organizational model of decentralization and local autonomy, on the EU member states, according to their own national specificities. In ternis of methodology, the research makes use of the comparative analysis, in order to test if the current sharing of administrative skills and the légal framework of local autonomy at the level of the EU member states leads to a effective supply of the public services for its citizens. For this purpose, the analysis focuses on two items, the architecture of administrative powers and local autonomy and the way of distribution of the necessary fmancial resources to support local self-government in some EU member states. For comparative analysis, the paper noted a number of EU member states, which has grouped them into four geographical areas (North, South, Center and South-East). As a work in progress, current research, based on those two items, it will highlight some différences and similarities which subsequently, will help the authors to identify the causes that generate them, in order to draw final conclusions about the functionality of the organisational model of décen­tralisation in the context of the need more acute to boost the quality of life and to strengthen the local public affaire in différent EU member states. [ABSTRACT FROM AUTHOR]

Despite the enormous growth of college courses dealing with spatial information, curriculum planning involving geographic information science ( GIS) courses and programs has received little attention within the GIS literature. As the number and variety of GIS courses expands, so too does the importance of both systematic and inclusive planning and campus-wide coordination. In this article we explore course planning through an exploration of 312 GIS course syllabi used at US colleges and universities with the goal of characterizing the degree to which learning resources, student evaluation methods, and course topics have become standardized across institution types, academic levels, and disciplines. Our findings reveal a consensus in the use of GIS software across courses but no similar agreement in the use of textbooks. Hands-on activities were used as evaluation methods in nearly every course in the sample regardless of institution type or academic level. However, quizzes, tests and final exams were used more often in community colleges while papers and projects were used more frequently in four-year and comprehensive research universities. The frequency of topic categories listed on syllabi was relatively consistent across institutions, academic levels and disciplines with a few topics such as vector analytic operations, data models, and data creation/acquisition/editing included on more than 50% of syllabi. [ABSTRACT FROM AUTHOR]

This is a case study of Transition House in Cambridge, MA, a pioneering feminist agency founded in 1976. Transition House has survived and is, today, a thriving agency. Based on interviews with and papers collected from those involved in founding and running it, as well as a few guests/clients, I argue that Transition House's evolution was impelled by three major forces shared with other early domestic violence agencies: changes in the culture due in part to successes of the battered women's movement in the early years, changes in the larger political-economic context due to national policies and economic trends, which make getting out of poverty in 2017 more difficult than it was in the 1970s, and learning from survivors and from evolving research on domestic violence. In 1976, the immediate focus was on women "battered" by their partners, and the agency was strongly identified with the women's movement. In 2017, the focus is on women who are battered by economic and social conditions as much as by their partners, and the agency is seen as a partner with the city and with other nonprofit agencies. [ABSTRACT FROM AUTHOR]

Background Registered nurse job turnover is an ongoing problem in the USA resulting in significant financial costs to both organizations and society. Most research has focused on organizational turnover with few studies about internal or unit-level turnover. Turnover of new nurses in hospitals has particular importance as almost 80% of new nurses work in hospitals and have higher turnover rates when compared to experienced nurses. This paper focuses on new nurses’ unit-level turnover rates in hospitals. Objectives The purpose of this study is to: (1) identify factors that predict new nurses staying in the same units, positions, and job titles to inform unit-level retention strategies, and (2) examine the changes in work environment perceptions over time between nurses who remain in the same unit, position, and title to those who changed unit, position and/or title. Study design A panel survey design was used to analyze changes over time. Participants Participants were newly licensed registered nurses who were licensed for the first time between August 1st, 2004 and July 31st, 2005. The nurses came from metropolitan statistical areas or rural areas that were nested to reflect a nationally representative USA sample (58% response rate). The analytic sample for this study was 1335. Data sources Data were collected in January 2006 and 2007 following the Dillman total design approach. All potential respondents received paper surveys and non-responders received repeated mailings. Results Using multinomial regression the five variables with the largest effects on unit retention were (1) variety (positive), (2) having another job for pay (negative), (3) first basic degree (having a bachelors or higher degree increased the probability of staying), (4) negative affectivity (positive), and (5) job satisfaction (positive). Nurses who changed unit, and/or position, and/or title reported more positive change scores on a variety of work attitudes. Discussion Almost 30% of new nurses working in hospitals leave their unit, and/or position, and/or title during their first year of work. Our results point to the variables on which managers can focus to improve unit-level retention of new nurses. Although participants were from a nationally representative sample of nurses who were newly licensed in 2004–2005, with the geographical shifts in the USA population in the last 10 years the sample may not be geographically representative of new nurses who graduated in 2015. [ABSTRACT FROM AUTHOR]

Diversity is a very complex and controversial issue. It embraces the so-called "minorities", not in numerical terms but in terms of power. The groups that compose the minorities are the black, the disabled, women and the indigenous, among others. Although there are advances in this discussion, including in the legislation field, there are still gaps when it comes to employment for these minorities. For this paper, we chose, among the minorities, people with disabilities (PWDs), because according to the International Labor Organization (2010), they represent 10% of the world's population, among which approximately 72% are at the working age. The objective of this paper was to understand the identity dynamics of PWDs inserted in work organizations, located in Brazil and in the United States. To this end, we elaborated a theoretical framework mainly based on the identity from a sociological approach by Dubar (2005). We opted for an exploratory and qualitative research, based on an interpretive approach. The techniques of data collection used were semi-structured interviews and documentary research. Interviews were conducted with twelve PWDs in Brazil and eight in the United States, men and women. The interviews were recorded, transcribed and analyzed through content analysis. In both countries the jobs of the interviewed PWDs appeared as an important tool to give meaning to their lives. Moreover, one of the main obstacles faced by the interviewed PWD with regard to employment was the disability itself. Thus, it was possible to notice a conflict between who they are and whom they think they should be in order to work. It was observed that the individual's identity is a result of the movements of construction and reconstruction of his or her (many) identities and that one cannot identify oneself only with one's eyes; instead, they need to see through someone else's eyes. [ABSTRACT FROM AUTHOR]

The launch vehicle industry has long been considered a pioneering industry in systems engineering. Launch vehicles are large complex systems that require a methodical multi-disciplinary approach to design, build, and launch. Launch vehicles are used to deliver payloads—such as humans, robotic science missions, or national security payloads—to desired locations in space. Previous research has identified deficient or underperforming systems engineering as a leading contributor to launch vehicle failures. Launch vehicle failures can negatively affect national security, the economy, science, and society, thus highlighting the importance of understanding the factors that influence systems engineering in launch vehicle organizations in the United States. The purpose of this study was to identify and evaluate the relationships between organizational factors and systems engineering process performance. Structural equation modeling was used to develop a model of the relationships of these factors and test hypotheses. The results showed that organizational commitment, top management support, the perceived value of systems engineering, and systems engineering support significantly influence systems engineering process performance in the launch vehicle industry. Implications of this study for improving the performance of systems engineering in launch vehicle organizations are discussed. [ABSTRACT FROM AUTHOR]

In an era of fast-paced technological change, innovation has become a business imperative. But it is not easy to make experimentation and risk-taking an integral part of an organization's business practice. This article describes a model for motivating innovation based on probability theory and experimental evidence. This research indicates that corporate leaders should create a culture that tolerates early failure and rewards long-term performance, and employees from the CEO down must be given incentives to innovate. These lessons are broadly applicable in fields beyond business, such as scientific research and the academic world. [ABSTRACT FROM AUTHOR]

An experimental study was conducted to see what impact varying the level of self-disclosure by a journalist, as well as providing information about why and how a story is being covered, has on the perceived credibility of the journalist, the story, and the organization for which the journalist works. A study was conducted that included 885 participants from the United States. Results indicate the group that saw a picture of the journalist, a low level of disclosure regarding the journalist, and information about why and how the story was being covered rated the journalist, story, and organization highest in terms of perceived credibility. These findings indicate that traditional news organizations, when it comes to building audience credibility, should consider including at least some information about the journalist, and perhaps, more importantly, information about why and how the story is being covered. [ABSTRACT FROM AUTHOR]

Organizations are often core sites for the production and perpetuation of social inequality. Although the United States is becoming more racially diverse, organizational elites remain disproportionately white, and this mismatch contributes to increasing racial inequality. This article examines whether and how leaders of color within predominantly white organizations can help their organizations address racial inequality. Our analysis uses data from a national study of politically oriented civic organizations and ethnographic fieldwork within one predominantly white organization. We draw on institutional work research, the outsider‐within concept, and insights from critical whiteness theory to explain how leaders of color can use their position and "critical standpoint" to help guide their organization toward advancing racial equality. The qualitative analysis shows how such leaders, when empowered, help their organization address race internally by (a) providing alternatives to white‐dominated perspectives, (b) developing tools to educate white members about racial inequality, and (c) identifying and addressing barriers to becoming a more racially diverse organization. The qualitative analysis also shows how leaders of color help their organization address race externally by (a) sharing personal narratives about living in a white‐dominated society and (b) brokering collaborations with organizations led by people of color. This research has implications for organizations seeking to promote social equality: Organizational leaders from marginalized status groups can help their organizations address social inequality, if those leaders possess a critical standpoint and sufficient organizational authority. [ABSTRACT FROM AUTHOR]

This study applies the technical/rational model of organisations to help explain the effects of body-worn cameras on police organisation and practice in a single police agency in the United States. Consistent with the technical/rational model, cameras had enhanced those people-processing and environment-changing features of the police organisation which had tangible goals and well understood means for their accomplishment. In comparison, body-worn cameras were less successful in changing supervision and training, which were not well developed technically. We posit that improvements in these people-changing aspects of police work will likely require public pressure for higher levels of police professionalism, rigorous evidence on how these cameras can make training and supervision more effective, and police agencies willing to experiment with their strategic implementation. [ABSTRACT FROM AUTHOR]

This article explores whether or not the presence and funding of neighborhood organizations are associated with local crime rates and how this impact differs by level of crime. The small body of literature on social organizations suggests there are no associations between social organizations and crime. Furthermore, the link between community organizations and neighborhood crime rates has not been analyzed longitudinally. Based on an analysis of two time periods, this article reveals causal mechanisms that influence neighborhood crime rates. The article uses geocoded incident-level crime and discretionary funding data from New York City for both 2010 and 2015. The analysis shows that neighborhood organizations supported by discretionary funding drive down crime rates, although this effect varies by initial level of crime in 2010. [ABSTRACT FROM AUTHOR]

Policy Points: Policymakers seek to transform the US health care system along two dimensions simultaneously: alternative payment models and new models of provider organization. This transformation is supposed to transfer risk to providers and make them more accountable for health care costs and quality. The transformation in payment and provider organization is neither happening quickly nor shifting risk to providers. The impact on health care cost and quality is also weak or nonexistent. In the longer run, decision makers should be prepared to accept the limits on transformation and carefully consider whether to advocate solutions not yet supported by evidence. Context: There is a widespread belief that the US health care system needs to move “from volume to value.” This transformation to value (eg, quality divided by cost) is conceptualized as a two‐fold movement: (1) from fee‐for‐service to alternative payment models; and (2) from solo practice and freestanding hospitals to medical homes, accountable care organizations, large hospital systems, and organized clinics like Kaiser Permanente. Methods: We evaluate whether this transformation is happening quickly, shifting risk to providers, lowering costs, and improving quality. We draw on recent evidence on provider payment and organization and their effects on cost and quality. Findings: Data suggest a low prevalence of provider risk payment models and slow movement toward new payment and organizational models. Evidence suggests the impact of both on cost and quality is weak. Conclusions: We need to be patient in expecting system improvements from ongoing changes in provider payment and organization. We also may need to look for improvements in other areas of the economy or to accept and accommodate prospects of modest improvements over time. [ABSTRACT FROM AUTHOR]

Background: Access to adequate surgical care is limited globally, particularly in low- and middle-income countries (LMICs). To address this issue, surgeons are becoming increasingly involved in international surgical teaching collaborations (ISTCs), which include educational partnerships between surgical teams in high-income countries and those in LMICs. The purpose of this study is to determine a framework for unifying, systematizing, and improving the quality of ISTCs so that they can better address the global surgical need.Methods: A convenience sample of 68 surgeons, anesthesiologists, physicians, residents, nurses, academics, and administrators from the U.S., Canada, and Norway was used for the study. Participants all had some involvement in ISTCs and came from multiple specialties and institutions. Qualitative methodology was used, and participants were interviewed using a pre-determined set of open-ended questions. Data was gathered over two months either in-person, over the phone, or on Skype. Data was evaluated using thematic content analysis.Results: To organize and systematize ISTCs, participants reported a need for a centralized/systematized process with designated leaders, a universal data bank of current efforts/progress, communication amongst involved parties, full-time administrative staff, dedicated funds, a scholarly approach, increased use of technology, and more research on needs and outcomes.Conclusion: By taking steps towards unifying and systematizing ISTCs, the quality of ISTCs can be improved. This could lead to an advancement in efforts to increase access to surgical care worldwide. [ABSTRACT FROM AUTHOR]

This qualitative project draws from the experiences of homeless young adults in nonprofit organizations in an effort to deepen our understanding of compassionate communication and improve human services. The young adults identify four communication practices as particularly compassionate: presence, nonverbal immediacy, organizational immediacy, and acts of service. Together, this set of practices constitutes “embodied aboutness,” which I define as making one’s body about the other. These practices broaden our understanding of compassion by highlighting the way bodies are interpreted in service delivery. Embodied aboutness informs us how to communicate compassionately in social justice contexts and beyond. [ABSTRACT FROM PUBLISHER]