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Existing literature has studied the impact of government funding on donations to nonprofits, proposing and testing different theoretical models, including crowd-out, crowd-in, and inverted U-shaped models. However, there is no consensus regarding whether or under what conditions government funding crowds out or crowds in donations to nonprofits, and little is known regarding whether and how government funding influences time donations. Existing evidence focuses on Western contexts and may not be applicable to non-Western contexts. This study used a random sample of Chinese social service organizations and proposed a more nuanced and complex conditional crowd-out/in model of government funding on donations to nonprofits, extending the testing to both financial and time donations in China. The results from extended regression models with instrumental variables indicate that government funding levels crowd out money donations, while dependence on government funding has an inverted U-shaped effect on money donations. Both the level of and dependence on government funding have curvilinear crowding-out effects on time donations. More importantly, the level of and dependence on government funding have significant interactive effects on both money and time donations. These novel findings make significant theoretical contributions to the literature and have important practical implications for policymakers and nonprofit managers. [ABSTRACT FROM AUTHOR]

Despite the increased scientific interest in performance measurement instruments (PMIs) on the part of funders, governments, and social service organizations (SSOs), studies on professionals' use of these instruments in their daily practice are still scarce. We examine the extent to which the characteristics of the organization and social worker explain how government-imposed PMIs are used. Using a mixed-method approach, we study social workers at a Belgian public SSO. Through in-depth interviews, we provide insight into the factors that influence their decision-making process when they rate clients. Subsequently, we draw on a quantitative survey (N = 143) to verify the extent to which the results of our qualitative study are generalizable to a broader population. Our project shows that the instrument's inability to capture complex problems and to include the client's voice means that government-imposed PMIs cannot live up to the promise of standardized outcome measurement. [ABSTRACT FROM AUTHOR]

This article examines the government purchase of social services in China as a window by which to investigate the evolving relations between the party-state and social organizations. Going beyond the conventional focus on state–non-governmental organization (NGO) dynamics in urban areas, we explore the expanded role of social organizations in rural service provision under state-led campaigns of rural modernization. Engaging with institutional theory and the consultative authoritarianism thesis, we argue that NGOs initially operated in an emerging organizational field where they exercised considerable autonomy in setting agendas and designing services. As the party-state's incentives to utilize and co-opt the social work profession grow, however, we observe a trend towards incorporation, wherein social workers now play a bigger role alongside the strengthening of state control over the sector. Through tracing the inception and eventual termination of a decade-long social service project in Guangdong, this article shows how state incorporation might undermine the future role of NGOs in rural development. [ABSTRACT FROM AUTHOR]

The present study explored how social service agencies serve older adults and their family caregivers to examine how to better serve those from East Asian American communities through a qualitative study design. Using a convenience sampling method, 42 participants were recruited from 37 home- and community-based, social service organizations. Four themes were developed based on their efforts in outreach, service delivery, engagement, and collaboration. The results showed that traditional forms of media, such as local newspapers, TV ads, or radios were commonly used to reach East Asian American communities. Specifically, ethnic media was considered the most effective way to reach Chinese and Korean American older adults due to the familiarity with the language and the culture. While technology acted as a bridge for delivering services to their clients, it was not seen as a permanent solution to the issue but rather a "Band-Aid". Also, some ethnic organizations used multipurpose messaging mobile applications to stay connected with their clients. Ethnic organizations serving East Asian older adults offer unique contributions to the community due to their deeper understanding of cultural backgrounds. Through greater collaborations between organizations, resource utilization may be increased thereby, successfully supporting this underserved aging population. [ABSTRACT FROM AUTHOR]

Increasingly, interventions are being developed to promote collaboration across health care and social service (such as food, housing, and transportation) sectors. During the COVID-19 pandemic, demand for social services grew while social service organizations' capacity declined due to constraints on staffing, funding, and operations. We used an organizational survey fielded from July through November 2020 and publicly available, county-level data to assess the pandemic's impact on 253 social service organizations in the Accountable Health Communities Model evaluation. Over half of surveyed organizations reported being severely impacted by the pandemic, and 92% reported being at least moderately impacted. Social service organizations without federal funding and those in counties with lower poverty (smaller proportion of residents in poverty) and higher COVID-19 case rates were most impacted by the pandemic. Understanding the pandemic's burden on social service organizations can inform planning for future collaborations across health care and social service sectors. [ABSTRACT FROM AUTHOR]

The paper deals with the issue of Human Resource Scorecard (HR Scorecard) as an effective tool for developing the talent management process in social service organizations. The aim of paper is to find out the dependencies between different variables that affect the use of HR Scorecard. The core of the research consisted of hypotheses, which were tested using statistical methods. To analyze the dependencies between the variables, we chose the Chi-square Test of Independence. The hypotheses were established on the basis of the literature review and the HR research conducted so far. In this paper, we verified the dependencies between social service organization size and HR Scorecard usage as well as the dependencies between the form of ownership and HR Scorecard usage. In the case of the relationship between the size of the social service organization and the use of HR Scorecard, the p-value reached 0.0351971, indicating that there is a relationship between these factors. In the case of equity participation, the p-value reached the level of 0.329678, indicating that there is no statistically significant relationship between these factors. The intention of the paper was to present the HR Scorecard as a suitable tool for talent management processes, with the help of which social service organizations will achieve higher performance and motivation of their employees and thus bring the expected benefits not only for investors, but also for other stakeholders. [ABSTRACT FROM AUTHOR]

Copyright of Turkish Studies - Economics, Finance, Politics is the property of Electronic Turkish Studies and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This essay explores the enormous potential of social service organizations to contribute to people's financial well-being. It is informed by the work of four pioneering organizations that use a racial- and gender-equity lens to advance financial well-being. It explores five strategies: (a) embedding financial development into social services; (b) focusing on youth transitioning to adulthood; (c) partnering with asset coalitions to expand financial opportunities; (d) partnering with financial institutions; and (e) developing fintech with equity. These approaches hold promise to help address the racial wealth gap and improve financial security. [ABSTRACT FROM AUTHOR]

Social media platforms are essential tools for contributing to feminist social movement building. There has been limited research theorizing how domestic and sexual violence (DV/SA) organizations use social media in their work with youth. Using thematic content analysis, this study interviews DV/SA (n = 35) staff to explore the role of social media in organizational settings. Results indicate that social media is used to advance organizational functionality including publicizing services, fundraising, and youth engagement. There is limited use of movement-oriented hashtags and numerous barriers to social media optimization. This work addresses strategies for expanding social media usage in DV/SA organizations. [ABSTRACT FROM AUTHOR]

Social innovation became a widely discussed topic in politics, research funding programs, and business development. Recent European and US economic and science policies have set aside significant funds to generate and foster social innovation. In view of current challenges such as digitization, Work 4.0, inclusion or migrant integration, the question of how organizations can be empowered to develop new and innovative approaches and service models to social challenges is becoming increasingly urgent. This especially applies to organizations in the fields of education and social services. In education, implementing new ideas and concepts is usually discussed as educational reform, which mostly addresses changes in policy agendas with consequences for national and international education systems. The concept of social innovation however has a different starting point: the source of new ideas and services are identified new, emergent needs in society or re-conceptualized. Such need-based perspectives might bring new impulses to the field of education. Therefore, this paper identifies important existing strands of social innovation research, which need to be considered in the emerging academic discourse on social innovation in education. Looking at social innovation through an education research lens reveals the close relation between learning, creativity, and innovation. Individuals, teams, and even organizations learn, engage in creative problem solving to create new and innovative products and services. From an organizational education perspective, the questions arise, how social innovation emerges and even more important, how the process of developing social innovation can be supported. After a brief introduction in the concept of social innovation, the paper discusses therefore the sites, where social innovation emerges, social innovators, approaches to foster social innovation as well as promoting and hindering factors for social innovation.

The growth of the immigrant population in the United States has prompted a recent increase in the number of restrictive immigration policies at the state and local levels. The literature on policy advocacy and social service organizations suggests that these local providers can engage in political activities that challenge the restrictive nature of these contexts. This qualitative study explored how immigrant-serving social service organizations engage in policy advocacy in a state with restrictive, anti-immigrant policies. In-depth interviews with directors of 50 service providers in South Carolina clearly indicate a tension between the need for policy advocacy and the risks associated with engaging in such activities. Fifty percent (50%) of the providers in our sample reported engaging in some form of policy advocacy. However, their policy advocacy activities were often indirect, non-confrontational, and episodic. Most were engaged in coalitions and other forms of indirect advocacy tactics. We discuss implications for the social work profession and recommendations for future research, including the need to further explore the impact of policy advocacy efforts on changing the policy landscape in places that are unwelcoming to immigrants.

Copyright of Zeitschrift für Diversitätsforschung und -Management is the property of Verlag Barbara Budrich GmbH and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The article presents the results of the research of employees’ labor motivation, who work in social welfare system. The issues of the existing personnel policy and the degree of its effectiveness are considered in order to attract highly qualified specialists to this particular working area. The study was conducted in 2016 in social service organizations, located in Belgorod region (Russia). At the preparatory stage of the research, the analysis of federal and regional law, as well as the internal documents of social service organizations, regulating the employment issues was carried out, which makes it possible to reveal the declared principles for this employment cluster. At the next stage, a questionnaire was developed to interview employees, working in social service organizations. The sample was based on the proportional selection of respondents by districts, types of organizations, gender and age. As a result, four key clusters of employee motivation were identified: (1) professional career and self-realization (only 20% of respondents have this type of labor motivation, the majority of them are young people with an experience of up to 5 years); (2) the stability of employment and the guarantee of wage (about 50% of respondents, whose professional experience is more than 10 years, work in social welfare system mainly because of low but stable wages and guaranteed social package); (3) motivation of temporary employment (15% of respondents are not focused on long-term employment in social sphere, some of them either use the current job to get the working experience, or the rest of others waits to leave for a new and more desirable place of work); (4) motivation to maintain comfort (this cluster includes about 15% of people who are going to retire soon and prefer comfortable working conditions as well as have the permanent place of work prior the retirement).

The article analyses the factors that influence the organizational resilience of public welfare organizations providing social services. Organizational resilience determines the ability of organizations to adapt and overcome unforeseen changes caused by the external environment. The article distinguishes the theoretical principles of organizational resilience and presents the results of the research, on the basis of which the preconditions for strengthening the resistance of organizations are based, and an empirical model of organizational resilience key factors is proposed.

The growth of the immigrant population in the United States has prompted a recent increase in the number of restrictive immigration policies at the state and local levels. The literature on policy advocacy and social service organizations suggests that these local providers can engage in political activities that challenge the restrictive nature of these contexts. This qualitative study explored how immigrant-serving social service organizations engage in policy advocacy in a state with restrictive, anti-immigrant policies. In-depth interviews with directors of 50 service providers in South Carolina clearly indicate a tension between the need for policy advocacy and the risks associated with engaging in such activities. Fifty percent (50%) of the providers in our sample reported engaging in some form of policy advocacy. However, their policy advocacy activities were often indirect, non-confrontational, and episodic. Most were engaged in coalitions and other forms of indirect advocacy tactics. We discuss implications for the social work profession and recommendations for future research, including the need to further explore the impact of policy advocacy efforts on changing the policy landscape in places that are unwelcoming to immigrants. [ABSTRACT FROM AUTHOR]

This reflection centers on a social worker's journey as a practitioner and as a witness to and participant of innovative and toxic social service agencies. The author implores practitioners and educators alike to consider that effective organizational practice is an essential part of social work practice. Thriving social service organizations where social work employees experience a sense of belonging and meaning is crucial to furthering social work's mission in the 21st century. [ABSTRACT FROM AUTHOR]

Copyright of Afyon Kocatepe University Journal of Social Sciences / Afyon Kocatepe Üniversitesi Sosyal Bilimler Dergisi is the property of Afyon Kocatepe University (AKU) Sosyal Bilimler Enstitusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Internacional de los Estudios Vascos is the property of Sociedad de Estudios Vascos and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In current world, in which competiton has increased at an unprecedented pace and alteration and globalisation have become widespread, by keeping foundations expenditure and wastage minimum and using current resources optimum, presenting quality and productive service and forming an interaction among citizens, government and society have become very important. To do this, the attendance of all workers round customer satisfaction, minimum fault, high quality, competetiveness and productivity, education, motivation and the philosophy of TQM based on developing perpetually are the instruments accomodating alteration pace for social service organizations. [ABSTRACT FROM AUTHOR]

Workforce expansions in terms of dispersed teams have enabled social service organizations to meet objectives anywhere. This article critically analyzes the emerging literature on dispersed teams, the relevance of a transformational leadership style, and resulting implications for future research. [ABSTRACT FROM PUBLISHER]

Abstract: Nowadays, there is an increasing demand for incorporating unstructured narratives in decision support for knowledge-intensive industries such as healthcare and social service organizations. However, most of the current research on decision support systems (DSS) mainly focused on dealing with structured data and are inadequate to dealing with unstructured narratives such as clients’ records and stories. This paper presents a narrative-based reasoning (NBR) algorithm which incorporates the technologies of knowledge-based system (KBS), computational linguistics, and artificial intelligence (AI) for automatic processing unstructured narratives and inferring useful knowledge for decision support. A NBR enabled DSS has been built and was evaluated through a series of experiments conducted in early intervention of mental health of a social service company in Hong Kong. The performance of NBR was measured based on recall and precision and encouraging results were obtained. High recall and precision are achieved in the reasoning of unstructured data, and high recall is achieved for the association analysis. The results show that it is possible for inferring recommendations for problem solving from unstructured narratives automatically. Based on the approach, it helps to support knowledge workers with reliable suggestions on decision making so as to increase the quality of their solutions. [ABSTRACT FROM AUTHOR]

This article examines the professional and organizational factors that promote or impede the adoption of a market orientation among social workers in social service organizations. We argue that market orientation is important, as it can strengthen the social workers' relationships with citizens as clients, resulting in the development of better services. The study is based on a structured questionnaire administered to 186 social workers in 86 social service organizations in Israel. Three dimensions of market orientation were examined: intelligence generation, intelligence dissemination, and responsiveness. The findings indicate that innovation and perceived organizational politics promote or impede the adoption of a market orientation and significantly contribute to its explanation. In addition, the perception of marketing as part of the social work profession explains the adoption of a market orientation better than sense of self-efficacy does. The theoretical and practical implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

Social service organizations often act as civic intermediaries for their clients by facilitating their interactions with governing systems and political processes and institutions. Theories of descriptive representation and representative bureaucracy suggest that organizations will act in ways that advance the political interests of their clients when organizational leadership is racially reflective of the clientele served. Yet little is known about the effects of racial representation on nonprofit organizational activities. To what extent can these theories explain nonprofit organizational efforts to advance the political interests of their clients? This article examines this question using data from a sample of nonprofit service agencies in Michigan. Multivariate regression is used to examine the effects of racial representation on four civic intermediary roles performed by nonprofits: political representation, education, mobilization, and assimilation. Findings suggest that nonprofits engage in these activities at higher rates when agency leadership is more racially reflective of the clientele served. [ABSTRACT FROM AUTHOR]

This paper describes the first author’s attempt to collect data in a homeless shelter without attending to her role in the social class hierarchy of the organization. The author’s egalitarian approach towards the homeless clients, and her lack of involvement in “staff-only” activities, transgress the social class norms within the organizational structure. While the author is successful in gaining the trust of the homeless clients, her approach alienates shelter staff, especially those in the higher echelons of the social hierarchy. The concepts of classism, world views, and Social Identity Theory, are utilized to discuss the dilemma faced by researchers who want to challenge, or work outside, a setting’s status quo. [ABSTRACT FROM AUTHOR]

Organizational communication scholars have paid scant attention to the motivations of people who choose careers in social service organizations. This study examined organizational identification in the context of two Thai social service organizations: government-run Community Development Department (CDD) and non-governmental Population and Community Development Association (PDA). The degree to which CDD members identified with CDD and PDA members identified with PDA was assessed by using the Organizational Identification Questionnaire constructed by George Cheney (1982). Comparison of CDD and PDA scores on Cheney's OIQ provided findings that mirror those of previous studies of organizational identification. Specifically, the level of organizational identification among employees who work for the non-governmental privately-run social-cause organization (PDA) was significantly higher than for employees who work for the government organization (CDD). Thus, the non-governmental organization appears to be more effective than the government organization in fostering employee identification. Interestingly, a factor analysis of Thai responses to the Cheney instrument revealed three dimensions that were different from the three dimensions theorized by Cheney (1982). While Cheney's conceptualization of identification included employees sense of membership, similarity, and loyalty to their organization, the Thai dimensions reflected life values (‘pride in membership’), social values (‘fit with organization’), and personal values (‘comfort zone’). These findings hold important implications for communication scholars who study employee motivation in non-Western organizational contexts. [ABSTRACT FROM AUTHOR]

The empowerment of both clients and workers in social service organizations requires a firm commitment on the part of administrators. Formal structures that support the involvement of staff members and clientele in organization decision-making are also required. This article identifies ten characteristics associated with effective empowerment-oriented strategies in social service organizations. Outcomes associated with the empowerment approach such as increased program effectiveness, reductions in staff turnover, and the development of a constituency base for the organization are also identified. The limitations of the empowerment approach to organization management are described. [ABSTRACT FROM AUTHOR]

Social service organizations are commonly asked to account for services, and increasingly, to measure the outcomes of the work with vulnerable populations. Since the advent of the personal computer, software and hardware to assist professionals in collecting both process and outcomes data have improved exponentially. Yet, in mahy cases, organizations implement computerized management information systems which are underutilized or poorly utilized. The reasons that social service organizations do not use MISs are not well understood. Using a case example of the development of a computerized management information system, this paper suggests that understanding MIS utilization involves examining specific aspects of leadership, technical capacity and systems readiness in the real-world settings of social service organization [ABSTRACT FROM AUTHOR]

Examines three very different class bridging organizations in Boston in the late nineteenth centuries for what they reveal about the transformations of urban life and women's organizations and how women achieved power in a male-dominated local political arena. The Fragment Society; The Women's Educational and Industrial Union; Denison House; Founding dates of the organizations; More.

Many social services in the United States are provided by nonprofit human service organizations (HSOs), each governed by a board of trustees. Students, practitioners, and administrators need to have the knowledge and tools to work with these governing bodies and to be aware of changes in board role and composition over time. The authors provide new knowledge and practice implications through an examination of two sets of hypotheses. These are that the composition of HSO boards has changed in response to changing internal needs and social environments; and, that there are wide variations across types of HSOs because the composition and structure of HSO boards are related to the social context in which the organization is embedded. [ABSTRACT FROM AUTHOR]

The author examines job satisfaction among nonprofessional women workers in welfare service organizations. Nonprofessional women workers are in a special position in this regard on two counts: first, they are residents of the neighborhoods in which they work; and, second, they generally have had no previous work experience. In this study, variables identified in earlier research in the field are used in order to determine the effects of background characteristics, organizational factors, and role components on job satisfaction. The results of the present study support the view that role conflict and role ambiguity exert a negative impact on job satisfaction. Organizational variables make up one area where the findings of this study differ from those of previous research in the field. The implications of these findings are discussed. [ABSTRACT FROM AUTHOR]