Surviving the Great Recession: Nonprofit Housing Developers Through the Lens of Organizational Theory

This study identified factors that influenced California nonprofit housing development organizations’ (NHDO) survival and financial stability during the Great Recession. NHDO typically develop and manage affordable housing, while providing social services. During the recession, NHDO financial issues were exacerbated and compounded by the elimination of state redevelopment funds. This research tested organizational theories through bivariate and multivariate analyses from Internal Revenue Service 990 tax forms for nearly 800 NHDO. In many ways, the factors that influenced NHDO sustainability and performance were similar to those affecting for-profits and other nonprofits. For example, older and larger organizations with more staff and revenue fared better. Other factors were unique to this sector (e.g., the region and type of housing developed affected outcomes). An important finding was that reliance on government funding was negatively associated with survival and revenue. The lessons learned from NHDO inform other organizations about surviving and thriving during tough economic times.     

Organizational Forms and Incentives in Public Procurement: Natural Experiment at a Large Public Sector Organization in Russia

This article analyses how the intensification of centralized monitoring within public organization may impact incentives for efficiency in those divisions of the organization that have different levels of financial autonomy. The efficiency of divisions’ activities was estimated through their procurement effectiveness. All the divisions were classified as non-commercial units (NCU) funded by the government or as income earning units (IEU) operating in the market and having broader financial autonomy. The results show that under standard monitoring, the IEU had more efficient procurements compared to the NCU. After intensification of centralized monitoring, the differences in performance became insignificant. These findings show that stricter monitoring is efficient for organizations with soft budget constraints, while for organizations with hard budget constraints it is preferable to use more flexible regulations.     

从一项"职工承诺"研究看中国工会的基本特征——再论中国工会是社会功能组织

理论界对中国工会的研究,大多在于说明其利益代表性的增强。我们以往的研究则表明,社会功能性仍然是中国工会的基本特征。我们通过一个新的视角,从企业职工对公司和对工会承诺的认知和行为继续研究中国工会的基本特征。研究表明,职工对企业和工会具有"双重承诺",甚至"双重忠诚"。这是中国工会具有社会功能性基本特征的重要基础。     

论现代政治增长及其对国家治理的影响

长期以来学界以及社会总是将"政治—市场—社会"相互关系置于相互竞争和挤压的语境,但从历时性的角度上看,政治、市场和社会在改革开放以来却在不同程度的同时增长.分析我国政治增长的历史基础,并从政府规模、组织结构、技术加持三个方面,阐述政治增长的事实和趋势,发现现代社会的流动性和复杂性奠定了现代政治增长的合理性基础,这种政治...     

关于我国多校区大学组织结构的有效性分析

组织结构是多校区大学管理的核心问题,研究多校区大学的组织结构是多校区大学管理的现实需要。目前,我国多校区大学组织结构存在着管理层次过多、决策程序不科学、工作职责不明确等问题,影响了多校区大学组织结构的有效性。因此,通过加强扁平化管理,转变工作职能,学术、行政权力适度分离,以及利用项目管理和网络化管理的形式,进一步优化我国多校区大学的组织结构,完善大学管理机制,使之运行更加高效。     

企业员工PO匹配偏好的对偶比较研究——基于员工职业发展水平与组织文化强度的视角

以1000名企业员工为调查对象,采用对偶比较法探讨了职业发展水平和组织文化强度对员工PO匹配偏好的影响.运用SPSS11.5对收集的780份有效问卷进行因素分析及独立样本T检验,结果显示:(1)当前我国员工整体更加偏好采用能力匹配的方式实现PO匹配;(2)职业发展水平较高的员工更加偏好价值观匹配,职业发展水平较低的员工更加偏好能力匹配;(3)在组织文化强度较高的企业中员工更加偏好价值观匹配,在组织文化强度较低的企业中员工更加偏好能力匹配.最后,对研究的理论和实践意义作了探讨.     

Continuous development in organizations Romanian model

This paper presents the results of an experimental study applied on an average level company, sales/distribution profile, from Mutes County, Romania. The study analyzes the role of formative intervention in the development of a positive organizational environment in an organization. Following the results of this experiment and especially the results that confirm the importance of formative intervention in the development of human resources, the improvement of communication and professional motivation, a nonrefundable financed phare project has been initiated and implemented within the organization-the center of developing and training the human resources from selling-it＇s goal being the development of an ensemble of training services for the company＇s personnel and the development of a human resource consultancy network for other similar companies. The last part of this paper briefly describes the main activities and results of this project. All the elements that we have deciphered during the implementation of the project and also the conclusions of the qualitative and quantitative analysis of the experiment＇s results, determine us to support continuous professional development in organizations, which, as proved, can improve communication in the organization, maintain the personnel on a high level of motivation, increase professional and personal performance and efficiency, also can lead to self-awareness and auto-implication, satisfaction with the accomplished work.     

简诺威茨之军队组织变迁研究论析

简诺威茨是美国社会学家和政治学家,被西方学者公认为是军事社会学学科的创立者。在军事研究领域,他运用社会科学特别是社会学的方法,深入研究了在技术革命冲击下军队的组织变迁,涵盖军地关系、军内控制方式、战斗力促成因素、组织控制手段、军队之政治倾向等诸多层面。在我军武器装备不断升级换代、信息化建设不断深入、执行的任务日益多样化的情况下,简诺威茨的军事社会科学理论对我军的现代化建设有一定的启发意义。