MOVING INTO THE NEW AID APPROACH,DILEMMAS FOR NGOs: THE BELGIAN CASE

Under the new aid approach, nongovernmental development organizations (NGOs) are expected to move from “delivery” (service delivery projects) to “leverage” (lobbying and advocacy). In line with this international tendency, the Belgian government has signed a pact with the NGO sector in which a move away from delivery and toward leverage is being proposed. Given that Belgian NGOs are heavily dependent on government funding and strongly oriented toward the “delivery” model, this pact implies that a number of NGOs will have to undergo organizational changes. This article shows that there is a major cleavage in the NGO landscape in Belgium. Some organizations clearly favor the leverage, whereas others prefer the delivery roles. Those that are more dependent on government funding tend to incline toward the leverage orientation. The attitudinal orientation toward the leverage model however does not imply that organizations are effectively willing and able to change. A number of identity and legitimacy concerns are perceived by NGOs to be important sources of organizational inertia. Copyright © 2011 John Wiley & Sons, Ltd.     

公共服务动机:测量、比较与影响——基于福建省样本数据的分析

本研究采用直接测量法建立公共服务动机(Public Service Motivation,缩写PSM)测量量表,并选取福建省的部分政府部门、事业单位、社会团体与企业单位工作人员进行测量。通过对337个有效样本进行研究,揭示PSM水平及其与人口统计变量、组织角色、组织承诺等因素的关系;研究发现,基于中国文化背景的PSM总体上处于中等水平以上,第三部门PSM均值最高,PSM是服务取向而非部门取向,男性PSM略高于女性,PSM与组织承诺成正相关等。文章进一步提出PSM如何演化、PSM如何受情境影响等一些尚待研究的问题。可以将PSM运用于公共部门人才遴选、培养与使用,可以人本而又高效地提升公共部门绩效。     

行政编制动态调整影响因素分析——以安徽省地方政府为例

在行政编制总量一定的情况下,政府职能转变状况、地方政府管理幅度以及组织架构变化、民间非政府组织发育状况、地方政府人力资源素质状况,是影响地方政府行政编制动态调整的主要因素。从政府职能的角度,政府整体职能转变、政府职能在部门间层级间的转移、行政管理方式转变和行政审批制度改革;从政府组织架构的角度,淡化组织界限的跨部门整合、大部制改革、部门内部扁平化管理;从政府人力资源的角度,公务员整体素质、学历年龄结构、"通才"与"专才"的关系;从民间非政府组织的角度,社会团体的培育、民办非企业单位发展等等,都是影响地方政府行政编制动态调整的重要因素。     

推进机关文化建设服务油田率先发展

油田企业机关文化建设工作，作为企业文化建设的重要组成部分，在增强企业文化整体实力和竞争力建设中具有特殊意义。培育具有机关特色的文化体系，深入挖掘并发挥文化在引领共识、规范服务、提升形象方面的作用，要明确文化建设方向，完善组织运行、宣传引导、考核评价等文化机制建设，从融入管理、升级服务、促进和谐等方面进一步推进文化优势转化。     

新加坡人民行动党组织建设科学化析论

没有政党组织建设的科学化,不可能有政党建设的科学化。新加坡人民行动党一直辉煌执政至今,是世界各国中对社会掌控力最强、连续执政最长的政党之一。其中,人民行动党组织建设科学化成就斐然,举世瞩目。具体言之,一是民主与决策机制科学化;二是党员干部廉政警诫机制科学化;三是党选人才、党管人才机制科学化;四是基层组织建设科学化;五是领导集体自我更新机制科学化。     

Core self-evaluations in the military context： Relative effects on job satisfaction and organizational commitment

This study validates the construct of core self-evaluations （CSE） and examines the relationship of CSE with global job satisfaction and organizational commitment in the military context. Analytical results from 114 sergeants in the military school are summarized as follows： （1） Analytical results validate the convergent and discriminant validity of the constructs; （2） CSE has significant positive relationships with global job satisfaction and organizational commitment. This study provides practical implications for management in both business and military organizations and suggestions for future studies.     

Effects of organizational change on managerial trust in the context of employee buyout in India

Tea gardens face a threat of closure. Due to labour problems and pricing mechanism, Indian tea companies are unable to perform well on the global scene. The case of Tata Tea plantations in South India has been taken for this research study. An employee buyout strategy is introduced in a select number of tea estates. Results prove unfruitful initially. However, employees agree with this idea with a fear of loss of job. The new strategy turns out to be a success. The relationship between organizational change and managerial trust in the context of employee buyout is studied. A questionnaire is administered upon a sample of 100 respondents. Results are shown as a table. The article concludes by citing key issues for a successful buyout programme.     

Drug Testing and Procedural Fairness: The Influence of Situational Variables

This study examines the effect of four variables (i.e., interpersonal treatment, organizational reputation, testing context, and consequence of testing) on perceptions of the procedural fairness of a drug-testing program. Main effects for each of these variables on perceptions of procedural fairness were expected. In addition, interactions were predicted between interpersonal treatment and organizational reputation, testing context and consequence, and testing context and interpersonal treatment. Results generally supported the hypotheses, revealing main effects for the four variables and two significant interactions. The implications of these findings for justice research and the design and implementation of drug-testing programs are discussed.