Fostering Interorganizational Linkages in the Canadian Sport Delivery System

1997 ◽  
Vol 11 (1) ◽  
pp. 45-68 ◽  
Author(s):  
Lucie Thibault ◽  
Jean Harvey
Keyword(s):  
Private Sector ◽  
Nonprofit Organizations ◽  
Delivery System ◽  
Future Research ◽  
Sport Organizations ◽  
Work Related ◽  
Private Organizations ◽  
Amateur Sport ◽  
Loss Of Autonomy ◽  
Private Sector Organizations

The purpose of this paper is to examine the nature and extent of interorganizational linkages between the partners involved in Canada's sport delivery system. Given the changes in the economic context of the 1990s and the ensuing fiscal restraints exercised by both government and the private sector, amateur sport organizations are in a period of high uncertainty. In order to deal with this uncertainty, links between organizations like governments, nonprofit sport organizations, and private sector organizations need to be established, fostered, and maintained. Organizations need to collaborate with each other in order to fulfill their objectives. Linkages between organizations will assist in the sharing of resources and in the coordination of work-related activities. In the paper, a number of examples of existing links between governments, nonprofit organizations, and private organizations are presented. Based on resource dependency theory, strategies such as contracts, joint ventures, and co-optation for establishing new interorganizational linkages are discussed. As well, related issues such as power struggles, loss of autonomy, asymmetrical relationships, and conflicting loyalties are addressed and discussed. Questions for future research also are proposed.

Dispositional traits influence on mentoring relationships

2016 ◽  
Vol 5 (3) ◽  
pp. 306-322 ◽  
Author(s):  
Ridhi Arora ◽  
Santosh Rangnekar
Keyword(s):  
Private Sector ◽  
South Asian ◽  
North India ◽  
Mentoring Relationships ◽  
Future Research ◽  
Personality Factors ◽  
The South ◽  
Content Type ◽  
Private Sector Organizations ◽  
Asian Context

Purpose The purpose of this paper is to investigate the role of personality factors in influencing mentoring relationships in the South-Asian context. Design/methodology/approach The sample included 363 subjects from public and private sector organizations in North India. Findings Results revealed that in the Indian context, conscientiousness acts as significant predictor of perceived psychosocial mentoring, agreeableness acts as significant predictor of perceived career mentoring support, and emotional stability acts as significant predictor of both categories of mentoring relationships. Further, managers employed in public sector organizations were found to be high on all the Big Five personality factors and mentoring functions in contrast to managers from private sector organizations. Research limitations/implications Overall, the results suggest that mentoring relationships should operate in organizations with a firm understanding of employees’ personality traits. Implications and future research directions were also discussed. Further, suggestions have also been given for incorporating various interventions in order to handle employees with different personality attributes such as counseling for helping emotionally unstable employees manage their emotions and stress. Originality/value To the knowledge, this is the first study that seeks to examine impact of personality factors on mentoring relationships in the South-Asian context.

Cohesion in Volunteer Sport Executive Committees

2003 ◽  
Vol 17 (2) ◽  
pp. 116-141 ◽  
Author(s):  
Alison J. Doherty ◽  
Albert V. Carron
Keyword(s):  
Nonprofit Organizations ◽  
Social Cohesion ◽  
Theory And Practice ◽  
Gender Composition ◽  
Sport Organizations ◽  
Effective Management ◽  
Intent To Quit ◽  
Amateur Sport ◽  
Task Cohesion ◽  
Volunteer Effort

Understanding the experiences of volunteers in amateur sport organizations is critical to their effective management of these nonprofit organizations. The purpose of this study was to explore cohesion in volunteer sport executive committees. Members (n = 117) of sport executive committees or boards completed a questionnaire that assessed perceptions of cohesion, individual satisfaction, effort, intent to quit, committee effectiveness, and a variety of individual (gender, committee, role, tenure) and organizational (committee, size, gender composition, frequency and length of meetings) variables. Task cohesion was found to be stronger than social cohesion. Only committee size was found to be associated with perceptions of cohesiveness; members of smaller committees perceived less social cohesion than members of medium and larger committees. Task and social cohesion predicted volunteer satisfaction and perceived committee effectiveness, while volunteer effort and intent to remain with the committee were predicted by task cohesion. The results are discussed in terms of their implication for theory and practice.

Roles of the Board in Amateur Sport Organizations

1997 ◽  
Vol 11 (2) ◽  
pp. 160-176 ◽  
Author(s):  
Sue Inglis
Keyword(s):  
Nonprofit Organizations ◽  
Boards Of Directors ◽  
Theoretical Perspective ◽  
Community Relations ◽  
Board Members ◽  
Executive Directors ◽  
Sport Organizations ◽  
Amateur Sport ◽  
Board Roles ◽  
And Performance

Limited empirical data on the roles associated with boards of directors in nonprofit organizations are available, yet understanding the work of boards is vital to ensure the roles desired by organizational members and the roles required by the organization are being fulfilled. The roles or functions of boards in nonprofit organizations, as found in the management literature, were used to explore the roles associated with a sample of nonprofit amateur sport organizations. Data were generated from a survey of executive directors, volunteer presidents, and volunteer board members of sport organizations housed at Ontario's Provincial Sport Centre in Toronto. The survey data yielded a 4-factor subscale providing support for a theoretical perspective in assessing roles of the board in mission, planning, executive director, and community relations areas. Similarities and differences of respondents by gender and position on ratings of importance and performance for the board roles were explored with implications for board development discussed.

The Relationship Between Islamic Work Ethic and Public Service Motivation

2021 ◽  
pp. 009539972199833
Author(s):  
Hemin Ali Hassan ◽  
Ahmad Bayiz Ahmad
Keyword(s):  
Private Sector ◽  
Public Service ◽  
Work Ethic ◽  
Public Service Motivation ◽  
Future Research ◽  
Public And Private ◽  
Private Organizations ◽  
Islamic Work Ethic ◽  
Public And Private Sector ◽  
The Impact

The purpose of this article is to examine the differences between public and private sector employees’ public service motivation (PSM) levels and also examine the impact of Islamic work ethic (IWE) as a potential antecedent of PSM in a non-Western setting. This quantitative investigation is based on a sample of 419 employees in 13 public and private organizations in the Kurdistan Region of Iraq (KRI). Independent t test results reveal no statistically significant differences in PSM level between public and private sector employees. The analysis of the data also reveals that PSM is significantly influenced by IWE. Implications and avenues for future research are discussed.

scholarly journals U.S. Procurement in the Age of COVID-19: Challenges, Intergovernmental Collaboration, and Recommendations for Improvement

2020 ◽  
Vol 50 (6-7) ◽  
pp. 635-641 ◽  
Author(s):  
Abdul-Akeem Sadiq ◽  
Ruth Kessa
Keyword(s):  
Private Sector ◽  
Nonprofit Organizations ◽  
Health Care Professionals ◽  
The United States ◽  
Good News ◽  
Future Research ◽  
Medical Supplies ◽  
Global Pandemic ◽  
Procurement System ◽  
The U.S

This article discusses U.S. government’s procurement of medical supplies and equipment during COVID-19 pandemic and the challenges posed by COVID-19 to U.S procurement system. The article also examines how the U.S. government, the private sector, and nonprofit organizations are working together to address procurement challenges. This article notes that the global pandemic has drained the strategic national stockpile of medical supplies and equipment and that the United States is struggling to meet the demand of these critical resources. The good news is that the U.S. government is partnering with the private sector to ramp-up the much-needed supply. This article underscores the need for the U.S. government to continue to look for efficient and productive ways to procure necessary medical supplies and equipment that are essential for health care professionals and those affected by the COVID-19. This article offers some recommendations to improve U.S. procurement system and outlines an agenda for future research.

scholarly journals Revisiting the Dichotomy between Abusive Supervision and Work Performance of Subordinates in Private Organizations in Kenya: An Empirical Search for Correspondence between Theory and Practice

2019 ◽  
pp. 1-9
Author(s):  
Ssemugenyi Fred ◽  
Amboka Asumwa Agustine ◽  
Kazibwe Sophia
Keyword(s):  
Private Sector ◽  
Organizational Leadership ◽  
Work Performance ◽  
Employee Performance ◽  
Abusive Supervision ◽  
Theory And Practice ◽  
Private Organizations ◽  
Causal Impact ◽  
Private Sector Organizations ◽  
The Relationship

This systematic and empirical review attempted to expand the frontiers of knowledge on abusive supervision against employee performance using private sector as a case sample. Using no mediating model between X and Y, the study focused on the assumed and observable linearity between the two variables under investigation whilst using available quantitative and qualitative data as point of reference. Hypothetically, it is assumed that, abusive supervision has a negative correlation with employee performance across organization. This kind of reasoning is guided by observable longitudinal data, feelings and opinions drawn from various categories of individuals over time. Important to note, is the fact that, these observations are in conflict with many research works and reports whose conclusions seem to suggest that abusive supervision has a direct positive causal impact on employee performance. This empirical review is borne out of this contradiction as an attempt to contribute to the ongoing debate and systematically direct reasoning to the desired end. A statistically selected sample of 80 respondents from 101 total population was drawn from 10 private organizations across Kenya for quantitative data and a team of key informants (10) one from each organization was selected for interviews. A mixed method approach was adopted which gave birth to descriptive statistics and thematic approach for analysis. A casual path linking the supervisor mindfulness, supervisor hostility, supervisor attitudes and organizational leadership structures was established. Supervisor hostility and attitudes negatively affected employee performance in the private sector organizations whilst supervisor mindfulness and organizational leadership structures positively affected employee performance in the same context. Important to note is that, although the associations between perceptions of abusive supervision and employee performance appear to be universally negative, the magnitude of the relationship between perceptions of abusive supervision and employee performance varies according to the study design, context, culture and timing.  Great need is sought to continuously harmonize the synergy between theory and practice for the future of the practitioners rests entirely on this evaluation.

scholarly journals A Study of Job Satisfaction and Its Effect on the Performance of Employees Working in Private Sector Organizations, Peshawar

2021 ◽  
Vol 2021 ◽  
pp. 1-9
Author(s):  
Wasaf Inayat ◽  
Muhammad Jahanzeb Khan
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
High Performance ◽  
Sampling Method ◽  
Short Form ◽  
Minnesota Satisfaction Questionnaire ◽  
Private Organizations ◽  
Political Conditions ◽  
Private Sector Organizations ◽  
Relationship Of

The aim of the present research was to study the effect of job satisfaction on the performance of employees working in private sector organizations of Peshawar, Pakistan. For that purpose, one hundred and eighty employees (N = 180) were selected as a sample from private organizations of Peshawar. An equal number of employees, i.e., (n = 60), were selected through random sampling method from three types of organizations, viz., hospitals, banks, and universities. A Minnesota Satisfaction Questionnaire (MSQ-short form) developed by Weiss et al. (1967) and a self-constructed Performance Evaluation Form (PRF) were used as instruments for the study. Initially, the reliability statistics of both the instruments was calculated to know the significance of the scales. According to the findings of the study, the type of occupation has been shown significant correlation with job satisfaction. Similarly, the positive relationship of job satisfaction with performance of employees was also confirmed. Therefore, it is concluded from the study that satisfied employees were better in performance as compared to dissatisfied employees, thus contributing significant role in the uplifting of their organizations. As there are unstable economic and political conditions of Peshawar, it is therefore necessary for every organization to make their employees motivated and satisfied towards high performance by adopting different techniques and methods.

Exploring E-Government Benefits and Success Factors

2011 ◽  
pp. 803-811 ◽  
Author(s):  
J. R. Gil-Garcia
Keyword(s):  
Private Sector ◽  
Information Technologies ◽  
Success Factors ◽  
Empirical Studies ◽  
Electronic Government ◽  
Public And Private ◽  
Private Organizations ◽  
It Systems ◽  
Private Sector Organizations ◽  
Public And Private Sector

Over the last decade, information technologies (IT) have been considered one of the most influential ways to change organizations (Davenport, 1993; Ho, 2002; Laudon & Laudon, 2003). As early as 1986, Bozeman and Bretschneider suggested that different principles should be used when managing IT systems in public and private sector organizations (Bozeman & Bretschneider, 1986; Melitski, 2003). However, in a review of the literature, Rocheleau and Wu (2002) concluded that there remain a limited number of empirical studies that investigate whether there are differences between public and private sector organizations. Therefore, the research to-date about e-government is situated within multiple debates and draws from literature studying both public and private organizations. In fact, there is also no clear consensus about the concept of electronic government. Descriptions are emerging. For example, Holden, Norris, and Fletcher (2003) reviewed the range of definitions other authors have proposed for e-government, and suggest there are some common elements. They mention e-government is or will become electronic and not paper based and may include the Web, e-mail, fax, telephone, or other electronic means of providing information and delivering services; available 24 hours per day, 7 days per week; and the provision of information and the delivery of services (of varying types and degrees of complexity and integration). (p. 327)

Networking with a purpose: men and women’s perception of career networking in sport NGBs

2017 ◽  
Vol 7 (3) ◽  
pp. 234-257 ◽  
Author(s):  
Jen Zdroik ◽  
Kathy Babiak
Keyword(s):  
Nonprofit Organizations ◽  
Career Advancement ◽  
Policy Implications ◽  
Perceived Barriers ◽  
Future Research ◽  
Sport Organizations ◽  
Structured Interviews ◽  
Female Executives ◽  
Content Type

Purpose Networking practices are considered to be an important career advancement strategy. However, little empirical research exists which provides understanding of this phenomenon as it relates to the differences in practices and experiences between genders. The purpose of this paper is to explore how the role and nature of networking and career relationships in nonprofit sport organizations is perceived to impact career development. Design/methodology/approach In total, 34 semi-structured interviews were conducted with male and female executives in a range of nonprofit organizations to elicit views, attitudes, and information regarding formal and informal networking strategies and practices employed in this context. Findings Findings highlight differences in perceptions of how networking is defined, the central role of mentors, the nature of networking relationships, and networking strategies. The authors found that there are various perceived barriers with regard to gender and organizational culture in sport national governing bodies (NGBs). Research limitations/implications Networking practice and policy implications are discussed for sport NGBs and other organizations. The authors offer recommendations for future research. Originality/value The project adds value to the understanding of the career advancement of women as it directly compares perceptions of men and women.

Development and Construct Validation of the German Workplace Trust Survey (G-WTS)

2010 ◽  
Vol 26 (1) ◽  
pp. 3-10 ◽  
Author(s):  
Nale Lehmann-Willenbrock ◽  
Simone Kauffeld
Keyword(s):  
Convergent Validity ◽  
Affective Commitment ◽  
Discriminant Validity ◽  
Organizational Context ◽  
Organizational Trust ◽  
Three Dimensional ◽  
Future Research ◽  
Work Related ◽  
Reliable Assessment ◽  
Workplace Trust

In research on trust in the organizational context, there is some agreement evolving that trust should be measured with respect to various foci. The Workplace Trust Survey (WTS) by Ferres (2002) provides reliable assessment of coworker, supervisor, and organizational trust. By means of a functionally equivalent translation, we developed a German version of the questionnaire (G-WTS) comprising 21 items. A total of 427 employees were surveyed with the G-WTS and questionnaires concerning several work-related attitudes and behaviors and 92 of these completed the survey twice. The hypothesized three-dimensional conceptualization of organizational trust was confirmed by confirmatory factor analysis. The G-WTS showed good internal consistency and retest reliability values. Concerning convergent validity, all of the three G-WTS dimensions positively predicted job satisfaction. In terms of discriminant validity, Coworker Trust enhanced group cohesion; Supervisor Trust fostered innovative behavior, while Organizational Trust was associated with affective commitment. Theoretical and practical contributions as well as opportunities for future research with the G-WTS are discussed.

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