Artigos de revistas: "Nonprofit careers"

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Bright, Leonard. "Is Public Service Motivation a Better Explanation of Nonprofit Career Preferences Than Government Career Preferences?" Public Personnel Management 45, n.º 4 (dezembro de 2016): 405–24. http://dx.doi.org/10.1177/0091026016676093.

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Public service motivation (PSM) is a multifaceted theory that explains, among other things, the career preferences of individuals. Some have suggested that PSM is not inherently government specific and thus is also a meaningful characteristic of individuals who are employed in the nonprofit sector. This study sought to add to this body of research by exploring the relationship that PSM has to nonprofit and government career preferences, while controlling for the influences of age, gender, minority status, and work experience. The findings of this study demonstrated that individuals with high levels of PSM preferred nonprofit careers over government careers. However, the gender of the respondents was found to be the most important predictor of career preferences when compared with PSM. The implications of these findings to the field of public administration and management are discussed.

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Nelson, Erin. "They Pay People to Work Here? The Role of Volunteering on Nonprofit Career Awareness and Interest". Journal of Public and Nonprofit Affairs 4, n.º 3 (1 de dezembro de 2018): 329. http://dx.doi.org/10.20899/jpna.4.3.329-349.

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Individuals have several possible points of introduction into the nonprofit sector, including parental socialization, volunteering, and academic engagement. However, little is known in regard to how individuals learn about the nonprofit sector as a place of employment and become interested in nonprofit careers. Individuals are often exposed to nonprofit “work” for the first time as a volunteer. This research examines the particular experiences nonprofit employees had prior to their entry into the sector that may have influenced their selection of a nonprofit career. Results of this mixed-methods inquiry indicate that volunteering is an important conduit, as it allows people to see that paid employment exists in the nonprofit sector and allows them to better understand the various career options and career trajectories available to them. Finally, this paper discusses the practical implications for nonprofit practitioners and academic advisors, and their roles in connecting service to career.

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Ng, Eddy S., e Jasmine McGinnis Johnson. "Game of Loans: The Relationship Between Education Debt, Social Responsibility Concerns, and Making a Career Choice in the Public, Private, and Nonprofit Sectors". Nonprofit and Voluntary Sector Quarterly 49, n.º 2 (24 de agosto de 2019): 292–315. http://dx.doi.org/10.1177/0899764019867773.

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The public and nonprofit sectors generally pay less than the private sector, and individuals are willing to forgo higher salaries in exchange for greater intrinsic satisfaction derived from making a contribution to society. However, personal financial considerations, such as education debt, may discourage individuals from pursuing careers in lower paying sectors even if they are predisposed to public service motivation (PSM). We surveyed a sample of graduating students to investigate if (a) education debt discourages students from pursuing lower paying public or nonprofit careers and (b) whether PSM overrides the considerations students might make about entering lower paying sectors as their education debt rises. First, we find that education debt has a marginal effect on initially selecting private over public and nonprofit careers. Rising education debt may discourage students from public sector careers after controlling for PSM. We also find that rising education debt may discourage students from nonprofit careers even with high levels of PSM. The present study enhances our understanding of how financial considerations, in the form of education debt, may influence a student’s initial choice in pursuing public, private, and nonprofit careers.

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Klaue, Yvonne. "Get that next job—how to break out of the postdoc trap". Molecular Biology of the Cell 26, n.º 21 (novembro de 2015): 3700–3703. http://dx.doi.org/10.1091/mbc.e15-05-0264.

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In the past, the majority of graduate students and postdoctoral researchers were focused on careers in academia. Times have changed, and many are now considering careers outside of academia and are aware of numerous exciting career opportunities in industry and nonprofit and government organizations. However, although it is easy to find resources about academic careers, the same cannot be said for positions outside the ivory tower. Here, on the basis of my experience as a scientist and as someone who works with graduate students and postdocs to help them enter nonacademic career paths, I provide a perspective on career development and how to find a job.

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Suarez, David F. "Street Credentials and Management Backgrounds: Careers of Nonprofit Executives in an Evolving Sector". Nonprofit and Voluntary Sector Quarterly 39, n.º 4 (9 de dezembro de 2009): 696–716. http://dx.doi.org/10.1177/0899764009350370.

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The nonprofit sector is confronting a potential leadership deficit and mounting pressures to become more efficient and businesslike. To begin to assess how these tensions influence pathways to leadership, this study investigates the professional backgrounds and nonprofit experience of leaders in the sector. Analysis demonstrates that some leaders have management credentials and management experience, but many advance in the nonprofit sector through substantive experience alone. Even though some nonprofit executives have spent most of their careers in the public sector or the business sector, the study also demonstrates that a nonprofit ethic matters a great deal for leadership. These findings suggest that substantive experience and dedication to the nonprofit sector constitute primary pathways to leadership in the sector, raising many questions about the role of management expertise and the evolution of leadership in the sector.

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Thorp, H. Holden. "Proudly nonprofit". Science 381, n.º 6665 (29 de setembro de 2023): 1377. http://dx.doi.org/10.1126/science.adk9900.

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S cience is fortunate that so many authors seek to publish with us. We shoulder enormous responsibility from both our outsized influence on research across many fields and from the journal's impact on the careers of scientists who publish in our pages. Although there can be some cynicism about the role of highly selective “glam journals,” we understand why we are part of conversations that sometimes center around “CNS” ( Cell , Nature , Science ) periodicals. All three have considerable importance and prominence in the scientific community. But there is a major difference that often gets lost. Whereas Cell and Nature generate revenue for their parent for-profit companies, Elsevier and Springer Nature, Science is published by a nonprofit organization, the American Association for the Advancement of Science (AAAS), and produces no revenue for shareholders. We don't get the word out about this distinction frequently or overtly enough. It's an important contrast because decisions that we make at Science and AAAS are driven by putting scientists ahead of profit.

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Kappel, Ellen. "In Pursuit of Knowledge About Careers Outside of Academia". Oceanography 37, n.º 1 (2024): 5. http://dx.doi.org/10.5670/oceanog.2024.239.

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By all accounts, ocean sciences graduate students are very interested in learning about jobs options outside of academia—jobs that are frequently but unfortunately called “alternate careers.” Students often lack access to information about such jobs in their current academic surroundings, but their curiosity about them was evident in the standing-room-only crowds at the 2024 Ocean Sciences Meeting career panels and CV writing workshops. It is also notable in the popularity of Oceanography’s career profiles column (https://tos.org/career-profiles), now in its fifteenth year. These profiles display the breadth of job opportunities for ocean scientists in government, industry, and the nonprofit sector. The number of career profiles published online and in hard copies of Oceanography quietly passed the 100 mark in late 2023. Recognizing students’ need for career information, professional societies—and many university departments—have been organizing activities to help fill this knowledge gap and enable students to make connections with scientists who have pursued careers outside of academia.

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Coen, David, e Matia Vannoni. "Where Are the Revolving Doors in Brussels? Sector Switching and Career Progression in EU Business–Government Affairs". American Review of Public Administration 50, n.º 1 (9 de julho de 2019): 3–17. http://dx.doi.org/10.1177/0275074019861360.

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By applying event history analysis to a unique large sample of more than 300 government affairs managers working for companies active in the European Union (EU), this article investigates whether managers with work experience in the public or nonprofit sector are more likely to progress in their career in their current company and whether career progression depends on when that experience takes place. The findings suggest that managers with experience in the public and nonprofit sector are less likely to progress in their careers. This effect becomes stronger when the stage of the career at which the manager had experience in the public sector is taken into consideration. These findings are contrary to the expectations from the public and private management literature and suggest that we should see less revolving door activity in Brussels. We propose that these findings are driven by the distinct EU public policy process and the variance in individual and organizational incentives in the EU public sector.

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Kuenzi, Kerry, e Amanda J. Stewart. "An Exploratory Study of the Nonprofit Executive Factor: Linking Nonprofit Financial Performance and Executive Careers". Journal of Nonprofit Education and Leadership 7, n.º 4 (2017): 306–24. http://dx.doi.org/10.18666/jnel-2017-v7-i4-8456.

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Tuttle. "Considering Careers in International Nonprofit, Nongovernmental, and Related Private Sectors". Journal of Eastern Mediterranean Archaeology & Heritage Studies 3, n.º 3 (2015): 258. http://dx.doi.org/10.5325/jeasmedarcherstu.3.3.0258.

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Jervis, Kathryn, e Pamela Sherer. "The course development process for an integrated nonprofit management course concentration: business competencies needed for nonprofit careers". Journal of Public Budgeting, Accounting & Financial Management 17, n.º 2 (março de 2005): 249–75. http://dx.doi.org/10.1108/jpbafm-17-02-2005-b008.

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Lohmann, Roger A. "The Ostroms’ Commons Revisited". Nonprofit and Voluntary Sector Quarterly 45, n.º 4_suppl (9 de julho de 2016): 27–42. http://dx.doi.org/10.1177/0899764016643613.

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Elinor and Vincent Ostrom spent their careers working in fields outside third-sector studies, yet a significant body of their work has important implications for nonprofit organizations and the wider third sector. From their academic base at the Workshop on Political Theory and Policy Analysis at Indiana University, they built a large body of research and theory on a broad range of topics that bear on nonprofit and voluntary action theory, including self-governance, collaboration, coproduction, polycentrism, federalism, and numerous others. This article examines and critiques selected aspects of their role in the vast international network of commons studies and projects, including a body of my own work stretching back several decades on the commons theory of voluntary action (CTVA). Recent work on new commons, information commons, and knowledge commons points toward a convergence of the Ostrom’s work on commons with commons research and theory in our field.

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Auld, M. Elaine. "Health Education Careers in a Post–Health Reform Era". Health Promotion Practice 18, n.º 5 (16 de agosto de 2017): 629–35. http://dx.doi.org/10.1177/1524839917726495.

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Since enactment of the Patient Protection and Affordable Care Act in 2010, health education specialists (HES) have made important contributions in implementing the law’s provisions at the individual, family, and population levels. Using their health education competencies and subcompetencies, HES are improving public understanding of health insurance literacy and enrollment options, conducting community health needs assessments required of nonprofit hospitals, modifying policies or systems to improve access to health screenings and preventive health services, strengthening clinical and community linkages, and working with employee benefit plans. In addition to educating stakeholders about their complementary training and roles with respect to clinical providers, HES must keep abreast of rapid changes catalyzed by the Affordable Care Act in terms of health standards, payment models, government regulations, statistics, and business practices. For continued career growth, HES must continually acquire new knowledge and skills, access and analyze data, and develop interprofessional partnerships that meet the evolving needs of employers as the nation pursues health for all.

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Carlson, Wendy, e Hannah Witschey. "Undergraduate Students’ Attitudes Toward Individuals With Disabilities". Teaching of Psychology 45, n.º 2 (23 de março de 2018): 189–92. http://dx.doi.org/10.1177/0098628318762929.

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This study examined whether combining classroom curriculum with direct experience with people with disabilities (PWDs) can influence change in undergraduate students’ attitudes toward PWDs. Undergraduate students ( N = 68) enrolled in a psychology course completed the Interaction with Disabled Persons Scale at the beginning and end of the semester. During the semester, students learned about various disabilities and participated in a 10-hr service-learning project that required direct, supervised interaction with PWDs at a local, nonprofit organization that provides employment services to adults with disabilities. Students reported more positive attitudes toward PWDs at the end of the semester. Having an increased comfort level in interacting with PWDs can give students pursuing careers that involve working with PWDs an advantage.

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Brandt, Patrick D., Susi Sturzenegger Varvayanis, Tracey Baas, Amanda F. Bolgioni, Janet Alder, Kimberly A. Petrie, Isabel Dominguez et al. "A cross-institutional analysis of the effects of broadening trainee professional development on research productivity". PLOS Biology 19, n.º 7 (15 de julho de 2021): e3000956. http://dx.doi.org/10.1371/journal.pbio.3000956.

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PhD-trained scientists are essential contributors to the workforce in diverse employment sectors that include academia, industry, government, and nonprofit organizations. Hence, best practices for training the future biomedical workforce are of national concern. Complementing coursework and laboratory research training, many institutions now offer professional training that enables career exploration and develops a broad set of skills critical to various career paths. The National Institutes of Health (NIH) funded academic institutions to design innovative programming to enable this professional development through a mechanism known as Broadening Experiences in Scientific Training (BEST). Programming at the NIH BEST awardee institutions included career panels, skill-building workshops, job search workshops, site visits, and internships. Because doctoral training is lengthy and requires focused attention on dissertation research, an initial concern was that students participating in additional complementary training activities might exhibit an increased time to degree or diminished research productivity. Metrics were analyzed from 10 NIH BEST awardee institutions to address this concern, using time to degree and publication records as measures of efficiency and productivity. Comparing doctoral students who participated to those who did not, results revealed that across these diverse academic institutions, there were no differences in time to degree or manuscript output. Our findings support the policy that doctoral students should participate in career and professional development opportunities that are intended to prepare them for a variety of diverse and important careers in the workforce.

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Killian, Larita J., Sergio Garcia Agreda e Mariana Pérez Escobar. "Advancing Faculty Research in a “Bricolage” Environment"". International Journal on Engineering, Science and Technology 5, n.º 4 (18 de outubro de 2023): 339–52. http://dx.doi.org/10.46328/ijonest.184.

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In the typical, academic career path, individuals enter faculty roles immediately after graduate school, commencing their academic careers with research skills and a fledgling research agenda. Many faculty, however, take an indirect route to research. They may work in the commercial or nonprofit sector for years before joining the academy, allowing their research skills to fade. Some individuals who never completed research training are recruited as faculty due to their years of professional experience; this is especially true in business, engineering, and health care. When institutional expectations and personal goals change, however, these individuals may suddenly face the need to conduct research. They have the motivation but lack the necessary skills and confidence. This is especially true when institutions decide to seek accreditation that requires research activity among faculty. To help Bolivian faculty achieve research success, we developed a condensed workshop on qualitative, applied research and conducted it four times, in-person and online, following the action research model. The condensed workshop proved effective in helping faculty boost their research productivity, though participants expressed a desire for more extended coaching and support. Future workshops will include increased opportunity for collaboration. The workshop can be adapted to other regions.

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Fix, Gemmae, Aaron Seaman, Linda Nichols, Sarah Ono, Nicholas Rattray, Samantha Solimeo, Heather Schacht Reisinger e Traci Abraham. "Building a Community of Anthropological Practice: The Case of Anthropologists Working within the United States’ Largest Health Care System". Human Organization 82, n.º 2 (21 de abril de 2023): 169–81. http://dx.doi.org/10.17730/1938-3525-82.2.169.

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The disciplinary contribution of anthropologists employed outside traditional anthropology departments has been a topic of discussion and debate in the field for nearly a century. Alongside industry, nongovernmental, and nonprofit career paths, an increasing number of anthropologists have developed productive research careers outside of academic anthropology departments. The United States Department of Veterans Affairs (VA), which provides health care services to more than 9 million United States military veterans annually, is one federal employer that has become a professional home to many anthropologists. Anthropologists working in VA represent all four fields, have established roots in health services research, and have grown a national network of ethnographically-informed colleagues. These anthropologists constitute a Community of Practice that collaborates and contributes to scholarly discourse, health care operations, and policy. In this article, eight anthropologists with over 120 years of collective experience share insights into how our community of anthropological practice came into being, the organizational culture that sustains it, and the potential opportunities in health research for emerging scholars. Working at the intersection of multiple disciplines, this geographically dispersed community offers a viable model for anthropologists embedded within health care systems, in clinical academic settings, and learners seeking to broaden their understanding of anthropological praxis beyond anthropology departments.

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Jung In, Kim. "The Effect of Mentoring in the Public Sector". Korean Journal of Policy Studies 26, n.º 1 (30 de abril de 2011): 97–115. http://dx.doi.org/10.52372/kjps26105.

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Using data from 1,220 public and nonprofit sector managers in Georgia and Illinois, this research assesses intrinsic and extrinsic motivation as predictors of job satisfaction in association with mentoring. Using analyses of ordinary least squares regression and structural equation modeling, statistically significant and positive relationships were found between intrinsic motivation and job satisfaction. The impact of extrinsic motivation on job satisfaction was found to vary. Job satisfaction was significantly and positively related to organizational trust but negatively related to economic benefit and risk-averse organizational values and goals. Furthermore, mentoring showed a mediating effect on the relationship between intrinsic and extrinsic motivation and job satisfaction. These findings suggest that mentoring in the public sector not only helps organizational members to develop their careers and to build better relationships with colleagues but also results in an increased relationship between job motivation and job satisfaction.

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Chklovski, Tara. "Sharing the Passion". Mechanical Engineering 131, n.º 10 (1 de outubro de 2009): 40–43. http://dx.doi.org/10.1115/1.2009-oct-4.

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This article talks about Iridescent’s “Engineers as Teachers” program that has been designed to teach professional and student engineers how to share their research with the public. Iridescent is a nonprofit educational organization operating since July 2006. Iridescent's mission is to inspire girls and minorities to pursue careers in science and engineering, to lift up their communities, and to tackle some of the world's biggest problems. In the past 12 years, Iridescent has delivered more than 120 multisession courses on real-world topics that reached more than 4000 under-served children and their parents. The courses are made possible by volunteer engineers who worked with Iridescent to develop their communication and curricular skills so they could teach and inspire children. Through Iridescent’s training program, engineers learn how to communicate complex principles in engaging, simple ways. This not only helps them inspire children, but also improves the ability of engineers to communicate the essence of their work to nontechnical professionals.

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Roemmele, Christopher Marc, Jon Harbor e Daniel Nelson Moore. "What Graduate Students from Diverse Disciplines Learn about Teaching from Working with Middle School Teachers and Students". International Research in Higher Education 2, n.º 1 (2 de novembro de 2016): 79. http://dx.doi.org/10.5430/irhe.v2n1p79.

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We investigated how a program (GK-12) that engages diverse graduate students with middle school teachers and children impacts the participants’ teaching knowledge over a period of one day a week over ten-weeks. The experience includes graduate students developing and delivering a standards-based, hands-on and inquiry-infused lesson centered around their research interests. Qualitative analysis of reflective journals of the participants show that this intensive engagement with teachers and students increased their understanding and experience with pedagogical techniques and strategies to promote and improve student learning and understanding, developing and enhancing personality traits that encourage a positive culture for learning, and acquiring strategies and the fortitude needed to meet and deal with multiple priorities in a complex teaching environment. These results suggest that GK-12 type programs provide graduate students with skills and experiences that can be valuable when seeking employment in industry, the public or nonprofit sector, or as faculty at post-secondary institutions. Continued research of the program is necessary to determine how past participants have utilized these skills as a competitive advantage in their careers.

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Dennett, Liz, Trish Chatterley, Devon Greyson e Soleil Surette. "Research Embedded Health Librarianship: The Canadian Landscape". Journal of the Canadian Health Libraries Association / Journal de l'Association des bibliothèques de la santé du Canada 34, n.º 2 (21 de julho de 2014): 61. http://dx.doi.org/10.5596/c13-024.

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Introduction: Previous research has identified various types of embedded librarianship – the clinical informationist, the academic liaison librarian, and the special librarian within a corporation. There is far less mention of librarians who are embedded in health research teams; however, the authors’ personal experiences indicate these positions are not rare. The research-embedded health librarian (REHL) provides tailored, intensive information services to a health research team in which the REHL is integrated. This research study aims to describe the REHL workforce in Canada, noting how the characteristics of both the positions and the individuals holding them differ from those of health librarians in more traditional librarian roles. Methods: As Part I of a two-part mixed methods study, an electronic survey was distributed to Canadian health librarians. The survey gathered demographic data on all respondents and information on the work environments and experiences of self-identified REHL respondents. Descriptive data analysis was conducted, and statistical differences between REHLs and non-REHLs were calculated. Results: One hundred and ninety-one individuals completed the survey, with 39 (20%) self-identifying as REHLs. The results indicated that REHLs tend to be both younger and newer to the profession than librarians in non-REHL positions. They are more likely to work for research institutes and nonprofit organizations, and they are less likely to work in hospital environments. They are also more likely to be hired on term-specific contracts than on a permanent basis. Discussion: More survey respondents identified themselves as REHLs than was anticipated, which may indicate that this a growing segment of the health librarian workforce. The high number of contract positions could be one explanation for why REHLs tend to be younger librarians or librarians who are newer to the profession, as they are just starting out in their careers. The predominance of contract positions is likely influenced by the high number of jobs in research institutes or nonprofit organizations where continuance of the positions is dependent on securing grant funding.

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Word, Jessica, e Sung Min Park. "The new public service? Empirical research on job choice motivation in the nonprofit sector". Personnel Review 44, n.º 1 (2 de fevereiro de 2015): 91–118. http://dx.doi.org/10.1108/pr-07-2012-0120.

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Purpose – The purpose of this paper is to examine the factors influencing the decision of managers to work in the nonprofit sector and how these choices are shaped by intrinsic and extrinsic motivations. Additionally, this research examines the impact of job choice motivation on social, community and professional outcomes and the unique characteristics of managers in the nonprofit sector. Design/methodology/approach – This research employed data from the National Administrative Studies Project (NASP-III) survey, which measured the mid- and upper-level managers working in nonprofit organizations in Illinois and Georgia. The survey measured the manager’s perceptions of various organizational issues, including work motivation, mentoring and communication, career histories, hiring practices, and organizational cultures and structures. The data were then analyzed using a hierarchical regression model. Findings – The findings of this research support the idea that intrinsic motivation is an important aspect of job choice motivation for individuals in the nonprofit workforce. In addition, the findings suggest other characteristics, including policies that enhance work life balance (WLB), advancement, and job security, are important to understand the job choice motivations of nonprofit managers. This research also found not all types of nonprofit agencies attract similarly motivated individuals, or lead to equivalent community outcomes. Research limitations/implications – The organizations represented in the NASP III sample included more membership and professional associations than the overall nonprofit sector. This over representation partially limits the generalizability of these findings but it also allows the research to more thoroughly understand this unique subset of organizations that serve predominantly the narrow interests of their members. Practical implications – This research highlights the advantage nonprofit employers have over other organizations in terms of using intrinsic motivations to attract employees. However, the findings also suggest nonprofit organizations need to focus on human resource (HR) strategies including policies that enhance WLB, advancement, and job security to compete with other employers for talent. Finally, the research also suggests the need to tailor HR strategies to groups of nonprofit employees based upon important employee characteristics such as gender, job type, and prior career experience. Originality/value – This study extends a well-developed body of knowledge on motivations and selection of career paths to individuals working in the nonprofit sector. It also suggests variations among employees and organizations matter in terms of the type of individuals attracted to particular career path in nonprofits. Additionally, this research suggests future research needs to include more nuanced examinations of the differences which exist among organizations in the nonprofit sector rather than simply focussing upon similarities across the most prevalent types of nonprofit organizations.

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Stewart, Amanda J., e Kerry Kuenzi. "The Nonprofit Career Ladder: Exploring Career Paths as Leadership Development for Future Nonprofit Executives". Public Personnel Management 47, n.º 4 (13 de julho de 2018): 359–81. http://dx.doi.org/10.1177/0091026018783022.

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Pending leadership transitions in the nonprofit sector present a timely need to understand the career path to the executive position, but very few studies on nonprofit career paths have been conducted. A systematic study would help make sense of the existing leadership pipeline to the executive office and offer promising insights that contribute to theory building in the sector. This study investigates the career paths of a national random sample of nonprofit executives serving health and human service nonprofit organizations. Primary and secondary data were collected and analyzed on the experience, education, and credentials these executives hold. The analysis evaluates variations among career characteristics, as well as applies career typologies from within and beyond the nonprofit sector. Respondents also provided qualitative descriptions of their path to executive office, which are insightful about influencing factors that are beyond a resume’s depiction of credentials. The findings are rich in descriptive value and are discussed in light of their utility for nonprofit boards charged with executive selection responsibilities. Finally, the findings are also applied to formulate propositions for future research about how individual career movement may be shaping the nonprofit sector.

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Norris-Tirrell, Dorothy, Jennifer Rinella e Xuan Pham. "Examining the Career Trajectories of Nonprofit Executive Leaders". Nonprofit and Voluntary Sector Quarterly 47, n.º 1 (24 de julho de 2017): 146–64. http://dx.doi.org/10.1177/0899764017722023.

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Although much has been written about the need for effective nonprofit leadership and management, less attention has been paid to the unique career paths taken by professionals who occupy the highest nonprofit staff positions. This study investigated who is serving in the role of executive leader of nonprofit organizations and the variables that may affect reaching the CEO position. Data for this research included a random sample of LinkedIn profiles of local and regional leaders from 12 national nonprofit organizations. K-modes cluster analysis and multiple regression modeling revealed clues for understanding the career trajectories of current top leaders and resulted in the development of a new typology for nonprofit executive career paths. Significant factors affecting the path to the CEO role included gender, education, age, mission-focused career, and sector-specific experience. These findings inform nonprofit professional career decision making and guide boards in the executive selection process.

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Kuenzi, Kerry, e Amanda Stewart. "Promising Pathways: Investigating Personal Factors Promoting Nonprofit Executives". Journal of Public and Nonprofit Affairs 7, n.º 3 (1 de dezembro de 2021): 417–33. http://dx.doi.org/10.20899/jpna.7.3.417-433.

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The nonprofit sector has been critiqued for failing to systematically develop leadership to meet the sector’s professionalizing needs. The personal profile of who sits in the nonprofit executive position can be insightful about what experience and training have been deemed appropriate for nonprofit leadership and may reveal career pathways to the executive position. In this paper, the career backgrounds of 185 nonprofit association executives are reported upon, investigating if the credentials and experience held by these executives helped expedite their career pathway to the top position. The findings indicate that nonprofit sector experience was a significant predictor of time to the executive position, but that other career variables, such as education, credentials, and other previous experiences did not significantly impact the time to the position. This study adds to what we know about the professionalization of the nonprofit sector and raises questions about what signals readiness for the sector’s executive position.

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Winnick, Louis. "On a career in nonprofit management". Nonprofit Management and Leadership 2, n.º 2 (1991): 199–206. http://dx.doi.org/10.1002/nml.4130020209.

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Jones, Elwin, e Ronald Jones. "Leadership Style and Career Success of Women Leaders in Nonprofit Organizations". Advancing Women in Leadership Journal 37 (14 de junho de 2017): 37–48. http://dx.doi.org/10.21423/awlj-v37.a12.

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The purpose of this study was to examine the correlation between the leadership styles and the career success of women in nonprofit organizations. The Multifactor Leadership Questionnaire served as the instrument to identify transformation, transactional, and passive leadership styles. The development of a career success index through summing the coded values of data regarding job satisfaction, work-life balance, tenure in the nonprofit industry, tenure in current position, and compensation level facilitated correlational analysis with leadership style. The Gulf Coast region of the United States was the geographic region for the study. The results indicated a significant and positive correlation between the transformational and transactional leadership styles and the career success index, p = 0.024 for Pearson's Product Moment; p = 0.038 for Spearman's rho, and p = 0.012 for Pearson's Product Moment; p = 0.022 for Spearman's rho, respectively. No significant relationship existed between passive leadership style and the career success index, with p = 0.81 for Pearson's Product Moment and p = 0.983 for Spearman's rho. Keywords: Women in leadership, leadership style, career success of women, nonprofit leadership

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Kuenzi, Kerry, Amanda J. Stewart e Marlene Walk. "The Role of Financial Burden in Nonprofit Sector Commitment". Journal of Public and Nonprofit Affairs 7, n.º 2 (1 de agosto de 2021): 192–204. http://dx.doi.org/10.20899/jpna.7.2.192-204.

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Evidence about millennial work motivations and the increasing importance of compensation questions the durability of the donative labor hypothesis in explaining nonprofit sector commitment. Nonprofit graduate education offers an employment pipeline into the sector, but what if the importance of compensation is partly driven by the financial burden accrued from education? Could it be that financial burden contributes to choices about work and commitment to the nonprofit sector? Using longitudinal data of nonprofit education alumni, we inquire about their sector commitment in light of the financial burden from their degree. Findings of this exploratory study offer a starting point for future research into how nonprofit education alumni view career opportunities in the nonprofit sector.

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Lee, Mordecai. "The Managerial Apprenticeship of FDR’s Budget Director: Harold D. Smith and the Michigan Municipal League, 1928–1937". Journal of Public and Nonprofit Affairs 7, n.º 1 (1 de abril de 2021): 46–67. http://dx.doi.org/10.20899/jpna.7.1.46-67.

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Public administration history often notes the seminal role of Harold D. Smith, FDR’s budget director (1939–1945), in the professionalization of the field and his principles for public budgeting. He was a cofounder of the American Society for Public Administration (ASPA) and its second president (1940–1941). Smith came to Washington after a longer career in nonprofit management. This exploratory historical case study fills in a gap in the literature. Specifically, it examines his nonprofit management record at the Michigan Municipal League (1928–1937). He successfully grew the nonprofit in the teeth of the Great Depression. This success, among others, can be seen as providing two possible applications. First, his record suggests some commonalities between nonprofit management and public administration. Second, leading a nonprofit during the Great Depression may suggest applicable lessons for longer-term problems caused by COVID-19 regarding organizational management strategies during another severe economic contraction.

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Ng, Eddy S. W., Linda Schweitzer e Sean T. Lyons. "Anticipated Discrimination and a Career Choice in Nonprofit". Review of Public Personnel Administration 32, n.º 4 (agosto de 2012): 332–52. http://dx.doi.org/10.1177/0734371x12453055.

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Ratna Gumilang, Risa. "Peran Sumber Daya Manusia Dalam Perencanaan dan Pengembangan Karir Pada Organisasi Nirlaba : Tinjauan Pustaka". Coopetition : Jurnal Ilmiah Manajemen 13, n.º 3 (31 de outubro de 2022): 403–12. http://dx.doi.org/10.32670/coopetition.v13i3.2404.

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Literature review aims to explore and evaluate previous research that has focused on the role of Human Resources in planning and career development in nonprofit organization. Several frameworks are explored and discussed. In this article, there is some evidence that shows that non-profit organizations have planning and career development that aims to achieve organizational goals, especially in the social aspect. This article has been reviewed based on research findings, methodology, country studied, and year of publication. The largest contribution of these 40 main research articles came from the United States (45%) and the highest published by researchers in 2017 (27.5%) with empirical study research methods (42%), The largest source of articles was obtained from the Nonprofit and Voluntary Sector Quarterly (22.5%). This article describes descriptive analysis and qualitative thematic analysis to describe the analysis of the role of Human Resources in career planning and development in non-profit organizations in order to increase workforce loyalty and minimize turnover.

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Song, Chengcheng, e Xiangcheng Wang. "Business, State and the Rationalization of Nonprofits in Eastern China: A Configurational Perspective". China Nonprofit Review 11, n.º 1 (5 de novembro de 2019): 83–112. http://dx.doi.org/10.1163/18765149-12341356.

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Abstract Recent research about nonprofit rationalization (especially in China) tended to focus on “net” effect explained by a particular theory, and thereby ignored the combinatory effects of different mechanisms in specific environments. In this article, echoing from the configurational perspective, we used csQCA to explore the potential combination of different mechanisms that may shape the formation of nonprofit rationalization. Through the analysis of 14 cases from three cities of Zhejiang Province in Eastern China, we found that rationalization of a nonprofit requires its leaders/important members to have certain career experience when it receives the corporate giving; the results also indicate that rationalization requires leaders/important members to have corporate work experience when it receives corporate giving, despite the absence of government support and competition.

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Arya, Anil, e Brian Mittendorf. "Career concerns and accounting performance measures in nonprofit organizations". Accounting, Organizations and Society 40 (janeiro de 2015): 1–12. http://dx.doi.org/10.1016/j.aos.2014.10.002.

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Schlosser, Francine, Deborah M. McPhee e Janice Forsyth. "Chance Events and Executive Career Rebranding: Implications For Career Coaches and Nonprofit HRM". Human Resource Management 56, n.º 4 (17 de maio de 2016): 571–91. http://dx.doi.org/10.1002/hrm.21789.

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Zdroik, Jen, e Kathy Babiak. "Networking with a purpose: men and women’s perception of career networking in sport NGBs". Sport, Business and Management: An International Journal 7, n.º 3 (10 de julho de 2017): 234–57. http://dx.doi.org/10.1108/sbm-11-2015-0036.

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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.

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Faizal, Afraz, Sethuraman Rathina Sai Saranyan, K. Srinandh, S. Sairagav e Dr D. Divya Prabha. "Management Students Perception towards Entrepreneurship as a Career". International Academic Journal of Business Management 9, n.º 1 (29 de abril de 2022): 29–36. http://dx.doi.org/10.9756/iajbm/v9i1/iajbm0904.

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Student entrepreneurship is defined as the practice of seeking out novel solutions to societal problems while still in school. Individual student entrepreneurs take on the aim of creating and maintaining societal value, to be more precise. These individuals draw on appropriate thinking from both the business and nonprofit worlds, and they work in a wide range of organisations, including large and small organisations, new and old organisations, religious and secular organisations, nonprofit organisations, for-profit organisations, and hybrid organisations. The challenge is to determine why it is essential, what the scope of the problem is, what the contributing variables are, and what the underlying reasons are. The main objectives of this study is to analyse the characteristics of student entrepreneurs in the city of Coimbatore in order to fully understand the effects of student entrepreneurs on society and to unravel patterns in the behaviour of effective student entrepreneurs. This research will be conducted in the city of Coimbatore, India. Primary data will be collected from the respondents for this reason, and a sample size of 125 students who are currently employed as student entrepreneurs in Coimbatore would be utilized for the study. For the purpose of assessing the data, percentage analysis, chi-square analysis, and factor analysis will be employed as statistical tools. Following the analysis, conclusions about the research will be drawn in accordance with the findings of the study.

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Golding, Jonathan M., Anne M. Lippert e Sarah E. Malik. "Using the Internet to Facilitate Career Choices in Psychology-Related Fields". Teaching of Psychology 45, n.º 1 (5 de dezembro de 2017): 60–66. http://dx.doi.org/10.1177/0098628317745450.

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Career planning for psychology majors has broadened to include a diverse array of opportunities (e.g., medicine, law, education, government, and military). The Internet has made it possible for students to learn about and quickly obtain information regarding these new career options. This article describes various career resources on the Internet and highlights which websites might be best for students with a clear career direction, as well as those for students who are unclear about what the future holds. The websites described include large sites not affiliated with a college, university, or professional organization. Other websites described are affiliated with a(n) (a) psychology department, (b) department of the federal government, (c) for-profit company or nonprofit organization, (d) professional organization, and (e) online career management site.

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Elfman, Lois. "Furthering a social justice mission". Dean and Provost 25, n.º 8 (26 de março de 2024): 6–12. http://dx.doi.org/10.1002/dap.31337.

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Portia Allen‐Kyle's career has focused on advocacy and driving meaningful change. Her work has involved advancing equity through nonprofit organizations, government, and academia. Currently Chief of Staff and Interim Head of External Affairs at Color of Change (COC), an online racial justice platform, she works to advance the organization's vision, impact, and efficiency.

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Ballart, Xavier, e Guillem Rico. "Public or nonprofit? Career preferences and dimensions of public service motivation". Public Administration 96, n.º 2 (23 de abril de 2018): 404–20. http://dx.doi.org/10.1111/padm.12403.

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Nelson, Erin. "The Accidental Nonprofiteer: Chance Events and the Selection of a Nonprofit Career". Journal of Nonprofit Education and Leadership 7, n.º 4 (2017): 287–305. http://dx.doi.org/10.18666/jnel-2017-v7-i4-8164.

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Bushouse, Brenda K., Brent Never e Robert K. Christensen. "Elinor Ostrom’s Contribution to Nonprofit and Voluntary Action Studies". Nonprofit and Voluntary Sector Quarterly 45, n.º 4_suppl (9 de julho de 2016): 7S—26S. http://dx.doi.org/10.1177/0899764016651337.

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Elinor “Lin” Ostrom, winner of the 2009 Nobel Prize in Economics, spent her career developing ideas and tools to address the concept of governance—what Oliver Williamson describes as the “provision of good order and workable arrangements.” Nonprofit and Voluntary Action (NVA) scholars are similarly concerned with good order and workable arrangements but draw on different, if not more disparate, scholarly traditions. This special issue sheds light on the promise that integration of the tools developed by Ostrom and NVA scholarship holds. In this article, including its primer appendix, we provide a broad introduction to the tools created by Lin and her collaborators at The Ostrom Workshop (the “Workshop”) in the interest of exploring their utility for NVA scholars’ central questions.

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Buttler, Dominik. "Similar but Different. Inter-Branch Diversification of Volunteers' Motivations". Zarządzanie Zasobami Ludzkimi 140, n.º 3 (1 de agosto de 2021): 97–114. http://dx.doi.org/10.5604/01.3001.0015.0601.

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The article aims to verify whether volunteers working in the same branch of the nonprofit sector (e.g., culture, emergency services, and charity) share any similarities with respect to their motivation profiles. Moreover, the study tries to identify the mechanisms responsible for such inter–branch “motivation sorting.” In particular, three mechanisms are considered: functional matching, motivations to affordances matching, and motivation alignment. The data used in the analysis come from an original survey conducted among volunteers in Poland with the use of the Volunteer Functions Inventory (Clary, Snyder & Stukas, 1996). This questionnaire allows the identifying of six types of volunteer motivations: career, social, protective, understanding, enhancement, and values. The motivation profile of volunteers working in seven branches of the nonprofit sector is compared. The results indicate that the most distinctive group with respect to the motivation profile was made up of volunteers working in tourism and sports as well as emergency service volunteers. It was in the latter group that some traces of the motivation alignment and/or motivation to affordances matching were identified. The identification of some homogeneity of motivations within particular branches of the nonprofit sector is a valuable finding from the point of view of volunteer recruitment and retention.

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Aboramadan, Mohammed, Abderrahman Hassi, Hatem Jamil Alharazin, Khalid Abed Dahleez e Belal Albashiti. "Volunteering drivers and continuation will: the role of engagement". Journal of Management Development 38, n.º 5 (10 de junho de 2019): 405–20. http://dx.doi.org/10.1108/jmd-02-2019-0057.

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Purpose As volunteering research in nonprofit organizations is growing significantly, the purpose of this paper is to examine the effects of volunteering drivers and work engagement on volunteer continuation will. Design/methodology/approach Building on empirical and theoretical perspectives, the authors hypothesized that work engagement mediates the relationship between volunteering drivers and volunteer continuation will. To verify our hypotheses, we examined data collected from 372 active volunteers from Palestinian nonprofit organizations. The authors conducted structural equations modeling (SEM) analyses using the AMOS 24 platform to investigate direct and indirect effects. Findings The results of the study show that work engagement is a significant predictor of volunteer continuation will; mediates the relationship between career driver of volunteering and volunteer continuation will; and mediates the relationship between the protective driver of volunteering and volunteer continuation will. Research limitations/implications The research design limits establishing cause and effect relationships among the examined variables. Practical implications The results of the current study may be of use for nonprofit organizations managers formulating effective recruitment and training policies to retain their volunteers. Originality/value The paper contributes to the limited empirical body of the volunteering research. The study is novel as it is one of the few studies conducted using data coming from a non-western context.

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Hummel, Andrea. "On Our Own: The Enterprising Anthropologist". Practicing Anthropology 19, n.º 2 (1 de abril de 1997): 26–29. http://dx.doi.org/10.17730/praa.19.2.u373r45g5v533131.

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Over the last fifteen years, applied anthropologists have ventured ever more frequently into the world of consulting, not as adjuncts of the nonprofit sector but as actual entrepreneurs. The relative novelty of entrepreneurship in anthropology results in few formalized structures to guide the practitioner along a path very different from the relative familiarity of academia. This article attempts to contribute to the knowledge base of this career choice by documenting the experience of one practitioner.

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Tucker, Mary L., Anne M. McCarthy, John A. Hoxmeier e Margarita M. Lenk. "Community Service Learning Increases Communication Skills Across the Business Curriculum". Business Communication Quarterly 61, n.º 2 (junho de 1998): 88–99. http://dx.doi.org/10.1177/108056999806100211.

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Community service learning offers a unique and rewarding way for business students to reinforce communication capabilities while developing lifelong career and social skills. This article defines community service learning, dis cusses its importance to business as well as higher education, and describes three community service learning projects. Students in these projects taught elementary students, designed a computer system for a community nonprofit, and developed accounting systems for university divisions. In doing so, they enhanced their understanding of classroom theories and communication skills through service-learning.

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Ng, Eddy S., e Jasmine McGinnis Johnson. "Education Debt and Making a Career Choice in the Public, Private, and Nonprofit Sectors". Academy of Management Proceedings 2017, n.º 1 (agosto de 2017): 10213. http://dx.doi.org/10.5465/ambpp.2017.10213abstract.

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Smith, Jennifer Mize, Colleen Arendt, Jennifer Bezek Lahman, Gina N. Settle e Ashley Duff. "Framing the Work of Art: Spirituality and Career Discourse in the Nonprofit Arts Sector". Communication Studies 57, n.º 1 (abril de 2006): 25–46. http://dx.doi.org/10.1080/10510970500481672.

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Power, Andrew, e Kate Kenny. "When care is left to roam: Carers’ experiences of grassroots nonprofit services in Ireland". Health & Place 17, n.º 2 (março de 2011): 422–29. http://dx.doi.org/10.1016/j.healthplace.2010.03.001.

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Li, Ying, Tao Sun, Yongyi Shou e Hua Sun. "What Makes a Competent International Project Manager in Emerging and Developing Countries?" Project Management Journal 51, n.º 2 (25 de fevereiro de 2020): 181–98. http://dx.doi.org/10.1177/8756972820901387.

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This study explores what makes a competent international project manager in emerging and developing countries by applying content analysis and multidimensional scaling method on the reports of project managers nominated by a Chinese nonprofit organization. The results indicate that international project manager competences can be understood from an efficiency-effectiveness−oriented perspective and an input-output−focused perspective. Four competence sets are identified, including fundamental knowledge and skills, goals-oriented competences, uncertainty and change management competences, and stakeholder management competences. The findings contribute to competence research in the international project context and provide insight for companies and individuals on career and competence development.

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Bauer, Steven. "The power of community in the business professional to academic transition". Industry and Higher Education 34, n.º 5 (21 de janeiro de 2020): 298–302. http://dx.doi.org/10.1177/0950422219900113.

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Recent trends have made the transition from business professional to academic increasingly popular as a move to a second career. This article offers a personal perspective on a critical component of a successful transition—the fruitful leveraging of different university communities. The recommendations are in line with studies showing the importance of relationship variables to nontenure track faculty. The article also supports researchers who strive to create a stronger relationship between business and higher education institutions. The roles of departmental faculty mentors, faculty and administration in the larger university community, the student body community, and nonprofit organizations are discussed.

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