Staffing of small nonprofit organizations: A model for retaining employees

Slatten, Lise Anne; Bendickson, Joshua S.; Diamond, Meagan; McDowell, William C.

doi:10.1016/j.jik.2020.10.003

Cited by 24 publications

(19 citation statements)

References 45 publications

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“…Organizational Models related to structural change are related by the organization's senior management and vary according to the situation, the work environment, and the organisation's structure and technology [10]. Furthermore, the Models of organizational development related to structural and behavioural changes, where managers must create awareness of their contribution in driving changes to improve their performance, must also clarify who is responsible for each task to clarify the distribution of responsibilities [11,12].…”

Section: Introductionmentioning

confidence: 99%

Stimulating Components for Business Development in Latin American SMEs

González-Díaz

Becerra-Pérez

2021

Advances in Intelligent Systems and Computing

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This study aims to analyze the stimulating components for business development in Latin American SMEs (case: Colombia).For this purpose, the unit of analysis was the companies listed in the Legiscomex database (trade intelligence) as of December 31, 2019, which integrates the national databases of companies registered and validated by the National Tax and Customs Administration the Confederation of Chambers of Commerce of Colombia. For this exercise of the impact of the four components of business development, 100,000 iterations were defined (Monte Carlo method), which represents a large amount of random data on the information parameters collected and accumulated to estimate a probability distribution of the success that the companies would have in real life, having as input the specific information of financial management,knowledge management, innovation processes and marketing. The results reflect that business development is influenced by four components in the following proportion: Financial Management (30%), Knowledge Management (25%), Innovation Processes (25%) and Marketing (20%).

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Section: Introductionmentioning

confidence: 99%

Stimulating Components for Business Development in Latin American SMEs

González-Díaz

Becerra-Pérez

2021

Advances in Intelligent Systems and Computing

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“…Since the turn to marketisation is rational and inevitable, some value types must also be taken from the for-profit sector. However, according to Slatten et al (2021), since most non-profits pursue a goal with well-meaning intentions, they tend to adhere to higher standards and values such as transparency and fairness. Therefore, organisations are expected to maintain and promote behaviour that is caring and humane, which advances their set of conservative values.…”

Section: Conclusion and Discussionmentioning

confidence: 99%

The Impact of Organisational Values on the Commercialisation of NGOs: Evidence Based on the Management by Values Theory

Mikołajczak

2022

Folia Oeconomica

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This study aims to identify the impact of organisational values on the commercialisation of Polish NGOs. The commercialisation of NGOs is seen as the market methods adoption process of managing, providing services and social mission fulfilling. Values expressed through social missions are the most important reference points and core of NGO management. As non‑profit organisations are usually viewed as value‑based organisations with their identity rooted in meeting community needs, they cultivate a culture of trust by shaping and strengthening beliefs and values among their stakeholders. Although there is an intense discussion in the literature on the commercialisation of non‑profits, the relationships between organisational values and commercialisation of non‑governmental organisations have been poorly empirically verified thus far. Hence the identification of these relationships is an added value of this article. Based on a representative survey of 1,300 national NGOs, a logistic regression analysis was conducted. Identifying with the use of this method the probability of commercialisation of non‑profits as a result of the adaptation of specific organisational values is a new approach which is an original contribution of this work to current research in this area. It has been found that survival values significantly influence the commercialisation of NGOs. The study indicates that conservative values have a decreasing impact on the probability of NGO commercialisation, while entrepreneurial values stimulate this impact. The results also contribute to the theory of Management by Values, on the basis of which the theoretical framework of the article was defined and hypotheses were formulated.

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“…Organizations need to maintain and strengthen market stability against adverse conditions in order to make a profit [66]. This statistically significant relationship has shown that nowadays, some companies reciprocate employees' show of loyalty by remaining in their job and their job position, as confirmed by Isah et al [67] or Slatten et al [68].…”

Section: Canonical Correlation Analysismentioning

confidence: 94%

Examining HRM Practices in Relation to the Retention and Commitment of Talented Employees

et al. 2021

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The claim that human resources or human capital is the most important and valuable asset of organizations is widespread and widely accepted. For this reason, one of the biggest challenges for organizations is to find the right employees with the necessary skills, high potential, and talent. However, the challenge for organizations is not only to find, but also to retain and to use the potential of talented employees. The main aim of this study is to identify the HRM practices which most significantly affect the retention and commitment of talented employees. Based on factor analysis, individual factors of HRM practices were identified. Through canonical analysis, the relationships between the identified factors of HRM practices, talent retention (the intention of talented employees to remain in the organization), and the organizational commitment of talented employees were identified. One of the most important results of the study is the identification of human resource management practices that are most strongly associated with talent retention and commitment.

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Staffing of small nonprofit organizations: A model for retaining employees

Cited by 24 publications

References 45 publications

Stimulating Components for Business Development in Latin American SMEs

Stimulating Components for Business Development in Latin American SMEs

The Impact of Organisational Values on the Commercialisation of NGOs: Evidence Based on the Management by Values Theory

Examining HRM Practices in Relation to the Retention and Commitment of Talented Employees

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