Organizational Mission Research Articles

A Function of Board Diversity? Does Diversity Equip Nonprofit Performance

Nonprofit boards receive plenty of advice about what they “should” do, but many fail to heed the guidance—perhaps due to limited resources, a failure to prioritize, or not realizing the critical linkage between board performance and organizational performance. This research examines diversity in board membership by linking board diversity to organizational performance. We utilize data from a large, representative national survey of nonprofit executives in the United States to examine the diversity of nonprofit boards in terms of visible diversity and inclusive behaviors and practices. Using regression analysis, we find diverse boards have more inclusive governance practices, and board diversity practices are positively related to nonprofit performance. These findings offer fresh evidence about why diversity matters relative to how boards function and their impact on fulfilling their organizational mission. This research contributes to how we think of diversity and inclusion in the nonprofit sector and why it matters beyond representational value.

International Centre for Academic Integrity Canadian Consortium

Academic integrity serves as a critical foundation for learning in post-secondary institutions. However, educational organizations continuously face challenges that threaten efforts to uphold and promote academic integrity. While global collaborations focused on policies, procedures, activities, and research dedicated to academic integrity are valuable, it is equally important to recognize the unique contexts of groups of educational organizations, which are influenced by things like organizational culture, missions, geography, priorities, and specialties, to name a few. Consortiums that meet the specific needs of groups of organizations play a crucial role in this endeavour. This article will highlight one such consortium that is working to establish a Canadian presence in academic integrity and is affiliated with the International Center for Academic Integrity.

Performance Analysis of Higher Education Public Service Agencies: A Case Study of the Indonesian Civil Pilot Academy Banyuwangi

A Public Service Agency, known by the Indonesian nomenclature as Badan Layanan Umum (BLU), is a government institution with the autonomy to manage its finances effectively and efficiently and provide public services. BLU is crucial for delivering essential services in Indonesia, including specialized education in the transportation sector. Despite their significance, BLU institutions like the Indonesian Civil Pilot Academy Banyuwangi face operational inefficiencies, financial constraints, and human resource challenges that hinder organizational performance. This study investigates these challenges, focusing on how financial management, human resource issues, and operational inefficiencies affect educational outcomes. The research employed a qualitative case study approach using semi-structured interviews, document analysis, and field observations. Data were collected from key stakeholders, including students, lecturers, and staff, to assess organizational performance in the educational process, human resource management, and general operations. Findings reveal that while facilities and educator engagement have improved, issues such as lecturer absenteeism, student input quality, and the need for continuous staff training persist. This study contributes to the body of knowledge by demonstrating the critical role of Total Quality Management (TQM) and Cross-Functional Integration (CFI) in improving public service agency performance. The research offers practical recommendations for enhancing lecturer performance, refining student admissions, and developing powerful individuals through sustainable training. This expectation can give Public Service Agency management an outlook for increasing performance organization and support mission, as well as the Agency of Human Resources Development (BPSDM) on Transportation vision.

“It's not that we Feel Incompetent, We Simply Lack the Institutional Solutions” Applying a Collective Capabilities Perspective to Voluntary Organisations in the Homelessness Field

ABSTRACT In today’s changing care and welfare landscape, voluntary organisations play an important role in providing care to homeless people. The limited literature on such initiatives is often sceptical about their effectiveness, although they do point to their positive contributions. In this paper, we use a Collective Capabilities lens to analyse the role, value, and limitations of volunteer initiatives addressing homelessness. We apply this framework to four case studies of volunteers-only initiatives providing care to homeless people in Brussels, Belgium. Data were collected through participant observation, interviews and document analysis. Our results highlight the trade-offs that voluntary organisations make between organisational capacities and agency. While formalisation and cooperation may contribute to an organisation's mission, these processes are sometimes avoided to preserve the unique contributions these organisations believe they make, such as providing care for people who fall between the cracks of the welfare state. Our results suggest that while voluntary organisations working with homeless people are aware of their limited capabilities regarding structural solutions, they do respond to unmet needs precisely because of their agency. However, there is a risk that fledgling organisations may take reckless and unsustainable actions.

Hybridity and Leadership In Norwegian Early Childhood Education and Care Organizations

Norwegian early childhood education and care organizations are marked by tensions. These tensions are rooted in the social mandate, in recent changes in the ownership structure and in increased competition. The challenges that these changes pose to ECEC organizations and leadership need further exploration. This two-tiered article first analyzes these changes using the notion of the hybrid organization. Building on existing regulations, policy documents, previous research, and available statistics, the analysis takes a particular interest in organizational goals and missions and argues that organizational hybridity is a central feature of ECEC organizations. The analysis relates hybridity to governing mechanisms. Second, the article discusses the consequences of hybridity for ECEC directors. The inherent tensions generated by potentially conflicting missions are discussed in relation to internal and external leadership. The article aims to contribute a new perspective on organizations and leadership in Norwegian ECEC research.

Sosialisasi Hak dan Kewajiban ORMAWA di Lingkungan Universitas Amikom Purwokerto

UKM and HMPS will reorganize or change management every year. Every administrator is obliged to know ORMAWA's rights and obligations, but in reality there are still many who do not understand. This is very visible in the work programs of the same SMEs continuously from year to year. Lack of time during the management period will have many impacts, one of which is that many administrators do not know the rights and obligations of UKM and HMPS. The campus disburses a budget of hundreds of millions of rupiah each year to UKM and HMPS to help the campus achieve the organization's vision and mission, but the results need to be evaluated. There are several ORMAWA who actually question campus policies in the wrong way. The aim of this socialization is to provide understanding to UKM and HMPS administrators about their rights and obligations. The methods used are lectures and discussions. The result of this socialization is increased understanding of UKM and HMPS administrators regarding their rights and obligations as ORMAWA administrators

Exploring the Positive Impact of Secure Base Leadership: Work Engagement as a Mediator in Fostering Organizational Identification and Resilience

This article examines the theory and research surrounding secure base leadership and its influence on key organizational outcomes such as employee work engagement, organizational identification, and resilience. Secure base leadership is defined as a relationship-oriented style that provides employees with a sense of safety, support, and direction. Through satisfying basic psychological needs, secure base leadership is shown to cultivate higher work engagement among employees. It also fosters stronger identification with organizational values, goals, and mission. Additionally, secure base leadership plays an integral role in building individual and collective resilience capacities, enabling adaptation to changes and challenges. The brief then discusses practical implications for how organizations can develop secure base leadership approaches through training, recognition programs, mentorship, and modeling from senior leaders. Cultivating these relationship-building skills may help organizations to develop engaged, committed workforces with an adaptive ability to withstand difficulties and thrive.

Peningkatan Nilai Ekonomi Kotoran Kambing di Desa Sanankerto melalui Pembentukan Kelompok Tani

Sanankerto Village has an abundant number of livestock (goats), resulting in a significant accumulation of goat manure, which poses a potential health threat to the residents. To enhance the economic value of goat manure in Sanankerto Village, it is necessary to establish an institution focused on managing goat manure waste from upstream to downstream, namely a farmers' group. This community service program aims to initiate the formation of the Sanankerto Village Farmers' Group, with a focus on organizational quality systems, including vision, mission, objectives, quality policies, organizational structure, task mapping, SOPs, and work instructions (IK). Using the PRA (Participatory Rural Appraisal) method, an agreement was reached between the program implementers and Sanankerto Village officials to establish the farmers' group. Due to time constraints, the reported program for forming the farmers' group covers only the formulation of the vision, mission, objectives, and quality policies. This program successfully formulated the vision, mission, and quality policies of the farming group, although further action is still required for full implementation. Based on the achievements to date, it can be concluded that the establishment of the farming group using the PRA method has successfully raised community awareness of the economic potential of goat manure

Organizational leaders and intersectional advocacy

ABSTRACT Social and economic justice organizations (SEJOs) often provide the sole form of political representation for marginalized communities in the United States. Despite broad representational claims, however, they are less likely to advocate on behalf of intersectionally disadvantaged constituents. We argue that SEJOs pursue intersectional advocacy at higher rates under conditions of descriptive representation by their leaders. We test this claim using an original dataset of bureaucratic lobbying efforts by a set of such groups between 2004 and 2014. We find that organizations led by Black women, Indigenous women, and women of color (BIWOC) and white women promote intersectional advocacy at significantly higher rates than those led by men of any race or ethnicity, but that organizational mission, rather than leadership, predicts the influence of intersectional advocacy. We conclude that while descriptively representative leadership can rectify biases in advocacy agendas, structural conditions moderate intersectional policy influence.

The Looking Glass Framework: Using Virtual Reality and Video Game Simulations to Improve Clinical Decision-Making and Reduce Healthcare Disparities in African Americans

A central mission of a healthcare organization is to provide equal access and excellent health outcomes to all populations, regardless of race and ethnicity. However, in the everyday practice of healthcare, organizations have fallen short of this primary tenant. Healthcare disparities in the Black community are well-documented in the literature. Although the reasons are multi-faceted, racial bias contributes to healthcare disparities, and eliminating those disparities should be a chief focus in improving the health and well-being of every community. This paper discusses healthcare disparities in the Black community and the complex cycle that enables gaps to persist despite best efforts among healthcare professionals, policymakers, and the general public. It concludes with a presentation of the Looking Glass Framework; an innovative onboarding and continuing education program using virtual reality and computer-based educational modules to reduce healthcare disparities within clinics, hospitals, and health systems.

The Employee Engagement’s Impact on Productivity and Motivation in the Private higher education Sector in Oman

Employee engagement in the workplace implies that employees are committed to their respective organizational vision, mission, and goals, thereby becoming more engaged, and motivated to contribute to organizational success. Similarly, engaged professional staff in Oman’s higher education sector experience job satisfaction, involvement, commitment, and empowerment, thereby enhancing education quality. Employee engagement has gained significant attention from scholars and practitioners due to its positive impact on personal and organizational well-being. Thus, this study aims to explore the effect of employee engagement on productivity and motivation in Oman’s private higher education sector and determine the success factors for organizations in maintaining employee engagement. The literature review reveals that the working environment, leadership style, and creative work approach tend to influence employee engagement in Oman’s private higher education sector. Therefore, secondary findings reveal the impact of different motivations and productivity on employee engagement through social exchange theory.

Two entrepreneurial firms, a digital disruption, and different responses: the role of organizational mission and experiential computing digital options

Two leading digital entrepreneurial firms responded to a digital disruption differently. One adapted, whereas the other stagnated and eventually went bankrupt. In this inductive multi-case study, we strive to understand how they came to do so. Through constant comparison analysis between data, emerging theory, and existing literature, we develop a nuanced theoretical model suggesting that for entrepreneurial firms, having an abstract mission and pursuing diverse digital options actually constrain firms’ ability to respond to a digital disruption. But a specific mission and selective options enable adaptive agility. Overall, our emergent process theory highlights critically overlooked entrepreneurial firms, which are increasingly facing disruptions from powerful, established firms. Our emergent theory also prompts us to reconsider the conventional wisdom that digital options inherently enable agility.

Pengaruh Workplace Spirituality dan Transformational Leadership Terhadap Employee Performance dengan Organizational Citizenship Behavior sebagai Variabel Mediasi Studi pada Perwakilan BPKP Provinsi Sumatera Barat

Improving employee performance is a continuous effort needed to achieve the organization's goals, vision and mission. This research aims to examine the influence of employee performance, workplace spirituality, transformational leadership, and organizational citizenship behavior as mediating variables. The population in this study were employees of the West Sumatra Province BPKP Representative. The sample collection technique was purposive sampling, namely 95 employees of the West Sumatra Province BPKP Representative. The data analysis technique uses Structural Equation Modeling (SEM). Based on the tests carried out, it shows that workplace spirituality and transformational leadership have a positive and direct influence on employee performance. Meanwhile, organizational citizenship behavior as a mediating variable shows that it has no indirect influence.

Strategic Planning of Information Technology Architecture in Schools Using The Open Group Architect Framework (TOGAF) Case Study: SMA Negeri 15 Bandar Lampung

This research aims to design an enterprise architecture at SMA Negeri 15 Bandar Lampung using the TOGAF ADM framework. This research involves several phases: Preliminary Phase, Architecture Vision, Business Architecture, Information System Architecture, and Opportunities and Solutions. In the Preliminary phase, the objectives and benefits of architectural development are determined to meet the needs of the school, including the new student enrollment system and network structure. The Architecture Vision phase describes the organization's profile, vision and mission, as well as the current state of architecture. Business Architecture analyzes key business processes using the value chain, including student admission, teaching and learning activities, and student release. Information System Architecture develops data and application architectures to support business vision and architecture. The Opportunities and Solutions phase identifies opportunities for information technology development to improve school operational efficiency. The results show that the implementation of TOGAF ADM can provide systematic and comprehensive guidance in designing enterprise architecture that suits the needs of schools.

Focusing Forward: How to Traverse New Leadership While Emphasizing Continuity

Abstract: This article provides best practices for navigating leadership transitions when new senior executives are hired, drawing on research regarding organizational change, leadership, and human psychology to understand common reactions to change and offer evidence-based strategies. It recommends proactively reducing uncertainty through over-communicating regularly with varied forums, tailoring updates for different stakeholder groups, highlighting complementary strengths rather than differences in strategy or priorities, and addressing core human needs for security and belonging. A case study demonstrates these concepts as a director successfully handled new C-suite hires by holding weekly Q&As, discussing concerns privately with the new CTO, leveraging advisory networks for intelligence on new leaders’ focus, reassuring teams existing work remained strategically important, and emphasizing synergies between current and new areas of focus. Key implications explain how framing changes as natural evolution rather than disruption builds buy-in, and that with clarity of purpose and commitment to organizational mission, leaders can guide teams productively through transitions by managing both information and the human side of change.

How Do New Forms of Organizations Manage Institutional Voids? Social Enterprises’ Quest for Sociopolitical Legitimacy

This study draws on institutional theory to provide insights into how new forms of organizations gain legitimacy under institutional voids. Based on interviews with leaders of 42 Chinese social enterprises (SEs), we find that dominant stakeholders—the state—are ambivalent about new ventures’ agendas and practices, which is displayed in their being sometimes supportive and other times skeptical, even hostile. SEs favor the contingent engagement political strategy to develop mutually beneficial relationships with the state while keeping a healthy distance. This enables them to gain sociopolitical legitimacy in a nonthreatening and acceptable way for survival and growth. The findings further highlighted the individual, organizational, and environmental factors that condition SE legitimation approaches, including the form of state control, leaders’ political capital, organizational social mission, and regional political environment. This study makes theoretical contributions to the institutional and SE literatures, highlighting stakeholder ambivalence as an essential characteristic of an institutional context fraught with institutional voids.

Implementation Of Religious Justice In Marketing The Products Of Central Java's Muhammadiyah Business Charities

The implementation of religious justice in Muhammadiyah Charity (AUM) can be seen from the perspective of its muamalah. Muhammadiyah Charity (AUM) provides benefits not only from which company is an Indonesian citizen and is Muslim or not. In Managerial, it is very open to be able to join both as an employee and as a control holder of the management of the Muhammadiyah Business Charity. The type of research used is field research, The subject in this study is Muhammadiyah charity (AUM) Central Java, The type of data needed in this study consists of primary data and secondary data, data collection methods with Interview or Interview Method, observation and documentation, Data analysis used is non-statistical analysis but with descriptive analysis. The implementation of religious justice in the marketing of Muhammadiyah charity products goes hand in hand with the vision and mission of an independent organization and moves in amar makruf nahi munkar. good management and management of the organization and employee performance based on the One and Only God and justice for all Indonesian people. The marketing of Muhammadiyah Charity products with religious justice can be seen from the way employees and partners are recruited, all are very open and can take part, not necessarily from within a certain company or organization. Equality and equality as part of religious justice can be based on the philosophy of ta'awun.

Understanding congruence of values: a phenomenographic data analysis

This study focuses on understanding the concept of congruence of values. Congruence indicates that there is alignment between the values of an employee and those of the organization. It is a condition where an employee embraces, adheres, and develops a deep understanding of the significance of the organizational core values. The focus of this study is the core values of a tertiary higher education institution located in Manila, Philippines. Congruence is key to the success of the institution as it ensures that the behaviors exhibited by employees in the workplace are strategically aligned with the organizational vision, mission, goals, and objectives. Through phenomenographic data analysis, metaphors have been identified to create a more comprehensive view of congruence of values. As a phenomenon, other meanings may be derived in order to establish a clearer conceptualization of congruence of values. A Phenomenographic Outcome Space of Congruence of Values is presented to provide a complete picture of the phenomenon. The Phenomenographic Outcome Space ties together the metaphors associated with congruence of values, namely: timeline, imprint, compass, light, and legacy.

Talent Development with Value-Based Approach in IT Sector

In today's energetic and competitive trade scene, organizations confront the challenge of supporting ability whereas cultivating a culture that adjusts with their center values. This theoretical investigates the concept of ability improvement through a value-based approach, which emphasizes the integration of organizational values into each angle of the worker lifecycle. The establishment of ability advancement with a value-based approach lies within the clear enunciation and communication of the organization's center values. These values serve as directing standards that shape enlistment, preparing, execution administration, authority advancement, and in general organizational culture. Recruitment and determination forms are planned to recognize candidates who not as it were have the essential aptitudes and capabilities but moreover illustrate a solid arrangement with the organization's values. Onboarding programs are organized to immerse unused enlists within the company's culture, emphasizing the significance of maintaining its values from day one. Continuous fortification endeavors, such as customary communication and criticism components, guarantee that the organization's values stay best of intellect for workers at all levels. This continuous exchange permits for the identification of zones for enhancement and the refinement of ability advancement activities to superior adjust with the organization's values. By coordination values into ability improvement forms, organizations make a workforce that's not as it was gifted and able but too profoundly committed to the organization's mission and culture. This approach cultivates a sense of reason, having a place, and shared commitment to fabulousness, eventually driving organizational success in a quickly advancing commerce environment.

PENGEMBANGAN KOMPETENSI SDM DALAM RANGKA MENINGKATKAN AKUNTABILITAS KINERJA INSTANSI PEMERINTAH DI PROVINSI BALI

Implementation of the Government Agency Performance Accountability System (SAKIP) is important in efforts to strengthen Government Agency Performance Accountability reports or AKIP, in order to realize government administration that is free of corruption, collusion and nepotism (KKN). Accountability for the performance of government agencies is the obligation of every Regional Apparatus to account for the success or failure of implementing programs or activities in order to achieve the organization's mission in a measurable manner, performance targets which will be compiled into a government agency performance report (LKjIP) periodically every year. The implementation of SAKIP is carried out to produce quality performance accountability reports by referring to the Presidential Regulation of the Republic of Indonesia Number 29 of 2014 concerning the Performance Accountability System for Government Agencies and other statutory regulations. The preparation of the LKjIP for regional apparatus is carried out every year by referring to the Regulation of the Minister for Use of State Apparatus and RB Number 53 of 2014 concerning Technical Instructions for the Preparation of Agency Performance Agreements, Performance Reporting and Procedures for Reviewing Government Agency Performance Reports.