Academic literature on the topic 'Role of organization involvement in alumni giving'

Abstract Purpose - The study tries to analyze the trends in alumni relations and the role of corporate communication in developing organizational identification and a positive boomerang behavior intention among former employees. The approach of the study has been from the point of view of making this process formal and emphasize on the impact of corporate communication in maintaining alumni relationships, and attracting the former talent for the organization. Methodology- An exploratory methodology was designed to capture the perceptions of current and former employees of nine multinational companies (MNCs) in India, on alumni communication practices prevailing in their organizations. Transcripts of semi-structured interviews were analyzed, coded thematically and the essence of experiences was jointly combined into one description. Findings - Study showed that corporate alumni website, personalized messages on discounts on products and services, emails, social networking platforms, alumni engagement events, leadership and value training workshops and corporate communication standards, particularly consistency, have a positive impact on organizational identification and finally inspire the former employees to rejoin the organization. Practical implications - A number of significant managerial implications are drawn from this study, for example using both corporate communication and training to influence former employees’ attitudes and decision to participate in volunteering activities or rejoin the previous employer. Still, it should be noted that the effect of corporate communication on the behaviors of former employees depend on communication standards and HR interventions in maintaining relationships with alumni. Originality/value - The results provide valuable insights from the key former and current employees perspectives into the effectiveness of alumni communication process to facilitate the recruitment of high performing employees or their involvement in other mutually beneficially activities . Further rehiring alumni is one such innovative method which when done in the right manner can provide a quick solution to the talent crunch. Paper type: Research paper.

Purpose – The study tries to analyze the trends in alumni relations and the role of corporate communication in developing organizational identification and a positive boomerang behavior intention among former employees. The approach of the study has been from the point of view of making this process formal and emphasize on the impact of corporate communication in maintaining alumni relationships, and attracting the former talent for the organization. Methodology- An exploratory methodology was designed to capture the perceptions of current and former employees of nine multinational companies (MNCs) in India, on alumni communication practices prevailing in their organizations. Transcripts of semi-structured interviews were analyzed, coded thematically and the essence of experiences was jointly combined into one description. Findings – Study showed that corporate alumni website, personalized messages on discounts on products and services, emails, social networking platforms, alumni engagement events, leadership and value training workshops and corporate communication standards, particularly consistency, have a positive impact on organizational identification and finally inspire the former employees to rejoin the organization. Practical implications – A number of significant managerial implications are drawn from this study, for example using both corporate communication and training to influence former employees’ attitudes and decision to participate in volunteering activities or rejoin the previous employer. Still, it should be noted that the effect of corporate communication on the behaviors of former employees depend on communication standards and HR interventions in maintaining relationships with alumni. Originality/value – The results provide valuable insights from the key former and current employees perspectives into the effectiveness of alumni communication process to facilitate the recruitment of high performing employees or their involvement in other mutually beneficially activities . Further rehiring alumni is one such innovative method which when done in the right manner can provide a quick solution to the talent crunch. Paper type: Research paper

<p><em>Specifically, the purpose of this study </em><em>is to </em><em>analyze the essence of both the direct or indirect role of alumni’s satisfaction with their alma mater. The higher alumni’s satisfaction will further encourage alumni’s involvement</em><em>,</em><em>and alumni’s engagement</em><em>indicates</em><em>that it will influence citizenship behavio</em><em>r,</em><em>and its influence in increasing financial and social giving behavior. The sample</em><em>s</em><em>of this study </em><em>are</em><em>were alumni of the Faculty of Economics and Business </em><em>in </em><em>Surakarta, with sample</em><em>s</em><em>of 161 alumni. Sample technique used in this study is a</em><em>non</em><em>-probability samplin</em><em>g</em><em>because of the representation of large samples that need attention and the sample used is different for each level. Based on the research model built, </em><em>the data are </em><em>analy</em><em>s</em><em>ed </em><em>by </em><em>using the Structure Equation Model (SEM) and the opened questions a</em><em>re </em><em>strengthen </em><em>with</em><em>interviews with alumni. The results of the study explain that alumni’s satisfaction </em><em>influence </em><em>alumni’s involvement and alumni’s engagement. The results of the study also show that there is </em><em>an</em><em>influence of alumni’s involvement and alumni’s engagement towards citizenship behavior, and </em><em>a influence </em><em>citizenship behavior towards financial and social behavior</em><em>.</em><em></em><em>The result of this study supports the theory of discretionary collaborative behavior, where the effect of alumni satisfaction on alumni involvement is proven. This is indicated by path coefficients showing the strongest results. The results also show</em><em></em><em>that the effect of citizenship behavior on social giving behavior is greater than that of citizenship behavior on financial giving behavior.</em></p>

Studies have put considerable effort to examine the influence of person-environment fit on organizational citizenship behaviour (OCB). However, the findings indicate that the direct relationship is not always satisfactory. Therefore, this study decided to introduce work involvement as a moderator to clearly explained the influence of person-environment fit and OCB. A total of 376 questionnaires were distributed and 371 questionnaires were returned , giving a response rate of 98. 67%. The SPSS was used for the analysis Person environment fit consist s of person job fit, person organization fit, person group fit and person supervisor fit. T he results of this study show that work involvement moderates the relationship s between person job fit and OCB , person organization fit and OCB and person supervisor fit and OCB. The im plications of the study are discussed in the paper.

Responsible Supply Chain (RSC) has become an important issue in the agricultural supply chain, along with the development of the sustainable agriculture concept. Furthermore, responsible agriculture helps to ensure the availability of food and maintain land quality, enabling the land to last for a long time. However, in practice, creating a responsible agricultural supply chain is rather difficult, especially in developing countries, where numerous barriers hinder the implementation of RSCs. This study therefore is an exploratory research aimed at finding the barrier factors to implementing responsible action in the agricultural supply chain. Multiple Case study research methods were conducted to provide answers to the research question. Meanwhile, data collection was performed through in-depth interviews with two agribusiness companies, and interpretive Structural Modelling was used to analyse the data obtained. The results showed the barrier factors faced in implementing responsible action within the agricultural supply chain include poor organizational capabilities, external actor involvement, and lack of supply chain integration. Organizational capabilities, including cost management, knowledge management, and organizational policy, play a significant role in implementing a responsible agriculture supply chain. This Implementation is also highly dependent on external involvement by government or non-government organizations (NGOs), as some supply chains take responsible action because of obligations or pressure from these organizations. Another barrier is inadequate supply chain integration, including integration, information sharing, and incentive alignment among supply chain members. Meanwhile, inadequate budget management, as part of organizational capabilities, is the major barrier giving rise to other challenges. The results of this study serve as a reference for supply chains, especially in the agriculture industry, while creating programs in a bid to reduce these inhibiting factors, to ensure responsible actions are well implemented well and able to provide a competitive advantage for all supply chain members.

Abstract Many people do not understand the importance of public speaking technique. The most frequent phenomenon of public speaking is in PKK (Family Welfare Guidance) as one of the organization within our closest community. Therefore, there should be a training of public speaking skills for PKK cadres of RW VI, Tandang Village, Tembalang Subdistrict, Semarang. It is expected to explore the potency of PKK cadres to improve their confidence and bravery to speak up in public. After training, it is also expected that the PKK cadres can continuously implement all of the training materials. Thus, these cadres can sharpen their ability to do public speaking in front of?é?á forum which can produce other achievements that can improve the quality of PKK cadres. It can result on the increasing of their role and involvement in every governmental or non governmental activity or program. Keywords: public speaking, PKK cadres, technique performance, giving information

Background: Ethical conflict and subsequent nurse moral distress and burnout are common in the intensive care unit (ICU). There is a gap in our understanding of nurses’ perceptions of how organizational resources support them in addressing ethical conflict in the intensive care unit. Research question/objectives/methods: The aim of this qualitative, descriptive study was to explore how nurses experience ethical conflict and use organizational resources to support them as they address ethical conflict in their practice. Participants and research context: Responses to two open-ended questions were collected from critical care nurses working in five intensive care units at a large, academic medical center in the Midwestern region of the United States. Ethical considerations: This study was approved by the Institutional Review Board at the organization where the study took place. Findings: Three main interwoven themes emerged: nurses perceive (1) intensive care unit culture, practices, and organizational priorities contribute to patient suffering; (2) nurses are marginalized during ethical conflict in the intensive care unit; and (3) organizational resources have the potential to reduce nurse moral distress. Nurses identified ethics education, interprofessional dialogue, and greater involvement of nurses as important strategies to improve the management of ethical conflict. Discussion: Ethical conflict related to healthcare system challenges is intrinsic in the daily practice of critical care nurses. Nurses want to be engaged in discussions about their perspectives on ethical conflict and play an active role in addressing ethical conflict in their practice. Organizational resources that support nurses are vital to the resolution of ethical conflict. Conclusion: These findings can inform the development of interventions that aim to proactively and comprehensively address ethical conflict in the intensive care unit to reduce nurse moral distress and improve the delivery of patient and family care.

Subject area Leadership and change management, employee engagement, strategy Study level/applicability The case is designed to be an effective teaching and learning tool at the bachelors’ and master’s level business programmes in courses on leadership and change management, employee engagement, strategy courses or an elective on strategic consulting. Case overview In October 2011, Mr Abdulla became Chief Operating Officer of Al Asafa Brothers, a large privately driven organization with diversified businesses. The company’s story since then appears to be the typical slash-and-burn turnaround, but the view from the inside is far more interesting for anyone grappling with what it takes to lead a competitive organization and sustain its performance over the long term. Mr Abdulla is a straight-shooting, tough-minded, results-oriented business leader. But he is also a charismatic and persistent coach, determined to help people learn and thereby to provide his company with the best-prepared employees. Al Asafa was undergoing turmoil with a complete lack of leadership and facing financial and operational losses. There were huge cost centres. All employees started their own ventures and got into partnership with the owner and shared incentives with him. The organization kept on expanding and continued to be in huge debts thus facing losses. The case discusses the leader’s role in changing the organizational culture. Expected learning outcomes Giving students hands-on experience in developing a plan of action for a company in distress. Understanding analysis of the financial situation and suggest measures for improvement. Appreciating the involvement of employees in bringing change. Understanding the role of a leader in changing organizational culture. Subject code CSS: 11: Strategy Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Purpose This paper aims to gain insight in how the involvement of facilities management (FM) and clinical employees are practiced in new Norwegian hospital projects and to study the benefits and lessons learned from the involvement. Design/methodology/approach This study is conducted by cross-sectional case studies of eight hospital projects by using a literature review, interviews and document studies of FM and clinical employees and project leaders (PLs) among Sykehusbygg. Findings The service design approach with a structured interaction between the PL’s of Sykehusbygg, and the different disciplines of clinical employees and FM specialist was rewarding and efficient. The facilitator role of Sykehusbygg is essential to manage such a broad and complex involvement process using a wide range of various techniques at the different stages of the projects (dialogue meetings, review meetings, workshops, post-it notes, 2-D drawings, mock-up and 3-D models, as well as virtual reality (VR) and Building Information Modeling technology). The clinical employees’ framework is stronger and much more structured than the involvement of FM competences through the different stages of the projects. The property management competences were involved at the early concept phase and design phase, whereas the Operation and Maintenance (O&M) competences were getting involved through the construction and commissioning phase. The value of FM involvement in all stages of the project is seen beneficial, particularly when the FM specialist become a part of the design team and located physically at the same place. The main reported benefits of early FM involvement are cost-effective technical solutions and installations, less design flaws and improved functionality, as well as a stronger ownership and mutual respect between the clinical and FM disciplines. However, not all hospital organizations see the benefits of the FM involvement of all stages, as they are driven by reducing capital cost. In one of the new projects, other ways of involving the FM competences were tested. Additionally, particularly for the O&M competences, a dialogue meeting with a clear focus of sharing experiences with different technical solution was found rewarding in terms of cost benefits. Research limitations/implications This study does not consider the social impact of the choices made in the design phase. The findings also indicated a certain development of the FM involvement. This is not studied in two of the newest projects where they are still in the design phase and the FM role was not interviewed. Practical implications The PL role is important as a facilitator role of the involvement process. Social implications A dialogue meeting with a group of O&M people was found rewarding and valuable for knowledge sharing. This methodology can be further developed and tested, as this group of stakeholders is not always available for giving input in the project. Originality/value The value of this study is the description of the interaction between the PLs and the hospital organization in the eight projects and lessons learned by the involvement of FM competences and clinical employees.

The article is devoted to the analysis of gender differences in readiness for marriage of high school pupils. It systematizes the factors of psychological readiness of young men and women for family life in today’s conditions. Adolescence, as a time of individual’s vital self-determination, is characterized by the experience of various social roles and activities. Psychological readiness for family life includes a stable positive motivation to start a family, the development of personal qualities of the family man, the ability to empathically understand the partner, constructive and self-affirming behavior in marriage.
 Theoretical analysis of the peculiarities of personality formation in adolescence, the specifics of readiness for marriage and family-role expectations of senior school age pupils; methodical bases and methods of research are described. The results of an empirical study of gender differences in marriage readiness of high school pupils, their focus on understanding, emotional attraction and authority in marriage are analyzed.
 It was found that girls are characterized by a strong motivational willingness to start a family, more focused on understanding with a partner and emotional involvement in the relationship. They are clearly aware of the specifics of family responsibilities, their own role in family life, the specifics of the organization of married life. Instead, for boys, the process of exercising authority and taking a dominant position in communication is more important. Girls consider the most important to be the achievement of a common point of view, acceptance from a partner, demonstration to him of acceptance of his position. In the success of family interaction, they pay special attention to emotional interaction and intimacy, manifestations of love and support.
 The boys, on the other hand, strive to realize their authority and dominance in family relations, expect the woman to submit to their position and views, without giving a special role to issues of understanding and emotional inclusion. They have no intrinsic motivational need to start a family. Young people think little about the relationship between family roles, the organization of family life and building a system of support for family life.