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THE MAJOR CONCERN IN THIS ANALYSIS IS THE NATURE AND DEVELOPMENT OF THE REGIME OF PRESIDENT PARK CHUNG-HEE FROM 1961-1975. THE TWO THRUSTS OF THE STUDY AREA: 1) AN ATTEMPT TO EXPLAIN THE CONTRIBUTING FACTORS LEADING TO THE CREATION OF A COMBINED CIVILIAN-MILITARY REGIME BY THE LEADERS OF THE JUNTA.

In this paper Kim Chanel Winterhalter (she/her) reflects on the methods and research logics of Cultural Anthropology. She does this while talking about her experiences studying at the University of Hamburg and concentrates on the research topics bodies, sexualities and gender and their specific research methods.

Innovation is particularly important for the sustainability, functioning, and improvement of public and nonprofit organizations. Researchers have called for the examination of how leaders can foster innovation in the nonprofit context. This study examined whether climate for inclusion and affective commitment were key mechanisms by which transformational leadership increased perceptions of innovation in a diverse nonprofit health care organization. Data were collected at three points in 6-month intervals from a U.S. nonprofit hospital. Longitudinal multilevel path analysis revealed transformational leaders increase perceptions of nonprofit innovation through helping every organizational member feel valued as an important member of the group and appreciated for their unique personal characteristics (fostering a climate for inclusion). Inclusion increases organizational members' emotional attachment to the organization (affective commitment), which then enhances favorable perceptions of innovation wherein members feel comfortable sharing their ideas and perspectives with one another (critical to workplace innovation).

AbstractGiven the projected growth of workforce diversity in the United States and the fact that heterogeneous workforces result in both positive (increased retention and performance) and negative (increased conflict and turnover) organizational outcomes, nonprofit leaders are faced with the challenge of effectively managing their workforces. Findings ways to ensure positive workplace outcomes, such as employee commitment (an emotional attachment to the organization) and performance, is especially critical for the overall functioning of nonprofit organizations. Using longitudinal multilevel path analyses, this study examined whether transformational leadership influenced work group performance through both creating a climate for inclusion and increasing employee affective commitment in a diverse nonprofit health care organization. Results indicate that transformational leaders help increase perceptions of inclusion, which improves employee commitment to the organization, and ultimately enhances perceived work group performance. This suggests inclusion and affective commitment as key factors for how leaders can increase nonprofit performance.

Nonprofit leaders and managers are recognizing the benefits of creating inclusive organizations in which everyone feels valued and appreciated, yet little is known about how leaders can foster workplace inclusion. This study examined the relationships among leader engagement, inclusion, innovation, job satisfaction, and perceived quality of care in a diverse nonprofit health care organization. Data were collected at three points in 6-month intervals from a U.S. nonprofit hospital. Multilevel path analysis indicated significant direct associations between leader engagement, inclusion, and innovation. Innovation was directly linked to improved job satisfaction and perceived quality of care. Significant indirect effects were found from leader engagement to increased job satisfaction and perceived quality of care through increased climates for inclusion and innovation. Findings suggest that nonprofit leaders who engage others in critical organizational processes can help foster an inclusive climate that leads to increased innovation, employee job satisfaction, and perceived quality of care.

Beazley reviews 'John Curtin: A Biography' by Lloyd Ross.