Showing 1 – 19 of 19 results.
Curated
Alienation: An Organizational Societal Comparison, 1972 (ICPSR 7343)
Released/updated on: 2009-05-12
Geographic coverage: United States
This study collected data from samples of workers drawn in a textile mill, a newspaper, and two commercial printing firms in North Carolina. Three slightly different questionnaires were administered in each organization, questionnaires A (135 respondents) and B (132 respondents) being subsets of the full questionnaire C (122 respondents). The resulting data were organized into one master file from which subsamples according to questionnaire form can be obtained. Variables focused on the respondents' participation in governmental and company decisions and assessed their interest in these areas and feelings of efficacy. Demographic variables include sex, age, race, income, and education.
Curated
Comparative Study of Intergovernmental Organizations, l970-1971 (ICPSR 7385)
Released/updated on: 1992-02-16
Geographic coverage: Global
Time period: 1970-01-01--1971-01-01
This study includes data on the identity, environmental attributes, and substantive concerns of 240 intergovernmental organizations active in 1970-1971. Variables provide information on the year these organizations were founded, their relations with other intergovernmental and non-governmental international organizations, the number of their state and non-state members, and the geographic region to which the members belonged. Data were also collected regarding the specific issues that the organizations dealt with.
Curated
Simple Crosstabs
Diversity Survey of the New York City Department of Cultural Affairs Grantees, 2015 (ICPSR 36606)
Released/updated on: 2017-01-10
Geographic coverage: New York City
In 2015 Ithaka S+R surveyed the grantees of the New York City Department of Cultural Affairs (DCLA) and received demographic data on staff and board members, as well as questionnaire responses about initiatives and barriers to diversifying staff and boards. The invitation to participate in the survey was sent to the executive directors (or equivalent) of the 1,061 DCLA Capital Fund recipients for fiscal year 2016. Survey participation was a requirement for funding eligibility for fiscal year 2017.
Representatives from the responding organization filled out spreadsheets on staff demographics. The spreadsheet results are compiled in the Demographics File which contains information on staff race, ethnicity, gender, disability status, and age. In addition, there are variables on staff members' roles in the organization such as employment status, job level, decade hired, job type, and discipline. The Demographics File contains 14 variables and cases on over 48,000 staff members
The Survey File contains grantee organization representatives' responses to the DCLA questionnaire on diversity engagement, barriers and initiatives. This file contains 993 cases and 62 variables.
Curated
Evaluation of the Office for Victims of Crime Wraparound Victim Legal Assistance Network Demonstration Project, 5 U.S. states, 2013-2018 (ICPSR 38187)
Released/updated on: 2024-01-30
Geographic coverage: Illinois, Texas, Colorado, Alaska, Los Angeles, Denver, California
Time period: 2013-01-01--2018-12-31
The Office for Victims of Crime (OVC) created a new demonstration grant program, the OVC Wraparound Victim Legal Assistance Network Demonstration Project, to address the wide range of legal needs victims of crime have in relation to the victimization they experienced. The original four-year demonstration, which was increased to six years, included two phases: (1) a 15-month phase for planning, designing a new service delivery model in collaboration with local partners, and conducting a needs assessment, and (2) a second phase for grantees to implement the model as designed. The program originally funded six sites to plan and implement a new model of legal assistance for victims:
- Alaska Immigrant Justice Center (entire state of Alaska)
- Council on Crime and Justice (entire state of Minnesota)
- Legal Aid Foundation of Los Angeles (Los Angeles County, California)
- Lone Star Legal Aid (72 counties in East Texas)
- Metropolitan Family Services' Legal Aid Society (Cook County, Illinois)
- Rocky Mountain Victim Law Center (City of Denver, Colorado)
The new wraparound service delivery models were expected to facilitate the implementation of wraparound pro bono legal assistance networks to provide legal services to victims. Because victims often receive legal services from a variety of uncoordinated organizations (e.g., victim legal clinics for help with enforcing rights, and legal aid offices or law school clinics for help with other specific civil legal needs), integrated networks may be better able to provide a wide array of legal services from a single, coordinated system. The demonstration grant requirements included: creating and actively engaging a steering committee, working cooperatively with technical assistance provider(s) as needed, and employing a local research partner to help perform the needs assessment and work closely with the evaluation team.
Curated
Simple Crosstabs
Federal Employee Attitudes Survey, 1979-1980 (ICPSR 7804)
Released/updated on: 2013-08-29
Geographic coverage: United States
Time period: 1979-01-01--1980-01-01
This data collection contains the results of two surveys administered in 1979 and 1980 to gather information on United States federal employee attitudes and perceptions of federal personnel management practices and working conditions. Conducted as part of the evaluation of the Civil Service Reform Act of 1978, these surveys are based on government-wide samples of employees. Respondents in each of the studies completed a self-administered questionnaire. Part 1 includes information gathered in the 1979 survey, such as personal and employment background, current position, job and pay rate satisfaction, work relationships with other employees and supervisors, work group performance, attitudes about the agency's organizational culture, and perceived promotional opportunities. Part 2 contains the results of the 1980 survey, which was administered to a sample of senior federal employees. The type of data gathered is similar to that in Part 1, with additional information concerning respondents' attitudes about the Senior Executive Service (SES), labor/management relations, and job performance incentives.
Curated
Future Leaders' of North American Research Libraries Perceptions and Preferences Regarding Organizational Culture, 2008 (ICPSR 30101)
Released/updated on: 2011-03-22
Geographic coverage: Canada, United States, North America
Time period: 2008-08-01--2008-10-01
This study was undertaken to better understand future library leaders' perceptions of the current and preferred organizational cultures, and to assess whether there was a relationship between these individuals' satisfaction with their organizational cultures and their perception of their own effectiveness. The survey covered three general topics: (1) the future and the role of libraries, (2) the current culture and management of libraries, and (3) the interviewee's current role and future goals. For the first topic, the future and the role of libraries, the participants were asked to provide their thoughts about future forms of information discovery, data consolidation, and shared curation services. Regarding the role of libraries, they were asked about libraries' effectiveness and response to change. For the second topic, the current culture and management of libraries, the interviewees were asked to answer questions about their current and their preferred organizational culture in a library, and to do the same for their current and their preferred management style. In addition, individuals were asked to what extent they felt their library's organizational structures and processes limited their impact or effectiveness. The third topic, the interviewee's current role and future goals, queried participants on what they perceived to be their future in library science, and asked about the details of their current employment. They were also asked about their age, their gender, and whether they had occupied any leadership positions or had received any accolades.
Curated
Organizational Behavior of the John Birch Society and Americans for Democratic Action, 1965 (ICPSR 7346)
Released/updated on: 1992-02-16
This study, conducted in 1965, collected data from 650 members of the John Birch Society, and 769 members of Americans for Democratic Action. Respondents were asked to name the magazines, news columnists, and television news programs that they were most familiar with, and to list all groups they belonged to, specifying their position in those groups. In addition, the respondents were queried on needs for improvements in the government. Demographic information includes sex, age, race, income, occupation, and religion. The data were received from the Social Science Data Center at the University of Connecticut.
Curated
Professionalism and Bureaucracy, 1966 (ICPSR 7314)
Released/updated on: 1992-02-16
The data for this study were gathered in 1966 from professionals in 23 organizations of various types, such as schools, hospitals, law firms, manufacturing firms, advertising firms, brokerage firms, public and private agencies, accounting firms, and a public library. The study focused on the structural and attitudinal aspects of professionalization, and on the organizational settings in which many professional occupations exist. The questionnaire measured the hierarchy of authority, the division of labor, the extent of organizational control and organizationally-defined procedures, the impersonality of interactions, and the technical competence required by the respondents' specific jobs. Demographic data include age group, graduate degrees if any, and membership in professional organizations.
Curated
Reliability of Organizational Measures, 1988: Survey of Minneapolis-St. Paul Metropolitan Area Organizations (ICPSR 9469)
Released/updated on: 2006-01-18
Geographic coverage: Minneapolis, United States, St. Paul, Minnesota
This project had several objectives: (1) to estimate the reliabilities of diverse organizational measures by studying organizations of various types and sizes to determine the impact of size and type on reliability, (2) to develop techniques that facilitate common measurement across all organizational types, (3) to determine the characteristics of respondents most likely to provide the modal or typical response for an organization, and (4) to demonstrate that high quality samples of diverse organization types are technically feasible and affordable. Measures of age, size, external setting, internal structural differentiation, and organizational culture were obtained from 370 government, social service, and business organizations. The project involved data collection from at least five centrally located decision-makers (executives, administrators, officers) of each organization sampled. Characteristics of the respondent were included, with major emphasis on experience with the organization as well as current position and standardized demographic data. The unit of analysis for the project was the organization.
Curated
Simple Crosstabs
States as Employers-of-Choice Survey, 2008-2009 (ICPSR 34890)
Released/updated on: 2014-01-17
Geographic coverage: United States
Time period: 2008-05-12--2008-09-30, 2009-09-17--2009-12-01
The States as Employer-of-Choice was designed to examine the shifting age demographics of the workforces in state governments and help state agencies respond to the changing multigenerational workforce, with data collected from 222 state agencies in 27 states. Two surveys were conducted at two time periods: (1) before the resources and technical assistance were offered to the administrators of state agencies in 2008 (Time 1), and (2) after the completion of the technical assistance program in 2009 (Time 2). The surveys queried respondents about descriptive information on their workplace, the current workforce of the agency, factors outside of the agency that might affect workforce strategy, the perceived culture of the agency, and policies and benefits programs available to employees. Information was gathered from Human Resources managers in public sector state agencies to gauge their understanding of the following: (a) changes in the age demographics of their workforces, (b) steps they have taken to assess how these changes might impact their agencies, and (c) employer-sponsored resources (policies, programs, and benefits) that might help them to recruit, engage, and retain a multi-generational workforce, including older workers. As part of the Time 2 survey, questions on agency response to the economic downturn and assessments of the intervention were included. Demographic information includes the agency's budget, number of employees, average salary, percent of full and part-time workers. The respondent's background information includes their current position in the agency and the number of years with the agency.
Curated
Simple Crosstabs
Talent Management Study: U.S. Workplaces In Today's Business Environment, 2009 (ICPSR 34836)
Released/updated on: 2013-09-09
Geographic coverage: United States
Time period: 2009-03-11--2009-08-28
The Talent Management Study: U.S. Workplaces in Today's Business Environment is a collection of information from nearly 700 United States workplaces which sought to explain variation in (1) organizational adaptation to significant socioeconomic change and the aging of the United States workforce, and (2) employer adoption of policies and programs that can support the quality of employment at the workplace. Data was collected via Web-based surveys where human resource directors or persons with equivalent responsibilities were asked a series of questions about their business environment. Questions ranged from opinions on whether various social issues had an economic impact on the businesses' economy, to polls of various programs or policies for recruitment, engagement, and career progression for specified employee groups. Organizational composition variables include number of employees, type of workplace, main industrial focus of organization, total number of work sites, approximate sales revenue, family-owned or acquired by merge.
Curated
Taxonomy of Organizations, 1960-1962 (ICPSR 7313)
Released/updated on: 1992-02-16
Geographic coverage: United States, Ohio
Time period: 1960-01-01--1962-01-01
This study collected data from 75 organizations in Ohio covering a broad range of organizational types such as schools, universities, hospitals, religious and military organizations, retail, services and manufacturing organizations, penal institutions, farms, and the press. Information was obtained from organization heads, other knowledgeable informants, and organization records. Variables offer basic factual information about the organizations and about the bases, complexity, formalization, and centralization of authority within each organization. Measures of routinization of roles and the structure of the administrative hierarchy were also obtained.
Curated
Restricted
Top Management Gender Diversity and Organizational Attraction (ICPSR 37244)
Released/updated on: 2019-02-04
The current study used experimental methods in which adults with full-time jobs evaluated an organization that included information about the percentage of women in top management (53%, 23%, or 3%). The results showed that women were more attracted than men to an organization with the highest levels of women in top management (53% of management). The results also showed that women perceived more fairness than did men for the condition with women representing 53% of management. Women also perceived less fairness than did male participants when women only represented 3% of top management. The current research provides important implications that can inform organizations' efforts to attract women. In particular, the current research suggests that women use information about the sex composition of a company's top management positions, and that this information influences organizational attraction because they perceive such organizations to be fair for women.
Curated
Partially restricted
Understanding Court Culture and Improving Court Performance in 12 Courts in California, Florida, and Minnesota, 2002 (ICPSR 20366)
Released/updated on: 2008-08-25
Geographic coverage: United States, Minnesota, California, Florida
Time period: 2002-04-01--2002-08-01
The purpose of this study was to examine the organizational culture in 12 felony criminal trial courts selected in 3 states and to gauge prosecuting and public defender attorneys' views on how well the courts in which they practice achieve the goals of access, fairness, and managerial effectiveness. Data on organizational culture in each of the 12 courts (Part 1) were obtained by administering the Court Culture Assessment Instrument (CCAI) to all judges with a felony criminal court docket and to all senior court administrators. A total of 224 respondents completed the questionnaire. Additionally, surveys were conducted of prosecuting attorneys (Part 2) and public defender attorneys (Part 3) to gauge their views on how well the courts in which they practice achieve the goals of access, fairness, and managerial effectiveness. A total of 334 prosecuting attorneys and 260 public defense attorneys completed the 46-item trial court process survey. Part 1 contains 40 variables pertaining to 5 dimensions of current and preferred court culture. Variables in Part 2 and Part 3 each include seven items from a jurisdictional practice scale, eight items from a procedural fairness scale, seven items from a resource scale, nine items from a management scale, nine items from a practitioner competence scale, and six items from a court access scale.
Self-published
The Unintended Consequences of Teacher Autonomy and Principal Leadership: The Challenges of Teacher-Parent Communication and Teacher Well-Being in South Korea (ICPSR 305610)
Released/updated on: 2026-05-15
Geographic coverage: South Korea
Time period: 2022-01-01--2022-01-01
This is the data deposit for the AERA Open paper "The Unintended Consequences of Teacher Autonomy and Principal Leadership: The Challenges of Teacher-Parent Communication and Teacher Well-Being in South Korea." Motivated by recent tragedies highlighting teacher stress stemming from parental demands, this study examines the relationships among parent–teacher communication, teacher autonomy, principal leadership, and well-being in South Korea. Analyzing data from the Programme for International Student Assessment (PISA) 2022 with school fixed effects, we find that increased hours spent communicating with parents are negatively associated with multiple dimensions of teacher well-being. Furthermore, we uncover a critical “autonomy paradox”: although perceived autonomy generally enhances well-being, high levels of autonomy significantly exacerbate the negative association between communication hours and well-being. We also reveal that strong principal instructional leadership fails to mitigate this paradox and may even intensify the perceived burden. These findings challenge the assumption that autonomy or leadership functions as a protective resource. Instead, within high-pressure, bureaucratic systems, autonomy and leadership may operate as a managerial device and source of personal liability characterized by isolated responsibility rather than professional resources.
Curated
Partially restricted
Simple Crosstabs
Values, Institutional Quality, and Development in Portugal, 2012-2013 (ICPSR 36289)
Released/updated on: 2016-03-28
Geographic coverage: Portugal, Global
Time period: 2012-01-01--2013-01-01
The purpose of this study was to arrive at an authoritative and nuanced assessment of the functioning and quality of Portuguese institutions through an intensive analysis of organizations and agencies deemed emblematic of the nation's institutional framework. The study selected a sample of organizations of national scope, public and private, that are both intrinsically important and capable of casting light on the character on the broader national institutional universe. Investigators were asked not only to provide historical background and detailed analysis of the internal structure and modes of operation of each organization, but to rank them in a series of strategic dimensions of institutional quality drawn from previous theoretical literature in Economics and Sociology. These topics included meritocracy, proactivity, immunity to corruption, technological flexibility, and fairness. The organizations included in this study are: the Energy Corporation (Energias de Portugal - EDP), the Food and Economic Security Authority (Autoridade de Segurança Alimentar e Económica - ASAE), the Postal System (Correios de Portugal - CTT), the Public Health System (Serviço Nacional de Saúde - SNS; Hospital de Santa Maria), and the Stock Exchange (New York Stock Exchange - Euronext Lisbon - LSE), and the Tax Authority (Autoridade Tributária - AT). Surveys were conducted with personnel of the selected organizations to gauge their general value orientations as well as their attitudes toward the organization itself. Questionnaires were answered anonymously and with full guarantees of confidentiality. Surveys were completed with personnel of five of the six institutions selected for the project; the Tax Authority did not participate. Demographic variables include age, sex, gender, education, occupation, and length of employment.
Curated
Virginia Department of Corrections' Staff Survey, 2012-2014: Conducted Under the National Institute of Correction's Norval Morris Workforce Transformation Initiative (ICPSR 38456)
Released/updated on: 2022-07-25
Geographic coverage: United States, Virginia
Time period: 2010-10-01--2017-06-30
The study was established by the National Institute of Corrections (NIC) in 2006 with the goals of 1) identifying innovative research-based approaches to address topics of vital concern to the corrections field, 2) evaluating the potential impact of those approaches on corrections practice and policy, and 3) developing strategies for effective dissemination and application of the knowledge gleaned from testing these innovations in real-world corrections settings. Creating a healing environment in corrections, which draws from the theory and research on transformational leadership, organizational culture, and workforce development, represents one such innovative strategy selected by the Norval Morris Project to develop, implement, and test. In 2011, the NIC and the Virginia Department of Corrections (VA-DOC) launched a joint workforce transformation initiative to implement operational practices (e.g., leadership development and coaching, dialogue circles, training on evidence-based practices, etc.) that would create a "healing environment" throughout the VA-DOC. The Healing Environment Initiative (HEI) is designed to foster positive change and growth for both employees and justice-involved people, and ultimately promote safer communities. From 2011-2015, researchers at the Urban Institute (Urban) measured and assessed the influence of the HEI on VA-DOC operations using two main data sources: three waves of a self-administered department-wide online staff survey conducted in 2012, 2013 and 2014, and selected performance indicators. The VA-DOC staff survey measured (1) staff perceptions of what it is like to work for the VA-DOC; (2) workforce knowledge of, involvement in, and support for the HEI; and (3) staff attitudes toward reentry and people incarcerated or under supervision by the VA-DOC. On average, approximately 4,400 staff responded to the survey at each administration. Response rates ranged from 44 percent at Wave 1 to 38 percent at Waves 2 and 3.
Curated
Simple Crosstabs
Work, Family, and Health Study (WFHS) (ICPSR 36158)
Released/updated on: 2018-10-03
Geographic coverage: United States
Time period: 2009-09-01--2012-12-01
The National Institutes of Health (NIH) and the Centers for Disease Control and Prevention (CDC) formed the Work, Family and Health Network (WFHN) as a transdisciplinary research effort designed to enhance understanding of the impact of workplace practices and policies on work, family life, and health outcomes. The Work, Family and Health Network also seeks to illuminate the processes through which such practices and policies are adopted by employers and implemented by managers and employees. The Work, Family, and Health Study (WFHS) was conducted via group-randomized field experiments, one at each of two employers representing different industries. The information technology division of a Fortune 500 company (pseudonym: Tomo) had 26 total sites made up of 56 study groups with 7-60 employees each. Within the extended-care company (pseudonym: Leef), 30 work sites of 30-89 employees each were randomly assigned to intervention or usual practice (UP) conditions. All employee and manager participants were assessed at baseline and at 6-, 12-, and 18-months post baseline. Opinions were elicited from employees and managers regarding the amount of hours they work, balance between work and family, opportunities to work from home, the ability to take vacation and time off when desired, and decision-making authority at work. Responses were also gathered on issues such as talking with a manager about conflicts outside of work, willingness to help other coworkers when they have been absent, workplace safety, and obligations to come into work when sick. Information was also collected on the likelihood of respondents quitting the company, whether respondents were looking for work elsewhere, job performance ratings of self and others, opinions about supervisors, and a series of questions relating to psychological distress and well-being.
Curated
Workplace Ethnography (WE) Project, 1944-2002 (ICPSR 3979)
Released/updated on: 2005-12-15
Geographic coverage: Colombia, Hungary, United States, Japan, Philippines, China (Peoples Republic), Scotland, Zambia, Global, India, Canada, Sweden, Great Britain, Norway, Taiwan, South Africa, Israel, Australia, France
Time period: 1944-01-01--2002-01-01
This Workplace Ethnography project generated content-coded data from the full population of book-length English language organizational ethnographies. Drawn from Australia, Canada, China, Colombia, France, Great Britain, Hungary, India, Israel, Japan, Norway, the Philippines, Scotland, South Africa, Sweden, Taiwan, United States, and Zambia, these ethnographies provided deep descriptions on a wide range of topics, such as worker behavior, management behavior, coworker relations, labor process, conflict and resistance, citizenship behavior, emotional labor, and sexual harassment. Coding of these characteristics yielded variables based on descriptions of worklife in specific organizational settings. The study data was collected in mainly two periods: the early 1990s and the early 2000s. The study generated 204 ethnographic cases. These cases were derived from 156 separate books since the observations reported in some books allowed the coding of multiple cases. The general scope of questions included organizational factors such as occupation, workplace organization, pay scheme, employment size, the situation of the company, the nature of company ownership, staff turnover, layoff frequency, how well the organization operated in terms of communications, recruitment and retention of personnel, and maintenance of equipment, as well as substantive facts concerning labor market opportunity, and labor force composition. On the topic of management, questions addressed leadership, organization of production, sexual harassment, and control strategies. Community factors were assessed through questions regarding unemployment and if the area was rural or urban. A series of questions addressed job satisfaction, pay, benefit package, job security, effort bargain, conflict with management/supervisors, training, worker strategies, conditions of consent/compliance, and nature of consent/compliance. The nature of work was queried through questions regarding autonomy, creativity, meaningful work, freedom of movement, comfort of work, injuries, employment status, and frequency of conflict with customers. Additional questions included size and nature of the focal group, group dynamics, conflict between the focal group and management, basis of alternative social groups at work, and if work friendships carried over to the outside. Questions about methodology covered ethnographer's theoretical orientation, focus of ethnography, ethnographer's gender, data collection method, supplemental data used, main type of supplemental data used, and position of key informant. Additional items gathered basic information about book title, author's last name, modal occupation, industry, country/region, and observer's role.