2016, Vol.14, No.2

Civil Society and NGO 2024 KCI Impact Factor : 0.84

pISSN : 1599-8568
https://journal.kci.go.kr/civil&NGO

This study which is a research on immigrants policy of a particular country has the purpose of investigating immigrants’ social rights appearing in employment insurance in Canada. This study examines how regional differentiation affects immigrants entitlements, focusing on aspect of eligibility, duration of benefit and benefit amounts. To summarize the results as follows. First, regional differentiation rule in employment insurance in Canada began to appear in the early 1970s. But this time, the institutional reflection of the regional differentiation rule had been very limited. However, in 1977 the unemployment insurance amendment and through the enactment of the Employment Insurance Act 1996, regional differentiation rule were reflected in three aspects of entitlement and this trend was further strengthened in 2013. Due to such regional differentiation rule in the employment insurance system, immigrants' social rights are disadvantageous compared to that of native-born workers. Immigrants average working time required for eligibility is relatively more many. In all probability, immigrants duration of benefit would be relatively short. This seems due to the nature of the major residential regions of the immigrants, but essentially regional differentiation rule is its primordial cause. On the other hand, we believe that immigrants are no disadvantages in benefit amounts due to regional differentiation rule. However, because of wage differences, immigrants benefit amounts level would be relatively low. In conclusion, with regard to employment insurance in Canada, a immigration state and multicultural state, immigrants' social rights can be seen weak compared to Canadian-born workers.

This research was conducted to verify the mediating effect of self-leadership in the impact of job characteristic of undergraduate volunteer on their activity effectiveness. The survey was based on the random sampling by collecting samples from 8 different universities in Seoul and Gyung-gi Province, 224 responses were used for the final analysis. To understand mediated effect of self-leadership on the relationship between job characteristic and activity effectiveness, mediated effect verification method by Baron & Kenny(1986) was introduced. After procedures, to verify statistically significance of mediated effect, Z test was followed. Analysis outcomes were as follows: First, job characteristic was found to significantly influence self-leadership and activity effectiveness. In addition, self-leadership was found to have partial mediated effect in relationship between job characteristic and activity effectiveness from the mediated effect verification procedure. Discussions and shortcomings from the analysis outcome are described in this article.

This research is intended to suggest a management performance index for nonprofit organizations. With the assessment framework that combines various components of capability assessments used in many nonprofit leaders and preceding research, we tried to come up with a comprehensive solution as to how nonprofit organizations should be managed. We used a top-down model that diagnoses the overall organization together with a bottom-up model that pinpoints the actual characteristics and success factors of the nonprofit sector. The methodology that serves as the framework is the "Balanced ScoreCard" which is used to see the entire organization in a strategic point of view and derive forward looking goals and challenges. This assessment framework consists of three main criteria, "Overall Strategy and Business Evaluation, "Personnel and Organization Evaluation," and "Financial Stability and Transparency," and 50 sub-criteria. The Circle Foundation has conducted a self-assessment using a three-point scale (high/medium/low or 3, 2, 1) based on the 50 evaluation criteria and extracted items that need improvement and more communication from the results. The assessment framework for nonprofit organizations should play a role of a compass that shows directions - which part is lacking and how it should be improved in terms of the organizational operations. Through the effort to review each criteria on a regular basis and improve the performance, the members of the organization can get unified towards one direction. The ultimate goal of the assessment framework in this study is to create positive changes in the organization in the process of a self-diagnosis and an action for improvement. For this, this study intends to suggest a comprehensive assessment framework that overcomes the limitations of the existing research and enables organizations to see the wood as well as trees in a balanced way, taking The Circle Foundation's actual experience in operating as a nonprofit intermediary and social service organization and the nature of the Korean nonprofit sector into consideration.