Research focuses on various macro and meso aspects of collaboration and less on the individuals who make decisions about their organizations' collaborations. Organizational leaders make these decisions based on their interpretations, influenced by their personal characteristics. Existing studies examining organizational outcomes such as a decision to collaborate typically consider these characteristics separately and independently, ignoring the reality that a leader's characteristics jointly and interactively shape perspectives, attitudes, and behaviors. We focus on five prominent characteristics in the literature—gender, educational attainment, prior cross‐sector experience, current cross‐sector affiliation, and tenure in position—and study their configurational dynamics regarding the organization‐level outcome—the propensity of cross‐sector collaboration. We employ qualitative comparative analysis to develop and test a configurational model for cross‐sector collaboration, using survey data of local government and nonprofit leaders in Lebanon. The analysis offers exploratory insights into four configurational types of leaders whose organizations opt to collaborate at the local level.

中文翻译：

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在跨部门合作中关注个人：配置方法

研究重点关注协作的各个宏观和中观方面，而不是对组织协作做出决策的个人。组织领导者根据他们的解释做出这些决定，并受到他们个人特征的影响。现有的研究检查组织结果（例如合作决策）通常单独且独立地考虑这些特征，而忽略了领导者的特征共同且交互地塑造观点、态度和行为的现实。我们关注文献中的五个突出特征——性别、教育程度、先前的跨部门经验、当前的跨部门隶属关系， 和任期-并研究他们关于组织层面结果的配置动态——跨部门协作的倾向。我们利用黎巴嫩地方政府和非营利组织领导人的调查数据，采用定性比较分析来开发和测试跨部门合作的配置模型。该分析为组织选择在地方层面合作的四种领导者配置类型提供了探索性见解。