The voluntary organization literature has viewed the processes of selective attraction and socialization almost exclusively as a function of individual characteristics rather than organizational characteristics. Using data from two voluntary associations. we found that organizational characteristics (goal specificity, change orientation, and restrictiveness) were associated with the degree of selective attraction and socialization of attitudes. After controlling for the compositional characteristics of the membership, these data suggest both an organizational and an individual effect on socialization and selectivity. We concluded that the organizations studied here were more of a means for the support of attitudes held prior to joining than a means for developing or changing attitudes through membership. Further research might examine what role different voluntary associations play in the structuring of attitudes, providing a greater understanding of both individual and organizations.

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Many institutions of higher education across the nation are currently struggling with a more diverse population of students, internal debates about the meaning of multiculturalism on their campuses, and challenges in the communities in which they reside that encourage, if not require, a reasoned response by colleges and universities as organizations of leadership. This article provides a case study of how one religiously based college attempted to address the issue of cultural diversity through revisiting its mission statement and building linkages with the surrounding community. Significant to the process was collaboration with both local institutional leadership and representatives from immigrant and minority populations as well as a dialogue that took all voices seriously. The authors argue that, although this approach may deviate from those of many religious academic institutions, it provides a better model for community engagement, both for the college and the community.

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