Feelings of ownership and volunteering: Examining psychological ownership as a volunteering motivation for nonprofit service organisations

Given many nonprofit service organisations rely on volunteers to provide valued services to their communities, examining the factors that impact the retention and recruitment of volunteers is of central importance for the success and longevity of many community-based services. Psychological ownership is a phenomenon whereby objects that are not physically or legally possessed can be the target of ownership feelings. While such psychological ownership has been examined in the paid-employment literature as an antecedent for prosocial behaviours, there has been no examination of psychological ownership within the volunteering literature. As such, this paper examines the role of psychological ownership as a factor in volunteer retention for predominantly community-based nonprofit service organisations by examining how the sense of ownership over the nonprofit service provider affects volunteering attitudes and intentions. Alongside ownership, previous volunteering behaviours, and time pressures are also examined as contributing factors. Results indicate that volunteering does increase ownership perceptions, and those ownership perceptions have positive outcomes for volunteering behaviours. However, time pressure is a significant moderator of these relationships and different volunteering behaviours can be observed for high and low time-pressured volunteers.     

Social Responsibility Climate as a Double-Edged Sword: How Employee-Perceived Social Responsibility Climate Shapes the Meaning of Their Voluntary Work?

Given the preponderance of corporate social responsibility initiatives across the corporate landscape and the correspondingly escalating demand for volunteers who participate in these initiatives, a need exists to better understand how to effectively motivate their voluntary engagement with tasks. Against this backdrop, this study argues the need to enhance their volunteer work meanings. We hypothesize that pride in volunteer work and volunteering as a calling are determinants of perceptions of the meaningfulness of volunteer work. In addition, we reveal that an organization’s social responsibility climate (SRC) is a key moderator in these relationships. Interestingly, an SRC is a double-edged sword such that it strengthens the relationship between meaning and pride, yet weakens the relationship between meaning and calling. Findings are discussed, along with managerial implications and future research directions.     

The rubbish of marketing

One of the “by-products” of successful marketing, in the single-use packaged fmcg sector is litter. For example, in a recent Australian survey, empty coke cans were found in 91 per cent of the 983 towns and cities researched. In this paper, we begin to use marketing literature and practice to tackle what we see as a marketing problem – persuading consumers to change their behaviour and not drop litter. Firstly, we demonstrate that existing ways of capturing data about consumers' littering behaviour and attitudes towards litter are flawed. Secondly, we propose and test a new, more realistic, “proxy” for littering behaviour and attitudes towards litter, “litter recall”. Finally, we investigate whether there are differences in values between those that are more likely to drop litter and those that are not. These findings are of use to researchers and practitioners interested in using marketing practice to develop, for example, more effective anti-littering campaigns.     

A Wolf in Sheep's Clothing: How Humanized,Retargeted Ads Intrude in Social Contexts

A great deal of past work has demonstrated that ads that “fit” or blend into their context evoke favorable responses because consumers perceive such ads as less intrusive. The current work posits that when aspects of the ad make persuasive intent salient—such as exposure to retargeted ads, which are generated based on consumers' past online browsing behavior—this relationship reverses such that fit between an ad and its context elicits higher perceptions of intrusiveness. Specifically, ads that present ad copy in a conversational style “fit” with a social media context on the dimension of social presence. Across three studies, we show that retargeted ads that “fit” the context on the dimension of social presence evoke higher levels of perceived intrusiveness, which, in turn, influence downstream responses such as attitudes toward the ad.     

How income shapes moral judgments of prosocial behavior

The current research extends past work on how consumers (as “observers”) view ethical choices made by others (“actors”). Using a person-centered approach to moral judgments, we show that consumers are judged differentially, based on their income, for engaging in certain prosocial behaviors. Nine studies demonstrate that engaging in the same prosocial behavior, such as volunteering, leads to different responses depending on whether the actor earns income versus receives government assistance. Consistent with our theorizing, we find that aid recipients are given less latitude in how they spend their time than those earning an income and are scrutinized to a greater degree for their choices because people believe their time would be better spent seeking employment. Consequently, the lower moral judgments of aid recipients who choose to volunteer (vs. income earners) are driven, at least in part, by the anger observers feel about the perceived misuse of time. Additional information or cues about employment efforts or work inability attenuate these judgments. Importantly, we document implications for support for federal spending on welfare programs.     

Do employees value strategic CSR? A tale of affective organizational commitment and its underlying mechanisms

Virtually all studies that focus on the relationship between CSR perceptions and employees’ organizational commitment have not taken into consideration the fit between social and environmental activities and a firm’s business‐unit strategy. This is essential to inquire because scholars have argued that when companies ingrain CSR activities into their strategy‐making process (i.e., in their vision, mission, and overall business model), this might send a more compelling message that resonates closer to workers’ personal standards, and actually enhance employee‐level outcomes. Nevertheless, there is no certainty “if” and “how” these evaluations could affect employees’ organizational commitment. To address this issue, we use cue consistency theory and social identity theory as overarching frameworks to develop a model where we conceptually link perceptions of strategy‐CSR fit with a particular type of organizational commitment: affective. In addition, we posit and test three mediators to understand the underlying psychological mechanisms of this relationship: perceived external prestige, organizational identification, and work meaningfulness. Through structural equation modeling, and using a heterogeneous final sample of 579 employees, we find compelling evidence to support the fact that strategy‐CSR fit enhances employees’ affective organizational commitment through the proposed mediators. Academic contributions and practical implications are then discussed.     

Understanding Managerial Perspectives of Volunteering at Nonprofit Leisure Events: A Comparison of Typologies Within Open Gardens Australia

Nonprofit volunteer motivations have been widely researched and discussed as the sector is volunteer-dependent. For nonprofit, community-based events, volunteers frequently fulfill multiple roles, yet motivations across roles are infrequently studied. This study explores managers’ views of volunteers across roles for Open Gardens Australia and whether existing typologies for leisure motivations and generic volunteering can be used to classify volunteer motivations. Examining managers’ perceptions is important as managers deliver volunteer-driven events by designing strategies to attract and manage volunteers’ experiences. Results suggest that existing typologies do not adequately capture the motivations of volunteers for these events with additional motivations of significance for some roles being - Obligation, Inertia, Filling a Personal Void or Gap, Elitism and Competitiveness. Of the 14 motivations found, many overlap and more than half may be simultaneously altruistic and egoistic, suggesting complex interactions within and across the different motivations, although motivational differences across volunteer rolesare limited.     

The Role of Religiosity in Stress, Job Attitudes, and Organizational Citizenship Behavior

Religion and faith are often central aspects of an individual’s self-concept, and yet they are typically avoided in the workplace. The current study seeks to replicate the findings about the role of religious beliefs and practices in shaping an employee’s reactions to stress/burnout and job attitudes. Second, we extend the literature on faith in the workplace by investigating possible relationships between religious beliefs and practices and citizenship behaviors at work. Third, we attempted to study how one’s perceived freedom to express his/her religious identity at work was related to workplace attitudes and behaviors. Mixed results suggest that religiosity can be related to stress and burnout, job satisfaction, organizational commitment, and Organizational Citizenship Behavior. More research is needed to further qualify the results and explore the effects of one’s perceived freedom to express his/her religious identity in the workplace.     

Are ICT,Workplace Organization,and Human Capital Relevant for Innovation? A Comparative Swiss/Greek Study

This paper investigates and compares the relationships for Swiss and Greek firms between indicators for the intensity of use of modern information and communications technologies (ICT), several forms of workplace organization, and human capital, on the one hand, and several measures of innovation performance at firm level, on the other hand. For the Swiss firms, we find that ICT contribute to innovation activities (a) as enablers of process innovation (but not of product innovation) and (b) as means for increasing the efficiency of the R&D process. The organizational variables for “work design” and “employee voice” show significant positive correlations for most innovation indicators. Human capital matters primarily for R&D activities. The findings for the Greek firms indicate positive correlations of ICT with product and process innovation and of new “work design” with product innovation and R&D. No correlation of human capital with innovation could be found. No complementarities for the three factors with respect to innovation performance could be detected in either country.     

Do Some Things Change Faster than Others? The Dynamics of Behavioral Change in Computer-Supported Groups

We would expect that as participants in group activities interact and gain experience with each other and computer support technologies, their perceptions toward social processes and media properties are likely to change. What we don't know is whether these perceptions evolve similarly or differently. This paper examines a large number of computer-supported work groups from two different studies, working over a series of sessions on a collaborative writing task. Results indicate that perceptions about social issues tend to exhibit different timing and rates of change than perceptions about media-related issues. Specifically behavioral perceptions begin to change before media perceptions, and they also exhibit more change overall than media ones. Moreover, perceptions about media with different attributes change differently relative to social perceptions.     

The Influence of Workplace Justice Perceptions on Commercial Driver Turnover Intentions

Employee retention is a critical and challenging workplace issue including in the U.S. motor carrier industry with its perennially high driver turnover rates. Truck driver retention affects supply chain performance because of its impact on carrier operating safety and the service capacity of the trucking industry. Government authorities exert an influence on truck driver retention via the safety policies, labor policies, and regulations they mandate. A proposed rule requiring electronic on‐board recorders of some carrier drivers offers an opportunity to investigate the influence of government policy on driver work intentions. In this study we examine this influence through the lens of procedural justice theory. Drawing on procedural justice literature, we develop a model which examines the procedural justice perceptions of commercial drivers and the subsequent impact on their decision‐making behavior, including their organizational and industry intentions to remain or quit.     

The perception of tourism in coffee-producing equatorial countries: An empirical analysis

Some scholars have emphasized the importance of food tourism in mature and certain emergent economies for growing consumption-related products (e.g., wine, beer, rice, and tea) and attempts have been made to study tourism levers and threats in developing economies. However, to the best of our knowledge, little research has been conducted on the potential development of tourism activities centered on coffee producers and their farms in equatorial countries to determine whether a coffee tourism market is developing in these locales and if this could enhance these countries’ brand perceptions. Thus, this study explores the antecedents of the perceptions, potentialities, attitudes, and behavior of tourists specifically with regard to coffee tourism and coffee cultivation visits. To achieve our goal, we employ a quantitative method involving a survey of potential tourists. Our findings indicate that while the effects of gender and age on the perceptions of coffee cultivation visits are not significant, the effects of coffee consumption and travel in coffee-producing countries are positive and significant. These findings help us draw some relevant theoretical and managerial implications.     

Reasons for not volunteering: overcoming boundaries to attract volunteers

ABSTRACT

Research on volunteering has mainly focused on the explanatory demographics and functional motives to volunteer, but little is known about the reasons that people might have not to volunteer. However, these reasons need more academic attention, as they form the barriers that organizations have to overcome when attracting new volunteers. We examine a sample of 1248 respondents on whether they volunteer, are interested in volunteering, or have no interest to volunteer. We verify whether demographic differences exist between these groups. By means of an exploratory factor analysis, we analyze the reasons not to volunteer for those who have no interest to volunteer. This complements earlier research by focusing on the barriers that people might have, instead of the benefits of volunteering that have extensively been documented.     

A Social Influence Interpretation of Workplace Ostracism and Counterproductive Work Behavior

We used social network analysis to examine a theoretical model exploring why, and under what circumstances, the perpetrators’ ostracizing behaviors are accurately perceived by the target employees. In turn, these perceptions of ostracism lead to the target employees’ counterproductive work behaviors. Adopting perspectives from both perpetrators and targets, we directly measured the ostracizing behaviors by all potential perpetrators (coworkers) and perceived workplace ostracism by target employees. We integrate Social information processing theory and conservation of resource theory to propose a moderated mediation model, and found that employees who have a high level of need to belong are more likely to capture coworkers’ ostracizing behaviors, and those with low political skill are more likely to engage in counterproductive work behavior as their reaction to perceived workplace ostracism. Theoretical and practical implications are discussed.     

Consumer recycling goals and their effect on decisions to recycle: A means-end chain analysis

Means-end chain theory and the laddering methodology were used to derive the goals relevant to consumers for recycling, as well as the interrelations among goals. The importance of the goals and their hierarchical structure were also tested, and their effects on attitudes, subjective norms, and past behavior determined. Data were collected on 133 consumers in a moderate-size metropolitan community by use of a random digit dialing procedure. The overall framework emerging from the analyses is one where concrete goals lead to more abstract goals, and attitudes and past behavior intervene between goals and intentions in decision making. Nineteen total goals were uncovered, with 15 ultimately found to be salient. The topmost goals in the hierarchy were “promote health/avoid sickness,” “achieve life-sustaining ends,” and “provide for future generations.” The key lower-order goals—“avoid filling up landfills,” “reduce waste,” “reuse materials,” and “save the environment”—work through such intermediary goals as “reduce messy trash,” “curtail pollution,” “save resources,” and “save the planet.” Two important terminal goals that were also at intermediate levels in the hierarchy were “save/earn money” and “it's the right thing to do.” © 1994 John Wiley & Sons, Inc.     

Discrimination and Well-Being in Organizations: Testing the Differential Power and Organizational Justice Theories of Workplace Aggression

People may be subjected to discrimination from a variety of sources in the workplace. In this study of mental health workers, we contrast four potential perpetrators of discrimination (managers, co-workers, patients, and visitors) to investigate whether the negative impact of discrimination on victims’ well-being will vary in strength depending on the relative power of the perpetrator. We further explore whether the negative impact of discrimination is at least partly explained by its effects on people’s sense of organizational justice, and whether the strength of mediation varies according to the source of discrimination. Using survey data from 1,733 UK mental health workers, a structural equation model was designed to test these hypotheses following a bootstrap approach. Discrimination from all sources was related to well-being, with that from managers having the strongest effects. The results support an explanation of the effect of discrimination on well-being in terms of organizational justice perceptions for discrimination from managers and from visitors, but less so for discrimination from co-workers or from patients. The study highlights the importance of differentiating amongst sources of discrimination at work and the salience of organizational justice perceptions in explaining the effects of discrimination from some sources.     

Out-of-stock,sold out,or unavailable? Framing a product outage in online retailing

Terms, such as “out-of-stock,” “sold out,” and “unavailable” are commonly used by retailers to communicate a product or brand outage. Although these terms are technically equivalent, prior research on product outage and product scarcity suggest that they may be interpreted and processed differently by consumers. The present research investigated whether the manner in which a product outage was framed elicited different consumer behavioral intentions, attributions, and perceptions in the context of online retailing. Data were collected by means of an online experiment. The experiment incorporated a hypothetical scenario approach in which research participants were asked to react to a particular combination of treatment and blocking factors. Results demonstrated that ceteris paribus, framing a product or brand outage as “sold out” produces fewer negative product and website reactions than does framing it as “out-of-stock” or “unavailable.”     

Selecting the right cause partners for the right reasons: The role of importance and fit in cause‐brand alliances

Cause‐brand alliances (CBAs) are becoming a routine strategy to enhance the image of the brand and the cause and to encourage brand sales. This research conducted two studies to evaluate importance and fit as selection criteria for the cause partner. Study 1 evaluated the relative importance of a cause on attitudes and purchase intent for a familiar versus an unfamiliar brand. Results suggested that importance of the cause had an effect on attitudes and purchase intent for an unfamiliar brand but not for a familiar brand. Based on an unexpected finding in Study 1, a second study was conducted that addressed the issue of cause–brand fit. Results show that perceptions of logical fit between the cause and the brand does not have an effect for either the familiar or unfamiliar brand. These findings suggest that the importance of the cause may be a more relevant criterion for optimizing a CBA for an unfamiliar brand but, unlike other forms of alliances and contrary to popular anecdotal belief, perceptions of fit may not be relevant for either familiar or unfamiliar brand. ©2009 Wiley Periodicals, Inc.