Why People Co-Produce: Analysing citizens’ perceptions on co-planning engagement in health care services

Abstract

The aim of this article is to comprehend the motivation of citizens to co-produce. More specifically, it considers citizens’ motivations to engage in co-planning activities of health care services. The article brings together theoretical insights and empirical data. First, we integrate insights from different strands of literature. We combine literature on citizen participation, political efficacy, co-production, volunteerism, public service motivation, and customer engagement to offer a first understanding of citizens’ motivations to actively engage as co-producers of public services. Next, empirical data are derived from one specific case: citizens participating in client councils in health care organizations. Q-methodology, a method designed to systematically study persons’ viewpoints, is used to distinguish different perspectives citizen have on their engagement in co-production. Our analysis of citizens’ motivations to engage in client councils enables us to identify four types of citizen co-producers, which we label: the semi-professional, the socializer, the network professional, and the aware co-producer. Implications for future research studying citizens’ motivations in a broader range of co-production cases are discussed.     

建立志愿服务长效机制的条件与对策研究——以法律志愿组织为例

志愿精神是和谐社会核心价值观的集中体现,志愿服务是参与者实现自我教育和人格完善的载体。弘扬志愿服务精神,普及志愿服务理念,建立起志愿服务的长效机制,是推动法律志愿服务事业常态化、制度化、规范化发展的必然趋势。通过建立新型的社会动员机制,提高志愿服务的参与面,提高社会对志愿服务的认可度,建立健全志愿服务的发展、管理、培训、评价、激励和保障机制,为志愿服务活动提供内在的动力,实现志愿服务可持续发展,拓展志愿组织有序参与公共服务供给的方式与途径。     

Citizen Willingness to Assist as Volunteers in the Provision of Local Public Goods: A Case Study of Volunteer Firemen in 70 West German Cities

A bstract . Volunteer activity , from one perspective, that of the theory of public choice , provides an outlet for the articulation of demand for public goods. To analyze its role in that function, a theoretical model is constructed which incorporates the social, benevolence and demand articulation elements of volunteerism into a single utility function. The utility function is based on the economics of clubs and the economics of charity views of utility. The theoretical model shows how the rational individual weighs the benefits and costs of volunteerism and relates this behavior to the rational voter model of demand articulation. The model is then empirically tested, using data for volunteer fire companies in 70 West German cities. The empirical results show that to the extent volunteer activities are considered to be a form of demand articulation, they are consistent with the rational voter hypothesis.     

A Fraternity Of Danger

A bstract . Interviews and participation with members of rural volunteer fire departments (VFDs) in New York State, indicate that local communities in rural regions are structured around VFDs. Such "communities" involves both the fraternity of the fire house, resting on the teamwork essential to firefighting, and a wider locality, which the VFDs spatially define and symbolically integrate through a ritual of parades, fund raising efforts, and their example of community service. The working class, attached to the locality by stable residence and recruited intergenerationally into the fire service, supplies the majority of volunteers.
Neoliberal modernization threatens this recruitment pattern. Problems have developed because the "new middle class" rejects VFD participation, except as ambulance volunteers. As localities compete for outside investment through the reduced cost of their services, they have exploited volunteers to provide fire protection at less cost than that of paid departments. This commodification of the VFDs risks destroying their character as a system of moral obligation unifying a locality and is an inequitable, and unsustainable, "tax" on working class volunteers. But innovative systems of emergency and other services can be used to attract the new male and female middle class into volunteer local activities.     

A process model of volunteer motivation

Traditional HR functions of recruitment, selection, training/development, and retention must be adapted when managing a volunteer workforce. While much research has focused on what motivates people to volunteer, very little has focused on the process of volunteer motivation. In this paper, we move beyond the traditional content-based approaches to explain how people decide whether to volunteer, how much effort to expend, and then whether to continue volunteering over time. Our model, based on image theory, provides new insights into volunteer decision making and behavior.     

大学生志愿服务动机维度构成实证研究

本文以大学生志愿者为研究对象,通过问卷调查和探索性因素分析,初步得出我国大学生志愿服务动机由职业发展动机、爱国与荣誉动机、情绪调节动机、社会支持动机、认同动机、价值观动机、共情动机和学习动机八个因素构成。文章还结合研究发现,对2010年上海世博会大学生志愿者管理提供了建议。     

职业动机模型及其应用

人们在选择从事某个职业时,心理经历了两个过程,即职业认同和努力意愿,这两个过程缺一不可,没有了职业认同,就没有了努力意愿的基础。而努力意愿是职业动机中的关键一步,没有了努力意愿,也就谈不上在职业活动的积极性和创造性。     

投资者关系管理、机构股东积极监督与公司价值——基于国阳新能的案例分析

在构建投资者关系管理作用于机构股东积极监督的理论模型的基础上,本文选择国阳新能作为案例分析对象,对其投资者关系管理活动及其对于机构股东积极监督的影响以及产生的价值效应进行了分析。研究发现,国阳新能基于价值创造动机的投资者关系管理活动,不仅发挥了上市公司作为资本市场融资平台的作用,而且为股东积极监督提供了良好渠道,通过目...     

Reorganizing an existing volunteer fire station network in Germany

Volunteer fire departments have been founded to ensure public safety in case of fire and to provide support for professional firefighters. Most of the current stations date back to the beginning of the 19th century. Today, volunteer fire departments face numerous challenges, such as reduced number of following young volunteers or decreasing public budgets. We quantify these effects and identify different alternatives, such as relocating or closing of stations to minimize the impact on rescue service supply. Based on comprehensive case studies in Bochum, Germany it is apparent that these recommendations provide an excellent toolset for a prospective planning approach.     

The effects of high-involvement work systems and shared leadership on team creativity: A multilevel investigation

Understanding how to effectively stimulate creative potential in the workplace through strategic human resource management (HRM) practices is critical to enhancing organizational competitiveness. This study investigates the effects of high-involvement work systems (HIWS) on team creativity in terms of ability–motivation–opportunity theory and a team input–process–output model. It draws on a data set consisting of 668 employees from 112 teams in 41 organizations in China. The results reveal that HIWS are positively related to team creativity, not only directly, but also indirectly through a sequential mediating mechanism of involvement climate and shared leadership. We argue that when employees are placed in an autonomous work environment underpinned by HIWS, they will be more likely to be involved in creative activities and engage in mutual influence behaviors in their work teams, and lead each other to achieve a higher level of creativity. Our study extends the knowledge on strategic HRM/HIWS, shared leadership, and creativity.     

Sensation seekers and civic participation: exploring the influence of sensation seeking and gender on intention to lead and volunteer

• Approximately 1100 extreme sports participants were surveyed to identify the relationship between sensation seeking and gender on current civic participation, motivation for volunteer involvement, intention to participate in the future, and a preference for leadership.
• Sensation seeking was not helpful in identifying current civic involvement. However, sensation seekers reported a significant desire to work with activist and reform‐oriented organizations.
• Females reported a significantly higher level of motivation for civic participation than males as well as a greater intention to volunteer in the future.
• Both male and female sensation seekers reported a preference for a leadership role.

Copyright © 2007 John Wiley & Sons, Ltd.     

Moral management in competitive markets

The intrinsic motivation of a firm’s management for engaging in prosocial behavior is an important determinant of a firm’s social conduct. I provide the first model in which firms run by morally motivated managers engage in corporate social responsibility (CSR) in a competitive setting. Moral management crowds out a competitor’s strategic CSR, increasing profitability and leading shareholders to strategically delegate moral managers, although necessary for socially optimal CSR is that shareholders be morally motivated as well. Shareholders appoint managers that engage in a socially excessive amount of CSR, counter to existing literature, whenever product‐market competition is sufficiently intense.     

Role overload,knowledge acquisition and job satisfaction: An ambidexterity perspective on boundary-spanning activities of IT employees

Abstract

Building upon the ambidexterity perspective, this study conceptualizes boundary-spanning activities as both transactional and learning to illuminate their different effects on IT employees’ job satisfaction. Specifically, we offer an overarching theoretical framework rooted in ambidexterity by connecting the role theory and knowledge acquisition perspective to reconcile the inconsistency of extant findings. Role overload has a mediating effect on the relationship between boundary-spanning activities (both transactional and learning) and job satisfaction, whereas knowledge acquisition mediates the relationship between learning boundary-spanning activities and job satisfaction. Furthermore, high achievement motivation and learning goal orientation moderate the positive effect of learning boundary-spanning activities on job satisfaction. The quantitative analysis of IT employees in Chinese state-owned enterprises largely supports our hypotheses. We conclude this paper by discussing theoretical and managerial implications for ambidexterity, boundary spanning, and job satisfaction.     

Should Firms Employ Personalized Pricing?

This paper theoretically considers a duopoly model in which all firms do not always employ personalized pricing. Our model incorporates the fact that firms engage in marginal cost‐reducing activities after they decide whether to employ personalized pricing. When the ex ante cost difference between the firms is large, the less‐efficient firm does not employ personalized pricing even when the fixed cost to do so is zero. This is because employing personalized pricing induces the rival firm to engage more in reducing its costs, which is more likely to harm the less‐efficient firm.     

Generation green: understanding the motivations and mechanisms influencing young adults' environmental volunteering

Environmental issues are particularly salient for today's generation of young adults. Indeed, many have suggested that it will be this generation that will lead the environmental movement forward. Therefore, this study examines the motivations and mechanisms that influence proclivity and intensity of young adults' environmental volunteerism. Using a survey of environmental attitudes and behaviors of college students at a large urban Canadian university (n = 1 372), we assess why today's young adults volunteer for the environment and the factors that motivate their commitment. Our findings suggest that young adults who engage in pro-environmental behaviors in general, as well as those who volunteer for other types of nonprofit organizations, are more likely to volunteer for environmental nonprofit organizations. Moreover, we find that social aspects of volunteering are the strongest positive predictor of the intensity of volunteerism in environmental groups. Copyright © 2011 John Wiley & Sons, Ltd.     

Extrinsic motivation as a determinant of knowledge exchange in sales teams: A social network approach

This paper investigates extrinsic motivation as a determinant of knowledge exchange among employees in sales teams. Applying a social network approach, we study different forms of knowledge-exchange behaviors from the perspective of a focal employee and from the perspective of the dyad. From the focal employees' perspective, we disentangle knowledge seeking from knowledge providing, and argue that these two behaviors are affected differently by employees' extrinsic motivation. From the dyad perspective, we take similarity in motivation of tied-to employees and reciprocity of exchange ties into account. To test our hypotheses, we apply exponential random graph models to data gathered from 138 employees in five different sales teams distributed across three companies in Central Europe. The results of our analysis from the focal employees' perspective show that extrinsically motivated employees generally engage in less knowledge exchange. The dyad perspective further highlights that sales employees proceed purposefully when they exchange knowledge with coworkers. For instance, two employees' relative levels of extrinsic motivation determine their willingness to engage in reciprocal knowledge exchange. We discuss the implications of our findings for research on the microfoundations of organizational knowledge management and draw conclusions concerning HRM practices used to foster extrinsic motivation, thereby affecting knowledge exchange.     

Time banditry: Examining the purloining of time in organizations

Time banditry, a variant of counterproductive work behavior, is defined as the propensity of employees to engage in non-work related activities during work time. We extend past research on time banditry in two ways. First, we develop a model of time banditry. It is posited that a significant number of employees engage in time banditry despite their level of engagement with their job and even when productivity levels remain at an acceptable level. Implications of the model are described and testable propositions are developed. Second, we suggest that time bandits as a group are not monolithic, but instead there are at least four types of bandits. Supervisors need to manage each type with different human resource management practices.     

Celebrity altruism: the good,the bad and the ugly in relationships with fundraising charities

• Enlisting or retaining the support of celebrity volunteers is a crucial element in the fundraising and communications strategies for many third sector organisations. But whilst there is a plethora of literature on volunteer motivations, there has been little exploration of the relationships between celebrity volunteers and the charities that they support. Furthermore, the limited theory that exists appears to be based on the experiences of fundraisers and other media specialists with little primary research on attitudes of celebrities themselves. This paper therefore considers celebrity/charity relationships on the basis of existing volunteer motivation theory and attitudinal data from a sample of 208 celebrity volunteers associated with a major fundraising charity in the UK. The findings indicate that the motivation of celebrity volunteers may be much closer to those of other charity volunteers than might be expected from other literature on celebrities. In addition, the study found that amongst other factors, celebrity volunteers typically prefer their engagements to be simplistic and expedient in nature, but that where possible, the engagement activity should be fun and rewarding. It also reveals that individual motives for supporting charities are varied in nature and range from purely altruistic tendencies at one end of the continuum to egoistic motives at the other. In addition, the study indicates that factors such as security and trust in the endorsed organisation are a key motivating factor for many.

Copyright © 2014 John Wiley & Sons, Ltd.     

Commitment and strikes in wage bargaining

This paper analyzes the long-run strategic relationship between a firm and a union as a repeated bargaining game, where there is incomplete information on the player's motivation on both sides and each party has a fall-back position. The firm and the union will engage in a reputation-building activity, that will produce a limited number of strikes over time. The bargainer that succeeds in building up a reputation for toughness and obtains a favorable payoff in the long-run is, either the more patient (or alternatively the more centralized), or the party with a higher initial probability of stubbornness, or the party with a smaller fall-back position. Our model also offers predictions on the dependence of strike incidence over time on several parameters.     

Justice,motivation, and performance beyond role requirements

This article focuses on the possible instrumental characteristics of extrarole behaviours. Specifically, the motivation to perform beyond role requirements for future rewards is discussed. It is first argued that the motivation to engage in extrarole behaviors may stem from a reaction to inequity, or from a desire to receive rewards that cannot be achieved through the performance of official role requirements. Then, using data from two recent studies as support, it is proposed that these extrarole behaviors will only occur if the organizational reward system operates in a just, procedurally fair manner. Finally, the conceptual issues of how procedural justice might contribute to intrapreneurship and entrepreneurship are discussed.