In the eye of the beholder: Employee sexual orientation,perceived supervisory support for life beyond work and job satisfaction

We adopt congruence theory to compare perceptions of lesbian, gay and bisexual (LGB) and heterosexual employees between perceived supervisory support on life beyond work (LBW) and job satisfaction and the effect of life‐to‐work conflict (LWC). Using the 2011 UK WERS data and applying multilevel modelling, we find no incongruence between the two groups of employees on job satisfaction. We find a significant perceptual incongruence in the relation between supervisory support on LBW and job satisfaction. While the relation was positive for both groups, it was stronger for heterosexual than LGB employees. We also find significant perceptual incongruence when we add LWC. Specifically, as LWC increases, the positive relation between supervisory support on LBW and job satisfaction becomes stronger for LGB than heterosexual employees. This last finding may be the most interesting as it may place the concept of identity‐based conflict primarily in the life‐to‐work domain of LGB employees.     

Career lesbians. Getting hired for not having kids?

Using a field experiment, we investigate whether discrimination based on women's sexual orientation differs by age and family constraints. We find weakly significant evidence of discrimination against young heterosexual women. This effect is driven by age (and fertility) rather than by motherhood. We do not find any unequal treatment at older ages. This age effect is consistent with our theoretical expectation that, relative to lesbian women, young heterosexual women are penalised for getting children more frequently and taking on, on average, more at‐home‐caring tasks.     

Lesbian and gay expatriation: opportunities,barriers and challenges for global mobility

The research presented in this paper addresses an important gap in the expatriation literature in examining perceptions of opportunities, barriers and challenges for expatriation of lesbian and gay (LG) expatriates. This is an area that is under-researched despite such individuals representing a growing sector of the global talent pool. Based on an analysis of interviews with 20 LG expatriates, the study draws on social capital theory as a lens for highlighting LG expatriates' unique attributes and networks. The research is significant in suggesting that the expatriates' sexual minority status is viewed as both a disabler and enabler in expatriation. We suggest that there is a corporate ceiling for LG expatriates, and that they experience discrimination and stereotyping, and oftentimes limited organizational and host-country support. Significantly, the findings also extend research in suggesting that LG workers may have more opportunities in global staffing than previously thought and a valuable role in contributing to inclusivity debates and policy development on the global business stage. Furthermore, LG expatriates may be accepted in host countries when homosexuality is deemed legally or socially unacceptable for locals, and legal and financial independence within LG partnerships may provide them with more mobility than their heterosexual counterparts.     

The economics of consumers' gifts and legacies to charitable organisations

Charity organisations in The Netherlands receive over 50 per cent of their total income from private fundraising; only a small part of this, 20 per cent, originates from legacies. The paper introduces some economic models of consumer behaviour in the neo‐classical tradition that harmonise with altruistic behaviour. Some models for analysing donations and bequests to charitable organisations are introduced and the hypotheses that follow from these theories are compared with Dutch data from 500 respondents. Most respondents had donated something to a charity during the last six months, but only a few had even thought about naming a charity in their will. Restrictions are felt by individuals due to their limited resources. More important, however, seem to be the restrictions on behaviour due to having children, or other close relatives; individuals feel obliged to leave everything to their children or other close relatives. Although the respondents have a reasonably positive opinion about the work and trustworthiness of the charity organisations, charities are not yet considered as ‘a close friend’. Around 40 per cent of respondents are not particularly happy with the information they receive from charity organisations. Communication about legacy donating is considered acceptable by most respondents, as long as the approach is not too personal. Copyright © 2000 Henry Stewart Publications.     

Should charity promotions appeal to altruism?

To be competitive with rivals, charitable organizations must rely on carefully formulated promotion programs. The literature, however, provides mixed advice on the effectiveness of charitable appeals. As a result, there is a need for research to identify their prevalence and effectiveness. The present research conducts a content analysis of charitable promotions and finds that more than 55% appeal to selfless consumer motives (i.e., altruism). A subsequent experiment reveals that appealing to more selfless (i.e., altruism) versus less selfless (i.e., reputation) consumer motives results in consumers having a more favorable attitude toward the charitable organization. Furthermore, consumer involvement is found to moderate this effect; more (vs. less) selfless appeals promote a more positive attitude among consumers with low, but not for those with high, involvement with a charitable cause (e.g., animal welfare). Managers should consider appealing to altruism in their charitable promotions, especially when targeting low‐involvement consumers.     

Recasting the “middle man:” the role of charities in the age of disintermediation

The number of people donating to charities is declining at a time when technology is enabling a proliferation of new ways of offering support—from crowdfunding to hacking commercial platforms like AirBnB for novel purposes. There is a risk that charities could lose their traditional position as a trusted intermediary between individuals who want to help and people who need their support. This paper offers some suggestions as to why disintermediated giving may, in some situations, offer a more attractive donor experience than traditional charitable giving and suggests some possible areas for further study.     

Similarities and differences of motivations of giving time and money: Giving to individuals versus humanitarian organizations in an emerging market

This paper provides the first empirically based study of the formal and informal money and time giving motivations together in an emerging market (Turkey) context. Drawing on empathy–altruism hypothesis and social exchange theory, this study aims to examine relationships between internal charitable motivations and the donation of money and time giving to individuals and humanitarian organizations in the context of a Turkish sample. Empathy and altruism, religious values, social impact, materialism, and conspicuous giving motivations are examined in this study. The results indicate that giving motivations change by giving type. Empathy and altruism motivations effect on all types of giving. Persons tend to be more motivated to give money and time interpersonally than through organizations. Furthermore, money and time given to individuals explained by more motivation in the context of a Turkish sample. Theoretical and practical implications of the results are considered, and future research opportunities are discussed.     

"捐还是不捐?" ——如何提高个体慈善捐助行为

慈善捐助行为指个体通过捐赠金钱、时间或物资等方式帮助有需要的群体或慈善组织。个人的慈善捐助行为能够促进社会资源再分配,提高社会整体福祉。因此,如何科学地对慈善活动进行宣传、吸引更多个体参与捐助,对于营销学者而言是一个十分重要的话题。一次捐助包括捐助者、捐助资源、受助者以及社会和文化四个方面,这四个方面的因素既可以单独影响消费者的慈善捐助行为,又可以相互影响对慈善捐助行为产生交互作用。由此可见,个体的慈善捐助行为是十分复杂的,将通过对这四方面因素的梳理以提高我国公益组织对个体捐助行为的理解,进而采取有效的宣传以募集更多的捐助。     

Medium-sized charities and their advertising agencies: An exploratory investigation

Respondents in 103 medium-sized charities completed a mail questionnaire designed to explore the nature of the relationships between these charities and their advertising agencies. It emerged that some, but not all, of the factors known to influence interactions between agencies and their commercial clients were equally relevant within the charity sector. Variables crucial to charity clients' levels of satisfaction with their advertising agencies included agency provision of functional assistance with media planning and the creative design of advertisements, trust and an agency's willingness to act as a member of its client's team, and the ability to generate new ideas. Additionally, an agency's experience of work within the charity sector and its empathy with charitable aims, ideals and philosophies were key determinants of satisfaction ratings. Assistance with market research and public relations and an agency's ability to offer extensive ancillary services did not appear to exert significant influence.     

Perceptions of Discrimination and Justice Among Employees with Disabilities

Despite the passage of almost two decades since the enactment of the Americans With Disabilities Act in the United States, individuals with disabilities are still underrepresented in the workforce, tend to hold lower status jobs, and receive lower wages. This study examines whether disabled workers also continue to encounter more negative workplace experiences in terms of discrimination and injustice. A sample of 1,880 employees of a large university, including 90 self-identified disabled individuals completed a work experience survey. Analyses indicate that disabled employees reported more overt and subtle discrimination and more procedural injustice than their non-disabled counterparts. Examination by the type of disability also revealed that those with non-physical disabilities reported more negative experiences than employees with physical disabilities. Perceived organizational and supervisory support were shown to have promise in reducing the effects of disability status on workplace attitudes and perceptions.     

Does survey experience affect respondents’ reported level of satisfaction?

Web surveys are becoming an indispensable tool for quantitative researchers, and online survey panels have proliferated in recent years. However, little research has addressed the challenges of using online panels, namely the potential effects of respondents’ survey experience, also known as panel conditioning. This paper is based on a study of Danish parents’ day care arrangements and their associated level of satisfaction. A survey was conducted through an online panel and included measurements of past survey participation. Through tests of independence on key variables and the application of various ordered logit models, we find no significant evidence that survey experience affects respondents’ reported level of satisfaction. These results persist when testing the potential interaction between survey experience and experiences with day care services. Furthermore, we relate our results to the existing literature and discuss the possibility of different effects cancelling each other out. This leads us to recommendations on the use of online panels and suggestions for elaboration in future research.     

Directors’ prior life experience and corporate donations: Evidence from China

We use a recent dataset of 16,082 firm-year observations from publicly traded Chinese firms to show that directors who have prior foreign study or work experience make more corporate donations, a result that supports the path dependency theory related to the effect of prior experiences on subsequent behaviors. The relationship between a director’s prior life experiences and corporate charitable contributions is robust across different types of ownership and industry. We show that corporate donations enable firms to have better access to bank loans, reducing their financial constraints. In addition, these directors appear to consume fewer perquisites, implying lower agency cost with corporate donations.     

Scheduling food bank collections and deliveries to ensure food safety and improve access

Food banks are privately-owned non-profit organizations responsible for the receipt, processing, storage, and distribution of food items to charitable agencies. These charitable agencies in turn distribute food to individuals at risk of hunger. Food banks receive donated food from national and local sources, such as The Emergency Food Assistance Program (TEFAP) and supermarkets. Local sources with frequent high-volume donations justify the use of food bank vehicles for collection. Food bank vehicles are also used to deliver food to rural charitable agencies that are located beyond a distance safe for perishable food to travel without spoilage. Due to limited funds, food banks can only afford to sparingly use their capital on non-food items. This requires exploring more cost effective food delivery and collection strategies. The goal of this paper is to develop transportation schedules that enable the food bank to both (i) collect food donations from local sources and (ii) to deliver food to charitable agencies. We identify satellite locations, called food delivery points (FDPs), where agencies can receive food deliveries. A set covering model is developed to determine the assignment of agencies to an FDP. Both vehicle capacity and food spoilage constraints are considered during assignment. Using the optimal assignment of agencies to FDPs, we identify a weekly transportation schedule that addresses collection and distribution of donated food and incorporates constraints related to food safety, operator workday, collection frequency, and fleet capacity.     

Can Diversity Training Discriminate? Backlash to Lesbian, Gay, and Bisexual Diversity Initiatives

A growing number of companies are including lesbian, gay, and bisexual (LGB) issues as part of their diversity initiatives and training. A potential problem with including LGB issues is the backlash from some employees who believe that such orientations are wrong. Further, given existing civil rights legislation it is not unreasonable for these employees to feel that their religious beliefs should be accommodated. This requires the organization to carefully balance the rights of religious objectors to such training while providing adequate support for LGB employees. This paper analyzes three cases where employees felt they were discriminated against because of their belief systems. In addition to identifying the key factors that led to the feelings of discrimination, the paper offers suggestions to prevent future occurrences.

Positioning and its strategic relevance

Abstract

Contemporary non-profit strategic management/marketing literature suggests that non-profit organizations, including charities, adopt positioning strategies to differentiate themselves in increasingly competitive operating environments. However, the extant literature lacks adequate theoretical/conceptual frameworks and empirical studies to guide research and inform charity management practice. As part of an on-going study in strategic positioning in British charitable organizations, this article presents the key findings of an exploratory survey into the extent of positioning activities in a sample of general welfare and social care charities within the wider voluntary sector in the UK. The empirical findings reveal that charitable organizations undertake positioning activities extensively in their organizations. However, these activities appear to be more complex than those advocated in contemporary non-profit management/marketing literature. The article highlights five emerging themes that could have major implications for research and practice of strategic positioning in charities in specific, and in voluntary-sector organizations in general.     

The "Sect Effect" in Charitable Giving: Distinctive Realities of Exclusively Religious Charitable Givers

A bstract .   An examination of the charitable giving behavior of 16,442 households reveals intriguing patterns consistent with the club-theoretic approach to religious sect affiliation. The club-theoretic model suggests that individuals with lower socioeconomic standing will rationally be more likely to align themselves with exclusivistic sects. Because sect affiliation is also associated with more obligatory religious contributions, this approach generates novel predictions not anticipated by standard economic models of charitable behavior. Traditional analysis of charitable giving can mask the "sect effect" phenomenon, as low-income giving is dwarfed by the giving of the wealthy. However, the application of a two-stage econometric model—separating the participation decision from the subsequent decision regarding the level of gifting—provides unique insights. Basic socioeconomic factors have significant and opposite associations with different categories of giving, calling into question the treatment of charitable giving as a homogenous activity and supporting the understanding of sect affiliation, and potentially religious extremism, as rational choice phenomena.     

A Household Production Analysis Of Religious

A bstract Two conventional wisdoms are prevalent among churchgoers with regards to monetary contributions. One is that contributions of their time and money to their church are complementary. The other is that churches are in competition with other charitable organizations for church members'contributions. This study employs the household production model to test these conventional wisdoms. The first is supported (church members who contribute more money also contribute more time) while the second is rejected (churchgoers who contribute more to their church are also more generous to other charitable organizations). Policy implications include advising churches that wish to increase members'financial contributions to focus on increasing member involvement, and to jointly sponsor activities with nonreligious charitable organizations.     

Customer concentration and corporate charitable donations: Evidence from China

This study examines the impact of customer concentration on corporate charitable donations. Drawing on stakeholder and resource dependency theories, we argue that when firms rely on a small set of customers for a significant proportion of sales revenue, they will reduce corporate charitable donations. State ownership and industry competition moderate this relationship. Using data on corporate donations from Chinese listed firms between 2009 and 2019, we find support for our hypotheses. Our study contributes to the literature on customer concentration and corporate philanthropy in emerging economies.     

Building relations between educational establishments and local business

Schools, colleges and universities are rapidly realising that, by building better relations with local business, they are in a particularly advantageous position when competing with other charitable bodies. By the very nature of their existence, they possess facilities that can be utilised as bargaining tools in the constant competitive search for sponsorship deals. This paper describes the experience of one independent school which has been successful in obtaining funding from local businesses both from philanthropic and sponsorship sources. It suggests that educational establishments have a distinct advantage over other charitable organisations in their negotiating ability as they have at their ‘fingertips’ the sort of facility that businesses require for both their recreational and their academic needs.     

Residual affective commitment to organizations: Concept,causes and consequences

Research on affective organizational commitment has largely been conceptually restricted by the temporal boundaries of organizational membership, while only few authors have addressed how individuals may commit to an organization before becoming members. Given that individual careers increasingly span across a greater number of organizations, this restriction limits our ability to capture how employees experience their workplaces throughout their careers. Addressing this gap, this article contributes to the literature on affective commitment by arguing that individuals may remain affectively committed to an organization after having left it. We extend the temporal structure of affective commitment beyond separation by introducing the concept of residual affective commitment, and present a model of how such commitment is formed. We elucidate the interplay between residual and current affective commitment, complementing research on organizational newcomers. Finally, we open up new avenues for research by discussing theoretical consequences of the introduction of residual commitment.