A psychological contract perspective to the link between non-profit organizations' management practices and volunteer sustainability

2011 ◽  
Vol 14 (3) ◽  
pp. 321-336 ◽  
Author(s):  
Christine Stirling ◽  
Sue Kilpatrick ◽  
Peter Orpin
Keyword(s):  
Psychological Contract ◽  
Management Practices ◽  
Non Profit ◽  
Non Profit Organizations

Do psychological contract and organizational citizenship behavior affect organizational performance in non-profit organizations?

2014 ◽  
Vol 8 (3) ◽  
pp. 397-417 ◽  
Author(s):  
Tracy Tsui-Hsu Tsai ◽  
Arthur Jing Lin
Keyword(s):  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Full Time ◽  
Content Type ◽  
Non Profit ◽  
Non Profit Organizations ◽  
The Relationship

Purpose – The purpose of this paper is to survey volunteers and full-time employees in international non-profit organizations (NPOs) and explore the relationships among psychological contract (PC), organizational citizenship behavior (OCB) and organizational performance (OP). Design/methodology/approach – Using 573 usable responses, a linear structural equation model (SEM) was developed to examine the relationships. Findings – The results demonstrate significant positive relationships between PC and OCB, OCB and OP and PC and OP. They also show the mediating effect of OCB on the relationship between PC and OP. Research limitations/implications – Beside mediation effect, OCB and other variables might exert significant moderation effect on the relationship between PC and OP. Companies could conduct longitudinal studies to examine the changes of PC and OCB impacts on OP. Practical implications – Companies pursuing Chinese market should cooperate with NPOs in multiple ways including marketing for philanthropic purposes, supporting volunteer services and sponsoring the NPO. This way the company’s image will improve and its business will expand among its Chinese clientele. Originality/value – Budget concerns often force NPOs to downsize full-time staff, making considerable portion of their operations rely on a large number of volunteers. This study offers practical guidelines for NPOs to effectively entice and support both volunteers and employees for achieving its organizational goals.

Knowledge Management in Charities

2010 ◽  
pp. 641-649
Author(s):  
Kathleen E. Greenaway ◽  
David C.H. Vuong
Keyword(s):  
Knowledge Management ◽  
Management Practices ◽  
Vital Role ◽  
Charitable Organizations ◽  
Non Profit ◽  
Knowledge Based ◽  
Volunteer Labor ◽  
Non Profit Organizations ◽  
Statistics Canada ◽  
Knowledge Intensive

Charities, also called voluntary-service not-forprofit organizations (VSNFP), play a vital role in modern societies by addressing needs and providing services that benefit the public. These services frequently are available from neither markets nor governments. Many charitable organizations have been created to deliver or have expanded their range or scope of services as the result of governments “devolving” or transferring services to the non-profit sector (Gunn, 2004). Therefore, it is unsurprising that charities have a significant impact economically and socially. For example, volunteer work in Argentina, the United Kingdom, Japan, the United States, and is valued at 2.7, 21, 23, and 109 billion (US) dollars respectively (Johns Hopkins University, 2005). Volunteering translates into significant resources for non-profit organizations. For example, Statistics Canada estimates that work equivalent to 1 million fulltime jobs was provided through volunteer labor in 2004 (Statistics Canada, 2006). While charities are part of the non-profit sector, research demonstrates that charitable organizations differ from for-profit organizations in terms of their human capital management, management practices, and strategies (Bontis & Serenko, 2008). Failing to account for such differences may adversely affect theory (Orlikowski & Barley, 2001) and practice (Kilbourne & Marshall, 2005). Our key question is: What is the extent of our understanding of the role of knowledge management, both as process and system, in charitable organizations? We discuss this question by adapting the knowledge management (KM) research framework originally developed for examining KM in knowledge-based enterprises (Staples, Greenaway & McKeen 2001). Many non-profits are “knowledge-intensive” organizations (Lettieri et al 2004:17). Therefore, this research model should be transferable to non-profit organizations including charities.

scholarly journals Volunteer-family conflict and turnover intentions: Exploring the role of psychological contract features

2021 ◽  
Author(s):  
Tim Vantilborgh
Keyword(s):  
Family Conflict ◽  
Psychological Contract ◽  
Turnover Intentions ◽  
Time Frame ◽  
Psychological Contracts ◽  
Exchange Relationship ◽  
Non Profit ◽  
Key Characteristics ◽  
Non Profit Organizations

Volunteer turnover is a key issue for non-profit organizations and various reasons for turnover have been explored in the literature. I introduce a new concept that captures conflict between the volunteering and the family domains in life and test whether it can explain turnover of volunteers. Moreover, I test whether features of volunteers' psychological contracts can explain why volunteers experience conflict between these domains in life. These features capture the key characteristics of the exchange relationship and the mutual obligations between the volunteer and the non-profit organization. As such, the goal of this study is to test a model in which volunteer-family conflict mediates the relationship between psychological contract features and volunteer turnover. The results of the study cannot confirm that volunteer-family conflict mediates this relationship. However, the findings support that volunteers who experience conflict are more likely to quit, and that the time-frame and stability features of the psychological contract can explain why volunteers experience conflict. In particular, I show that a long-term time-frame in volunteers' psychological contracts is a double-edged sword for non-profit organizations: while it directly reduces the likelihood of volunteers quitting, it also increases the risk of volunteer-family conflict. Overall, this study shows that volunteer-family conflict can be a valuable concept to understand volunteers' behaviors.

Organizational ambidexterity in public non-profit organizations: interest and limits

2019 ◽  
Vol 57 (1) ◽  
pp. 248-261 ◽  
Author(s):  
Hongxia Peng
Keyword(s):  
Job Search ◽  
Management Practices ◽  
Organizational Transformation ◽  
Innovation Management ◽  
Organizational Characteristics ◽  
Voluntary Organizations ◽  
Organizational Ambidexterity ◽  
Content Type ◽  
Non Profit ◽  
Non Profit Organizations

Purpose The purpose of this paper is to study the potential interest in and the possible limits of the concept of organizational ambidexterity (Duncan, 1976; Tushman and O’Reilly, 1996) in the context of public non-profit organizations (PNPOs), a concept that is frequently studied in the private sector. Design/methodology/approach From an inductive and qualitative approach, this research is based on observations of ambidextrous innovation processes implemented in a French PNPO in charge of job search and unemployment compensation operations. Findings This research shows that the concept of organizational ambidexterity might provide some strategic leads for balancing the possible paradoxes within different kinds of expectations of the stakeholders of PNPOs. It might also facilitate the combination of the stability of public service deliverance and organizational transformation. Beyond its interest, this study identifies the limits of the concept in the context of PNPOs. For overcoming its limits, the study suggests a renewed understanding of organizational ambidexterity by taking account of PNPOs’ specificities, especially in terms of the regulation of the different tensions generated by ambidextrous organizational change. Research limitations/implications This research proposes a conceptual framework built with the integration of sectorial and organizational characteristics of the public non-profit sector for understanding the organizational ambidexterity and its possible strategic, organizational and management implications in this sector. The results are limited to the context the author studied because of several sectorial, national, organizational and cultural specificities. Practical implications The results might inspire management practices in PNPOs and potentially in private non-profit organizations or in voluntary organizations, since these three types of organizations could have certain similar organizational characteristics and might encounter similar questions in terms of strategy and innovation management. Originality/value This research suggests a renewed understanding of the concept of organizational ambidexterity in a sector in which the complexities, tensions and paradoxes generated by different stakeholders’ expectations are probably more present but less explicit than other organizations.

scholarly journals Board Competencies, Network Ties And Risk Management Disclosure Practices In Non-Profit Organizations

2016 ◽  
Vol 32 (5) ◽  
pp. 1319
Author(s):  
Roshayani Arshad ◽  
Noorbijan Abu Bakar ◽  
Faizah Othman
Keyword(s):  
Risk Management ◽  
Management Practices ◽  
Good Governance ◽  
Annual Reports ◽  
Management Decision ◽  
Board Members ◽  
Network Ties ◽  
Non Profit ◽  
Board Competencies ◽  
Non Profit Organizations

In the current challenging economic environment, non-profit organizations (NPOs) are exposed to an array of risks and some of these risks are unique due to the characteristics of the organizations.  Understanding and managing these risks are crucial in ensuring sustainability of the NPOs and the responsibility lies with the board. However, risks management and disclosure of risks in NPOs is less well developed relative to for profit organizations and this may affect boards’ role in enhancing risk management practices of these organizations. As such, this study aims to examine the relationships between certain board characteristics: board competencies, network ties and risk management disclosure practices in NPOs. Information on these variables are obtained from content analysis of annual reports and Financial Information Forms of 219 NPOs registered with Companies Commission of Malaysia for the financial period 2011. Results of this study reveal that the overall extent of risk management disclosure practices is at a moderate level. In addition, only board competencies are significantly positively related to the extent of risk management disclosure practices while network ties are not. This infers that some board members acknowledge the importance of being engaged in risk management decision. However, lack of specific guide on risk management in NPOs may reduce the motivation of some board members to do so. The guidelines and relevant trainings to board members provided by relevant authorities may increase the understanding of key risks and management of these risks as part of good governance in NPOs.

The Social Media Presence of Non-profit Organizations

2013 ◽  
Author(s):  
Shannon Lucky ◽  
Dinesh Rathi
Keyword(s):  
Social Media ◽  
Community Building ◽  
Non Profit ◽  
Media Technologies ◽  
Médias Sociaux ◽  
The Social ◽  
Powerful Knowledge ◽  
Social Media Presence ◽  
Non Profit Organizations ◽  
Medias Sociaux

Social media technologies have the potential to be powerful knowledge sharing and community building tools for both corporate and non-profit interests. This pilot study explores the social media presence of a group of forty-six Alberta-based non-profit organizations (NPOs) in this information rich space. In this paper we look at the pattern of presence of NPOs using social media and relationships with staffing structures.Les médias sociaux ont la capacité d’être de puissants outils de partage de la connaissance et de rassemblement communautaire pour les organisations à but lucratif et sans but lucratif. Cette étude pilote explore la présence dans les médias sociaux d’un groupe de quarante-six organisations sans but lucratif (OSBL) albertaines dans cet environnement riche en information. La communication portera sur les modèles de présence des OSBL dans les médias sociaux et les liens avec les structures organisationnelles.

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