Factors that Drive Volunteerism in Nonprofit Organizations: A Theoretical Framework

This chapter aims at examining and reviewing the factors that drive volunteering in nonprofit organizations. The chapter follows a multidisciplinary approach in defining and examining the factors that drives individuals to volunteer in nonprofit organizations. The chapter provides a theoretical framework on how different factors are associated with volunteerism in nonprofit organizations. This chapter provides analysis of the volunteerism concept by looking at factors that drive volunteerism from diverse standpoints

Servant leadership and academics outcomes in higher education: the role of job satisfaction

Purpose The purpose of this paper is to investigate the impact of servant leadership on work engagement and affective commitment among academics in higher education. Moreover, the paper highlights the role of job satisfaction as an intervening mechanism among the examined variables. Design/methodology/approach Self-administered questionnaires were distributed to academics working in the Palestinian higher education sector. We used structural equation modelling to examine the hypotheses. Findings A positive relationship was found between servant leadership and affective commitment. The relationship between servant leadership and work engagement is fully mediated by job satisfaction, whereas partial mediation was found between servant leadership and affective commitment. Both work engagement and affective commitment have a positive impact on academics' job performance. Practical implications The paper provides a fertile ground for higher education managers concerning the role of leadership in stimulating work engagement and organisational commitment among academics. Originality/value First, the paper is one of the few studies that empirically examines servant leadership in higher education using data coming from a non-Western context because most of the servant leadership research is conducted in the Western part of the world (Parris and Peachey, 2013). Second, we empirically provide evidence for the argument that servant leadership is needed in higher education. Third, the paper contributes to the limited body of research on work engagement and commitment in the higher education sector

Green human resource management in nonprofit organizations: effects on employee green behavior and the role of perceived green organizational support

International audiencePurpose Building on the theories of social exchange and organizational support, this study proposes a research model to investigate the impact of green human resources management (GHRM) on nonprofit employees' green work-related outcomes, namely green voice behavior, green knowledge-sharing behavior and green helping behavior. In the model, perceived green organizational support (PGOS) is theorized and employed as an intervening mechanism between the examined linkages. Design/methodology/approach Data were collected in two different waves from 408 employees working in the Palestinian nonprofit sector. Covariance based-structural equation modeling was used to validate the study's research model and to examine the hypotheses. Findings The results indicated that GHRM is positively associated with green voice behavior, green knowledge-sharing behavior and green helping behavior. Moreover, the results show that PGOS exhibits a significant mediation effect between the aforesaid links. This study thus provides initial empirical evidence in the field of GHRM, with particular focus on the nonprofit sector. Research limitations/implications This research provides a roadmap to nonprofit managers and practitioners on how GHRM can encourage employees to speak up, share information and help others in the environmental and green domain. By supporting nonprofit managers strengthening green employee behavior, it provides an additional source to fostering intrinsically motivated behaviors in the workplace. Originality/value In response to urgent environmental threats, this study contributes to green and sustainable management research with a focus on GHRM, thereby providing initial empirical research from a nonprofit perspective

Examining the effects of environmentally-specific servant leadership on green work outcomes among hotel employees: the mediating role of climate for green creativity

International audienceDrawing upon theories of conservation of resources, social information processing and organizational creativity, this study examines the potential effects of environmentally-specific servant leadership (ESSL) on green employee work outcomes (i.e., green innovative work behavior and organizational citizenship behavior for the environment) as well as the possible mediating role of climate for green creativity in the ESSL-green work outcomes relationships. Based on two-wave data collected from 237 employees working in Pakistani hotels, the findings showed that ESSL has a positive association with green work outcomes. Moreover, the results showed that the climate for green creativity mediates the positive association of ESSL with green innovative work behavior and organizational citizenship behavior for the environment. This study is one of the first studies which extends the servant leadership-innovative work behavior literature in hospitality to green innovative behaviors. Discussion, implications and limitations are discussed

Narcissistic leadership and behavioral cynicism in the hotel industry: the role of employee silence and negative workplace gossiping

Cicek, Berat/0000-0002-4584-5862; Turkmenoglu, Mehmet Ali/0000-0001-5668-2184; Dahleez, Khalid/0000-0002-1526-8750WOS:000603463100001Purpose Building on leader-member exchange and social cognitive theories, this paper aims to propose a model of the influence of narcissistic leadership on hotel employees' behavioral cynicism through the mediating roles of employee silence and negative work-related gossiping on this relationship. Design/methodology/approach The model was examined using covariance-based structural equation modeling using data collected from 468 employees working in several different departments in Italian hotels. Findings The findings illustrate that narcissistic leadership positively affects behavioral cynicism. Furthermore, employee silence and negative work-related gossiping are shown to have a significant mediating effect on this relationship. Practical implications The study may be of use for hotel managers as it demonstrates how narcissism can be very damaging to their organizations and employees. Originality/value To date, this study is the first to examine negative work-related gossiping and employee silence as mediator variables in the relationship between narcissistic leadership and behavioral cynicism in the hotel industry. Further, this research makes a significant contribution to the hospitality literature as the topic of narcissistic leadership has not, to date, been adequately investigated in the sector

Leadership adjusts the sails: stimulating employees' creative behaviors through servant leadership

This research generally aims to advance the servant leadership literature as it is still in its maturity stage. This research investigates a model of the effect of servant leadership on creativity in the hospitality industry in a nonwestern context. The researchers predict that servant leadership would significantly impact employees\u2019 creativity via the role of climate. Our data come from employees working in the hospitality sector in Palestine. Data were analyzed using structural equation modeling analyses. The results of the paper reveal the significance of the relationship between servant leadership and employees' creativity via the role of climate. Discussion, Limitations, and Implications are discussed