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

Fire in the belly: the impact of despotic leadership on employees work-related outcomes in the hospitality setting

PurposeBuilding on conservation of resources theory and unfolding theory of turnover, this paper aims to propose a model of the effects of despotic leadership on employees' job satisfaction and turnover intention in the hospitality industry. In this model, the authors theorize psychological distress to play an intervening role among the aforesaid linkages.Design/methodology/approachThe data were collected in three-waves from 212 employees working in Palestinian restaurants. A covariance-based matrix in structural equation modeling was used to verify the proposed linkages in the study. A marker variable was used to control the common method bias.FindingsThe results showed that despotic leadership has a direct negative effect on job satisfaction and a positive indirect effect on turnover intentions. Besides, psychological distress showed to play significant mediating effects among the aforementioned relationships.Practical implicationsThis study gives insights to the hospitality industry on how despotic leadership can be destructive and lead to negative consequences.Originality/valueThis study is unique, as it is the first study conducted on despotic leadership in a hospitality setting. The study responded to scholarly calls made to enrich the literature pertaining to despotic leadership and its outcomes

Servant leadership and followers' creativity: does climate for creativity matter?

PurposeThis research proposes, building on social exchange theory and the componential theory of creativity, a model of servant leadership to investigate its effect on followers' creativity through the intervening mechanism of climate for creativity in the hospitality industry, operating in a non-Western context.Design/methodology/approachThe study predicted that climate for creativity will play a significant intervening role in the servant leadership–creativity relationship. The study's data were collected from 232 employees working in 70 Palestinian hotels. Data were analyzed using structural equation modeling (SEM) analyses along with techniques used to reduce common method bias.FindingsThe results revealed the significance of climate for creativity as a partial mediator in the relationship between servant leadership and followers' creativity.Practical implicationsThe results might be useful for hotel managers in the context of utilizing servant leadership roles for fostering a creative climate. They might, therefore, consider placing servant leaders as a recruitment agenda priority.Originality/valueThis research is novel in three ways. First, its aim is to enrich the empirical literature on servant leadership, which is still in a maturity stage. Second, even with the research studies that are available, limited analysis is found on how servant leadership can stimulate employees' behaviors in the hospitality industry. Third, the study has been conducted in a non-Western context, in contrast to most servant leadership research studies being carried out in Western countries

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