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Despite efforts to address societal ills, social enterprises face challenges in increasing their impact. Drawing from the RBV, we argue that a social enterprise's scale of social impact depends on its capabilities to engage stakeholders, attract government support, and generate earned-income. We test our hypotheses on a sample of 171 US-based social enterprises and find support for the hypothesized relationships between these organizational capabilities and scale of social impact. Further, we find that these relationships are contingent upon stewardship culture. Specifically, we show that an entrepreneur-centered stewardship culture increases the effects of the capabilities to attract government support and to generate earned-income, while an employee-centered stewardship culture compensates for low abilities to attract government support and to generate earned-income.

Academics' view of the benefits of finance vastly exceeds societal perception. This dissonance is at least partly explained by an underappreciation by academia of how, without proper rules, finance can easily degenerate into a rent-seeking activity. I outline what finance academics can do, from a research point of view and from an educational point of view, to promote good finance and minimize the bad.

This study was designed to test the relationship between perceived social impact, social worth, supervisorrated job performance (1 month later), and mediating effects by commitment to customers and work engagement. The hypotheses were tested with structural equation modeling analysis in a field study with 370 customer-service employees from bank, retail, and sales positions. Results confirm that perceived social impact is associated with better job performance and that this relationship is mediated by work engagement. Furthermore, results support a second mediating mechanism in which perceived social impact and social worth are associated with engagement through affective commitment to customers. Finally, it was found that engaged employees are rated as better performers by supervisors 1 month later. This study supports the motivational approach to performance and highlights the role that interactions with customers may play in motivating service employees. Practical implications are discussed by highlighting the need to consider the social dynamics in service contexts.

Purpose Social impact research remains in its infancy. The purpose of the paper is to build on Keeling and Marshall’s (2022) “Call for impact” paper and develop a comprehensive social impact pathway (SIP) framework. The aim is to encourage marketing researchers, non-profits and corporations to pursue impactful work that is valued, planned, monitored and evaluated. Design/methodology/approach The conceptual paper explores the complexities of estimating social impact drawing from a range of illustrative cases. Findings The paper identifies a lack of clarity in the understanding and application of impact and presents a pathway aimed at increasing focus on social impact across future work to deliver the net-positive changes that are needed to reverse biodiversity decline, climate change and social and health inequalities that continue to be persist and be experienced by so many planet wide. Research limitations/implications This paper contributes a pathway forward to encourage and support increased utilisation of the framework in future marketing research. Practical implications Mapping and measuring SIPs are concerted efforts directing understanding towards identifying the activities that are contributing to the delivery of outputs that can achieve intended outcomes. The measurement of impact directs investment towards activities that ensure net-positive gains are achieved. Social implications Ever growing social inequities, health disparities, loss of biodiversity and environmental degradation occur when practices are left unchecked. A focus on impact avoids greenwashing practices, ensuring that an understanding of what has changed because of the work is transparently reported. Originality/value This paper aims to encourage marketing researchers to engage in social change projects, rather than solely disseminating academic findings. Emphasising the importance of an outside-in approach, this paper highlights the necessity of showcasing accumulated outcomes to demonstrate impact.

While a rich body of research has examined the psychological costs and benefits of queuing, this research focuses on the customer currently using a retail service and examines how this customer is affected by lines forming at his or her back. Drawing on Social Impact Theory, we postulate that customers feel pressured by people waiting behind them and that this feeling of social pressure leads to more negative affective experiences, poorer participation in co-creation settings, and lower perceptions of service quality. Five field and controlled experimental studies tested these predictions and also explored how retailers can reduce the adverse impact of queues. Studies 1A and 1B show that the customer’s experience deteriorates as queue length increases and that perceptions of social pressure mediate this effect. Studies 2A and 2B show that this effect is moderated by customers’ own waiting time such that customers are more affected by queues forming at their backs when their own waiting time decreases. Finally, study 3 identifies two strategies to attenuate the negative effects of waiting lines, namely explicitly reassuring the focal customer that she need not feel pressured to be efficient and removing the waiting customers from the line of vision of the focal customer.

PurposeThis paper examines how human resources (HR) professionals in the UK have supported employee wellbeing during the coronavirus disease (COVID) pandemic. It considers the extent to which HR professionals were prepared for the crisis and their readiness in supporting the wellbeing of their people.Design/methodology/approachSemi-structured interviews were conducted with 15 senior HR professionals working across the public and private sectors in the UK. Using an in-depth interview structure, the research explored how respondents both reacted to and managed the crisis in their respective organisations. Template analysis was used to analyse the data allowing a certain degree of fluidity in the establishment of ordered relationships between the themes.FindingsThis study finds that business continuity plans turned out to be useless during the pandemic because they focussed on data, not people. It highlights the tension between home-working and burn-out as online presenteeism increased due to staff changing their behaviour in response to self-surveillance. The paper emphasises the importance of soft skills and authentic leadership and the tensions in respect of equity.Research limitations/implicationsThe study was conducted with HR professionals in the UK, not internationally. Although the sample did include HR professionals from across the public, private and third sectors, the experience may not be representative of all those working in HR.Originality/valueThis research found that those organisations that had engaged in business continuity planning prior to the pandemic focussed on the retrieval and accessibility of data rather than people. This prioritises staff as a resource rather than emphasising people as an organisation's most valuable asset. Furthermore, the study found that staff worked harder and for longer periods of time as a consequence of self-imposed surveillance. Organisational responses were contradictory as despite implementing well-being strategies to promote physical and mental health, there was little evidence of an effective response to this online presenteeism.

We use longitudinal data from the Fragile Families and Child Well-being Study to investigate the impacts of the Great Recession on the health of mothers. We focus on a wide range of physical and mental health outcomes, as well as health behaviour. We find that increases in the unemployment rate decrease self-reported health status and increase smoking and drug use. We also find evidence of heterogeneous impacts. Disadvantaged mothers – African American, Hispanic, less educated and unmarried – experience greater deterioration in their health than advantaged mothers – those who are white, married and college educated.

In 2020, following years of political debate, the Norwegian parliament passed legislation that eased restrictions on assisted reproductive technologies, including egg donation. This article examines the implications of this legislative shift in a country that had previously been characterised by highly restrictive policies on assisted reproductive technologies. The transition from a restrictive to a more permissive regulatory framework offers a unique opportunity to explore both continuity and change in cultural norms surrounding reproduction, gender, family and kinship. To investigate these dynamics, we conducted interviews with 20 women of reproductive age who were potentially eligible to donate eggs. Our aim was to explore the cultural values shaping their reflections on egg donation. Whilst political and media discourse has largely emphasised the benefits for recipients of donated eggs, feminist scholarship has drawn attention to the experiences and motivations of donors. This study contributes to the field by focusing on women who have no direct experience with egg donation and no particular expertise or personal investment in the topic. By doing so, we shed light on how broader cultural values inform individual‐level negotiations and meaning‐making around reproductive technologies. Situated within the context of a Nordic welfare state—where ideals such as social equality, gender equality and universal access to welfare services are deeply embedded—we find that the women’s attitudes towards egg donation reflect core Norwegian cultural values. At the same time, these attitudes reveal underlying tensions between competing values, suggesting potential for normative change. The decision to donate eggs emerges as a complex and ambivalent one, particularly in relation to the biological and social implications of having a genetic connection to a child born through donation.

PurposeAlthough scaling is considered a “hot topic”, very little is known about how knowledge management (KM) assists in scaling social impact. To fill this gap, the authors draw on knowledge-based and social capital theories and investigate how various KM practices and external networks (e.g. bridging social capital) affect scaling social impact in developing countries.Design/methodology/approachApplying structural equation modeling (SEM) with AMOS version 23, the authors conducted a survey with 354 women leaders who are working in women-led social enterprises in Dhaka, Bangladesh.FindingsThe authors found that knowledge codification, training and mentoring, and bridging social capital are positively and significantly associated with scaling social impact.Originality/valueThis is one of the pioneering study that explore how KM impacts scaling social impact for women-led social enterprises in the context of a developing country. The authors also extend knowledge-based theory by applying it at the individual level. Finally, the authors enhance the understanding of women entrepreneurship by showing that women entrepreneurs in developing countries are also utilizing bridging social capital to overcome challenges associated with scaling social impact.