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"Voluntary work"
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The State of Voluntary Work by Jordanian Youths in Jordanian Families: A Field Study on Volunteers in Voluntary Work Centers
The aim of the study was to identify the familial factors that reinforce volunteering culture and support the participation of Jordanian youth in voluntary work. It also aimed to discover the obstacles posed by families affecting youth’s participation in voluntary work that can be attributed to the following variables: gender, age, place of residence, occupation, income level, the educational level of the father, and the educational level of the mother. This study followed a qualitative approach. A descriptive approach was utilized to collect the data. Three hundred and five participants were recruited using the snowball technique. The overall results showed that the role of families in enhancing volunteering culture is major and positive. They revealed that families believe that volunteering helps develop abilities and skills in youths and that families are proud when children participate in voluntary work. Families also believe that volunteering increases their children’s sense of responsibility. As for the obstacles posed by families on voluntary work, the results show that families prefer their children to engage in work that earns money. They also worry that volunteering may affect the youths’ education. Moreover, bad financial circumstances limit families’ encouragement of their children’s participation in voluntary work. Another hindering factor is the absence of former volunteers in the family.
Journal Article
The rise of global work
Globalisation represents a set of transformations in the contemporary world that are having profound impacts on the nature of labour markets and work. However, most social scientific analysis in this area has focused on changes to labour markets as emerging consequences of the developing global economy. This paper argues that an analysis of what is happening to work itself as a consequence of globalisation has been neglected. It further contends that the nature of work as a practice in the contemporary world can be better understood through a new conceptual framework, centred on the concept of 'global work'. It goes on to lay out a theoretical framework for conceptualising the emergence of 'global work', based around an analysis of the increasingly distanciated social relations that constitute what work 'is' in today's world. In this respect it contends that working practices, the experience of work, the nature of workplaces and the power relations in which people's working lives are entangled require a theoretical understanding of global-scale interrelationships if they are to be properly understood. This 'global work thesis' is grounded in research into two contrasting forms of work in the contemporary world: transnational legal services in developed post-industrial economies and overseas voluntary work in developing countries.
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Difference in degrees: CEO characteristics and firm environmental disclosure
We contribute to the literature on firms' responses to institutional pressures and environmental information disclosure. We hypothesize that CEO characteristics such as education and tenure will influence firms' likelihood to voluntarily disclose environmental information. We test our hypotheses by examining firms' responses to the Carbon Disclosure Project (CDP) and find that firms led by newly appointed CEOs and CEOs with MBA degrees are more likely to respond to the CDP, while those led by lawyers are less likely to respond. Our results have implications for research on strategic responses to institutional pressures and corporate environmental performance.
Journal Article
Leader Narcissism Predicts Malicious Envy and Supervisor-Targeted Counterproductive Work Behavior: Evidence from Field and Experimental Research
Building on the emotion-centered model of voluntary work behavior, this research tests the relations between leader narcissism, followers' malicious and benign envy, and supervisor-targeted counterproductive work behavior (CWB). Results across five studies (i.e., one pilot study (N = 50), two experimental studies (N = 74 and 50), and two field surveys (N = 365 and 100) indicate that leader narcissism relates positively to followers' negative emotions (i.e., malicious envy), which in turn mediates the positive relation between leader narcissism and supervisor-targeted CWB. Proposed negative relations between leader narcissism and positive emotions (i.e., benign envy) were only partly supported. Our findings advance the understanding of envy and the detrimental impact of leader narcissism on organizational functioning.
Journal Article
Voluntary Disclosure and Information Asymmetry: Evidence from the 2005 Securities Offering Reform
In 2005, the Securities and Exchange Commission enacted the Securities Offering Reform (Reform), which relaxes \"gun-jumping\" restrictions, thereby allowing firms to more freely disclose information before equity offerings. We examine the effect of the Reform on voluntary disclosure behavior before equity offerings and the associated economic consequences. We find that firms provide significantly more preoffering disclosures after the Reform. Further, we find that these preoffering disclosures are associated with a decrease in information asymmetry and a reduction in the cost of raising equity capital. Our findings not only inform the debate on the market effect of the Reform, but also speak to the literature on the relation between voluntary disclosure and information asymmetry by examining the effect of quasi-exogenous changes in voluntary disclosure on information asymmetry, and thus a firm's cost of capital.
Journal Article
Operational definitions of successful aging: a systematic review
Half a century after the inception of the term “successful aging (SA),” a consensus definition has not emerged. The current study aims to provide a comprehensive snapshot of operational definitions of SA.
A systematic review across MedLine, PsycInfo, CINAHL, EMBASE, and ISI Web of Knowledge of quantitative operational definitions of SA was conducted.
Of the 105 operational definitions, across 84 included studies using unique models, 92.4% (97) included physiological constructs (e.g. physical functioning), 49.5% (52) engagement constructs (e.g. involvement in voluntary work), 48.6% (51) well-being constructs (e.g. life satisfaction), 25.7% (27) personal resources (e.g. resilience), and 5.7% (6) extrinsic factors (e.g. finances). Thirty-four definitions consisted of a single construct, 28 of two constructs, 27 of three constructs, 13 of four constructs, and two of five constructs. The operational definitions utilized in the included studies identify between <1% and >90% of study participants as successfully aging.
The heterogeneity of these results strongly suggests the multidimensionality of SA and the difficulty in categorizing usual versus successful aging. Although the majority of operationalizations reveal a biomedical focus, studies increasingly use psychosocial and lay components. Lack of consistency in the definition of SA is a fundamental weakness of SA research.
Journal Article
Hidden Voluntary Social Work: A Nationally Representative Survey of Muslim Congregations in Sweden
This study is based on a nationwide survey of local Muslim congregations (n = 105) and focuses on the patterns and function of voluntary social work carried out by the congregations. Muslim congregations in Sweden are not only religious meeting places, but also social meeting places and centres for the organisation of a broad range of social welfare services: outreach activities, support to newly arrived immigrants and activities for children and young people. The work is carried out on a voluntary basis at the intersection between the congregation and the community. Muslim voluntary social work appears to be most intensive in smaller municipalities with a large amount of unemployment. The dominant discourse on Islam in Europe has claimed that Muslim social work is part of an attempt to create self-sufficient enclaves that impede the integration of Muslim immigrants into the wider society. Claims of this type seem, however, to be largely unfounded. The Swedish Muslim congregations that carry out the most voluntary social work are those most interested in co-operation with other organisations and with authorities of different types and those that have the most positive experiences of the wider society.
Journal Article
Doing Good or Doing Well? Image Motivation and Monetary Incentives in Behaving Prosocially
This paper experimentally examines image motivation—the desire to be liked and well regarded by others—as a driver in prosocial behavior (doing good), and asks whether extrinsic monetary incentives (doing well) have a detrimental effect on prosocial behavior due to crowding out of image motivation. Using the unique property of image motivation—its dependency on visibility—we show that image is indeed an important part of the motivation to behave prosocially, and that extrinsic incentives crowd out image motivation. Therefore, monetary incentives are more likely to be counterproductive for public prosocial activities than for private ones. (JEL D64, L31, Z13)
Journal Article
Effect of Employees’ Perceived Green HRM on Their Workplace Green Behaviors in Oil and Mining Industries: Based on Cognitive-Affective System Theory
Drawing on cognitive-affective system theory, this study proposes that employees’ perceived green human resource management (HRM) influences their’ workplace green behaviors through two psychological processes: the cognitive and the affective route. By analysing 358 questionnaires collected from Chinese firms in the oil and mining industry, we obtain evidence in support of our predictions, finding that employees’ perceived green HRM positively impacts their voluntary workplace green behaviors and green creativity. Additionally, green psychological climate and harmonious environmental passion are found to partially mediate the relationship between employees’ perceived green HRM and voluntary workplace green behavior while harmonious environmental passion is found to fully mediate the relationship between employees’ perceived green HRM and green creativity. These findings shed light on the importance of green HRM in shaping employees’ proactive workplace green behaviors and uncover how green HRM transforms employees’ cognitive, affective, and motivational (CAM) factors into green actions.
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