Examining the Financial Condition of Sport Governing Bodies: The Effects of Revenue Diversification and Organizational Success Factors

Sport governing bodies play a critical role in the sport system. The purpose of this study is to analyze their financial condition, a topic that has been largely neglected in previous research. Based on financial portfolio theory, it was suggested that the level of revenue diversification has a positive effect on their financial condition (measured through total revenues, break even, profit, and investments). Also, the influence of sport-related and financial success factors was examined using data from a nationwide online survey of sport governing bodies in Germany (n = 1,080). The results provided evidence of a relatively high level of revenue diversification compared with other industries. Revenue diversification, hosting major sporting events, and cost optimization had a positive effect on the financial condition, while increasing memberships in clubs and organizing competitions had a negative influence. The findings have implications for the management of sport governing bodies.     

Great Expectations: Voluntary Sports Clubs and Their Role in Delivering National Policy for English Sport

Voluntary sports clubs (VSCs) account for about a quarter of all volunteering in England. The volunteers work in a mutual aid, self-production, self-consumption system whose main purpose is identifying and nurturing high-level performers. But the new HMG/Sport England strategies leading to London 2012 expects volunteers to make a major contribution to sustaining and extending participation. The study utilized six focus group sessions with a total of 36 officials and members of 36 clubs across the six counties of Eastern England to assess whether and to what extent government policy objectives can be delivered through the voluntary sector. The study focused on the perceptions and attitudes of club members about being expected to serve public policy and the current pressures they and their clubs face. The results lead the authors to question the appropriateness, sensitivity, and feasibility of current sport policy, particularly the emphasis on VSCs as policy implementers.     

Die Legitimität von Finanzregimen

In this article we propose a financial regime typology that adds the role of cultural legitimacy to financial market regulation. Bridging Comparative Political Economy and Economic Sociology we refer to a German Weberian tradition of institutionalist research that has stressed the intermediate position of institutions between social values and concrete market action. Financial regimes do not only define formal rules and organizational patterns, they also install symbolic boundaries between legitimate and illegitimate finance, providing cultural acceptance to these morally and historically “problematic” markets. The article then explores four fields of institutional regulation of stock exchanges in Germany and UK since the 19th century: (1) the creation of an official arena, (2) rules of market access, (3) the legitimate trading goods and (4) rules for penalizing misconduct. We show that German financial regulation was integrative and wanted to protect the real economy by corporatively embedding finance and restrain harmful transactions. In contrast, British financial regulation was segmental and tried to protect the real economy by installing a socially exclusive club of traders governed by professional expertise and hierarchy. This new typification of financial regimes will help to understand the resilience of national financial regulatory patterns across crises and the obstacles to a transnational harmonization of rules. Political reform-making is tied to institutional principles of the past.     

Stakeholder Communication in 140 Characters or Less: A Study of Community Sport Foundations

Community sport foundations (CSFs), like other non-profit organizations, are increasingly employing social media such as Twitter to communicate their mission and activities to their diverse stakeholder groups. However, the way these CSFs utilize social media for communicating such practices remains unclear. Through a mixed-method approach of content analysis of tweets from 22 CSFs established by English professional football clubs and interviews with key individuals within these CSFs (n = 7), this study examines the extent to which CSFs’ core activities are being communicated through Twitter and identifies the strategies employed for doing so. Reflecting the target audiences CSFs are seeking to reach through Twitter and the challenges associated with communication about projects involving marginalized groups, tweets largely concern programs related to sports participation and education. The most frequently employed communication strategy is to inform, rather than interact or engage with stakeholders. However, CSFs with higher organizational capacity attempt to go beyond mere informing towards engaging with stakeholder groups that relate to their social agenda, highlighting the importance of trained and dedicated social media personnel in optimizing CSFs’ use of Twitter for communication.     

Does Revenue Diversification Predict Financial Vulnerability Among Non-governmental Organizations in sub-Saharan Africa?

Non-governmental organizations (NGOs) in sub-Saharan Africa (SSA) experience financial challenges that hinder efforts to promote social change and development. Revenue diversification is one adaptive response to these challenges, yet there is a lack of evidence concerning the relationship between revenue diversification and financial vulnerability among NGOs in SSA. Using data from an online survey of NGOs (N = 170), we hypothesized that a greater number of revenue sources is associated with lower probability of financial vulnerability, while a greater level of dependence on international funding is associated with higher probability of financial vulnerability. Results from probit regression models controlling for organizational characteristics indicated partial support for hypotheses. Having four or more types of revenue was associated with 87% lower probability of financial vulnerability compared to having one type of revenue (p < 0.001). Also, NGOs with up to half of their budgets covered by international sources had 17% lower probability of financial vulnerability compared to NGOs with no international funding (p < 0.05). Implications for future research to further explore these relationships are discussed.     

Reporting Volunteer Labour at the Organizational Level: A Study of Canadian Nonprofits

Volunteer contributions in the production of services are an important resource internationally. However, few countries include volunteer contributions in their national accounts, even though many encourage their populations to engage in volunteering. At the organizational level, many nonprofit organizations using volunteers often limit their input to a footnote in annual reports acknowledging their contribution; few estimate their value in financial terms. As a result, their financial accounts lack information upon which to base decisions affecting the organizations and the communities they serve. Additional information is required to assess the impact of volunteers in individual nonprofits as well as the sector as a whole. This study focuses on Canada, one of the few countries that include volunteers in the national accounts, to examine to what extent nonprofit organizations estimate a financial value for these contributions and include this in their financial statements. This paper reports the results of an online survey of 661 nonprofits from across Canada. In order to understand why some organizations keep records for volunteer contributions and quantify them, two sets of explanatory factors are explored: organizational characteristics and the attitude of the executive director. We find larger organizations were more likely to engage in record keeping and estimating volunteer value, as were organizations with a relatively large group of volunteers and volunteer programs. The attitude of the executive director is important in determining which organizations engage in these practices.     

Relationship between organizational socialization and attitudes and behaviours in volunteers: the importance of organizational justice / Relación entre la socialización organizacional y las actitudes y conductas en el voluntariado: la importancia de la justicia organizacional

This study explores the influences of organizational socialization on the intention to stay and innovative behaviours using a two-time design with a sample (N = 308) of volunteers who provide advice and guidance. Furthermore, it analyses the mediating role of perceptions of organizational justice on the relationships between socialization and results. Our findings support the proposed hypotheses; that is, they showed that the higher the organizational socialization, the higher the intention to stay and the more innovative behaviour shown by the volunteers, and that both effects are mediated by the perceived organizational justice. The practical implications are discussed.     

Integrated Organizational Identity: A Definition of Hybrid Organizations and a Research Agenda

In contemporary societies an increasing number of social needs have to be financed by market activities. In this regard, scholars started to discuss whether ‘Social Innovation’, ‘Social Entrepreneurship’, ‘CSR’, ‘Social Enterprise’, ‘Enterprising Nonprofits’, and ‘Social Business’ are able to provide solutions for financially sustainable social services. Just how these so-called Hybrid Organizations balance the tension between social and economic issues still requires conceptualization. This paper introduces the following definition based on the literature on organizational identity, civil society, and marketized nonprofits: Hybrids are characterized by an organizational identity that systematically integrates civil society and markets, exchange communal solidarity for financial and non-financial resources, calculate the market value of communal solidarity, and trade this solidarity for financial and nonfinancial resources. In other words they “Create Functional Solidarity”. Criteria to empirically observe Hybrid Organizations are also introduced and compared to similar concepts. The paper concludes with an outline of a research agenda.     

Organizational Communication-Strategies at International Level

Human resources management represents the management of a company’s workforce. Human resources is not just a simple resource, it is also an important investment for companies. At the international level, communication in the management of human resources is more important because attraction, selection and training is not just for the regional level and needs to be adapted to international standards. We are trying to investigate in the first part of our research the character of organizational communication, based on human resources and to explain the strategies that can be used in organizational communication nowadays. In the second part of our research we analyze the content of successful organizational communication at the international level.     

Organizational Political Economy and Environmental Pollution

Environmental scholars have made important progress explaining the social forces associated with pollution. Although important exceptions exist, insufficient attention has been given to organizations, which is where most environmental pollution is produced. Even less attentions has been given to parent companies, which have ultimate decision‐making authority over their polluting facilities. To file this gap in the literature, this paper develops an organizational political economy perspective to advance our understanding of how organizational and political‐legal arrangements affect parent companies' capacity to externalize their pollution costs to society. Organizational political economy maintains that corporations' organizational complexity, financial characteristics, management operating systems, political embeddedness in subnational states, and the degree of compliance with national and subnational environmental policies affect their capacity to externalize pollution costs. This perspective also shows how the exercise of organizational power to externalize pollution costs subsidizes the managerial and investor classes by the middle and working classes, whose taxes pay for a large share of environmental clean‐up costs, thereby contributing to economic inequality that goes beyond standard inequality measurements.     

Linking Autonomy-Supportive Leadership to Volunteer Satisfaction: A Self-Determination Theory Perspective

This study examines the development of volunteer satisfaction within the framework of self-determination theory (SDT). Therewith, autonomy-supportive leadership—as an influential part of the organizational context—is studied as an antecedent of volunteer satisfaction. The hypothesized model suggests that the link between autonomy-supportive leadership and volunteer satisfaction is serially mediated by general need satisfaction and autonomous motivation. Volunteers (N = 113) working closely together with their supervisors completed a paper-based questionnaire. As predicted, both general need satisfaction and autonomous motivation serially mediated the link between autonomy-supportive leadership and volunteer satisfaction. The results indicate that autonomy-supportive leadership is an important factor of the organizational context, increasing both volunteers’ autonomous motivation and satisfaction. Practical implications for volunteering organizations, as well as implications for further research, are discussed.     

Nonprofit Lobbying Strategy: Challenging or Championing the Conventional Wisdom?

Research on nonprofit lobbying conceives of strategy in various ways. This article presents a more comprehensive view encompassing four components: lobbying motivation (lobbying for organizational or self-interest as well as for societal benefit), concentration (lobbying in a narrow versus wide range of policy domains), type (lobbying policymakers directly or indirectly), and target (lobbying different levels of government). Based on the analysis of the population of nonprofit organizations that registered to lobby in the State of North Carolina in 2010 (N = 402), findings demonstrate the complexity and distinctiveness of nonprofit lobbying strategies: Most nonprofits register to lobby for organizational and societal benefit, in multiple policy domains, directly and indirectly, and at several levels of government. The article discusses the findings and their implications and suggests a research agenda on nonprofit lobbying strategy that would incorporate the roots of these strategic choices.     

The Ecology of Diversity in Organizational Settings: Lessons from a Case Study

This paper advances a social ecological perspective on the resources necessary to support workplace diversity. It is based on observations from an ongoing organizational case study which used a collaborative inquiry process. We worked with insiders to establish a project steering team, conducted 36 confidential interviews, and met with work units to assess diversity-related concerns. The complex case portrait that emerged illuminates four lessons about the ecology of workplace diversity: (1) the influential role of organizational history and tradition in shaping current diversity dynamics, (2) the importance of understanding how participants' experiences of events may differ, (3) the power of informal organizational processes, and (4) the connections between individual, organizational, and broader cultural values. We discuss these lessons in the context of a three-part definition of support for effective diversity which includes representational, interactional, and cultural components. The goal is to further our understanding of the factors that support or hinder workforce diversity so we may more effectively create settings that are supportive of diversity.     

Volunteer Engagement: Exploring the Distinction Between Job and Organizational Engagement

Retaining engaged volunteers is crucial to many non-profit organizations. However, research on volunteer engagement is limited, and the distinction between job and organizational engagement in volunteers remains to be investigated. In this paper, we examine both organizational- and job-level engagement, and specifically, whether perceived organizational support would enhance volunteer engagement and associated attitudes. We surveyed 221 volunteers, and asked them about their perceptions of organizational support; their engagement with their volunteer job and the organization they volunteer for; satisfaction; commitment; and turnover intentions. Both organizational and job engagements had significant relationships with the attitudinal variables. However, we found that organizational rather than job engagement mediated the relationship between organizational support and volunteer satisfaction and commitment. While organizational engagement correlated with turnover intentions, neither job nor organizational engagement mediated the relationship between support and the intent to leave. Our findings advance the research on volunteer engagement, and highlight the importance of organizational engagement for this important, but too often overlooked, workforce.     

Organizational Restructuring and the Achievement of an Equal Opportunity Culture

The Opportunity 2000 Campaign has recognized that equal opportunity policy change has to be accompanied by a process of culture change in organizations. However, sustaining commitment to an equal opportunity culture may be a difficult task in times of rapid and varied organizational change. In particular, the volume and scope of ‘restructuring’ that follow mergers, acquisitions, divestment, the introduction of internal markets, and other changes in business strategy often lead to ‘downsizing’, ‘delayering’, and outsourcing of business functions. This can have very variable outcomes for the careers of women managers. For them the experience of organizational restructuring is akin to participation in a lottery in which they are occasionally winners, but usually losers. This is the main finding from in-depth case studies of three large organizations in the public sector, pharmaceuticals, and financial services, which have all experienced some form of ‘restructuring’ over the last five years. The main conclusion of this research is that unless restructuring involves an expansion of managerial positions it is likely to disadvantage women managers. The reasons for this are that it leads to job losses in functions where women are concentrated; highlights the disadvantages of poor line manager support; reinforces exclusion from the valuable informal organizational networks that provide access to career development opportunities; and renders formal equal opportunity policy monitoring ineffective. These findings have considerable implications for organizational and national policy initiatives to achieve an equal opportunity business culture.     

The Incident: Not Just Another Organizational Disruption

Issue and crisis: These concepts are well-understood, even though various definitions exist. A third concept, incident, is less defined. This article reports a content analysis of articles from two public relations journals (n = 67) and three prominent public relations industry publications (n = 56) to understand how incident is contextualized and applied. Findings reveal a statistically significant difference in how academic and industry publications contextualize the concept and expose a need for a formal conceptualization. Building on the results of the analysis, this article, then, argues that incident is (a) defined as a theoretical concept and pragmatic communication-management matter, (b) implemented within a continuum of organizational disruption, (c) presented as a necessary concept for greater precision for the reporting and analyzing of disruptive events, and (d) needs to be included in future scholarly research about and models of disruptive events.     

Organizational perspective to gender mainstreaming in the Finnish state administration

Gender mainstreaming has been celebrated as a new policy strategy for change in gender relations. However, its transformative potential seems to be lost in the process of implementation. The aim of this article is to evaluate the policy effectiveness of gender mainstreaming and its ability to bring about change in gendered social structures and practices. Previous research has focused on gender mainstreaming as a policy strategy. This article provides a new perspective on the problems of implementation by approaching gender mainstreaming from an organizational perspective. Gender mainstreaming takes place in certain organizational contexts, implemented by local actors. This article reveals the practices of implementation in the Finnish state administration, specifically in the Ministry of Defence. The analysis is based on a discursive reading of thirteen group and individual interviews collected in the Ministry of Defence in 2012. The article pinpoints two interlinking problems concerning implementation of gender mainstreaming on the organizational level. First, the state officials, who should implement gender mainstreaming, do not have enough information to do so successfully. Second, there is resistance toward gender mainstreaming on the organizational level. This article suggests that negotiations about gender, gender equality and gender mainstreaming as complex issues concerned with social power relations should be included in the process of implementing gender mainstreaming.     

The trickle‐down effect of ethical leadership in nonprofit soccer clubs

Nonprofit soccer clubs are currently facing many ethical challenges, such as abuse, doping and match fixing. While research suggests that organizational (board) ethical leadership may be effective to tackle these ethical issues, empirical support in the context of sport remains limited. Drawing on the perceptions of a sample of nonprofit soccer players (n = 438) and coaches (n = 106), we indicate that the coaches play an important mediating role regarding the associations between board ethical leadership and ethical climate. The theoretical underpinnings of ethical leadership—formed by social learning theory and social exchange theory—and the social distance between the board and the players in nonprofit soccer clubs provide support in this regard. In sum, our results demonstrate that the influence of board ethical leadership in nonprofit soccer clubs partly trickles down to the players via coach ethical leadership. Finally, practical implications for nonprofit soccer club management are discussed.     

Exploring the Relationship Between Stimulant Use and Gambling in College Students

Both gambling and stimulant use are common and can lead to problems on college campuses with consequences that impact the financial, emotional, academic and physical well-being of students. Yet few studies have been conducted to understand the co-occurrence of these conditions and the increased risk factors if any that may exist for gambling and related problems. The present study is among the first to document the co-occurrence of these behaviors in both a random sample of students (N = 4640), and then to explore to what extent stimulant use impacts subsequent gambling and related problems 12 months later in an at-risk sample (N = 199). Results revealed a three-fold higher rate of recent problem gambling for those who used stimulants versus those who had not (11 vs. 4 %). For those already gambling, stimulant use predicted an increased frequency in gambling 12 months later. Implications for prevention and screening are discussed.     

What Encourages Nonprofits' Adoption of Good Governance Policies?

This study examines how nonprofits' external environments and organizational characteristics explain their likelihood of having written policies for good governance. Findings from the 2010 data of the National Center for Charitable Statistics show that state requirements for registration and annual reporting are not related to a nonprofit's likelihood of adopting such written policies. The results instead indicate that organizations that engage in lobbying activities and operate in metropolitan areas are more likely to have good governance standards. Most of all, the analysis shows that organizational resources, both financial and human, explain differences in the adoption of these policies. These findings suggest that the nonprofit community should collectively invest in building the infrastructure that helps smaller organizations develop good governance policies and, hence, stay competitive.