1,721,058 research outputs found
‘Putting a foot in the door’: volunteer hiring and organizational form
No full textVolunteering often acts as a stepping stone into a paid position. This paper provides an explanation for the fact that non-profit employers are uniquely able to attract volunteers with social concerns and career aspirations and for the related observation that non-profits figure prominently in mission-related activities. The theory is predicated on that—by committing to not distributing profits—non-profit incorporation relaxes the incentive constraint that employers face when implicitly contracting with volunteers. The not-for-profit commitment is shown to be effective only in activities where producers, who can choose to be for-profit or non-profit, care about the level of the service being provided
Volunteer hiring, organizational form and the provision of mission-oriented goods
No full textMission-oriented organizations, such as nonprofit organizations and NGOs, rely critically on volunteer recruitment to achieve their organizational goals. Besides serving as an outlet of altruistic motives, volunteering often acts as a stepping-stone for a paid position in the nonprofit sector. This paper provides an explanation for the fact that nonprofit employers are uniquely able to attract such volunteers with social concerns and career aspirations and for the related observation that nonprofits figure prominently in mission-related activities. Our theory is predicated on that - by committing to not distributing profits - nonprofit incorporation relaxes the incentive constraint that employers face when implicitly contracting with volunteers, without relying on ex ante differences in workers' preferences over the employer's identity or inherent asymmetries between nonprofit and for-profit providers. The not-for-profit commitment is shown to be effective only in activities where producers, who can choose to be for-profit or nonprofit, care about the level or quality of the service being provided. Thus, in the equilibrium of the model developed here nonprofit entry in sectors where missions play a defining role and the hiring of volunteers arise endogenously due to economic forces. This equilibrium outcome has some desirable welfare properties
Quality, reputation and the choice of organizational form
Full text linkThis paper revisits the hypothesis that nonprofit organizations emerge in markets that are characterized by contractual incompleteness because they ensure consumers against opportunistic behavior. We extend the Glaeser and Shleifer [Glaeser, E., Shleifer, A., 2001. Not-for-profit entrepreneurs. Journal of Public Economics 81, 99-115] framework, which studies an entrepreneur's optimal choice of organizational form and service quality when quality is non-contractible into a repeated interaction setting. The main result is that when reputations can be sustained, then for-profit status is the preferred organizational form and high quality services are ensured. This finding suggests that existing explanations of nonprofit organizations that focus entirely on contractual imperfections in the producer/consumer relationship may be inadequat
Corporate philanthropy and productivity: evidence from an online real effort experiment
Full text linkContributing to a social cause can be an important driver for workers in the public and nonprofit sectors as well as in firms that engage in corporate philanthropy or other corporate social responsibility policies. This paper compares the effectiveness of a social incentive that takes the form of a donation received by a charity of the subject’s choice to a financial incentive. We find that social incentives lead to a 13% rise in productivity, regardless of their form (lump sum or related to performance) or strength. The response is strong for subjects with low initial productivity (30%), whereas high-productivity subjects do not respond. When subjects can choose the mix of incentives, half sacrifice some of their private compensation to increase social compensation, with women more likely to do so than men. Furthermore, offering subjects some discretion in choosing their own payment schemes leads to a substantial improvement in performance. Comparing social incentives to equally costly increases in private compensation for low-productivity subjects reveals that the former are less effective in increasing productivity, but the difference is small and not statistically significan
Competitive preferences and ethnicity: experimental evidence from Bangladesh
No full textWe investigate whether aversion to competing against members of the ethnically dominant group could be a contributing factor to the persistent disadvantageous socioeconomic position of ethnic minorities. We conducted a lab-in-the-field experiment in rural Bangladesh, randomly assigning participants into groups with different ethnic composition. We find that the ethnic minority group (Santal) are less likely to compete in groups where they are a numerical minority than when all competitors are co-ethnic, whereas the reverse is true for the ethnic majority group (Bengali). Further analysis suggests that differences in social power and status underpin these differences in preferences for interethnic competition
An experimental investigation of intrinsic motivations for giving
Full text linkThis paper presents results from a modified dictator experiment aimed at distinguishing and quantifying the two intrinsic motivations for giving: warm glow and pure altruism. In particular, we implemented a within-subject experimental design with three treatments: (i) one, where the recipient is the experimenters, which measures altruistic feelings towards the experimenters (T1), (ii) the Crumpler and Grossman (2008) design in which the recipient is a charity, and the dictator's donation crowds out one-for-one a donation by the experimenters, which aims at measuring warm glow giving (T2), (iii) a third one, with a charity recipient and no crowding out, which elicits both types of altruism (T3). We use T1 to assess to what extent altruistic feelings towards the experimenters are a potential confound for measuring warm glow in T2. We find giving in T1 not to be significantly different from T2, suggesting that the Crumpler and Grossman test is an upper bound estimate of warm glow giving. We provide a lower bound estimate based on the behavior of subjects whose estimate of warm glow giving in T2 is not confounded, that is, those who do not display altruistic feelings towards the experimenters in T1. We use these two estimates to decompose giving in T3 into warm glow and pure altruism and find them to be almost equally important. We also propose a new method of detecting warm glow motivation based on the idea that in a random-lottery incentive (RLI) scheme, such as the one employed here, warm glow benefits accumulate and may lead to satiation, whereas purely altruistic motivation does not
Concern for relative standing and deception
Full text linkWe report results from a sender-receiver cheap talk game, which explores whether an individual's decision to deceive is influenced by a concern for relative standing in a reference group. We show theoretically that positively biased senders, who think they are higher in the deception distribution than they actually are, will correct their beliefs and increase their cheating, when presented with information on the actual deception distribution. Hence, a predominantly positively biased group of senders will increase its average deception. Moreover, within a group, being more positively biased implies cheating less. The experimental data confirm both of these hypothese
Pro-social motivation and the delivery of social services
No full textThis article provides an overview highlighting some major themes of the recent literature on the role of pro-social motivation in the provision of social services. We focus on the insights obtained from two alternative ways of modelling pro-social motivation; action-oriented and output-oriented altruism. This literature has implications regarding the design of optimal incentives, the selection of motivated agents and its interaction with monetary rewards, and the optimal organizational form required to exploit such motivations. We also discuss the implications for government provision of social services from the perspective of a parallel literature that emphasizes the non-contractible nature of output, and contrast it with the implications derived from work emphasizing the role of pro-social motivation
Do social incentives matter? Evidence from an online real effort experiment
No full textMoney matters, but is that all? This column presents evidence that social incentives can boost productivity in sectors that rely on pro-social behaviour such as health, education, and social care. It argues that this may help explain the growing popularity of Corporate Social Responsibility programmes within firm
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