Refine Search

New Search

Results: 4

(searched for: doi:10.1177/0899764014565468)
Save to Scifeed
Page of 1
Articles per Page
by
Show export options
  Select all
Semen Son-Turan
International Journal of Sustainability in Higher Education, Volume 22, pp 100-119; https://doi.org/10.1108/ijshe-10-2019-0310

Abstract:
Purpose The purpose of this paper is to develop a higher education funding and employment system that obviates barriers to sustainable development and helps engrain the notion of sustainability into the institutional framework. Design/methodology/approach The “Higher Education Sustainability First System” (HESFS) is a conceptual model that builds upon ideas from previous literature. Its theoretical basis draws on a joint value creation framework from the stakeholder theory and business model perspectives. Findings A holistic three-pillar approach that offers multiple value propositions is needed to engage the stakeholders to collaborate for the coherent functioning of the HESFS. This will enable the establishment of a viable innovative financial model and the institution of a sustainability-focused student employment program that are facilitated by a robust sustainable infrastructure. Several sustainable development goals may be furthered in the process. Research limitations/implications The applicability of a part or entire HESFS depends on the characteristics of the higher education institution and the level of its maturity in a sustainable development process. Although its different constituents have been empirically validated in literature, the HESFS model could be applied in a case study to determine its potential feasibility. Practical implications The HESFS may inspire policymakers, businesses and higher education institutions to forge alliances to devise innovative resources of funding and engage in employment partnerships that can lead to progress in sustainable development. It may particularly be useful for institutions in developing and less developed countries, where inequality and high youth unemployment rates prevail. Originality/value By focusing on an under-researched topic through a multitheoretical perspective, this study contributes to theories pertaining to stakeholder engagement and business models.
, Therese A. Sprinkle, Michael J. Urick, Kelly A. Delaney‐Klinger
Published: 24 May 2019
Nonprofit Management and Leadership, Volume 30, pp 133-153; https://doi.org/10.1002/nml.21370

The publisher has not yet granted permission to display this abstract.
The American Review of Public Administration, Volume 48, pp 644-658; https://doi.org/10.1177/0275074017701223

Abstract:
Workplace giving campaigns, like the Combined Federal Campaign, have increased in participation and prominence in recent years. Organizations across all sectors of society frequently encourage employees to voluntarily donate either directly or through payroll deduction. In the nascent research on workplace giving, there has been relatively little focus on how employee attributes, especially motivational and organizational commitment traits, might be related to voluntary participation in workplace giving campaigns. In our article, we explore the role of these factors in an employee’s decision to participate in workplace giving campaigns. Using data from a large, public university, we examine two distinct aspects of participation: (a) the decision to participate in a workplace giving campaign and (b) how much those who participated chose to give. Our analyses demonstrate that these decisions reflect two motivational processes that must be considered in examining the determinants of individual workplace giving behavior. Answering these questions will help deepen our understanding of employee workplace giving in its increasing prominence as a tool of social partnership.
Page of 1
Articles per Page
by
Show export options
  Select all
Back to Top Top