The End of Meaningful Work in the Not-for-Profit Sector? A Case Study of Ethics in Employee Relations Under the New Business-Like Operation Regime

Abstract

Developed from meaningful work and business ethics, we investigate the motivational effect of meaningful work on paid staff (not volunteers) with a "shortage" of ethical employment practices situated in the Not-for-Profit sector. We tested the traditional notion of meaningful work by nature and by line manager support (under its business-like practices) to compensate for the "sacrifice" (low pay and job stress caused by poor employment terms) of front line staff working alongside professional managers paid the market rate. Using a mixed-method case study, we employed SEM modelling to analyse a staff survey of 125 valid responses and administrative records of staff resignation, alongside interviews. The results show that meaningful work by nature and by line manager support are positively and significantly associated with job satisfaction but neither has a significant effect on staff resignation action. There is no empirical evidence to support the compensating effect of meaningful work by nature; meaningful work by line manager support has a stronger effect only through reduced job stress, rather than compensating for the low pay, in preventing resignation. The qualitative analysis reveals that continued low pay and using precarious employment contracts have evoked the questioning of ethics of employment practices in this sector. We discuss the implications and suggest further areas of research.

Ki̇şi̇-Örgüt Uyumu Gönüllü İşi̇ Anlamli Kilar Mi? Gönüllüler Üzeri̇nde Bi̇r Araştirma

“…The personal values that the individual cares about determine his attitude, behavior and actions (Rokeach, 1973;Schwartz ve Bardi, 2001). Most NPOs try to attract volunteers through their own norms and values (Wang ve Seifert, 2021). Attraction-Selection-Attrition-ASA Theory (Schneider et al, 1995) provides an important explanation for this situation.…”

“…Bireylerin, kıymet verdikleri değerlerine ve inançlarına bağlı olarak işe dair yaptıkları öznel değerlendirmedir (Tims vd., 2016;Guo ve Hou, 2022;De Crom ve Rothmann, 2018). Bu öznel değerlendirme sonucunda kişinin, o işi yapmak için kendinde enerji hissetmesidir (Kahn, 1990;Wang ve Seifert, 2021). İnsanlar, yaptıkları işler aracılığıyla kendini faydalı ve değerli hissettiklerinde anlamlılığı deneyimlemektedir (Kahn, 1990;De Crom ve Rothmann, 2018).…”

“…Recently, it is seen that the subject of meaningfulness of work has started to gain importance and attract attention (Grama ve Todericiu, 2017).Because it is seen that the volunteers are mostly motivated by spiritual elements and the importance, purpose, and values of the work. This situation reveals that meaningful work requires a good person-organization fit (Wang and Seifert, 2021).In the workplace, it is expected that the meaningfulness, importance, and value attributed to the work will increase as a result of person-organization fit. Because person-organization fit is the basis of many positive organizational outcomes.…”

“…Bir STK'ya üye olup gönüllü faaliyetlere katılma isteği hem tutumları hem de davranışları önemli ölçüde etkileyen bireysel değerlere dayanmaktadır (Erdurmazli, 2019;Haski-Leventhal vd., 2018;Mutua ve Kiruhi, 2021). STK'ların çoğu benimsedikleri ilke, norm, değerler ve yaptıkları işin taşıdığı amaçlar yoluyla gönüllüleri cezbetmeye çalışmaktadır (Wang ve Seifert, 2021). Çekim-Seçim-Yıpranma (Attraction-Selection-Attrition-ASA) Teorisi (Schneider vd., 1995) bu durum için önemli bir açıklama getirmektedir (Van Vianen vd., 2008).…”

Psychological Contract Breach, Stress and Employee Engagement During and After COVID-19: The Role of Inclusive Leadership

“…Job stress refers to levels of pressure beyond the coping ability of workers (Wang & Seifert, 2021). It is "a psychological response to the demands of something being faced that exceeds individual abilities" (Surosoa et al, 2020).…”