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This chapter seeks to contribute to a better understanding of Non-Profit Organizations (NPOs) use of practices for the purpose of organizational sustainability by highlighting the need for conducive performance measures and standards attached to NPO funding sources.

A review of literature for the UK Non-profit organization sector and NPO performance measures. The review structures literature as it relates to the non-profit sector and their relation to societal impact of human social service (HSS) non-profit organizations, non-profit performance measures, and processes of knowledge sharing in application of organizational evaluation.

This chapter provides a review of gaps in the literature referring suitable performance measurement and assessments suitable for the unique culture and approaches to performance measures of non-profit organizations. Future research implications suggest research in order to comprehend processes and procedures of performance measures inclusive of knowledge sharing and the processes of how non-profit learn, share, and evaluate internal and external to the NPO sector.

The value of this chapter is relevant for the public, government, and corporations to support efficient and effective ways in appropriating funds and defining successful NPO’s for external funders to invest.

This paper aims to examine the use of benchmarking as a management technique in the Australian non‐profit sector. Benchmarking has great potential benefit for the non‐profit sector, particularly given the reliance of non‐profit enterprises on effectively utilizing human capital; thus it might be expected that they would be enthusiastic about techniques such as benchmarking that can assist them in improving their performance. The non‐profit sector is a large and important part of the economy in the developed world.

To determine the use of benchmarking in the Australian non‐profit sector, the following methods were used: a review of published industry surveys and case studies; interviews with 15 non‐profit sector experts; and a review of more than 50 works on non‐profit management.

Research showed that benchmarking has been little used by non‐profit organizations in Australia to date. This seems to mirror the experience of non‐profits in other countries.

The paper argues that the limited use of benchmarking in the non‐profit sector can be explained by: non‐profit management culture; lack of industry and funder pressure; and a lack of targeted information on benchmarking for the non‐profit sector. Any efforts to increase the use of benchmarking in the sector would need to ensure that these issues are overcome.

A plan of action is suggested for promoting benchmarking to non‐profit organizations.

The paper assesses the use of a standard management technique in the emerging area of non‐profit management. It should be of interest to those researching or managing in the Australian non‐profit sector. The paper may also be of interest to the non‐profit sector or human capital sector in other countries.

We study the impact of tax and minimum wage reforms on the incidence of informality. To gauge the incidence of informality, we use measures of the extent of tax evasion, the extent of minimum wage noncompliance, and the size of the informal workforce. Our approach allows us to examine (i) the distinction between determinants of firm-level reported wage distribution and actual wage distribution, (ii) the complementarity of tax and minimum wage enforcement, (iii) the impact that a minimum wage reform has on tax and minimum wage compliance, and (iv) the impact that a tax policy reform has on tax and minimum wage compliance. We conclude with the design of optimal minimum wage and tax policies (even in the complete absence of minimum wage enforcement). We do so based on two objectives derived from popular concerns associated with an unchecked expansion of informality: tax revenue maximization, and poverty alleviation among workers.

The purpose of this paper is to examine the behavioural consequences of public service motivation (PSM) and how motivation relates to an individual’s call to serve both inside and outside of the workplace. More specifically, this study examines whether and how PSM relates to prosocial behaviours – volunteering and giving – and career ambitions to work in the government or non-profit sector among public affair graduate students.

Logistic regression is used to examine the PSM link using a composite of the 40-item scale, each of the six dimensions – commitment to the public interest, civic duty, social justice, attraction to policymaking, compassion, and self-sacrifice – and the five-item scale from the Merit Principles Survey. The analyses draw upon data from a unique online survey of 122 graduate students in Master of Public Administration and Master of Public Policy programmes.

The results indicate that people with higher levels of PSM are more likely to want to work in public service and volunteer. However, mixed results were found for the relationship between PSM and giving charitable donations and career ambitions to work in government and no link was found for career ambitions to work in the non-profit sector.

This paper answers calls to examine the dimensions of PSM and examines Perry’s (1996) original conception. The results provide practical implications for human resource managers as well as non-profit and public managers in recruiting and retaining employees and volunteers.

This paper aims to use the signaling theory and the person‐organization fit framework as a rationale to study value‐related information prospective applicants receive from employers through the communication in job ads.

The authors analyzed the content of 1,768 job advertisements published in two national and two regional Dutch‐speaking magazines in Belgium. Four independent judges coded all information in the offer section and categorized it into five content categories adopted from Lyons and colleagues. Since important sectoral distinctions exist in terms of structural‐operational as well as value‐related characteristics, this study examines how profit and nonprofit organizations portray themselves in the offer section of the job advertisements they send out.

Generally inconsistent with the authors' assumptions, the results show that intrinsic and prestige values are more intensively reported in job ads from the profit sector, whereas altruistic and extrinsic values are brought up more in job ads from the nonprofit sector. However, because nonprofit organizations print smaller, often non‐colored ads in the national language, additional analyses controlling for these factors confirmed only one of the sectoral differences. Nonprofit organizations seem to compensate for values that are obvious in their sector (i.e. altruistic and intrinsic) by more intensively emphasizing extrinsic values (e.g. insurance and fringe benefits) compared to profit organizations.

Only part of the information provided in the earliest phase of the recruitment process reflects the values one would expect based on organizational theory and empirical evidence. This, obviously, engenders an important threat to the establishment of person‐organization fit.

Research has long shown that employees working for non-profit organisations report a higher level of job satisfaction than workers in other sectors. This chapter investigates trends in job satisfaction using longitudinal data from the British Household Panel Survey (1992–2008/2009), through models which contain detailed information on individual, job and organisational characteristics. We use fixed-effects ordered-logit models to investigate job satisfaction taking account of our panel structure and the nature of the job satisfaction dependent variable. The results suggest an important, non-profit premium in job satisfaction which, contradicting the apparent bivariate evidence, is not changing over time (in appropriate models) – the warm glow of higher job satisfaction remains.

There is still no universal definition of the third sector in Europe, but it can be seen as including all types of non-governmental not-for-profit entities such as non-profit organizations, mutuals, cooperatives, social enterprises and foundations. This article attempts to make sense of the current shifting conceptualization of the third sector in Europe. It is based on short country summaries of the images and concepts of the third sector in 13 European countries by EMES Network’s members, first presented in 2008 (Defourny and Pestoff, 2008; nine of them were recently revised and are found in the appendix to this article.). The perception and development of the third sector in Europe is closely related to the other major social governance institutions/mechanisms, like the market, state and community and through the third sector’s interaction with them. Moreover, many third sector organizations (TSOs) overlap with these other social institutions, resulting in varying degrees of hybridity and internal tensions experienced by them. TSOs can generate resources from their activities on the market, by providing services in partnership with the state and/or by promoting the interests of a given community or group. The country overviews document a growing professionalization of TSOs in most countries and a growing dependency of public funds to provide services. This has important theoretical and practical implications for orienting the articles included in this book. Thus, it can provide a key for better understanding the discussion and analysis in the remainder of this volume.

Aims to focus on non‐profit leadership and use information from advertised job announcements, in the USA, of non‐profit CEO positions to identify required competencies and job duties. The objective is to assess their relevancy and adequacy in dealing with the current challenges of the sector.

Uses content analysis to analyze CEO job advertisements that were posted in The Nonprofit Times during the 1999‐2004‐time period.

Among those who list educational requirement, a predominant majority requires degree in academic areas related to the non‐profit sector. The bias to emulate the private sector's competencies, a source of the identity crisis of this sector, is not found in the educational requirement. Fundraising experience is the most common area of requirement under experiences. Fundraising is also listed as the major job duty.

The sizes and life cycle stages of the non‐profit agencies are not incorporated. Future research could incorporate the above variables.

Design training using the findings to prepare future leaders. One of the findings suggests that non‐profits are not emphasizing the value of ethics in their search for executives. Considering the importance of this value in maintaining accountability, academicians could emphasize more of this as they design different non‐profit courses.

Assesses the adequacy of the currently emphasized competencies in leadership to deal with the current challenges of the sector (accountability, fiscal, competition, identity crisis etc.) and their implications.

The purpose of this paper is to analyze variations in the degree of persistence of profitability across diverse economic sectors and industry groups over the time period of 1990-2014 for a sample of top publically listed firms belonging to a selected set of developed and developing economies.

Degree of profit persistence has been estimated using Mueller’s (1990) autoregressive methodology. Firms were classified into different economic sectors and industry groups as per the Global Industry Classification Standard (GICS). The examination of inter-sectoral variations in profit persistence has been performed by comparing mean values of estimated short-run and long-run profit persistence parameter for all firms and between firms belonging to the developed and developing countries, respectively.

Firms in consumer staples, consumer discretionary and health care enjoy persistent above the norm returns, unlike firms in traditional industries, utilities and energy sectors, which are characterized by low persistence and below the norm returns. A high degree of profit persistence is observed in health care and idea- and technology-intensive sector in the developed countries; however, in the developing countries, profits persist higher in consumer discretionary and capital-intensive telecommunication services sectors.

The study provides a holistic examination of inter-sectoral variations in profit persistence of top firms in developed and developing economies using a uniform methodology and data set. It can serve as an aid to the competition commissions and anti-trust regulatory authorities to formulate policies for curtailing anti-competitive activities in certain sectors.

Most studies of marketing planning focus on the private sector. A study of marketing planning in 79 organisations in the UK public sector and non‐profit sectors, part of a larger study of marketing planning in the UK, is reported on. Trading public sector organisations were significantly more likely to produce an annual marketing plan than companies in the private sector, while organisations in the non‐profit sector were about as likely to do so as companies in the commercial sector. The public sector plans were broadly similar to those of private sector firms while the non‐profit plans showed a different orientation. Despite these differences, the main overall finding is that in neither the private sector nor in the public or non‐profit sectors are comprehensive plans the norm.