Employees Of Social Enterprises Research Articles

Impacto de la satisfacción con la comunicación interna en el engagement laboral: Análisis correlacional

Este estudio cuantitativo analiza el impacto de la satisfacción con la comunicación en el compromiso laboral de los colaboradores de empresas sociales. Se aplicaron dos encuestas para obtener el coeficiente de correlación entre ambas variables. Se confirmó una relación fuerte, positiva y directa y se obtuvo que el vigor y la dedicación, componentes del work engagement, fueron más afectadas por la satisfacción con la perspectiva organizacional, la integración organizacional, la retroalimentación personal y la calidad de los medios de comunicación, componentes de la satisfacción con la comunicación.

METRICS AND INDICATORS IN ADAPTATION PROCESS OF EMPLOYEES AT SOCIAL ENTERPRISES

The theoretical aspects of the concept of a social enterprise were considered, and the algorithm for the implementation of modeling processes of adaptation of employees of social enterprises was defined. Different definitions of social enterprise and its

Obstacles and facilitating factors to work integration of Greek social enterprise employees who have recovered from addiction.

The work integration of people who have recovered from addiction is an essential factor in the maintaining treatment outcomes. However, its multidimensionality has not yet received the attention it deserves. To investigate the critical elements shaping the work integration attempts of people who have recovered from addiction and work in Greek social enterprises. The data was obtained from 25 interviews which were conducted during the field research period; they were processed using the method of thematic analysis. Work integration is obstructed by a combination of individual constraints, together with obstacles related to how persons interact with their social environment, as well as with broader political, institutional, and socioeconomic parameters. The participants depended predominantly on the treatment program and their social network for work integration. The article enriches the existing literature focusing on the workers' perspective on the issue under study. The complexity of the obstacles and limited support sources highlight both the need for client-centered interventions and design of a state-level work integration strategy. In this context, work environments with the potential of a holistic approach to work integration obstacles, such as work integration social enterprises, remain untapped opportunities.

Key challenges for further development of social entrepreneurship in Croatia

The specific goal of this paper is to contribute to the discussion of key problems and necessary steps to be undertaken in the further development of social entrepreneurship in Croatia. Quantitative research was applied through a survey questionnaire, the sample included 526 respondents divided into several target groups: unemployed persons, members of social cooperatives, youth, farmers and employees of social enterprises. Findings regarding relevant constraints relate mainly to legal, financial and tax system constraints, constraints in the segment of education and capacity building, inefficient bureaucracy and administration, ineffective support from the part of local and regional policy makers and stakeholders, the lack of horizontal and vertical coordination and numerous other. Despite the limitations, the potential for further development of social entrepreneurship is based on the excellent examples of good practice realized so far, on the relevant achieved results from the part of civil society organizations as well as on the existing initial scientific research on the topic.

An Investigation of Job Attribute Preferences of Disadvantaged Beneficiaries of Hybrid Organizations

While scholarship in hybrid organizing of social enterprises has gained maturity in recent years, most existing studies have examined hybrid organizing at the internal and organizational level, and lesser is known about the tensions, balance and trade-offs within individual beneficiaries that served by social enterprises. Given the centrality of the employment of marginalized individuals served in the value creation of social enterprises, it is necessary to deepen our theoretical understanding of whether, how, and to what extent disadvantaged beneficiaries of social enterprises make employment decisions. Adopting an individual-level perspective, this study embarked on a quantitative exploration by testing how disadvantaged employees of social enterprises evaluate different job attributes and their attribute levels using the discrete choice experiment method. We found that opportunities to build social relations, employee recognition, potential earnings, career advancement opportunities, and workplace support had positive and significant influences on disabled individuals’ job preference decisions. Among all, the economic dimension had the greatest importance. This paper contributes to social entrepreneurship research by examining job attribute preferences of disadvantaged employees within the theoretical logic of hybridity as it is nested within individuals. We also stimulate a new conversation on an understudied domain of “individual preferences” within the discourse on social entrepreneurship.

A Study on Perceived Effect of Influencing Factor on Performance in Social Enterprise

This study, taking a step further from the existing studies that the impact factors of social enterprises will affect the performance of social enterprises, was to examine the perception differences in the influence relationship between social enterprise impact factors and social enterprise performance according to social enterprise representatives (social enterprise representatives, social enterprise employees, buyers, related civil servants). Also, this study attempted to identify differences in social enterprise impact factors and social enterprise performance perception according to demographic characteristics (gender, age, education level, income level, region, type of industry, employees).

Effects of the Entrepreneurial Strategic Orientation of Social Enterprises on Organizational Effectiveness: Case of South Korea

This study aims to empirically verify whether the entrepreneurial strategic orientation of social enterprises has any effect on organizational effectiveness with the mediation of dynamic capabilities. In the consideration of social enterprises’ features, strategic orientation consisted of social value orientation, entrepreneurial orientation, and market orientation. Dynamic capabilities consisted of absorption capacity and coordination capacity, and organizational effectiveness was comprised of job satisfaction and organizational commitment. An online questionnaire survey targeted 228 employees of Korean social enterprises. The survey results were analyzed using a structural equation. As a result of the analysis, entrepreneurial orientation and market orientation significantly affected absorption capacity, but social value orientation did not affect it. Social value orientation and market orientation significantly affected coordination capacity, but entrepreneurial orientation did not affect it. Absorptive capacity and coordination capacity affected organizational effectiveness, and the hypotheses were adopted. Consequently, it was revealed that market orientation had the most significant effects on social enterprises’ dynamic capabilities and organizational effectiveness. It was confirmed that social value orientation and entrepreneurial orientation revealed differences depending on the absorptive capacity and coordination capacity of dynamic capabilities.

社会使命感知对社会企业员工组织认同的作用机理——基于社会支持理论和资源保存理论视角

社会使命感知对社会企业员工组织认同的作用机理——基于社会支持理论和资源保存理论视角

Employee tenure and staff performance: The case of a social enterprise

The literature on social enterprises has largely examined tradeoffs at the organizational level. In this study, we examine tradeoffs at the employee level. By analyzing the case of an Ecuadorian microfinance institution, we show that the tenure of social enterprise employees affects individual social and financial performance differently: the relationship between tenure and social performance is positive, whereas the relationship between tenure and financial performance is an inverted U-shape. Furthermore, our results suggest that social enterprise employees with the longest tenure are the least inclined to experience tradeoff tensions.

Associations between culture of health and employee engagement in social enterprises: A cross-sectional study.

The aging of staff and skill shortage are major challenges for social enterprises. Nurturing a workplace culture of health and fostering employee engagement could be starting points to combat these challenges. The associations between these two factors have received comparatively little attention from the scientific community, in particular with regard to social enterprises. Hence, this study aims to examine those associations, drawing on the job demands-resources theory and the social-ecological workplace culture of health model. It is hypothesized that employees' self-rated health acts as a mediator in the relationship between culture of health and employee engagement and that health as personal value works as a moderator. The study used the Workplace Culture of Health scale to measure culture of health in social enterprises and UWES-9 to assess employee engagement. Data was collected administering a quantitative online survey among employees of social enterprises in Germany. The dataset for analyses comprised N = 172 employees in total. Data analyses included Pearson's correlations, regression analysis, as well as mediation, moderation and moderated mediation analyses. Culture of health is a predictor of employee engagement in social enterprises. The analyses demonstrate a moderate association between culture of health and employee engagement. Indications were found that employees' self-rated health acts as a mediator and that health as personal value acts as a moderator between culture of health and employee engagement in social enterprises. This study suggests that fostering a culture of health in social enterprises does not only have a positive effect on employee health, but also on employee engagement. This applies in particular when employees attribute great value to their health, which is to be expected even more in future. Hence, nurturing a culture of health becomes a pivotal management task in social enterprises. Moreover, a comprehensive assessment of the benefits of health promotion programs in social enterprises should not only consider their health-related outcomes, but also factor in their impact on employee engagement.

Value Co-creation and Growth of Social Enterprises in Developing Countries: Moderating Role of Environmental Dynamics

AbstractBased on the value co-creation theory, this study proposed a theoretical model of the effects of value co-creation on the growth of social enterprises. Primary data was obtained using field surveys through a close-ended questionnaire from January to June 2019. The respondents were employees of social enterprises working in the Punjab province of Pakistan. Partial least squares structural equation modeling was used for quantitative data analysis and to verify the statistical significance of the direct link between value co-creation and social enterprise growth, and the negative moderating (substituting) effect of environmental dynamics on the relationship between value co-creation and social enterprise growth.

Lessons learned – configuring innovation labs as spaces for intrapreneurial learning

ABSTRACT This article discusses the question ‘How is learning supported within innovation labs and what are its impeding factors?’ It is based on three case studies already carried out on innovation labs in the social welfare sector in Germany. The use of innovation labs creates a specific setting for learning in the context of the workplace for its participants. The goal of the researched labs is to develop entrepreneurial education of the participating social intrapreneurs, which are mainly employees of different social enterprises. Participants are introduced to a combination of methods to foster social innovation through an open innovation process. The author points out three success factors for intrapreneurial learning, which are the lab process and methods used, the collaboration of the participants and the involvement of the organisations that sent their employees. The last chapters present the research results which are connected to the discourse of Adult and Continuing Education and strengthen the potential for organisations of continuing education as well as the need for research on integrated learning opportunities in the context of upcoming challenges in Germany.

Social Enterprises’ Social Orientation: The Impact on the Organizational Commitment of Employees

This study investigates the relationship between social enterprises’ social orientation and the organizational commitment of their employees. The study also examines differences in organizational commitment between Millennial social enterprise employees and social enterprise employees of earlier generations. The findings from the study indicate that a social enterprise’s pursuit of social purpose, shared decision- making, and social performance are all positively associated with the organizational commitment of its employees. Additionally, the findings suggest that, in general, Millennials have a lower level of organizational commitment to their social enterprise employer than do earlier generations. Indeed, the organizational commitment of Millennials, we find, is primarily (and significantly) influenced only by shared decision-making. These findings contribute to the literature on social enterprise as well as to the literature on organizational commitment by providing insight into unseen aspects of social enterprise management from the perspective of employees. From a practical standpoint, these findings provide social entrepreneurs and managers of social enterprises with practical guidance on how to improve their employees’ organizational commitment.

Attitude Toward Social Enterprises: A Comparison between For-Profit and Social Enterprise Employees

Social enterprises, organizations that pursue social purposes while generating profits, have garnered attention recently as potential key players for a sustainable economy. However, research on the perception of social enterprises by lay people has been ignored even though positive reception of social enterprises is an important condition for their sustainability. In the present study, we compared for-profit enterprise employees (n = 200) and social enterprise employees (n = 162) and examined their differences in attitude toward the profit-making aspects of social enterprises as well as the employees working for social enterprises. The results showed that for-profit enterprises overestimated that social enterprise employees were extrinsically motivated and underestimated their prosocial intentions. In addition, for-profit enterprise employees were less favorable toward the profit-making aspects of social enterprises, including payment of high salaries for the social enterprise employees and using donations to run social enterprises. Interestingly, the difference between for-profit and social enterprise employees in their attitude toward the profit-making aspects of social enterprises was explained by lay theories of altruism called “pure altruism.” The present research makes important contributions by identifying the psychological mechanisms that underlie individuals’ perceptions and attitude toward social enterprises.

An employee-oriented perspective in the value-creating mission of social enterprises

PurposeThis study aims to concentrate on a specific perspective that has mostly been ignored: employees in social enterprises (SEs). It proposes that employees in SEs should be treated with equal importance to outside beneficiaries within the SEs’ value-creating mission.Design/methodology/approachA multiple case study approach is adopted, and semi-structured interviews are the primary means of data collection.FindingsThe results show that while economic values are fundamental for the employment relationship, social values play the leading role in employees’ motivation; thus, they can significantly affect the organization’s operation and development.Research limitations/implicationsThis work contributes to Maslow’s need theory and psychological contract theory regarding their application to SEs. Practical lessons and suggestions are also provided for SEs’ development.Originality/valueBy emphasizing the value-creating mission of SEs with the new perspective of including employees in it, this work provides empirical evidence and practical lessons for SEs, especially Asian SEs, in terms of management and strategy.

Managing workers in Thai social enterprises: the role of founders

PurposeThe purpose of this paper primarily contributes to the social enterprises and human resource management (HRM) literature by examining the roles of founders in shaping how workers in social enterprises are managed.Design/methodology/approachThis paper uses a cross-case analysis of three social enterprises in the food and agricultural products and food and beverage industries in Thailand. The case study evidence in this paper draws on semi-structured interviews with each social enterprise’s founders, managers and employees; field visits to each social enterprise in Bangkok and other provinces in Thailand; and a review of archival documents and web-based reports and resources. This paper uses thematic analysis to pinpoint, examine and record the patterns or themes found in the data.FindingsThis paper proposes that the founders of social enterprises play a variety of roles in shaping the human resource (HR) systems and practices used in these enterprises. First, founders serve as role models for managers and employees of social enterprises. Second, founders serve as succession planners for social enterprises. Third, the founders serve as builders and enforcers of corporate culture in social enterprises. Finally, founders serve as builders and enforcers of the HR systems and practices used in these enterprises. Put simply, without the roles of founders, the corporate culture and HR systems and practices of social enterprises might not be sustainable over time.Research limitations/implicationsBecause this research is based on case studies of three social enterprises located in Thailand, the findings may not be generalizable to all other social enterprises across countries. Rather, the aim of this paper is to further the discussion regarding the roles of founders in shaping the HR systems and practices used in social enterprises. Another limitation of this research is that it does not include social enterprises in several other industries, including the entertainment and media, printing and publishing and hotel and restaurant industries. Future research may explore how the founders of social enterprises in other industries shape the HR systems and practices used in those enterprises. Moreover, quantitative studies using large samples of social enterprises across industries might also be useful in deepening the understanding of a topic that is important from the perspectives of both social enterprises and HRM.Practical implicationsThis paper has practical implications for founders and/or top managers of social enterprises is not only Thailand but also other countries. It also has social/policy implications for the government and/or relevant public agencies in Thailand and for several other developing countries/emerging market economies.Originality/valueVery little research has examined the various roles of founders in shaping how workers in social enterprises are managed. In addition, there has been relatively little research focusing on the characteristics of social enterprises’ founders in developing countries, including Thailand. This paper aims to fill this gap in the literature on social enterprises and HRM regarding how the founders of small, hybrid organizations such as social enterprises in Thailand play their roles as builders and enforcers of HR systems and practices and other roles relevant to the management of workers.

The contributions of social entrepreneurship and transformational leadership to performance

PurposeThe exploration of performance determinants in social enterprises has gained increasing relevance among researchers and practitioners, particularly in rural tourism. The purpose of this paper is to analyze the contributions of transformational leadership and social entrepreneurship to the performance of social enterprises in the context of rural tourism. Further, the mediating roles of social capital, creativity and social value were investigated.Design/methodology/approachData were gathered through a survey of 168 employees of social enterprises operating in the rural tourism setting. Eight surveyors were sent out to conduct the survey. Data were analyzed by structural equation modeling (SEM) using AMOS 18.0.FindingsThe results of the SEM suggested that transformational leadership is positively associated with social value, social capital and performance of social enterprise. In addition, social entrepreneurship had a significant influence on social value, social capital and performance of social enterprise. Creativity and social value predicts the performance of social enterprise. Further, social capital was found to have a positive relationship with creativity. Finally, the mediating roles of social capital, creativity and social value were also confirmed. The findings thus highlight the power of the social value creation and social capital in the social enterprises operating in the rural destinations.Social implicationsThe findings assert that social entrepreneurship and transformational leadership are key sources of social value creation, social capital and creativity in rural tourism context indicating the need for additional efforts on this kind of entrepreneurial activity. The findings can motivate policymakers to promote social entrepreneurship in rural tourism destinations as a means of stimulating bottom-up social capital and social value creation.Originality/valueThis study is among the first to examine the hypothesized relationships focusing on tourism social enterprises.

The mediating effect of job engagement on the relationship between psychological empowerment and social enterprise sustainability

Unlike non-profit organizations, social enterprises must be sustainable through profit-making activities in order to pursue social purposes.However, the most important of the poor limited resources is also human resources, and for the efficient use of human resources, empowerment should be given to members. This study proves whether job engagement mediates the effect on sustainability when psychological empowerment is given to employees in social enterprises.

Integration and segregation for social enterprise employees: A relational micro‐geography

Geographers have highlighted the role of spaces and places in realising or discouraging social integration for marginalised or “dis/abled” citizens. Social enterprises, widely promoted by governments, aim to act as unique socio‐commercial spaces that can up‐skill citizens for work through technical and social experiences. Social enterprises have also been proposed to add value by fostering wellbeing realisation, but this has been difficult to measure. Here, we extend extant knowledge linking social enterprises and social integration (an aspect of wellbeing) by providing a “micro‐geography” of how one social enterprise contributes to social integration in an Australian regional city. Visual summaries of integration are built by mixing methods of observation, interviews and go‐along interviews, in a GIS. Our analysis shows that relational features of different workspaces within Work Integration Social Enterprises support integration to realise, but that with other relational features, segregation can occur. Confirming previous qualitative studies, we map and explore how social enterprises help to realise encounters in work and social domains outside the social enterprise and in the community. Micro‐geographies of workspaces and communities show great potential for revealing where social phenomena occur (and do not occur). Most valuably, via layers of mixed data, they help to expose causal factors – an element that has long been elusive in studies of social enterprise. Our study supports work of other geographers showing how places and spaces help social integration of disadvantaged citizens. More broadly, the micro‐geographical analysis affords potential for organisations and communities to understand where and how to generate greater social integration.

The Work Motivations of Employees in Social Enterprises: An Experience from China

In recent years, social enterprises have blossomed in China while the relevant certification is still unclear. Social entrepreneurship has gained more and more attentions from the public and scholars. Using a famous social enterprise of Beijing as a case study, the research explores work motivations of employees. The results reveal that the employees of social enterprise have five types work motivations, the most important one is making contribution to the society. This article also shows the motivations changes happened to the workers, and reflect the reasons behind these motivations. The analysis enriches current research on employee work motivation of social enterprise and advancing an agenda for future research.