Encouraging Generosity: The Practice and Organization of Fund-Raising across Nations

Breeze, Beth; Scaife, Wendy

doi:10.1057/9781137341532_33

Cited by 17 publications

(25 citation statements)

References 22 publications

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“…Through the macro lens, future researchers might consider transnational differences in workplace giving. Because the nonprofit landscape and fundraising context are diverse (Breeze & Scaife, ), one can extrapolate that the mechanisms, approaches, and capacities for workplace philanthropy vary, leading to behavioral differences among people of different nations. Indeed, from the discussion of the United States, the United Kingdom, and Australia in this paper, one can see that although there are behavioral similarities among employees, there are also differences, in part a likely result of differing labor histories, governmental tax programs, NGO sector “maturity,” social attitudes toward philanthropy, and the like.…”

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

“…In 2016, U.K. employee donors gave £291 million by payroll deduction (3% of the £9.7 billion given overall), up by 2% from 2010 (Charities Aid Foundation [CAF], ). Workplace giving, therefore, is a transnational phenomenon (Breeze & Scaife, ; Wiepking & Handy, ). It is also a phenomenon lacking suitable documentation and widespread understanding (Haski‐Levanthal, ; Shaker, Christensen, & Bergdoll, ).…”

Section: Introductionmentioning

confidence: 99%

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I give at the office: A review of workplace giving research, theory, and practice

Shaker

Christensen

2018

J of Philanthropy and Mktg

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Workplace giving is a widely used philanthropic tool. Although it may have great unmet potential, it is also facing a number of challenges, including competition from informal crowdfunding campaigns. In the face of such challenges, we take stock of the extant research to better understand the value and future of workplace giving, emphasizing employee actions and preferences in our review. Workplace giving studies can also augment knowledge about contextual giving or bounded settings for exploring basic philanthropic questions (e.g., donor control or gift elasticity). We use a three‐part conceptual framework to synthesize and discuss research on individual workplace giving in the context of broader giving behaviors. We address what researchers know, do not know, and need to know on the topic of workplace giving.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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I give at the office: A review of workplace giving research, theory, and practice

Shaker

Christensen

2018

J of Philanthropy and Mktg

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“…Such further factors could be tax incentives for donations or the regulations for funding across the respective countries (Breeze and Scaife 2015;Wiepking and Handy 2015). The dummies for the non-profit regime we apply in our analyses might capture some of these issues, but to be sure about them examinations referring to each of them on its own would be necessary.…”

Section: Discussionmentioning

confidence: 99%

Examining the Association of Welfare State Expenditure, Non-profit Regimes and Charitable Giving

Pennerstorfer

Neumayr

2016

Voluntas

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This paper explores cross-country variations in charitable giving and investigates the association of welfare state policies with private philanthropy. Hypotheses are drawn from crowding-out theory and considerations about the influence of a country's mixed economy of welfare. We add to the on-going discussion concerning the crowding-out hypothesis with empirical evidence by looking at specific charitable subsectors people donate to across countries. Using Eurobarometer survey data that include 23 countries, we find no evidence for a crowding-out effect, but rather a crosswise crowding-in effect of private donations. Moreover, giving behaviour differs between non-profit regimes.Résumé Cet article explore les écarts qui existent, d'un pays à l'autre, entre les dons de charité et enquête sur l'association des politiques d'É tat relatives à l'assistance sociale à la philanthropie privée. Les hypothèses reposent sur la théorie d'éviction et des considérations portant sur l'influence d'une économie mixte d'un pays en matière d'assistance sociale. À la discussion courante sur l'hypothèse d'éviction, nous avons intégré des évidences empiriques en examinant des soussecteurs de bienfaisance précis auxquels les populations de divers pays contribuent. En utilisant les données du sondage Eurobaromètre portant sur 23 pays, nous Electronic supplementary material The online version of this article

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“…In all three cases shop floor staff, who are typically low-status and low-paid employees, are engaged in employee fundraising activities, which has become a commonplace yet largely overlooked strand of Corporate Philanthropy (CP). A common feature of fundraising around the world (Breeze and Scaife 2015), employee fundraising is "one of the major ways" that USbased companies support nonprofits (Burlingame and Dunlavy 2016, p. 88) and was found to be the most common mechanism through which UK-based companies supported charities in 2015 (Institute of Fundraising/Good Values 2015). Shop floor employees do most of the legwork in this form of CP, notably organising and implementing the fundraising activities, and communicating to customers about the charitable cause and opportunities to donate.…”

Section: Introductionmentioning

confidence: 99%

Different Drivers: Exploring Employee Involvement in Corporate Philanthropy

Breeze

Wiepking

2018

J Bus Ethics

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Corporate Philanthropy (CP) is multi-dimensional, differs between sectors and involves both individual and organisational decision-making to achieve business and social goals. However, the CP literature characteristically focuses on strategic decisions made by business leaders and ignores the role of employees, especially those in lower status and lower paid positions. To redress this imbalance, we conducted a qualitative study of employees' involvement in CP processes in ten workplaces in the South East of England to identify whether and how they are involved in CP decision-making and to capture their perspective on the nature of CP and the benefits generated by such activities. We specifically chose to study workplaces where employees are involved in the actual execution of the CP strategy, prioritising companies with a visible presence on the high street.The results illustrate the benefits of involving employees in CP decision-making, which we argue derives in part from the 'liminal-like states' that typify CP activities organised by shop floor staff, involving the temporary overturning of hierarchies, humanising of workplaces and opportunities for lower level staff to prioritise their personal philanthropic preferences and signal their charitable identity to colleagues and customers. Whilst the data also suggest that CP decision-making remains predominantly top-down and driven by profit-oriented goals, we conclude that employees should be involved in choosing charitable causes as well as in designing and implementing workplace fundraising, in order to maximise the advantages of CP for the company and for wider society.

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Encouraging Generosity: The Practice and Organization of Fund-Raising across Nations

Cited by 17 publications

References 22 publications

I give at the office: A review of workplace giving research, theory, and practice

I give at the office: A review of workplace giving research, theory, and practice

Examining the Association of Welfare State Expenditure, Non-profit Regimes and Charitable Giving

Different Drivers: Exploring Employee Involvement in Corporate Philanthropy

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