Previous research in organizational theory, labor market economics, and nonprofit studies are applied to churches and their clergy leadership in advancing a theory of clergy executive compensation. The data for this study come from the end of year reports from approximately 800 local churches of the North Georgia Annual Conference of the United Methodist Church for the years 2007-2008 and a survey administered in order to glean the personal characteristics of the clergy. The investigation employs a clergy compensation framework and finds that clergy salaries are influenced in part by personal characteristics, human capital, organizational elements, labor market factors, and clergy performance. The results regarding the role of credentialing in stratified labor markets have implications for policy. The present research adds to the nonprofit executive compensation literature by suggesting that denominational churches are analogous to nonprofit franchises and by empirically testing for "dual agency", labor market stratification, and managerial scope.

This study examines the extent to which volunteer-run local land trusts in Ontario are governed in a manner that will allow them to protect valued ecosystems effectively in perpetuity. It also identifies needs and opportunities for building the capacities of land trusts as long term stewardship organizations. The primary academic contribution of this research is the identification of criteria for evaluating land trust governance and their ability to meet their conservation aims. The criteria are applied in a case study of the Niagara Land Trust, a local land trust in the process of incorporating. Specific recommendations are made to assist this organization to improve its operations. The principal findings of this research are that some local land trusts have attained a level of governance which will allow them to protect land in perpetuity, but some land trusts have not. The failure of some land trusts could result in donors and government questioning the movement as a whole. Generally, the main gaps in capacity centre on weaknesses in financial sustainability, training/managing of volunteers, record-keeping, baseline inventories and continued monitoring, and the problem of requiring people to have specific professional skills in largely volunteer organizations. The thesis concludes by offering specific suggestions to the Niagara Land Trust, the Ontario Land Trust Alliance and the Canadian Land Trust Alliance. Local land trusts have provided many communities with an attractive option for conserving land; strengthening the movement will ensure that this grassroots work can continue.

Corporate income taxation has a profound impact on economic behavior in the United States. This dissertation focuses on two aspects: the impact of dividend taxation on investment and the impact of corporate income tax exemption on nonprofit organizations activity. The first essay compares dividend payout ratios of C and S corporations to test the validity of the traditional and the new views on dividend taxation. Average corporate income tax rate is used as an instrumental variable. The results support the traditional view. The second essay focuses on whether the exemption of nonprofit organizations from the corporate income tax affects the competition between for-profit and nonprofit hospitals. Time series and panel data analysis show that tax subsidies to nonprofit organizations have a positive impact on nonprofit hospitals market share.

近幾年來隨著台灣的經濟、政治、社會的激烈變化，非營利組織為因應不同動機與需求，如雨後春筍呈現蓬勃發展。但是在資源極度競爭下，非營利組織要能因應環境的變化，獲取有利資源，發揮有效的服務，建立良性的發展運作，才能使組織永續經營；所以在非營利組織的管理知識與技術中，以事件行銷方法，為達成使命與目標或是提昇服務品質的有效工具，最為非營利組織所採用。 本研究以法鼓山舉辦活動中一些較成功的事件行銷個案作為研究對象，選擇這些活動雖然是含有主觀因素，但考慮各種活動的差異及特色，故選出的活動案例也有特定的原因。「2005年法鼓山世界佛教教育園區落成開山大典活動」是在計劃永遠趕不上變化的情況下，運用大量專業執行人力，獲得社會大眾及全球媒體關注，成功地達成廣宣目的；「2004年WYPS世界青年和平高峰會台北論壇活動」是跳脫兩岸政治籓籬，獲得聯合國教科文組織授權於台北舉辦的國際性論壇活動；「2002年隋代古石雕阿閦佛頭像復歸活動」是聯合國將2002年定為文化遺產年後，法鼓山適時透過具體行動，成功地推動古蹟文物保存工作，也開啟與連結兩岸宗教、學術與歷史文化交流的善門與契機；「2002年暑期心靈環保體驗營活動」是法鼓山知名度高的營隊，每年報名相當踴躍，活動深獲青少年朋友的歡迎，相關軟硬體規劃也獲得政府公部門認證與肯定。 針對法鼓山四個事件行銷個案，本研究依其企業組織構面、目標族群構面、傳遞訊息構面、傳遞媒介構面進行歸納分析探討，研究發現法鼓山這四個事件行銷個案都具有相當成效。這些成效主要是有良好的活動策劃，再加上有效的執行所致，除此之外，整體社會環境亦是很重要因素。而且法鼓山實證個案的行銷活動由於掌握Kotler社會行銷概念中「企業、消費者、媒體」的三構面，並擁有充分的成功要素，而能實際達成甚至超越組織初始設定的活動目標。茲提出以下九點研究發現，(一)顧問群的強力支援(二)彈性的活動專案組織設計.(三)功能完善、專業分工的義工支援系統(四)健全的管理風格與專業幕僚團隊(五)領導者的個人魅力及企圖心 (六)社會大眾（信眾）需求導向應用(七)淡化宗教色彩是吸引傳播媒體報導、民眾參與的主要因素(八)基本捐贈者維繫(九)專業化媒體策略運用。以作為其他非營利組織日後舉辦活動之參考建議。 / In recent years, Taiwan has witnessed drastic economic, political and social changes. In response to these changes, numerous nonprofit organizations (NPO) addressing different causes and needs have emerged. But in an extremely competitive environment, NPOs must seek out beneficial resources, offer efficient services and establish healthy development and operations to adapt to the environment and achieve continuity. In the management knowledge and techniques of NPO operation, the approach of marketing events and activities have been proven to be effective tools in achieving goals or enhancing service qualities. And this is why it has been used most extensively by NPOs. This research has chosen specific successful marketing cases of Dharma Drum Mountain Organization (DDM)as research subjects. Though the selection of these events would imply a certain degree of subjectivity, given the characteristics and differences between these cases, the choice for these case studies has been deemed to be justifiable. Regarding the four case studies of marketing from DDM, this paper has provided conclusive analyses on these cases on the aspects of corporate structure, targeted groups, information relay and its mediums. The research has discovered that all four case studies of marketing efforts by DDM produced desirable results due to well-thought-out activity planning and effective implementations. The entire social environment has been a critical factor in DDM’s successes. In addition, from these case studies, it is evident that DDM has a good grasp of Kotler’s social marketing concepts and the three sides of the concept: “enterprises, consumers and media”. With adequate elements for success, the DDM not only achieved the goals it had set for these events, but also received results beyond its expectations. The paper offers nine points of research findings as suggestions and references for other NPOs planning to organize events in the future: (1) powerful support and back-up of an advisory group, (2) flexible designs of activity project organization, (3) a full-functional and dedicated volunteer support system, (4) a sound management style and a crew of professional advisors (5) highly motivated leaders with charisma, (6) the orientation application of demands from the general population (followers), (7) mitigating religious touches to attract media courage and people’s participation, (8) keeping in touch with rudimentary donors and (9) deployment of professional media strategies

Thesis (Ph.D.)--Virginia Commonwealth University, 2009. / Prepared for: School of Social Work. Title from title-page of electronic thesis. Bibliography: leaves 176-193.

Thesis (D. Min.)--Western Seminary, Portland, OR, 2001. / Abstract. Includes bibliographical references (leaves 241-246).

Thesis (Ph.D.)--University of Western Sydney, 2009. / A thesis submitted to the University of Western Sydney, College of Arts, School of Social Sciences, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographical references.

Thesis (Ph. D.)--University of North Texas, 2003. / Title from PDF title page (viewed on Dec. 9, 2004). Includes bibliographical references (p. 209-219).

Why do people work in the voluntary sector? Is the sector distinct, with characteristics that differentiate it from the private and public sectors? Is it important to consider the existence of the so-called ‘third sector’ when analysing behaviour in the labour market? Is altruism really an important motivation for workers in this sector? This dissertation is concerned specifically with the labour market in the voluntary sector: that is, workers who are the paid employees of independent nonprofit organisations. Using a large, national dataset, we explore empirically the predictions of the economic theory of voluntary organisations. In particular, is there evidence for a ‘warm glow’, the extra utility that workers receive for working towards a goal that they share with their employer? Does this glow exist, and is it brighter in the voluntary sector? We examine in turn sector differences in wages, working hours, and find evidence that employment in the voluntary sector is significantly different in some characteristics from both the private and public sectors. The main economic theories of voluntary sector wage-setting rely on some formulation of ‘warm glow’ utility or intrinsic motivation derived from working for an organisation with a mission shared by motivated employees. This leads to a prediction of lower wages in the voluntary sector. The empirical findings in the existing literature have focussed on US data, and the results have been mixed. Using pooled cross-sectional and panel datasets based on UK employment data between 1997 and 2007, we show that there is some evidence of warm-glow wage discounts in the sector for male workers, but that these wage differences have been eroded as the sector has grown. Although there is not a significant sector wage difference found for women, there is evidence that they have also experienced faster wage growth in the voluntary sector than the private. There are significant sector differences in working hours within the Health & Social Work industries, particularly in overtime working. Workers in the voluntary sector work more hours of unpaid overtime, whilst those in the private sector work more hours of paid overtime. Controlling for overtime hours has a significant effect on sector wage differentials. In particular, accounting for unpaid overtime results in evidence of a warm-glow wage discount for female workers. We analyse this data at a time when the sector has been growing dramatically, driven by government policy to reform public services. Our findings suggest that this policy has had unintended consequences for the voluntary sector labour market.

published_or_final_version / Public Administration / Master / Master of Public Administration