Young Joo Lee

Trailblazing women in academia: Representation of women in senior faculty and the gender gap in junior faculty's salaries in higher educational institutions

Abstract This study examines how womens representation at different levels of an organizational hierarchy predicts gender equity in assistant professors’ salaries at four-year universities. This study suggests that womens proportion at the full professor rank is positively associated with improved gender equity in assistant professors’ salaries, while womens proportion at the associate and assistant ranks is not significantly associated with improved gender equity. Institutions with a female president, however, have a greater wage gap. Overall, the results imply that the presence of women who blazed the trail of tenure and promotion contributes to the improved gender equity for their junior colleagues.

Examining the Role of Management in Turnover

The literature suggests an inverted U-shaped relationship between employee turnover and organizational performance, and that management should attempt to find and maintain a turnover-retention equilibrium in order to increase organizational performance. Despite the observations supporting this argument, there has been little effort to investigate management practices that control turnover in various situations. This study examines how innovative management in Texas school districts affects teacher turnover, using data from the states 2006-2007 Superintendent Management Survey and Academic Excellence Indicator System. The study tests the innovation-turnover relationship contingent on organizational performance. The results suggest that innovative management increases turnover in low-performing organizations, but decreases turnover (increases retention) in high-performing organizations.

Education–Job Match, Salary, and Job Satisfaction Across the Public,, Non-Profit, and For-Profit Sectors: Survey of recent college graduates

Abstract Using data from the 2006 Survey of Recent College Graduates, this study examines how education–job match and salary may explain recent college graduates’ job satisfaction in the public, non-profit, and for-profit sectors. The results imply that while education–job match increases job satisfaction in all three sectors, for-profit workers may compensate the loss in job satisfaction due to poor match with increased satisfaction from higher salary. The findings suggest that, in the public and non-profit sectors, increased salary cannot make up the loss in job satisfaction from poor education–job match as much as it does in the for-profit sector.

Comparison of Job Satisfaction Between Nonprofit and Public Employees

The dissimilarities in governance, clientele, and organizational imperatives between the nonprofit and public sectors suggest that understanding employee job satisfaction requires distinction between the two. This study examines similarities and differences in what affects managers’ job satisfaction in nonprofit and public organizations, focusing on managers’ perception of their organization, job, and top management. While the results suggest that pride in the organization is a determining factor of managers’ job satisfaction in both sectors, they also reveal that certain attributes of job satisfaction influence managers’ job satisfaction differently between the two sectors. In particular, the findings suggest that nonprofit organizations should establish clear definitions of employees’ tasks and roles and allow employees more autonomy to increase their job satisfaction.

The Link Between Public Service Motivation and Volunteering: The Case of South Korean Civil Servants

Despite the consensus on volunteering as a behavioral consequence of public service motivation (PSM), research has not yet empirically examined how various PSM constructs relate to an individual’s volunteering, and the underlying mechanism between PSM and volunteering remains a mystery. This study identifies common motivational grounds between PSM and volunteering and examines how the four PSM types—rational, normative, affective, and self-sacrifice—predict public service employees’ volunteering. The findings from the survey of employees in the Korean National Government suggest a connection between public employees’ volunteering and the rational dimension of PSM, i.e., their desire to influence public policy process.

Factors influencing college students' choice of a charity sport event

This study investigated the relative importance of five selected charity sport event (CSE) attributes that influence the likelihood of college students attending a CSE. The result of a conjoint analysis (N = 397) revealed that college students, when choosing a CSE, were most concerned about the sport activity provided, followed by the cause or host organization, participation fee, reference source, and participation gift. The study also found gender differences related to the relative importance of the selected CSE attributes. Subsequent cluster and sensitivity analyses were conducted as practical applications of a conjoint analysis.

A Closer Look at the Difference Between Public and Nonprofit Employees’ Volunteering

ABSTRACT Research generally reports that both public and nonprofit employees have higher levels of altruistic motivation, and attributes the difference in volunteering between these workers and for-profit employees to altruism. However, altruism may be limited in explaining the discrepancy in volunteering between public and nonprofit employees, as both groups are considered more altruistic than for-profit workers. Using the National Administrative Studies Project-III data, this study examines various individual characteristics and work contexts that may contribute to the differences in the rate of participation and intensity of volunteering by public and nonprofit employees. The results of the mediation test suggest that the value of job-related self-determination to an individual, membership in political organizations, and interaction with external actors between public and nonprofit employees result in gaps in volunteering. These findings go beyond the oversimplified altruism-nonprofit link and add evidence to the literature of “sector matters.”

The feminine sector: explaining the overrepresentation of women in the nonprofit sector in the USA

Purpose - – The purpose of this paper is to examine the factors that affect a persons choice to work in a specific sector to understand the overrepresentation of women in the nonprofit sector in the USA. Design/methodology/approach - – This study views a sector choice of prime-age salaried workers as a three-way choice among for-profit, nonprofit, and public sectors. Ones choice of employment sector in this study depends on extrinsic and intrinsic motivations, and is also shaped by structural factors. These benefits, in turn, tend to be determined by individual characteristics. Consequently, this study estimated the endogenous switching regression of earnings and sector choice. Findings - – Results from 2003 to 2007 Current Population Survey (CPS) September supplement data indicate that the so-called “feminine” industries are concentrated in the nonprofit sector, and this gendered industry structure attributes to womens overrepresentation in the sector. The results also suggest that women with more education and experience may choose nonprofit jobs over jobs in the other sector while nonprofit employment is generally associated with negative wage differentials. Research limitations/implications - – This study does not model employers’ behaviors while gender segregation and discriminatory hiring practices may have contributed to womens overrepresentation in the nonprofit sector due to the lack of employer-side information in CPS. Consequently, the estimation of sector choice without employer information is likely to suffer from an endogeneity problem. Practical implications - – This study highlights the factors affecting the concentration of women in the nonprofit sector. Nonprofit organizations may use the information to better understand their employees. Social implications - – The findings suggest that womens sector choice is largely embedded in the industry structure of the nonprofit sector. Originality/value - – This study examines a sector choice of prime-age salaried workers as a three way choice, instead of a binary choice, among for-profit, nonprofit, and public sectors, which reflects the reality better. Further, this study contributes to the literature on nonprofit employment by testing the impact of nonprofit status on an individuals earnings. Lastly, this study contribute to understanding womens overrepresentation in the nonprofit sector by examining both the structural and utilitarian aspects of sector choice.

Understanding international volunteering: Who is most likely to participate?

ABSTRACT International volunteers are playing an increasingly important role in meeting diverse challenges and improving lives of many across the world, and more opportunities for international volunteering are available across the nonprofit, government, and corporate sectors than ever. Nevertheless, little is known about international volunteering and the individuals who participate in this activity. This study examines the utility of the existing volunteering literature by testing how the traditional determinants of volunteering predict participation in international volunteering. The findings show that individuals who have attained post-secondary education, are from a high-income household, or are self-employed are most likely to volunteer internationally. The results also indicate that some of the known predictors of volunteering, such as age, race and gender, do not satisfactorily explain participation in international volunteering. This study concludes by providing suggestions for recruitment strategies, calling for further research on international volunteering.

Managerial Development Programs for Executive Directors and Accountability Practices in Nonprofit Organizations

Facing the potential leadership deficit and mounting pressures for performance and accountability, government and nonprofit organizations have become more interested in providing training and development programs for their executives. However, existing research falls short in explaining the utility of managerial development programs in achieving performance and accountability in public and nonprofit contexts. This study examines how executives’ participation in various managerial development programs is associated with the adoption of organizational practices for financial, client-service, and performance accountability, using a survey of nonprofit human services organizations. The results reveal that organizations whose executives participated in managerial development programs are more likely to have such practices. In particular, the results show that participation in general management and administration training and regular mentoring is positively associated with accountability practices in all three areas. Overall, the findings suggest that providing incumbent executives with training and development opportunities is as important as recruiting qualified individuals in ensuring organizational accountability and performance.