By Sergio Destefanis, Marco Musella

The e-book presents an up to date analytical and empirical therapy of a few vital interactions among paid and unpaid labour and the social economic system. The emphasis at the motivations for paid and unpaid labour, and on how those components give a contribution to successfully supplying social prone, offers a transparent empirical counterpart to the concept that of social economy.

The ebook starts with a theoretical viewpoint at the improvement and features of paid and unpaid labour in social providers. a number of empirical analyses, principally utilizing novel info units, are then supplied approximately those phenomena in Italy, a rustic which has drawn vast overseas realization during this box, in addition to in different ecu nations and within the US.

Topics of specific curiosity comprise: personal tastes relating to and pride with paid and unpaid labour; possession constitution and possibility; possession constitution, remuneration and incentives for paid labour; features of volunteer labour and its courting with social capital endowment throughout Italian areas; and a comparative research of labour within the nonprofit quarter throughout Europe.

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No contractual clauses are able to define minimum standards for relationships and affects, since incompatible with intrinsic motivations and social preferences. And also monitoring become difficult to carry out. On the other hand, relationships may be costly (in terms of commitment and time), so that some individuals (typically those maximizing their economic utility alone) are little inclined to invest in them, while the organization is unable to adopt any economic incentive to stimulate greater worker commitment to relations.

8 Volunteers and remunerated workers have the same utility functions. However, both the incentives offered by the organization and motivations differ between them. In regard to the incentives, the main differences concern the extrinsic aspects of the work. Offered to remunerated workers are a wage, a career and training; while volunteers are provided incentives as human capital accumulation, job opportunities in the organization, and knowledge or reputation spendable in the labour market. In regard to the motivations, assuming me + mi = 1, such that the first element of the utility function has the properties of a Cobb-Douglas, and assuming that altruism is an independent component endogenous to the individual, it is possible to state that if j = r, v, with r = remunerated workers and v = volunteers, will be mer > mev; mir < miv and mor < mov, 7 Although the theoretical explanation assumes that workers must be offered a mix of incentives, it mainly refers to a mix of intrinsic and extrinsic incentives.

Journal of Public Economics 32:159–183 Michie J, Sheehan M (1999) No innovation without representation? An analysis of participation, representation, R&D and innovation. Economic Analysis 2:85–97 Minkler L (2004) Shirking and motivations in firms: survey evidence in working attitudes. International Journal of Industrial Organization 22:863–884 Mirvis PH, Hackett EJ (1983) Work and workforce characteristics in the nonprofit sector. Monthly Labour Review 106:3–12 Musella M, Nappo N (2008) Volunteering and reciprocity: a normative approach.

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