• Believers in the boardroom: religious organisations and their shareholder engagement practices

      van Cranenburgh, Katinka C.; Goodman, Jennifer; Louche, Céline; Arenas, Daniel (2012)
    • Faith institutions and investment: an empirical study

      Louche, Céline; Arenas, Daniel; van Cranenburgh, Katinka C. (2010)
      This study contributes to the emerging empirical studies on roles and responsibilities of boards in nonprofit organizations by identifying competencies of volunteer board members. We identified how two types of constituents—volunteer board members and sports members—perceived competencies of volunteer board members in community sports clubs. We used the repertory grid technique to draw cognitive maps and to reveal the perceived reality of these constituents. Our results suggest that constituents within a group share similar perceptions of competencies of outstanding performing board members, whereas they agree less on perceptions of poor performing board members. This study reveals that cognitive (e.g., having a long-term vision, having professionalism), emotional intelligence (e.g., being reliable, being honest), and social intelligence (e.g., listening to others, being jovial/nice to be with) competencies are necessary to be perceived as an outstanding performing board member.
    • From faith to faith consistent investing - religious institutions and their investment practices

      van Cranenburgh, Katinka C.; Arenas, Daniel; Louche, Céline; Vives, J. (2010)
    • From preaching to investing: attitudes of religious organisations towards responsible investment

      Louche, Céline; Arenas, Daniel; van Cranenburgh, Katinka C. (Journal of Business Ethics, 2012)
    • Management responses to social activism in an era of corporate responsibility: a case study

      van Cranenburgh, Katinka C.; Liket, K.; Roome (+), Nigel (Journal of Business Ethics, 2013)
      Intergroup relations at work become more complex with the cultural diversification of societies. A diverse workforce can be at the same time a competitive advantage and a source of internal organizational conflicts. Therefore, it is important to know the conditions that link intergroup contact to the emergence of an inclusive organizational culture. This case study proposes a model of intergroup contact that focuses on individual factors amenable to change. Therefore, we propose that ethnocultural empathy is the mediator that explains how contact leads to increased positive diversity-related attitudes and reduced negative diversity-related attitudes. Our case study focuses on the middle and higher management (147 respondents) of a Dutch organization which faces a problem with the promotion of ethnic minority employees. The data shows that ethnocultural empathy is a mediator in the relation between intergroup contact and positive attitudes towards diversity, but not negative ones. Hence, our findings suggest that while empathy can trigger more
    • Unpacking the notion of success in social shareholder engagement: The perspective of religious organisations

      Goodman, Jennifer; Louche, Céline; van Cranenburgh, Katinka C.; Arenas, Daniel (2012)