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The purpose of this paper is to present volunteering in tourism events as a sort of spontaneous community participation that has far‐reaching consequences for destination management. It chooses the concept of value to explore volunteering experience in an international religious mega‐event, using Holbrook's value typology (efficiency, social value, play, spirituality).

The authors undertake this objective by means of testing psychometric properties of the four value scales, as well as providing a causal model of relationships among value dimensions and overall perceived value, satisfaction and loyalty or commitment to volunteering in a special event tested with MBPLS, a particular algorithm for the partial least squares methodology.

The results confirm the reliability and validity of the scales tested in a sample of 1,638 volunteers, collected via e‐mail from the database of a religious mega‐event held in Valencia in July 2006. They also confirm a relationship among overall perceived value, satisfaction and loyalty or commitment as a chain of behavioral constructs.

One can find implications for the relevant weight of volunteers as peculiar stakeholders of mega‐events. For consumer behavior researchers, the chain of effects among value dimensions and behavioral constructs is once more relevant, although the findings are only related to volunteers at religious events.

For destination marketing managers, this study can throw light on the profile of volunteers for event marketing and how they behave in their own experience as relevant stakeholders in the organization of a mega‐event.

Very few works devote their interest to value dimensionality in a marketing event context, despite the richness of that sort of tourism experience. Perceived value, satisfaction and loyalty or commitment have been investigated among volunteers in sport or cultural mega‐events, but rarely in religious mega‐events.

Much of the existing research in sports sponsorship is applied in nature and devoid of serious theoretical insight regarding its role from a marketing communication effects standpoint. In this study, Taylor & Crocker's (1981) schema theory is used to interpret the phenomenon that sponsoring events exhibiting a good image fit with the brand can strengthen brand awareness. Since consumers' perceptions of the FIFA World Cup/official partners image fit enhance the brand awareness of sponsoring brands, the results have implications for the FIFA World Cup marketing parties using sports sponsorship as a strategic marketing tool.

The purpose of this paper is to compare motivations of volunteers at two mega multi-sport events.

The research used a quantitative research design to survey volunteers at the Vancouver 2010 Olympic and Paralympic Winter Games (n=2,066) and the London 2012 Olympic and Paralympic Games (n=11,451) via an online questionnaire based upon the Special Event Volunteer Motivation Scale.

The results indicate that the volunteers, most of whom had previously volunteered, were motivated by similar variables, including the uniqueness of the event, the desire to make it a success and to give back to their community. The results of the principal components analysis indicated that most items of the scale loaded onto similar components across the two research contexts.

There were methodological limitations in terms of the timing of the questionnaire administration and Likert scales used, however, these issues were controlled by gatekeepers. These limitations could have research implication for comparative studies of volunteers at mega events.

Understanding volunteer motivations will enable event managers and volunteer managers to plan for legacy.

Volunteer motivations include wanting to give back to their community and therefore, increases the potential for volunteer legacy.

This is the first research that: enables comparison of winter and summer Olympic and Paralympic Games volunteers; has substantial sample sizes in relation to the variables; applies higher item loadings to strengthen the analysis; and involves the use of the same instrument across events.

Purpose – This chapter examines how and why the continued use of Indianness in sport makes many American Indians uneasy and then turns to consider the manner in which Native Americans have assisted with and even endorsed such monikers and mascots.

Design/methodology/approach – The current study employs interpretive approaches common in cultural studies (broadly defined). It offers textual readings of historical incidences as well as ethnographic readings of current events.

Findings – The key findings of the study offer new insights into the multiple and often competing ways in which indigenous athletes, fans, and communities interpret Native American mascots, stressing the overlooked role of American Indians who enact and endorse them.

Research limitations/implications – The focus on the use of indigeneity in the United States is the key limitation of the current research.

Originality/value – The central contribution of this work lies in its attention to the social significance and cultural politics of indigenous interpretations of American Indian mascots. In particular, it explores the complexities and contradictions central to such interpretations, stressing the unappreciated role of expectations and the pronounced uneasiness at their core.

This issue is a selected bibliography covering the subject of leadership.

The premise for this volume is that there is “a need to develop a Handbook that takes scholars and practitioners through the paradigm change going on in the field of management and organizational inquiry.” In their invitation to contributors, the editors suggested we should comment on this transition and inform readers of theoretical and philosophical changes that have occurred in recent times. In this chapter, we attempt to do this by revisiting the influential concept of paradigm from the philosophy of science (Kuhn, 1962, 1970) and explore its relation to recent contributions to postmodern social theory in organizational analysis. In particular, the influential paradigm model of Burrell and Morgan (1979) is revisited through meta-theoretical analysis of the major intellectual movement to emerge in organization theory in recent decades, post-structuralism and more broadly postmodernism. Proposing a retrospective paradigm for this movement we suggest that its research can be characterized as ontologically relativist, epistemologically relationist, and methodologically reflexive; this also represents research that can be termed deconstructionist in its view of human nature. Consequently we demonstrate not only that organizational knowledge stands on meta-theoretical grounds, but also how recent intellectual developments rest on a qualitatively different set of meta-theoretical assumptions than established traditions of agency and structure.

Neuroscience research on human motivation in the workplace is still in its infancy. There is a large industrial and organizational (IO) psychology literature containing numerous theories of motivation, relating to prosocial and productive, and, less so, “darker” antisocial and counter-productive, behaviors. However, the development of a viable over-arching theoretical framework has proved elusive. In this chapter, we argue that basic neuropsychological systems related to approach, avoidance, and their conflict, may provide such a framework, one which we discuss in terms of the Reinforcement Sensitivity Theory (RST) of personality. We argue that workplace behaviors may be understood by reference to the motivational types that are formed from the combination of basic approach, avoidance, and conflict-related personalities. We offer suggestions for future research to explore workplace behaviors in terms of the wider literature on the neuroscience of motivation.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).