Research question: This study contributes to the organizational performance literature by conceptualizing differences in performance between nonprofit and for-profit organizations using property rights theory and suggesting comparative measures for multiple performance dimensions. It advances the following research question: Are there significant differences in organizational performance between nonprofit and for-profit sport organizations? Research methods: Data from a nationwide online survey of nonprofit (n = 1640) and for-profit sport organizations (n = 732) in German equestrian sport are used for the empirical analysis. The challenge was to find adequate measures for the comparison of the two types of legal forms. Altogether, 22 regression models for performance measures across four dimensions (financial, product, customer, strategic) are estimated with the legal form (nonprofit vs. for-profit) and some controls as independent variables. Results and findings: The results show that for-profit organizations outperform nonprofit organizations in terms of overall financial performance, while nonprofits excel with regard to price structure. For-profits attach more importance to program quality, employee qualifications, and strategies. No significant differences can be observed in the product dimension. However, for-profits tend to focus on customer groups that have typically been targeted by nonprofits. Since the models also control for organizational size and resources, the results indicate that differences are not always attributable to the legal form. Implications: The findings imply that for-profits do not outperform nonprofits in all performance dimensions. Nonprofits should consider that for-profits have invaded some of their typical domains and should be more flexible when market demand changes, while for-profits should reconsider their price structure.

Research question: As empirical evidence on match-fixing within the European grassroots football context is scarce, this paper seeks to demonstrate that match-fixing is a serious organizational problem for the grassroots of football. Moreover, it aims to detect protective organizational capacities – alone and in concert – against match-fixing and explain them theoretically. Research methods: Match-fixing is discussed from a sociological and economic perspective and analyzed within the organizational capacity framework. The empirical evaluation is based on n = 3004 European grassroots football clubs in five countries. Descriptive statistics and multivariate logistic regression models demonstrate the effects of organizational capacities alone and in concert. Results and Findings: Empirical evidence on scale and dispersion of the organizational problem match-fixing is provided. Results from the regression models indicate that particularly revenue diversification and socio-structural capacities are protective capacities. Implications: It is important to analyze both, individual and in concert effects of organizational capacities on the problem of match-fixing. Practical recommendations are provided.

Unprecedented numbers of refugees have affected European society at large, and the organized sports system, in particular. Combining the concepts of organizational capacity and institutional logics, this article examines the engagement of voluntary sports clubs (VSCs) in the process of refugee integration. Drawing on data from a representative sample of n = 5,170 German VSCs through an online survey, the results indicate that 28% of the VSCs reported engagement in the process of integrating refugees by the end of 2015; however, only 14% initiated concrete measures. The statistical analysis highlights the relevance of institutional logics. VSCs are encouraged to carefully handle the tension between business-like management and intensive voluntary work during the integrative process. Financial capacity appears less relevant; the presence of migrant club members and a more professional organizational design, however, appear beneficial. The results imply that involved stakeholders should intensify capacity building programs in the structural dimension of organizational capacity.

Voluntary sports clubs (VSCs) are increasingly cited by European policy makers as important partners in achieving non-sports related goals. The societal role is assumed to include wider functions (socialization, democratic, and integrative), and the combat against negative externalities which challenge the societal reputation of VSCs. However, VSCs are originally founded to serve members – and not particularly obligated to function as governmental agents. Accordingly, their willingness to adhere to policy goals may differ and they may lack the organizational capacity for wider, valuable societal outcomes. This study inquiries about the degree to which VSCs are committed to take on the wider societal role specified in sport policy documents at the European Union level. Additionally, potential facilitators and constraints are investigated from an organizational capacity perspective. A particular focus is set on gender diversity at the board level. The empirical evaluation draws on data from a survey of n = 4,782 football clubs in Germany, Poland and Italy. The results indicate that VSCs generally intend to take on a wider societal role. However, significant differences across the countries exist, and the commitment to integrate people with a disability and to fight intolerance does not seem to be of high relevance for most clubs. The logistic regression models suggest that VSCs’ structural capacity is particularly beneficial for a wider societal role. Gender diversity at the board level is a valuable capacity in this context. The (relative) importance of different capacity dimensions is highlighted; implications for club managers and policy makers are discussed.

Purpose: Amid ongoing talent shortages across industries, organizations increasingly explore digital employer branding approaches. This study investigates how LinkedIn-based corporate influencers shape employer of choice (EOC) evaluations through a multi-cue person-environment congruence framework, using Germany's stationary food retail sector as a theoretically relevant test case. Design/methodology/approach: Building on person-environment congruence theory, similarity-attraction theory and self-identity theory, the study introduces an integrated model comprising person-organization congruence (POC), person-job congruence (PJC) and person-corporate influencer congruence (PCIC). Data from a scenario-based online survey (n = 707 LinkedIn users in Germany) were analyzed via PLS-SEM. Findings: POC, PJC and PCIC were positively and significantly associated with EOC perceptions, with PCIC emerging as the strongest predictor (β = 0.39) and partially mediating the effect of POC on EOC. Exploratory multi-group analyses revealed subgroup differences in PCIC → EOC and PJC → EOC (gender) and PCIC → EOC (generational cohort), with Generation Z showing the strongest PCIC → EOC association. Research limitations/implications: While the scenario-based design supports internal validity, the study's focus on a single country and sector limits generalizability. Future research should test the PCIC framework using cross-industry, cross-cultural designs and triangulate scenario evidence with field data. Practical implications: Employer branding strategies may benefit from leveraging corporate influencers who authentically reflect organizational values and resonate with specific target groups, particularly younger audiences. Originality/value: This study introduces PCIC as a digitally-mediated form of interpersonal fit and demonstrates how ambassador-based fit cues operate alongside person-organization and person-job congruence to shape EOC perceptions in social-media-based employer branding.