The European Union (EU) is considered to be a unique economic and political union that integrates most European countries. This article focuses on the cultural aspect of European integration, which has been increasingly debated over the course of deepening and widening integration and in the context of the legitimation crisis of the EU. Among the main goals of the EU is to promote certain values, which raises the question of whether it has been efficient in (or enabled) reducing cultural value gaps among the participating countries. World polity and institutional isomorphism theories suggest that cultural values may trickle down in a vertical manner from the institutions of the EU to its member states and candidates. Furthermore, hybridisation theory postulates that values diffuse horizontally through intensified interactions enabled by the EU. These two perspectives imply the possibility of cultural convergence among countries associated with the EU. By contrast, the culture clash thesis assumes that differences in cultural identity prevent value convergence across countries; growing awareness of such differences may even increase the pre‐existing cultural value distances. To test these different scenarios, distances in emancipative and secular values are compared across pairs of countries using combined repeated cross‐sectional data from the European Values Study and the World Values Survey gathered between 1992 and 2011. This study finds that the longer a country has been part of the EU, the more closely its values approximate those of the EU founding countries, which in turn are the most homogenous. Initial cultural distance to the founders’ average values appears irrelevant to acquiring membership or candidacy status. However, new member states experienced substantial cultural convergence with old member states after 1992, as did current candidates between 2001 and 2008. Since 1992, nations not participating in the integration process have diverged substantially from EU members, essentially leading to cultural polarisation in Europe. The findings are independent of (changes in) economic disparities and suggest the importance of cultural diffusion as one of the fundamental mechanisms of cultural change. This empirical study contributes to the literature on European integration, political and sociological theories of globalisation, and cross‐cultural theories of societal value change.

This study considers key value differences between leaders of two types of social ventures: for-profit social benefit corporations and nonprofit organizations. The research question asks to what degree the value sets of leaders of benefit corporations are congruent with those of similarly situated individuals in nonprofit organizations. The results show the values of leaders working in benefit corporations and nonprofit organizations are in many ways aligned, but there are notable statistical differences. A sectoral association of values is also present with employees in both types of organization, especially when the previous work experience of employees is considered.

Huntington's third wave of democracy was no such thing. It neither ushered in a democratic era nor was it a wave in any acceptable historical sense. What it did do was to highlight a contrast and competition among norms and values, so that what we automatically regard as undemocratic practice that is norm-free is no such thing. They might perhaps, and with a freight of contingencies, be bad norms—but they are still norms.

Volunteering motivation has been studied from many perspectives during the last few decades. These studies have increased our understanding on the individual, dynamic, and reflexive nature of volunteering. Moreover, research that combines volunteering with the concept of identity or role identity has deepened this understanding. Nevertheless, the ways individual volunteers experience and associate volunteering with their personal identities has been little studied. Values can provide an empirical window into the core of personal identity. Identity, values, and volunteering are combined in the approach used in this study, which introduces the theoretical viewpoints of narrative identity and value identity. The analyses of 24 life course interviews demonstrated volunteering can be used in identity work for expressing the core values of individuals. The results also indicate the variety and range of values, which can be associated with volunteering.

Values are an essential part of the identity of non-government organizations (NGOs), distinguishing them from other sectors and contributing to their legitimacy. Values are neither uncontested nor wholly self-determined, but rather are products of the broader social and political environment. The meaning of values must be negotiated with multiple actors, such as funding agencies, the state, and the general public including their “clients.” This paper looks at the ways that the meaning of a particular NGO value—voluntarism—is negotiated and contested in India. I argue that conceptualizations of voluntarism are neither singular, nor static, and that NGOs draw on these to claim legitimacy, or contest them through counter-narratives. These struggles over the meaning of voluntarism are in themselves productive, shaping organizational identity, and functioning. Values can thereby be a useful analytical tool to understanding NGOs.

The middle class is considered the most relevant group for formal volunteering. However, the middle class is shrinking, raising the question of the consequences for volunteering in general. Based on four samples of the Swiss Volunteering Survey from 2006, 2010, 2014, and 2019 containing over 5′000 individual responses, we test whether the intensity of middle-class volunteering changes over time. Our results show that the middle class is an essential source for formal volunteering compared to other parts of society, especially those with lower income. The relationship between the middle class and volunteering is positive, though non-significant in our samples. We found no significant changes over time in the volunteering development of the middle class.

Much attention has recently been paid to comparative work in the public and private sectors looking at work values, motivations, and the impact of government reform movements in organizations. Several studies have compared the public and private sectors in the dimension of values; but none have questioned the popular assumption that nonprofit and public managers share the same or a similar set of values or the value expectations they have for each other. This paper reports on the results of an empirical survey of public and nonprofit managers that compares their individual democratic, ethical, and professional values. In brief, the results lend strong support to the assumption that nonprofit employees share the same value set as their public sector counterparts; but their value sets do have statistically significant differences in the perceived level of importance of altruism, generosity, and individualism.

In a recently published article in this journal, Ross Campbell argues that adherence to socialist values establishes a hitherto neglected factor when it comes to the explanation of differences in East and West German citizens’ political trust. As the results of his study indicate, adherence to socialist values impacts negatively on citizens’ political trust, this effect is more pronounced and more stable over time for East German as compared to West German citizens and is sufficiently strong to eliminate aggregate‐level differences in political trust between East and West Germany. However, this research note suggests that Campbell's article contains several substantial inconsistencies and obscurities that question the reliability and validity of the empirical findings presented. It provides a re‐analysis of Campbell's main arguments and shows to what extent his initial conclusions can be upheld after the shortcomings have been remedied. The results of this re‐analysis suggest that socialist values indeed exhibit a negative impact on German citizens’ political trust, which is relatively stronger for East as compared to West German citizens. However, contrary to Campbell's initial results, the negative effect of socialist values on political trust is robust over time for both East and West German citizens. What is more, there is no empirical evidence confirming that differences in adherence to socialist values between East and West German citizens are sufficiently strong to account for aggregate‐level differences in political trust. In light of these findings, two of Campbell's three main conclusions are dubious and call for further examination.

The values espoused by third sector service delivery organizations form the basis of normative claims of legitimacy. Such claims are subject to on-going debate with critics arguing that third sector service delivery organizations do not truly represent the views of those they are trying to assist or that they often fail to institutionalize their values in their relationships with service users. Using instrumental case studies of six social welfare programs in three cities in Australia, this article explores questions of legitimacy by examining whether organizational values were the same as those of service users and whether this matters in terms of services having a positive impact on service users. While research findings generally support normative claims of legitimacy, instrumental values were found to be more important than underlying ethical values or outcome values in generating positive outcomes for service users. However it is these instrumental values that are most at risk from overly prescriptive funding mechanisms.

The study employs the person–organization (P–O) fit approach to explaining volunteers’ organizational commitment (OC). It examined three dimensions of P–O fit that contribute to OC (degree of: needs-fulfillment, values-realization, self-identity and its expression) and their relationships with three manifestations of OC (identification, contribution, staying). Based on a questionnaire given to 138 volunteers results showed that values-realization was central in its contribution to OC, and its greatest contribution was to the components expressing identification with the organization and contribution to the organization. However, needs-fulfillment and self-identity expression also contributed to OC. Moreover, the three types of P–O fit were distinct from one another; they contributed differentially to the explanation of OC manifestations, and their respective contributions to the prediction of OC level were additive. Therefore, volunteer organizations which put emphasis not only on realizing their members’ values but also satisfying their needs and allowing for the expression of their self-identity should extract a higher degree of commitment from their members.

The role of voluntary and community sector organizations in the delivery of public services is increasing and these changes bring new responsibilities and benefits to organizations that have the capacity to participate. There are concerns within the sector about the implications for citizenship and participation. The sector is highly dependent on volunteers yet little is known about how organizational change in response to new relationships with the statutory sector impact upon the commitment and well-being of people who volunteer. This paper addresses that gap in knowledge for older volunteers. Drawing upon collaborative research with a voluntary organization in the north of England, the authors explore the meanings and aspirations of volunteering for older people, and explain how and why changes associated with closer engagement with public service delivery and less grant dependency can be disempowering for them.

Taylor Swift has dreamt of two things: fame and success, and a quiet life with someone she loves. She dreams of making it and of escaping it. The problem is that these dreams seem to conflict. Achieving one can feel like giving up on the other. Swift’s new album, The Life of a Showgirl, finds both dreams well represented. She wants immortality and a basketball hoop in the driveway. She also has a new insight for reconciling them. Happiness can be made, she tells us. And if you make it with another person, you might be able to live two dreams that once felt impossible to fit together.

This study examines the role of normative values and stakeholder commitment in the evalua-tion and implementation process of social and organizational innovations in highly regulated systems, using the example of the four-day work week in German healthcare. Based on 26 expert interviews across micro, meso, and macro levels, the study reveals how actor-specific values and institutional contexts shape judgment about ecological, economic, social, and or-ganizational performance sustainability. The findings show that commitment to innovation is not determined solely by functional considerations but emerges in a field of tension between normative aspirations. Stakeholders align themselves differently along axes such as employee vs. patient orientation or short- vs. long-term thinking, resulting in competing innovation scenarios. The study proposes a transferable framework enabling organizations to map stakeholder values, locate areas of tension, and assess the depth and direction of commitment.