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This paper seeks to provide an insight into the recruitment and selection of volunteers in the heritage sector, drawing comparisons between paid and unpaid workers to assess the implications of the findings for volunteer management.

A multi‐method research design was adopted involving qualitative interviews with managers and volunteers, in conjunction with a postal survey of volunteers across 12 study sites, which were all visitor attractions in the heritage sector.

The findings show that the effectiveness of the recruitment and selection process can be undermined by a lack of formality and supporting resources. This raises questions about the effectiveness of human resource management for volunteers, both specifically in the heritage sector and in the wider context of volunteer management.

The research was of an exploratory nature and so further investigation is needed to consider the impact of these findings on the effectiveness of volunteer recruitment and selection across a range of sectors.

The research highlights the existing practices in place for volunteer management in the heritage sector so raising issues for managers regarding the challenge of achieving a balance between formality and informality of human resource management practices.

The research takes a micro‐level approach to examining the recruitment and selection of volunteer workers. It provides a link in the literature between the management of volunteers and human resource management practices.

This article assesses how the human management practices of recruitment, selection, orientation, training and recognition enacted by the Gold Coast 2018 Commonwealth Games impacted volunteers' experiences and their likelihood of volunteering in the future.

Qualitative data from 30 volunteers, involved in various stages (including selected and not selected) of the selection process for the Gold Coast 2018 Commonwealth Games, was collected through focus group interviews.

The findings offer important insights for mega sport event managers and their organisations around utilising a traditional human resource management approach for their volunteer workforce.

The findings of the study point to a number of important opportunities for mega event organisers: ensuring there is a personal and consistent approach for all volunteers (even volunteers who are not successful in the application), flexibility in the way volunteers are provided training and support (online, self-paced and tailored to specific roles) and ensuring that organising committees have a strong strategy and direction for host cities to engage in a volunteer legacy.

This study aims to examine the systems and mechanisms at provincial level to develop health volunteers to improve health of the immigrant workforce in Ubon Ratchathani, Thailand.

This qualitative study collected data from document research and in-depth interviews with 22 concerned people who worked at policy and provincial levels to develop health volunteers to improve the health of immigrant workforce. Data were collected from May to July 2017. Then, content of the conceptual framework was analysed. The research objectives were examined and summary and induction analysis interpreted data from documents, observations and interviews.

Ubon Ratchathani has developed a Thai village health volunteer network to provide health care to immigrant workforce. This consisted of four systems and one supporting mechanism, namely, selection of health volunteer, knowledge management on primary health care, welfare management and moral enhancement and resource and budget support. Development is driven through the committee under the mechanisms of government agencies, i.e. the provincial public health office together with non-government organizations and network partners.

The findings from this study could help develop health volunteers to significantly improve the health of the immigrant workforce in the Thai health service system.

Drawing on expectancy theory, this research explores how and when volunteers’ motivational drives for volunteering relate to organizational policies and practices. The paper analyses four areas of motivational association – affiliation, beliefs, career development and egoistic motives – together with organizational human resource (HR) policies and practices.

The study used a qualitative approach and through 17 interviews of the volunteer managers associated with 13 non-profit organizations (NPOs) examined that how through HR policies and practices, an NPO efficiently taps motivational drives of volunteers and maintains their spirit of volunteering.

The findings of the study indicated that the same behaviour may serve different functions for different individuals. Most of the motivational drives need to be tapped with specific tasks and events to become a source of fulfilment for volunteers, this plays a vital role in their decisions to continue volunteering. NPOs’ HR practices without volunteers’ motivation cannot serve any purpose. In the same vein, volunteers’ motivation cannot sustain for a longer period if it is not properly linked with organizational HR practices.

The research findings may lack generalizability because of the selected research approach.

A great part of existing research, not previously captured in literature, is focussed on the assessment of the motivational underpinnings with respect to HR policies and practices.

The paper seeks to concern itself with the research field of public sector performance measurement and to introduce the national identity as a performance factor, through a case study.

The paper attempts an innovative presentation and identification of the attitudes, motivations and beliefs of both Greek people and the volunteers regarding the organisation, the success and the benefits of the Athens 2004 Olympic Games. The paper reviews the literature on the relation of national identity and sports and analyses the opinion polls on the Athens 2004 Olympic Games.

The paper demonstrates that national identity has been the major motivational factor for the volunteers, whose contribution represented a significant added value to the success of the Olympics. The measurement of performance in such a qualitative analysis is supported by self‐reported customers' satisfaction.

It is not a quantitative, structured and executed initial survey, but a secondary, qualitative one.

The paper suggests the re‐definition of the usually negatively conceived notion of national identity, in a new managerial framework, as a performance factor.

This paper is original in its conception, when linking national identity/patriotism with sports and volunteerism in the context of performance measurement, and has a practical dimension, since it proposes tools for measuring performance in cases where a qualitative analysis is appropriate.

Many nations are focussing on health care’s Triple Aim (quality, overall community health and reduced cost) with only moderate success. Traditional leadership learning programmes have been based on a taught curriculum, but the purpose of this paper is to demonstrate more modern approaches through procedures and tools.

This study evolved from grounded and activity theory foundations (using semi-structured interviews with ten senior healthcare executives and qualitative analysis) which describe obstructions to progress. The study began with the premise that quality and affordable health care are dependent upon collaborative innovation. The growth of new leaders goes from skills to procedures and tools, and from training to development.

This paper makes “frugal innovation” recommendations which while not costly in a financial sense, do have practical and social implications relating to the Triple Aim. The research also revealed largely externally driven health care systems under duress suffering from leadership shortages.

The study centred primarily on one Canadian community health care services’ organisation. Since healthcare provision is place-based (contextual), the findings may not be universally applicable, maybe not even to an adjacent community.

The paper dismisses outdated views of the synonymity of leadership and management, while encouraging clinicians to assume leadership roles.

This paper demonstrates how health care leadership can be developed and sustained.

Sporting events are the core of sport tourism. However, when it comes to business models (BM) in the context of event sport tourism, that is, how value is created and delivered at events, there is an obvious lack of research. The purpose of this paper is to deepen the understanding of BMs in the specific context of event sport tourism.

Focusing on trail-running sport events which are rapidly growing in popularity, the paper assesses actual events relative to the existing conceptual BM framework by using the analytical possibilities of the multiple-case study and by applying the interview and observation methods.

The results indicate that the core logic of the examined event-related sport tourism practices is very similar, although there are some significant differences. In addition, this study raises questions concerning potential modifications within the applied framework. Primarily, these relate to the partner network being identified as a second-order theme and an independent BM category and, communication with stakeholders (primarily with competitors), as a key process within the event BM.

This paper focuses on under-researched topics in the context of tourism, that is, the BM concept in relation to event sport tourism in general and trail-running sport tourism in particular. The paper provides a better understanding of the BM concept as a whole, and trail-running event sport tourism suppliers could benefit from the research findings by potentially avoiding business mistakes.

Females now comprise just over half of the workforce in the UK financial services sector. This paper aims to report on the current position relating to factors that are facilitating and inhibiting women from moving into middle and senior levels of management within the financial services sector.

A comparative analysis of four case studies from a cross‐section of the financial services industry is presented, each compiled using interviews with male and female senior and middle managers, and gender‐defined focus groups usually of employees who are in the promotion pipeline.

Despite progress in the case study organisations, both men and women concur that females encounter more barriers to career progression in the industry than men and that these relate primarily to a long hours culture and networking. This leads some women to exclude themselves from working in certain parts of the industry, such as corporate banking. Further, this aspect of the industry culture tends to permeate into areas of the industry where these activities are less important for fostering client relationships.

The research implies that the industry needs to do more to make networking events and activities more gender neutral. Additionally, as more women move up the career pipeline, they should be encouraged to access networks that tap into their equivalent “female networks”.

The paper provides a current picture of managerial working life in the UK financial services industry and provides empirical evidence of the managerial work cultures within the sector.

The purpose of this paper is to better understand the conditions associated with serving on boards by investigating the factors that distinguish older volunteers who serve on nonprofit boards from those who only volunteer programmatically.

Surveys of 354 residents of Southeastern North Carolina over age 50. Measures include education, wealth, retirement status, public service motivation (PSM), patterns of residential mobility, secular and religious organization meeting attendance, and volunteer activity in the past year. Data were analyzed using a Heckman probit selection model.

Respondents who have higher levels of education, are retired, or have lived in the community for longer periods are more likely to report board volunteering, but are not any more likely to volunteer programmatically. Those with higher levels of PSM are more likely to report general volunteering, but are not any more likely to volunteer on boards. Two measures reveal divergent findings based on type of volunteering: moving frequently in one’s lifetime and attending weekly religious services are associated with a greater likelihood of programmatic volunteering but a reduced likelihood of serving as a board member.

Limitations include self-reported, cross-sectional data, and a geographically restricted American sample that is older, more educated, and more likely to own a second home than average.

In order to better address board member recruitment, nonprofits should consider extending opportunities through strategies targeting retired community newcomers.

This study contributes an analysis of PSM among nonprofit board members, and identifies factors that distinguish programmatic and board volunteers, in order to better understand the conditions associated with board service.

In the present times, volunteers constitute a critical element of the human resources (HR) of non-profit organizations. All over the world, non-profit organizations work in complex environments, which are why non-profit organizations are facing increasing pressures to adopt contemporary HR management practices, not just in terms of their paid employees, but also with respect to managing their volunteers. It is frequently believed that volunteers are central to the functioning of non-profit organizations. Volunteers perform their responsibilities for the non-profit organization only because they care about its beneficiaries; however, a vital part is played by HR in facilitating their involvement, dedication and efficiency. Previously, non-profit organizations concentrated on developing and executing their objectives for the future; however, they are now starting to accept the significance of adopting a more professional approach regarding managing the volunteers so as to accomplish those objectives. In this regard, the purpose of the chapter is to: (1) analyze the factors that encourage volunteering in non-profit organizations; (2) offer theoretical anchoring through which it can be comprehended how HR practices draw, involve and sustain volunteers; (3) describe the HR practices that are most appropriate for volunteers and (4) offer the pathway for subsequent research regarding how HR and volunteering are related to each other.