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This study aims to explore perceived effectiveness in the Warriors' Ascent program through interviews of volunteer staff, to leverage improvements in the design and delivery of programs through peer-volunteers.

Focused interviews were conducted to explore peer-volunteer perspectives on program effectiveness. The alignment of themes and statements emerging from interviews was explored in detail relative to the program curriculum.

Five main themes emerged, with alignment for 86% of the peer-volunteers’ commentary and program curriculum. Areas of non-alignment may present opportunities for program growth.

Analysis of peer-volunteer perspectives on practical activities and overall program effectiveness identified options to enhance program delivery. Warriors’ Ascent and both existing and emerging organizations (such as those who will serve distressed frontline pandemic workers) are essential social resources poised to evolve by encompassing appreciation and more effective use of non-professional volunteer support staff.

Peer-volunteers supporting behavior change programs are an emerging focus for research. Peer-volunteers contribute unique perspectives, common experiences and building of relations with a program’s participants serving as an effective agent of change contributing toward healthier lifestyles. Considering the influences of peer-volunteers during program evaluation allows triangulation among sources of information and offers additional opportunities for influencing program growth.

The costs and benefits of patient/public involvement in health, social and political settings are important determinants of whether people and organisations participate. However, actual costs and benefits of public participation are rarely measured other than as proxies or as only “measuring the measurable”. This paper aims to examine whether economic analysis poses a threat or an opportunity for future public participation.

This inquiry is based on original research by INVOLVE (literature review of participation costs/benefits; qualitative interviews with “think tanks”, participants and managers of participation projects) that examined the options for measuring monetary costs and benefits of public participation.

The case against measuring includes: mainstream economic theory is unable to explain participation; mainstream economic models are unsuitable for appropriately assessing participation costs and benefits; participation benefits are beyond economic value; and, economic values of participation may be misinterpreted and misused. Conversely, the case for measuring includes: economic measurement is necessary because public participation constitutes investments of public resources; there is a need to improve the evidence base on which participation decisions are made; the lack of economic information about participation causes problems; and neo‐classical economics is not the only available option for measuring participation costs/benefits.

The limitations and implications for granting bodies, researchers/health economists, evaluators/administrators, and donor‐commissioned evaluations are discussed.

There is a need for innovative indicators that capture the costs and benefits of public participation, as well as appropriate resources for the economic analysis of such initiatives.

The purpose of this paper is to examine the career shocks of Red Cross (RC) of Serbia staff and volunteers providing aid during the 2016 migrants’ influx. Specifically, the authors explore what the volatile environment in which RC staff and volunteers work can teach us about career shocks, and what makes a career shock for people whose everyday work entails stressful events.

This study examined a number of anecdotes that reflect the career shock construct to a greater or lesser extent. These anecdotes were developed by RC staff and volunteers as part of a communications training storytelling exercise.

The authors analyzed these events from the perspective of recent developments in career shocks research and examined whether the anecdotes contained elements that would enable us to differentiate between career shocks and stressors. Those anecdotes found to be the most prototypical of career shocks, as opposed to stressors, were found to instigate in-depth reflection about the career, were identity related, and had a tangible career impact. Shocking events in the eyes of RC people entailed work demands that go beyond expectations, excessive media scrutiny, and conflicting values. The authors discuss how organizational values, fostering person–organization fit, providing organizational and collegial support, and deploying “weathered” staff, could comprise the “vaccine” that makes the organization immune to career shocks.

By taking a data before theory approach to the study of career shocks, this paper provides a novel perspective on the lived experiences of RC people, and how such experiences may be classified into career shocks or stressors.

The purpose of this paper is to explore the links between various characteristics of hospital administration and the utilization of classes of volunteer resource management (VRM) practices.

This paper uses original data collected via surveys of volunteer directors in 122 hospitals in five Northeastern and Southern US states.

Structural equation modeling results suggest that number of paid volunteer management staff, scope of responsibility of the primary volunteer administrator, and hospital size are positively associated with increased usage of certain VRM practices.

First, the authors begin the exploration of VRM antecedents, and encourage others to continue this line of inquiry; and second, the authors assess dimensionality of practices, allowing future researchers to consider whether specific dimensions have a differential impact on key individual and organizational outcomes.

Based on the findings of a relationship between administrative characteristics and the on-the-ground execution of VRM practice, a baseline audit comparing current practices to those VRM practices presented here might be useful in determining what next steps may be taken to focus investments in VRM that can ultimately drive practice utilization.

The exploration of the dimensionality of volunteer management adds a novel perspective to both the academic study, and practice, of volunteer management. To the authors’ knowledge, this is the first empirical categorization of VRM practices.

The purpose of this paper is to examine Family Development Centre (FDC) staff’s[1] perspectives on their roles and capacity to promote early childhood language learning through good parenting.

This research employed in-depth interviews with 30 FDC coordinators and volunteer staff, supported by limited field observations.

Identifying risk, surveillance of at-risk families, building community solidarity and activities to support parenting and children, emerged as key components of FDC work. Volunteers softened their surveillance role by emphasising their social support function and personal links to local communities. Most activities aimed to strengthen family bonding and relationships, with fewer specifically addressing early childhood language deficits. Volunteers found the latter challenging, and generally sought to work in cooperation with education, public health and child care staff where projects involved language development.

Most volunteers said they lacked the capacities to promote early language development effectively and required additional training in such areas as partnerships and collaboration, family and parenting support, and project management. The authors argue that the importance given to partnerships reflects volunteers’ recognition that they need to draw on outside expertise to address children’s language problems. Given resource constraints, volunteers will remain central to family support work for the immediate future. Even with training lay volunteers will not become language experts, and future policy should centre on building a framework of professional support for the community teams.

This study fills a gap in knowledge about FDC volunteer roles and suggests a need for training that focuses on teamwork rather than specialist language expertise.

The purpose of this paper is to examine a range of issues and methods in relation to measuring the impact of volunteer labour on the design and delivery of all types of library services. With the increasing use of volunteers to deliver library and information services in all sectors, managers need to assess their effectiveness and evaluate the impact of their use in relation to operational service design and delivery, and on the development of the profession and professional practice as a whole. Presented here is an initial scoping study, outlining a range of issues, methods and challenges for more detailed future investigation.

A number of methodological challenges and perspectives are identifiable. Contemporary libraries exhibit increasing similarities with Third Sector organisations, namely a complex stakeholder community, and increasing use of volunteers to supplement or replace services delivered by professional staff. Therefore, a starting point for the research is a systematic review and analysis of the methodologies developed by the Third Sector Research Centre, and those studies in the ESRC contemporary Developing Impact Evaluation strand. As a rich picture is required, both quantitative and qualitative approaches are necessary, with the overall study adopting a mixed methods approach.

This paper reports the findings of the preliminary documentary analysis, literature review and scoping aspects of a large-scale study.

Research undertaken to date (June 2014) has failed to identify any published systematic review and examination of these issues.

This project explores tensions at the heart of the fair-trade organization Ten Thousand Villages. I investigate the ways in which this organization attempts to balance concerns of North American staff and volunteers, to care for artisans abroad, and to incorporate expansion plans in the face of challenges raised by the recession.

This chapter draws on fieldwork with stores in Toronto (2011–2012) and ongoing fieldwork (summer 2014 and 2015) with the flagship store in Ephrata, Pennsylvania.

Members express continuing tension between the organization’s founding Mennonite values and the more recent orientation chosen by leadership, to compete successfully in “regular” retail space against non-fair-trade brands. Store staff and volunteers perceive Villages’ buying practices, meant to provide “fairness” to producers in the developing world, as somewhat inconsistent with the treatment of North American store employees. Corporate leadership is mainly focused on ameliorating poverty abroad, rather than framing the organization’s work in a broader social justice context, which store staff and volunteers expect.

At a time of increasing dialogue about alternative value systems that expand notions of economic worth, the fair-trade movement offers a useful model for one attempt to work within the market system to ameliorate its damages. Understanding how one organization negotiates its own competing value systems can provide useful perspective on other revaluation projects.

Volunteers in some organisations are subject to new protections under legislative amendments in Australia which proscribe workplace bullying. These new protections provide impetus for the question of whether workplace bullying is an issue for (unpaid) volunteers and (paid or unpaid) volunteer managers. The purpose of this paper is to outline key exploratory findings.

This exploratory and descriptive qualitative study employed an online survey to collect data on the experiences of participants and on their perception of what constitutes bullying in volunteering.

The evidence suggests that many of the negative behaviours which might be found in workplaces are also found in volunteering, but there are also aspects unique to this setting.

This study was exploratory in nature and will benefit from further expansion and empirical testing.

Many respondents reported that they have been subject to, or witnessed events which they considered to be bullying. Recognition of the possibility of bullying in volunteering is a step towards amelioration.

Volunteering has benefits for individuals and organisations, as well as contributing to social capital. Organisations which are cognisant of, and actively build positive cultures are better able to attract and retain talented and committed volunteers and managers.

There is an absence of research relating to workplace bullying in volunteer settings. As context plays a significant role in workplace bullying scenarios, this study opens up a unique perspective to this negative behaviour in a new setting.

The purpose of this paper is to provide an overview of the implementation of a peer support volunteer scheme in a high secure setting and to explore the peer support volunteer’s experiences conducting this role, based predominantly on an assertive rehabilitation ward.

This paper has outlined the implementation of the peer support volunteer scheme in a high secure setting and has explored the peer support volunteer’s experiences conducting this role and has explored the views of newly transferred patients who have accessed this scheme. The peer support scheme is based predominantly on an assertive rehabilitation ward. The data have been collected through the completion of detailed questionnaires that have been disseminated to participants through the clinical team.

This paper has outlined the implementation of a peer support scheme on an assertive rehabilitation ward within a high secure forensic mental health setting. This paper has explored the role and experiences of a peer support volunteer on an assertive rehabilitation ward and has explored the experience from a service recipient’s perspective also through the completion of questionnaires. This paper has explored the overall benefits of peer support within mental health services to both the volunteer, staff members and to a patient newly admitted to the ward, and has identified the skills that the volunteer is able to develop following contribution in to the peer support scheme.

This paper has acknowledged that there have been challenges introducing this particular scheme into mental health service teams. Challenges have included establishing appropriate boundaries and dilution of the role due to power imbalances, both between the peer support volunteer and the service recipient, but also between the clinical team that supervises the overall peer support scheme (Christie, 2016). The clinical team within this particular ward have been mindful with regards to the approach that has been utilised and has therefore, included the service users within the overall development of the scheme to encompass the recovery principles, but have continued to review the progression as a team and have taken into consideration all aspects of relational security.

The paper relating to the implementation of the peer support volunteer scheme in a high secure setting has not been published before and is not under consideration for publication with another journal.

Managing special events which utilise volunteer labour presents unique challenges due to the time-bound and infrequent nature of events, coupled with the non-traditional employment contractual basis associated with volunteers. Having committed, well-trained volunteers can sometimes be the difference between success and failure for an event. This paper explores factors shaping event managers' decision-making in relation to allocating organisational resources towards training for event volunteers.

Utilising qualitative methods, a sample of senior event managers practicing within Australia were invited to participate in semi-structured interviews. Their attitudes towards, and factors shaping, their decision-making in relation to allocating organisational resources towards training for event volunteers were analysed and discussed through an interpretive lens.

Six intervening variables which shaped event managers' decisions to resource volunteer training were identified. These six variables both shaped and constrained event managers' decisions to resource and implement volunteer training.

The study highlights factors that need to be considered when considering attaining festival attendance satisfaction with volunteers’ service provision through training. This work also contributes to future discussions about the value of volunteer training to event success.