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Article
Publication date: 22 July 2021

Matt C. Howard and Emory Serviss

The authors argue that many core findings are not as established as often assumed in the study of corporate volunteering programs, and they assess this possibility by reporting a…

1078

Abstract

Purpose

The authors argue that many core findings are not as established as often assumed in the study of corporate volunteering programs, and they assess this possibility by reporting a meta-analysis of both organizational and employee participation that includes relations with antecedents and outcomes at both organizational and employee levels.

Design/methodology/approach

The authors perform a meta-analysis of 57 sources, including 30 peer-reviewed articles, 16 theses/dissertations, 8 unpublished manuscripts, 2 conference presentations and 1 book chapter.

Findings

Of the antecedents, organizational size only had a small relation with organizational participation, but the effect of corporate social responsibility orientation was very large on organizational participation. Demographic characteristics as well as personality traits had a small relation with employee participation, whereas the effect of volunteering attitudes was large on employee participation. Of the outcomes, organizational participation did not significantly relate to customer perceptions. Employee participation had nonsignificant or small relations with well-being, commitment, job satisfaction and positive behaviors; however, organizational participation also significantly related to all employee-level outcomes, and the effect was significantly stronger than employee participation for two of four outcomes.

Practical implications

Organizations can better understand the true influence of corporate volunteering programs, aiding their bottom line and employee well-being.

Originality/value

Several commonly assumed antecedents and outcomes do not relate to corporate volunteering participation, and future research should be redirected to more influential effects. The authors’ discussion highlights theories that may be particularly beneficial for the study of corporate volunteering, including social identity theory and role expansion theory.

Details

Journal of Managerial Psychology, vol. 37 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 25 October 2011

Madhuri Tikam

The purpose of this paper is to analyse the outcomes of the Library Volunteerism Program of student volunteers in a college library of Mumbai.

1813

Abstract

Purpose

The purpose of this paper is to analyse the outcomes of the Library Volunteerism Program of student volunteers in a college library of Mumbai.

Design/methodology/approach

The survey and interview method was used to collate the achieved outcomes and expectations of 112 student volunteers who participated in the Library Volunteerism Program.

Findings

The Library Volunteerism Program strengthened the library‐student bond. Though the student volunteers felt satisfied about making an important contribution to the organisation, they rarely found it personally fulfilling. The volunteers expected more substantial outcomes and flexibility from the Library Volunteerism Program.

Practical implications

The study found that making the volunteerism experience more exciting, challenging and beneficial to the volunteers is essential for developing a long‐lasting and mutually beneficial relationship between the volunteers and the library. The suggested guidelines should allow similar libraries to design an effective library volunteerism program.

Originality/value

This is the first paper which discusses library volunteerism outcomes in the college libraries of India.

Details

Library Management, vol. 32 no. 8/9
Type: Research Article
ISSN: 0143-5124

Keywords

Article
Publication date: 3 October 2019

Jodie Conduit, Ingo Oswald Karpen and Kieran D. Tierney

The ability to attract and retain volunteers is crucial for not-for-profit organizations, and consequently, the need to understand and manage volunteers’ engagement is paramount…

1901

Abstract

Purpose

The ability to attract and retain volunteers is crucial for not-for-profit organizations, and consequently, the need to understand and manage volunteers’ engagement is paramount. The purpose of this paper is to investigate the role of five volunteer engagement dimensions (cognitive, affective, behavioral, social and spiritual engagement) on perceived value-in-context, and its subsequent role for volunteer retention. Thus, providing for the first time an understanding of how unique types of value are determined through different facets of volunteer engagement.

Design/methodology/approach

To establish the nature and consequences of volunteer engagement, the authors collaborated with an Australian not-for-profit service organization. Using a survey method, the authors studied the organization’s volunteer workforce resulting in 464 usable responses. To capture volunteers’ degree of spiritual engagement, this paper introduces a rigorously developed unidimensional measure.

Findings

The results demonstrate the importance of the five engagement dimensions on volunteers’ perceived value-in-context, while highlighting significant effect differences including some counterintuitive consequences. The authors also establish the role of spiritual engagement and demonstrate the impact of value-in-context for volunteer retention.

Originality/value

This research explores the volunteer engagement-retention chain, by empirically studying the role of value-in-context. The authors provide first evidence for the relationship between volunteer engagement and value-in-context, examining the independent yet relative effects of various facets of volunteer engagement. In doing so, the authors offer new insight into the dimensionality of the volunteer engagement construct, broadening its conceptualization to include spiritual engagement as a core constituent. The authors further demonstrate the impact of value-in-context on volunteer retention, helping organizations to better make sense of meaningful volunteer experiences with long-lasting impacts and mutual benefits.

Details

Journal of Service Theory and Practice, vol. 29 no. 4
Type: Research Article
ISSN: 2055-6225

Keywords

Article
Publication date: 9 November 2021

Srinivasan Sekar

This study assesses the relevance of both individual and contextual factors as an antecedent to employee participation in corporate volunteering (CV) activities and affective…

Abstract

Purpose

This study assesses the relevance of both individual and contextual factors as an antecedent to employee participation in corporate volunteering (CV) activities and affective organizational commitment and inter-role conflict as an outcome of employee volunteering. This study draws from the functional theory of motivation, social exchange theory and role strain perspective to explain hypothesized relationship of the study constructs.

Design/methodology/approach

A questionnaire survey was administered with 461 employee volunteers who had participated in company-sponsored volunteering programs. The authors adopted structural equation modeling (SEM) to test the study hypotheses.

Findings

The findings from the survey suggest that altruistic motives and organization CV capability will impact employee's participation in CV. The results highlight that employee participation in CV enhances affective organizational commitment, indicating that employee volunteering creates inter-role conflict.

Research limitations/implications

Though the study has identified inter-role conflict as a potentially unfavorable outcome, exploring when and how employee volunteering will create a negative effect will add significant value to organizations to protect the interest of their employees.

Practical implications

This study provides insights to understand the relative effects of self- and other-oriented motives. The results suggest that organizations have more directed and carefully designed employee volunteering activities to enable more favorable benefits to employees.

Originality/value

This study contributes to expanding the knowledge on the phenomenon of employee volunteering by introducing and empirically validating an integrated framework of antecedents and consequences of employee volunteering.

Details

Benchmarking: An International Journal, vol. 29 no. 7
Type: Research Article
ISSN: 1463-5771

Keywords

Open Access
Article
Publication date: 23 March 2023

Teresa Fernandes and Manuel Aires de Matos

Non-profit organizations (NPO) contribute significantly to the welfare of citizens and communities. Engagement in volunteering is crucial for sustaining volunteer motivation and…

3522

Abstract

Purpose

Non-profit organizations (NPO) contribute significantly to the welfare of citizens and communities. Engagement in volunteering is crucial for sustaining volunteer motivation and for the effective and efficient functioning of NPO, with significant implications for society at large. Yet, literature on volunteer engagement (VE) is limited to date. Grounded on service-dominant logic, self-congruity theory and self-determination theory, this study aims to understand what motivates VE and how it may evolve into a co-creation process valuable to NPO and its stakeholders.

Design/methodology/approach

Based on survey data collected from 450 volunteers, working with a diverse set of NPO, a comprehensive model of drivers and outcomes of VE was empirically tested using PLS-SEM, considering the mediating role of volunteers' congruence with the core values of the NPO.

Findings

The impact of volunteers' perceived autonomy, competence and relatedness on VE and its subsequent role in volunteers' loyalty and extra-role engagement behaviors (i.e. co-development, influencing and mobilizing behaviors) were validated. Moreover, the study validates value congruence as an internalizing mediating mechanism in the engagement process, a role that has been implied but not empirically tested.

Originality/value

The study contributes to the engagement and volunteering literature, which despite an unprecedented parallel have developed almost independently, with limited reference to one another. As the nomological network of VE is still underexplored, the study extends the engagement literature to the volunteering sector, validating the key (but underexplored) role of self-determination needs and value congruence in driving VE and value co-creation behaviors. The study further adds to engagement research while addressing other actors' engagement beyond the customer–brand dyad. While adopting a seldom explored marketing perspective of VE, this study provides NPO valuable insights on how to manage and engage volunteers.

Book part
Publication date: 7 July 2015

Charmine E. J. Härtel and Jennifer M. O’Connor

Volunteerism underpins the sustainability of communities and a wide range of organizations. A review of the academic literature on volunteerism yields few studies considering the…

Abstract

Volunteerism underpins the sustainability of communities and a wide range of organizations. A review of the academic literature on volunteerism yields few studies considering the role of emotions, but those that do exist clearly indicate that emotions are critical factors in the recruitment, retention, and wellbeing of volunteers. The contribution of this chapter is to provide a review of the existing published academic research on emotions in the context of volunteerism, and to put out a call for emotions research in this critical aspect of sustainable communities and organizations.

Details

New Ways of Studying Emotions in Organizations
Type: Book
ISBN: 978-1-78560-220-7

Keywords

Article
Publication date: 13 April 2015

Peter Lynch

– The purpose of this paper is to outline the stages involved in developing an audit to determine the best wildlife and conservation organization to volunteer with.

Abstract

Purpose

The purpose of this paper is to outline the stages involved in developing an audit to determine the best wildlife and conservation organization to volunteer with.

Design/methodology/approach

The paper outlines details of the analysis and assessment of 53 organizations based on nine core criteria. The framework developed for this purpose also provides a tool that could be used to assess other organizations.

Findings

Publication of the Wildlife and Conservation Volunteering Guide has given volunteers a resource that enables them to make informed decisions about which organization to volunteer with and to enable the featured organizations to reflect on their own relative attractiveness to volunteers.

Originality/value

The viewpoint highlights several unintended consequences of an audit and demonstrates that published audit criteria prompt organizations to instigate changes.

Details

Worldwide Hospitality and Tourism Themes, vol. 7 no. 2
Type: Research Article
ISSN: 1755-4217

Keywords

Article
Publication date: 28 October 2020

Fouzia Ashfaq, Mattiullah Butt and Sehrish Ilyas

Drawing on expectancy theory, this research explores how and when volunteers’ motivational drives for volunteering relate to organizational policies and practices. The paper…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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

Originality/value

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.

Details

Qualitative Research Journal, vol. 21 no. 2
Type: Research Article
ISSN: 1443-9883

Keywords

Article
Publication date: 23 February 2024

Jing Jiang, Huijuan Dong, Yanan Dong, Huimin Gu and Yina Lv

This study aims to use event system theory and job demands–resources (JD-R) model to examine the double-edged sword effect of event strength of Beijing Winter Olympics (BWO) on…

Abstract

Purpose

This study aims to use event system theory and job demands–resources (JD-R) model to examine the double-edged sword effect of event strength of Beijing Winter Olympics (BWO) on volunteers’ in-role performance and proactive behavior as mediated by work overload and meaningfulness.

Design/methodology/approach

The sample included 193 volunteer–leader dyads working at one BWO venue. The authors conducted a multitime and multisource study using Mplus 8 to examine the hypotheses.

Findings

Volunteers’ perceived BWO event strength was positively related to work overload, which reduced in-role performance and proactive behavior. Volunteers’ perceived BWO event strength was also positively related to work meaningfulness, which promoted in-role performance and proactive behavior. Perceived organizational support served as a moderator by mitigating the positive relationship between perceived BWO event strength and work overload; however, it did not strengthen the positive relationship between perceived BWO event strength and work meaningfulness.

Originality/value

This study developed a comprehensive model of how BWO event strength affected volunteers’ performance from the perspective of event system theory and the JD-R model, which enriches theoretical application and research in the context of mega sport events.

研究目的

本研究运用事件系统理论和工作需求-资源(JD-R)模型, 探讨了2022年北京冬奥会(BWO)事件强度通过工作负荷和工作意义感知进而对志愿者角色内绩效和主动性行为的双刃剑效应。

研究设计

我们在冬奥会场所之一实施了多时点、多来源的收集数据的方式, 最终样本包括193份志愿者-领导配对数据, 并使用Mplus 8来检验我们的假设。

研究发现

志愿者感知的BWO事件强度与工作负荷呈正相关, 进而会降低他们的角色内绩效和主动性行为。志愿者感知的BWO事件强度与工作意义感也呈正相关, 进而会促进他们的角色内绩效和主动性行为。感知的组织支持通过弱化BWO事件强度与工作负荷之间的正相关关系, 进而调节了志愿者的角色内绩效和主动性行为; 然而, 感知的组织支持并没有强化BWO事件强度与工作意义感之间的正相关关系。

原创性

本研究结合事件系统理论和JD-R模型, 发展了一个BWO事件强度对志愿者绩效表现影响的综合模型, 丰富了有关大型体育赛事志愿者的理论应用和研究。

Objetivo

Este estudio utiliza la teoría del sistema de eventos y el modelo de demandas de trabajo-recursos (JD-R) para examinar el efecto de doble filo de la fuerza del evento de los Juegos Olímpicos de Invierno de Pekín (BWO) sobre el rendimiento en el rol y el comportamiento proactivo de los voluntarios, mediado por la sobrecarga laboral y la significatividad del trabajo.

Diseño/metodología/enfoque

Nuestra muestra incluyó 193 díadas de voluntarios-líderes que trabajaban en una sede de BWO. Realizamos un estudio multitemporal y multifuente utilizando Mplus 8 para examinar nuestras hipótesis.

Resultados

La intensidad percibida por los voluntarios en los eventos de BWO también se relacionó positivamente con la significación del trabajo, que promovió el rendimiento en el rol y el comportamiento proactivo. Además, el apoyo organizativo percibido sirvió como moderador al mitigar la relación positiva entre la intensidad percibida del evento BWO y la sobrecarga de trabajo; sin embargo, no reforzó la relación positiva entre la intensidad percibida del evento BWO y la significatividad del trabajo.

Originalidad/valor

Este estudio desarrolló un modelo integral de cómo la fuerza del evento BWO afectaba al rendimiento de los voluntarios desde la perspectiva de la teoría del sistema de eventos y el modelo JD-R, lo que enriquece la aplicación teórica y la investigación en el contexto de los megaeventos deportivos.

Article
Publication date: 1 January 1997

Jae Wook Kim and J. Keith Murnighan

This paper investigates the impact of some of the underlying dynamics of volunteering choices in organizational contexts, focusing on individual, group, and organizational level…

Abstract

This paper investigates the impact of some of the underlying dynamics of volunteering choices in organizational contexts, focusing on individual, group, and organizational level causes. Three scenario‐based experiments manipulate individuals' standing within their organization (i.e., whether they are doing well or poorly) in combination with variables such as the expected efficacy of one's team and positive or negative organizational performance. In comparison to other recent volunteering studies, all three current experiments focused on an explicit organizational context and found much stronger intentions to volunteer, particularly when a person's standing was good. The combination of poor standing with expectations of poor performance by one's group or one's organization led to reductions in these otherwise strong intentions to volunteer. The results also show that feelings of obligation, expectations of extrinsic rewards, and identifying with one's organization are all significantly related to volunteering choices.

Details

International Journal of Conflict Management, vol. 8 no. 1
Type: Research Article
ISSN: 1044-4068

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