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

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.

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.

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.

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

Studies on employee volunteerism have inconsistency in results. This study aims to examine whether employee volunteerism contributes to financial performance, and if employee volunteerism creates community benefit for firm legitimacy.

The data covers 80 companies (640 firm-year observations) and uses the Indian stock market for the period 2010-2017 as a testing ground. Canonical correlation analysis, panel regression and panel probit regression are used in this study.

The first findings of the study show employee volunteerism through employee skill contribution, number of hours spent on volunteerism, employee cash contribution and employee material contribution provide the substantive contributions to community benefit and financial performance and also contribute a possible positive reflection on employee commitment. The second findings show that return on asset and return on equity do not improve the practice of employee volunteerism. However, the stock price return (SPR) improves the practice of employee volunteerism. The third findings show that the engagement of third-party assurance (TPA) improves the practice of employee volunteerism. Finally, TPA and SPR are more likely to cause a firm to undertake employee volunteerism.

The research study is limited to large firms on the Indian stock market that submit sustainability reports.

An implication from the study suggests that the critical driver of employee volunteerism is employee skill contribution, and firms stand to benefit if well managed.

TPA and financial performance contribute an increase in employee volunteerism, and therefore deepens the scholarly debate on employee volunteerism. Employee volunteerism–community benefit nexus creates a new dimension to the theory of legitimacy for firms in an emerging economy.

The purpose of this paper is to investigate the impact of motives for volunteerism and organizational culture on organizational commitment (OC) and organizational citizenship behavior (OCB) in Indian work context.

The data were collected from 248 middle and senior managers of a public sector organization in India. The self and other reported questionnaires were used to collect the data.

Results of hierarchical regression analysis have shown that personal development dimension of volunteerism was found to be the positive predictor of OC and OCB both. However, career enhancement, empathy and community concern dimensions of volunteerism had mixed effects on both the criterion variables. Furthermore, culture had not shown a significant impact on OCB; however, it had a positive influence on affective and continuance commitment. Moreover, demographic variables (age, education and tenure) had strong impact on OC than OCB.

OC and OCB are highly desirable forms of employees’ behavior in which motivation for volunteerism and organizational culture can play a significant role. However, both OC and OCB are differentially predicted by these antecedent variables.

This is the first study which has explored the impact of motives for volunteerism on OC and OCB in the field of organizational behavior in a non-western work context such as India.

The purpose of this paper is to assess the role of volunteerism during the digitisation project by the Office of the Premier in Mpumalanga with a view recommending the best practice.

The empirical data was collected through the semi-structured qualitative interviews with the records manager and ten volunteer archivists employed by the Office of the Premier.

Local pupils within the Mpumalanga province were recruited to participate in the digitisation project as a form of youth empowerment. The Mpumalanga Provincial Archives was not involved in the digitisation project to ensure that all digitisation specification was in line with the requirement of the provincial archives. Furthermore, a lack of resources to implement the digitisation project was cited as the main stamping block for the successful implementation of the project.

This paper is limited to the Office of the premier, in the Mpumalanga province.

Archivists interested in recruiting volunteers on a digitisation project can use this paper to understand the benefits and cost of volunteer labor before putting volunteer projects into practice.

The success of a digitisation project depends on the involvement of the Mpumalanga Provincial archives.

This paper presents a unique case study in South Africa of a digitisation project staffed with volunteers in the office of the Premier.

Increasingly, post credit crunch, organisations are seeking to develop new ways of attracting, recruiting and retaining staff in the UK high street for less or even no financial reward. The aim of this paper is to investigate volunteerism and volunteer management, based on an exploratory case study of two British Red Cross (BRC) shops. It also aims to examine the reasons why people volunteer and why they keep doing so in the context of BRC, as a charitable organisation.

An exploratory case was used to gain an insight into how BRC recruit and retain volunteer staff. This was achieved by interviewing volunteers and the shop management personnel. An overview of BRC structures, strategic direction and views on volunteerism is also developed as part of the case study.

Exploratory findings from the research show that people decide to volunteer mainly for a variety of reasons such as social interaction, to carry out work that is valued in the local community and for self‐satisfaction. Volunteer satisfaction is derived from helping BRC to help others and also being part of The Red Cross. Volunteer retention is attributed to a proactive management style in terms of creating a favourable work environment. The shop manager's leadership skills are crucial in establishing a friendly and positive attitude towards volunteers. In addition, youth volunteers are attracted in order to gain work experience and learn new skills.

The study is exploratory, based on preliminary interview findings from 17 informants in two BRC shops. However, the insight gained helps in understanding the reasons why volunteerism is successful within the BRC.

The paper can help policy makers reflect and decide on useful tactics and strategy for developing and improving volunteer management within the retail sector.

There is a paucity of literature in relation to retailing and volunteerism and this study contributes to the literature by identifying reasons why this charity has been so successful in attracting and retaining volunteers.

This exploratory survey study investigated the alleged benefits associated with corporate volunteer programs. The results demonstrated that employees viewed volunteerism as an effective means of developing or enhancing several types of job‐related skills. This was particularly true for female employees and employees participating in a formal volunteer program. The results also demonstrated that organizational commitment was higher for volunteers from companies with a corporate volunteer program than for non‐volunteers with organizations without a corporate volunteer program. Finally, the results indicated that job satisfaction was related to volunteerism among female employees, but not for male employees.

As companies face an ever wider range of challenges, there is growing adoption of CSR initiatives to aid company success. The business case for CSR investigates the potential for economic value in socially oriented company actions. This paper aims to examine one key CSR initiative, that of employee skill‐based volunteerism.

Researchers consider three current applications of employee skill‐based volunteerism and the potential to generate company economic value.

This concept paper suggests employee skill‐based volunteerism aligns with the four components of the business case for CSR, including the enhancement of company reputation, the reduction of costs and risk, the achievement of business strategy, and the creation of learning and partnership.

This paper focuses on three companies' employee skill‐based volunteerism programs and does not reflect the comprehensiveness of a meta‐analysis. Hence conclusions are limited in generalization. Further investigation of company CSR program initiatives and their impact both short term and long term is suggested.

This paper seeks to highlight the potential for economic value within CSR initiatives. By considering the role of employee skill‐based volunteerism, this paper considers this specific CSR initiative and its potential for generating economic benefits for a company.

The authors suggest that employee skill‐based volunteerism can serve as a unique differentiating strategy employing the knowledge, skills and abilities of employees that are specific to any given company. As CSR initiatives continue to be adopted, there remains a need to learn which initiatives may serve as significant sources of economic value for a company, as well as how best these initiatives can be implemented.

Leadership education is a prominent component of youth programming. In their efforts to promote leadership development, most youth programs promote character development and teach interpersonal skills but fall short in teaching leadership because they fail to encourage the use of authority. In this paper, we present the stories of five late adolescent exemplars as a case study of youth leadership emergence through volunteerism. These youth demonstrated leadership by transitioning from participating in community service activities to becoming organizers of their own beneficent efforts. Through a qualitative analysis of interviews with these adolescent leaders, we present themes that were important to their emergence as leaders. We then discuss how these findings should be used to inform youth development programs that are designed to encourage youth leadership through volunteerism.

This chapter aims to provide insight into conceptualizing and understanding the experience of civic engagement through voluntary service for high school students in the United States today. Unlike prior studies of youth civic life that are predominately quantitative and rely on correlates of youth civic engagement, this qualitative research explores the meanings and rationale youth attribute to being members of their communities. Youth service work emerges in two general forms. Some young people have an altruistic orientation: they are dedicated to help the less fortunate in their communities, but at the same time, they lack strong ideological investment. Other students have an activist orientation: they are committed to activist politics, but cannot connect their political concerns to school-based service. These two orientations to service develop in the context of school programs that encourage – or require – episodic single acts of volunteerism as a form of civic education. Diffuse associational forms and loose, individually based networks thus shape the context and content of youth volunteerism. These associational forms imply the practice of “networked democracy” by young Americans. Although networked associational ties offer young people weaker forms of collective organization, they also allow students to connect to and experiment with many different ideas, issues, and forms of expression.

The purpose of this paper is to empirically examine the relationship between students’ perceptions of equal employment opportunity/affirmative action (EEO/AA) ideals and their perceptions of companies’ ability to meet goals using their corporate social responsibility (CSR) practices. The paper also examined the extent to which students’ support of EEO/AA relates to their community mindedness and attitudes toward volunteerism.

The paper obtained data by surveying 895 students from a medium-sized university in the southern USA.

Individuals generally supported EEO/AA, but differentiated between the two, with AA receiving less support. Those supporting EEO/AA were less likely to view a company’s CSR as instrumental in achieving the firm’s goals or its customers’ goals. EEO supporters reported more positive attitudes toward volunteering and tended to see more constraints to volunteering; however, EEO/AA attitudes mostly were unrelated to community mindedness or volunteering behavior.

Potential applicants perceived EEO and AA statements differently. Rather than perceiving EEO/AA as instrumental in achieving outcomes via CSR, individuals viewed EEO/AA as compliance activities, distinct from CSR. We suggest that companies consider using broader diversity initiatives (e.g. recruitment, promotion and training) as part of CSR, rather than focusing on compliance issues.

Research has not explored the relationship among EEO/AA perceptions and “doing good” as a company (CSR), as well as “doing good” individually (volunteerism). This study provides the basis for additional research to better understand these relationships.