An Empirical Examination of Formal and Informal Volunteering in Canada

Using data from the 2008 General Social Survey of Canada, this study examines the factors associated with individuals’ propensity to engage in formal and informal volunteering. The results show that social networks increase the likelihood of both formal and informal volunteering, but social trust and human capital increase only the likelihood of formal volunteering and not of informal care. The findings also reveal interesting cultural influences and regional differences in the propensity to engage in formal and informal volunteering, especially between French-speaking Canadians and English-speaking Canadians, and those living in Quebec and outside of Quebec. Native-born Canadians are more likely to volunteer than their immigrant counterparts, but they are similar to immigrants in the propensity to provide informal care. Additionally, women are found to be more likely to engage in formal volunteering and informal care than men. Theoretical and practical implications of the findings are discussed.     

The Role of Religiosity for Formal and Informal Volunteering in the Netherlands

This paper deals with the question: To what extent do individual religious characteristics, in addition to collective religious characteristics, contribute to the explanation of formal and informal volunteering in the Netherlands at the beginning of the 21st century? To answer this research question, we used the SOCON 2005–2006 dataset. Our main finding concerns informal volunteering: we found that spirituality increases the likelihood of informal volunteering, implying that openness to other people’s needs increases the likelihood of the actual provision of help. There are no other aspects of religiosity that are related to informal volunteering. With regard to formal volunteering we found that, in line with previous research, religious attendance is related positively to formal volunteering, religious as well as secular volunteering, which can be regarded as support for the proposition that religious involvement is important for norm conformity. Further, having a more religious worldview decreases the likelihood of formal volunteering which might show that those with a strong religious worldview are more concerned with the ‘otherworldly’ and less so with what they do in this world. We found no influence of individual religious characteristics on formal volunteering. These results confirm the idea that integration into a religious community plays quite a large role in explaining formal volunteering. Informal volunteering, however, seems to be independent of social networks: it rather depends on individual motivation.     

Influences of Resources and Subjective Dispositions on Formal and Informal Volunteering

This study investigated the influences of resources and subjective dispositions on formal and informal volunteering. The author examined whether resources are associated with formal volunteering, while subjective dispositions are associated with informal volunteering, using data from representative national Japanese samples (SSP-P2010 data). The results suggested that socioeconomic resources (namely education) are more strongly related to formal volunteering than to informal volunteering, while subjective dispositions (empathy and religious mind) are associated with both formal and informal volunteering. The main finding of the present study was that empathy and religious mind are the essential facilitators of both types of volunteering with different characteristics.     

The Relevance of Self-Determination for Corporate Volunteering Intentions

Corporate volunteering programs are increasingly used to bolster community involvement, address social issues and improve the reputation of organisations. Despite this growing trend, our understanding of what motivates corporate volunteers is scant. Drawing on self-determination theory, this study investigates motivational differences among employees engaging in different corporate volunteering types and in independent volunteering, and examines the relationships between these volunteering types and employees’ intent to volunteer in the future. Findings obtained from a survey of 318 employees suggest that higher levels of motivation to volunteer for reasons of ego enhancement or guilt prevention (introjection) were associated with a higher likelihood of participation in employer-organised, large-scale volunteering. Lastly, compared to the other types of volunteers, corporate volunteers had the highest intentions to volunteer through their company in the future, while independent volunteers had the highest intentions to continue volunteering in their own time without employer support. These results highlight the importance of offering various types of corporate volunteering opportunities to employees, as people engaging in corporate volunteering do not make up a homogeneous group, and that different corporate volunteering activities fulfil different motivational needs.

     

Growing the Volunteer Pool: Identifying Non-Volunteers Most Likely to Volunteer

There are ongoing management and societal challenges affecting volunteering participation. These place a premium on organizations identifying individuals that currently do not volunteer but have the willingness and capacity to do so, the “Potentials”. Supplementing the limited non-volunteer literature, we seek to quantify this potential volunteer pool using constructs aligned to the willingness, capability and availability dimensions from Meijs et al.’s (Volunt Action 8:36–54, 2006) volunteerability framework. Using binary logistic regression testing with a nationally representative sample of Australian volunteers and non-volunteers, we found partial support for the framework’s willingness and capability dimensions determining volunteer status. We then applied a predictive equation to the non-volunteer sample to calculate their percentage likelihood of volunteering, to identify a cohort of “Potential” volunteers. Further testing revealed statistically significant differences between this cohort compared to other non-volunteers based on various interventions for promoting volunteering. The implications of our novel study and an associated research agenda are discussed.

     

Doing good when times are bad: volunteering behaviour in economic hard times

This paper examines how the 2008–9 recession has affected volunteering behaviours in the UK. Using a large survey dataset, we assess the recession effects on both formal volunteering and informal helping behaviours. Whilst both formal volunteering and informal helping have been in decline in the UK since 2008, the size of the decline is significantly larger for informal helping than for formal volunteering. The decline is more salient in regions that experienced a higher level of unemployment during the recession and also in socially and economically disadvantaged communities. However, we find that a growing number of people who personally experienced financial insecurity and hardship do not explain the decline. We argue that the decline has more to do with community‐level factors such as civic organizational infrastructure and cultural norms of trust and engagement than personal experiences of economic hardship.     

The Relationship Between Corporate Volunteering and Employee Civic Engagement Outside the Workplace in Russia

This paper discusses the relationship between corporate volunteering and civic engagement outside the workplace in Russia, proceeding from a mixed-method approach. The quantitative findings are based on a comparison between employees in 37 Russian companies who participated in corporate volunteering (N = 399) and those who did not (N = 402). Using binary logistic regression analysis, we demonstrate that employee participation in corporate volunteering is positively related to four forms of civic engagement outside the workplace: informal volunteering, formal volunteering, formal monetary donation, and informal monetary donation. In addition, we draw on information obtained from interviews with 10 corporate volunteers, as well as with all 37 company corporate volunteering managers, to develop a general explanation for why corporate volunteering might lead to civic engagement. We identify three primary explanations. First, trust in companies can be converted into increased trust in social institutions. Second, corporate volunteering can expose employees to other realities, thereby leading them to rethink their priorities. Third, corporate volunteering socializes employees to volunteering, thus making them more likely to incorporate volunteering into their personal repertoires of activities. Corporate volunteering appears to be an effective mechanism for stimulating civic engagement and volunteering infrastructure in post-communist countries.     

What Motivates Which Volunteers? Psychographic Heterogeneity Among Volunteers in Australia

Six psychographic segments of volunteers in Australia are constructed on the basis of their volunteering motivations. The resulting segments include “classic volunteers,” whose motivations are threefold: doing something worthwhile; personal satisfaction; and helping others. “Dedicated volunteers” perceive each one of the motives for volunteering as relevant, while “personally involved volunteers” donate time because of someone they know in the organization, most likely their child. “Volunteers for personal satisfaction” and “altruists” primarily wish to help others, and finally, “niche volunteers” typically have fewer and more specific drivers motivating them to donate time, for example, to gain work experience. The segments are externally validated and demonstrate significantly different socio-demographic profiles. Consequently, it seems that motivation-based data-driven market segmentation represents a useful way of gaining insight into heterogeneity amongst volunteers. Such insight can be used by volunteering organizations to more effectively target segments with customized messages.     

Skills-Based Volunteering as Both Work and Not Work: A Tension-Centered Examination of Constructions of “Volunteer”

The Corporation for National and Community Service defines professional skills-based community service as “the practice of using work-related knowledge and expertise in a volunteer opportunity.” Traditional definitions of volunteer work in organizational communication scholarship, however, are typically based on (1) the bifurcation between work and volunteer activity; (2) low barriers to volunteer entry and exit; (3) the lack of managerial power/control over volunteers; and (4) the altruistic focus of volunteer work. An analysis of interviews with 19 skills-based volunteers highlights the identity and role tensions inherent in professional volunteering and serves as the basis for a proposal for a new way to visualize volunteering characterized by spectrums of tension rather than by the traditional lens of “not work.”     

Building a better workplace for teen volunteers through inclusive behaviors

Facing a decline in the number of hours donated to nonprofit organizations, volunteer coordinators must strive to determine the most effective strategies for retaining volunteers. Relationship management theory provides a framework to gauge the well‐being of an organization's relationship with its stakeholders. Through surveys administered to 317 teenage volunteers at three library systems, this study found that of four factors—trust, commitment, satisfaction, and control mutuality—trust had the strongest ability to predict intent to continue volunteering. Further analysis revealed that trust could be enhanced by including teenagers in work groups throughout the organization, seeking their input on organizational decisions, and ensuring they receive formal and informal organizational communications.     

Greed and fear: Competitive and charitable priming in a threshold volunteer's dilemma

In the “k-volunteer's dilemma” benefit accrues to all members if at least k members volunteer, and receive nothing otherwise. We use experiments to examine (a) volunteering behavior when threshold k increases from 1 to 2, and (b) whether volunteering behavior shifts toward norms associated with one of two primed identities—charitable or competitive. We find that increasing the threshold increases an individual's probability of volunteering, but the likelihood of good provision is lower. Neither priming affects volunteering behavior when k = 1, but competitive priming effectively increases volunteering when k = 2. Both greed and fear of non-provision appear to affect volunteering.     

Classifying and Relating Different Types of Online and Offline Volunteering

The contemporary media environment allows for online volunteering where volunteers can participate without being physically present or being affiliated with a traditional organization. Challenging the traditional types of volunteering and accounting for the new trends, this study identifies different types of online and offline volunteering and examines the relationship between them. Drawing on online survey data from 816 U.S.-based volunteers, this study finds that active online volunteers are also active offline volunteers, suggesting that volunteering in one sphere can complement volunteering in the other sphere. This study discusses implications for understanding volunteering as a complex activity where individuals engage in varied organizational contexts to different degrees and extend their participation to both online and offline spheres.     

‘Doing Something Positive’: Volunteers’ Experiences of the Well-Being Benefits Derived from Practical Conservation Activities in Nature

There is a strong tradition in Britain of volunteering involving a wide range of activities and organisations. Increasingly volunteering is seen as a way of benefiting health and building sustainable communities. In a study in 2007 we aimed to address the research questions: what are the motivations for, barriers to, and benefits of formal practical environmental volunteering for those individuals involved? Qualitative and quantitative data collection was undertaken while spending a day each with ten volunteer groups as they undertook their practical conservation activities. In this paper we focus primarily on the physical, mental and social well-being benefits that volunteers derived from their activities. Our research involved 88 people volunteering regularly in a range of places from scenic natural landscapes to urban green spaces in northern England and southern Scotland. Respondents described a range of benefits they gained from their involvement including improved fitness, keeping alert, meeting others and reducing stress levels. We suggest that practical environmental volunteering has flexibility in the types of activity available and the time scale in which activities are undertaken and therefore can provide a range of physical, social and mental well-being benefits to people with very differing abilities and from different socio-economic backgrounds.     

Caregiving and Volunteering Among Older People in Sweden—Prevalence and Profiles

This study examines the role of older people in Swedish society by exploring the prevalence of their informal caregiving and volunteering and by analyzing the profiles of these contributors of unpaid work. Data were collected by means of telephone interviews in a Swedish representative survey conducted in 2005. Our analysis reveals three distinct profiles of people involved in unpaid activities. One of these consists of those involved both in informal helpgiving and volunteering, a group that has been labeled “super helpers” or “doers” in earlier research. It is important for social policy planners to recognize these groups of older people and better understand the dynamics of their unpaid work in order to ascertain whether they might need support as providers and to enhance their well-being. There does not seem to be any simple contradiction between the parallel existence of a universal welfare model of the Swedish kind and an extensive civil society in which older people play important roles as active citizens.     

How do International Volunteering Characteristics Influence Outcomes? Perspectives from Partner Organizations

This study examines how different types of international volunteering influence common program outcomes such as building organizational capacity, developing international relationships, and performing manual labor. Survey responses were collected from 288 development-oriented volunteer partner organizations operating in 68 countries. Data on the duration of volunteer service, the volunteers’ skill levels, and other variables were used to develop a rough typology of international volunteering. Binary logistic regression models then assessed differences in outcomes across five volunteering types. Findings suggest that future research needs to be more precise about how the nuances and complexity of diverse forms of international volunteering influence outcomes.     

Adding the Organizational Perspective: How Organizations Shape Service Work Abroad

International volunteering is an increasingly popular form of service work, but the scholarship on international volunteering has done little to unpack the assertion that organizations shape the international volunteering experience. We demonstrate the utility of taking an organizational perspective by reporting on an ethnographic investigation of an international voluntary service episode in Southern India. In doing so, we attend to all of the parties common to international volunteering—the coordinating international volunteer service organization, the host NGOs, and the volunteers—and pay particular attention to the organizational dynamics that influence the service rendered. We find that the different actors in the service relationship understood successful international development efforts in different ways, which frustrated the productivity of the relationships in question. These mismatched goals were partly the legacy of a partnership-formation process that followed a cultural–historical logic rather than an instrumental one. The consequences were dissatisfaction on the part of volunteers and mixed benefits for the organizations with which they were matched. We suggest that these findings have relevance to other international volunteering sites.     

Links between informal caregiving and volunteering in Sweden: a 17-year perspective

This article analyses informal caregiving and volunteering in organizations over 17 years in Sweden, with a focus on links between these two forms of unpaid activities. The discussion is based on results from a national survey that was repeated four times in the period 1992–2009. Links were found between the different types of activities. In all four studies a substantial group of the population was involved both in informal caregiving and volunteering. This group of ‘active citizens’ are commonly also engaged in informal social networks. This ‘double active’ group had increased over time and they provide a substantial amount of hours of involvement. Patterns outlined in this article demonstrate that unpaid activities represent a multifaceted phenomenon, and that the boundaries between informal caregiving and volunteering as forms of engagement may be more fluid than has previously been acknowledged. The results challenge the literature in which informal caregiving is viewed as a major obstacle to volunteering. At the same time, however, informal caregiving in general was found to be increasing. There might be reasons to be cautious about the possible risk that too much pressure on citizens for informal caregiving might jeopardize the type of double involvement that is outlined in this article.     

In Search of Strategy

The canon of volunteer administration contends that adoption of specified practices separates effective from ineffective programs. Alternatively, structural contingency and strategic human resource management theories suggest that managers make adoption decisions based on how organizational circumstances dictate the applicability or efficacy of particular practices. We test propositions that universalistic adoption of “best practices,” contingent adoption of practices, and configurational adoption of bundles of practices are associated with program outcomes of recruitment ease, retention of volunteers, and the net benefits that volunteers bring to organizational operations. With all sets of tests garnering limited empirical support, we conclude that human resource practice in volunteer administration is loosely coupled with outcomes, but that some organizations do—and many more should—manage according to the singular context of their institutional and external environments.     

Enforcement is the Name of the Game: An Essay on the Immigration Inspector at Work

Abstract

This article concerns the work of immigration inspectors who inspect parties entering the country to determine if they merit entry according to law. Focusing on aspects of their working environment, this paper discusses ways inspectors have sought to organize daily activities. Faced with an uncertain decision-making process, lacking adequate preparation to deal with an unpredictable public, and working within a decentralized administrative structure, inspectors are nonetheless confronted by strong bureaucratic pressures for uniformity and consistency in their actions. Attempting to reconcile these conflicting demands, personnel have utilized various strategies for reducing overall risks associated with their work. This analysis casts doubt on the applicability of such theoretical constructs as “formal” or “informal” organizational processes when examined through an action perspective.     

Program Evaluation of “Young at Heart”

Abstract

We conducted a program evaluation study of “Young at Heart,” a Texas (United States) program that places elderly volunteers in childcare settings. The main constructs evaluated in this research-based article are Erikson's generativity (a motivation to guide younger generations) and life satisfaction. We compared four groups of elderly persons on these constructs: Young at Heart volunteers, Meals on Wheels volunteers (who deliver food to other elderly persons and thus gain volunteer experience, but not with children), non-volunteers drawn from the general population of one Texas community, and individuals in the same community who volunteered in a variety of activities (“miscellaneous volunteers”). Our guiding assumption was that volunteering with children would appear to be a clear expression of generativity; we thus hypothesized that YAH volunteers would score highest in it. Contrary to prediction, the miscellaneous volunteers averaged the highest generativity, followed by YAH volunteers. Philosophical and conceptual issues are identified with regard to research on generativity and intergenerational programming.