Through Adversity Comes Strength: Volunteering and Self-Esteem Among People with Physical Disabilities

The goal of the present study was to examine differences in self-esteem between volunteers with physical disabilities and their counterparts who do not volunteer. Another goal was to examine the contribution of the characteristics of the volunteering experience (motives for volunteering, satisfaction with the rewards of volunteering, and the quality of relationships with beneficiaries) to explain self-esteem among volunteers with physical disabilities. The research sample included 160 Israeli participants with different physical disabilities. Of these, 95 volunteered and 65 did not volunteer. Participants who volunteered had higher self-esteem than those who did not. The findings highlight the compensatory role of volunteering for people with disabilities: The contribution of volunteering to enhancing self-esteem was mainly evident among participants with poor socioeconomic resources (low education, low economic status, and unemployed). Egoistic and altruistic motives for volunteering as well as satisfaction with the rewards of volunteering contributed to explaining self-esteem.     

How Do Volunteer’s Experiences of Organizational Facilitators Influence Their Satisfaction and Loyalty: An Example of Hospital Volunteers

The volunteer experience in organizational context has received far less scrutiny. Studies have indicated specific organizational settings, such as schedule flexibility, orientation and training, empowerment, social interaction, reflection, and rewards, and each has certain influences on their satisfaction and intention of remain. But we do not know their combined impact as organizational facilitators. This study focused on a sample of hospital volunteering, which occupies the largest service hours of volunteering work in Taiwan. We explored the experience of organizational facilitators that affect the satisfaction and loyalty of the volunteers from 868 valid questionnaires in a metropolitan hospital. The results showed that volunteers with more experiences on social interaction, reflections, and rewards, were more satisfied. In term of loyalty, volunteers with higher satisfaction showed higher willing to remain, recommend, accept services, and donate. Furthermore, because of flexible schedules and preferable rewards, the volunteers were more willing to remain; because of more training, higher social interaction, reflections, and rewards, the volunteers were more willing to recommend volunteering and accept services. Additionally, less flexible schedules, better empowerment, and more reflections as well as rewards influenced volunteers to be more motivated to donate. Implications of organizational efforts toward the hospital volunteer management are discussed.

     

Predicting Responses to Volunteering among Adolescents in Israel: The Contribution of Personal and Situational Variables

The study examined positive and negative responses to volunteering (satisfaction with volunteering, perceived contribution to beneficiaries, and burnout) among 102 adolescents in Israel. The conceptual framework for explaining those responses was the ecological approach to the study of human development. In that context, the paper deals with the combined contribution of two ecological systems—the ontogenic system and the microsystem. The ontogenic system included sociodemographic variables (gender and religiosity), as well as empowerment resources. The microsystem included variables related to family context (parental volunteer activity and family support for volunteering), as well as to the context of volunteer activity (perceived rewards, difficulties with volunteering, and professional supervision). Sociodemographic variables and difficulties in relations with the provider organization predicted burnout, whereas rewards and professional supervision predicted satisfaction with volunteering. Empowerment contributed most to explaining volunteers’ perceived contribution to the beneficiaries of services.     

Sources of Volunteer Motivation: Transformational Leadership and Personal Motives Influence Volunteer Outcomes

We examined the separate influences of volunteers' personal motives and their team leaders' behaviors on volunteer satisfaction and contributions, along with mediating processes suggested by self‐determination theory. Participants were 302 volunteers who worked in teams at various sites through a central agency. As predicted, both personal motives for volunteering and transformational leadership influenced volunteer satisfaction through enhanced work meaningfulness and higher‐quality team relationships. However, motives that predicted volunteer contribution were different from those that predicted satisfaction. Whereas satisfaction was positively associated with motives concerning esteem enhancement and value expression, contribution was positively associated with motives to gain understanding and negatively related to motives pertaining to esteem enhancement and social concerns. Transformational leadership was positively associated with volunteer satisfaction, but not with volunteer contributions. The theoretical ramifications of these findings are discussed, along with practical implications for the recruitment and retention of volunteers.     

THE RELATIVE IMPORTANCE OF INTRINSIC AND EXTRINSIC REWARDS AS DETERMINANTS OF WORK SATISFACTION*

This study investigates the nature and sources of overall work satisfaction in several occupational groups. The effects of three types of work rewards on work satisfaction are assessed. They are: intrinsic task rewards, extrinsic social rewards and extrinsic organizational rewards. Data from 1,385 workers representing five occupational groups suggest that intrinsic rewards followed by extrinsic social rewards, are powerful determinants of satisfaction across all occupational groups. Extrinsic organizational rewards appear to emerge as an important determinant only in lower-level occupations. The implications of these findings for job redesign programs are subsequently discussed.     

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.     

‘By Helping Others,We Helped Ourselves:’ Volunteering and Social Integration of Ex-Soviet Immigrants in Israel

Recent immigrants seldom join the ranks of volunteers for various social causes. Immigrants from former socialist countries have been shown to be particularly averse to organized forms of volunteering for reasons rooted in their past, including forced forms of collectivism imposed by the state. In this qualitative study, we explored the perceptions and practices of volunteering among ex-Soviet immigrants (mostly educated middle-aged women) who ran a project for the benefit of elderly. Our findings show that most volunteers chose causes targeting fellow immigrants, their resettlement and well-being, and were motivated by the wish to build co-ethnic support network and overcome marginalization in the Israeli society. Other volunteers were driven by the need for self-actualization in the context of underemployment and occupational downgrading. Personal empowerment and higher identification with the receiving society were the most salient outcomes of volunteering for our informants. We conclude that for some immigrants, volunteering can serve as a strategy of social integration.     

Accounting for Sustained Volunteering by Young People: An Expanded TPB

This study tested an expanded TBP model, which included personal norms and self-identity as cognitive variables, in a sample of current young volunteers of a general charity in the UK. Actual volunteering was measured via continued observation throughout the duration of the projects. An integrative model of sustained volunteering was proposed because some relationships did not follow the hypothesized paths. Subjective norm emerged as the exclusive determinant of sustained volunteering and also as the potential mediator of the effects of other variables over future volunteering behavior. Two focus groups with volunteers and 28 personal interviews with the coordinators of the volunteering projects were conducted to triangulate the research findings and reveal the main causes for drop-outs and non-attendance.     

What Money Cannot Buy: The Distinctive and Multidimensional Impact of Volunteers

Although it is assumed that volunteers make an extremely important contribution to organizations and the community, studies that examine their direct impact are scarce. Using quantitative and qualitative data collected from clients, volunteers and staff at the Philadelphia Ronald McDonald House, examined is the impact of volunteers on the organization, the clients and on themselves. Volunteers had a high direct and indirect impact on recipients, including on their attitudes toward volunteering and their future behavior. Volunteers gained intrinsic and extrinsic benefits and, as expected, their participation had a positive impact on the organization. The study contributes to the body of knowledge on social impact and volunteering.     

The Give and Take of Volunteering: Motives,Benefits, and Personal Connections among Irish Volunteers

Volunteers are integral to the delivery of health and social services in many countries. Volunteer motivation is the key phenomenon around which research into the psychology of volunteering behaviour has been based in the recent past. This study comprised interviews with 26 volunteers working with eight health and social care organizations in Ireland. The study aimed to describe and interpret reasons for initial and continued volunteering involvement. Four key themes were proposed on the basis of a thematic analysis: volunteer motives; personal connections to organizations and causes; benefits; and challenges arising from volunteering. These themes are analysed in light of social psychological theory to better understand why people volunteer and maintain their involvement in the face of competing demands. The findings suggest that benefits and challenges merit a higher profile in research into the volunteer process, and that bonds of perceived obligation motivate many volunteers to begin and continue their involvement in health and social care.     

Predicting Future Volunteering Intentions Through a Self-determination Theory Perspective

Using self-determination theory (SDT; Deci and Ryan 1985), we conducted a cross-sectional survey to test the relationship among competence, intrinsic motivation, job satisfaction, and intention to continue volunteering. A total of 180 Special Olympics volunteers from China participated in this study. The results showed that competence positively predicted intrinsic motivation and job satisfaction. Intrinsic motivation was a partial mediator for the relationship between competence and job satisfaction. Job satisfaction positively influenced intention and it acted as a full mediator in the relationship between intrinsic motivation and intention. It was concluded that SDT is a useful theoretical framework in understanding intention to continue volunteering. Theoretical and practical implications are provided.     

Why without pay? Intrinsic motivation in the unpaid labour supply

Economic theory explains the supply of volunteering alternatively as an ordinary consumer good or an investment good. This paper provides a simultaneous approach, considering both objectives, by using the psychological distinction between intrinsic and extrinsic motivations, in order to reconcile conflicting results reported in the literature. Following the simultaneity approach, the paper develops a theoretical model of unpaid labour supply within an agent's two-period utility maximization problem, taking into account the role of psychological motivation. The theoretical hypotheses are tested with a sample selection model for Italy, by using the 1997 Multipurpose Households Survey on everyday life issues carried out by the Italian National Statistical Office. A robustness analysis and endogeneity test for intrinsic motivation are also performed. Empirical analysis rejects the hypothesis that only a consumption or investment motive can explain Italian volunteers’ behaviour, supporting the hypothesis that both motives interact in shaping regular unpaid labour supply, with a stronger impact of consumption motives. The relevant variables for frequently supplied unpaid labour are intrinsic motivation, age, household income, family responsibilities and activity sector.     

Exploring the Interaction Between Volunteering Status,Paid Job Characteristics and Quality of Volunteers’ Motivation on Mental Health

The literature on the health-promoting effects of community work has primarily dealt with the population in retirement age, yet the vast majority of volunteers are people still in the workforce. The aim of this study is to observe the relationship between volunteering and health within the context of working life, considering paid work conditions and motives to volunteer as moderating variables. We conducted an online survey with a sample of Swiss workers employed in different industries. Results show that volunteers with self-determined motives (but not with controlled motives) report lower levels of stress and burnout than non-volunteers. Moreover, volunteers in general (regardless of the quality of motivation) report higher levels of work engagement and well-being. Analyses further reveal an interaction effect for burnout and stress, where the difference between self-determined volunteers and non-volunteers becomes larger with unfavorable working conditions at their paid job, hinting at potential compensatory effects. Implications for future research and the voluntary sector are discussed.     

Young and Older Caregivers at Homeless Animal and Human Shelters: Selfish and Selfless Motives in Helping Others

In the present study, young (n = 34) and older(n = 70) adult volunteers at either animal (n= 48) or human (n = 56) homeless shelters were asked to complete measures of caregiver stress/satisfaction, volunteer motives, and social desirability. Young compared to older volunteers assisting animals, but not humans, reported a significantly higher caseload and spending significantly more time per visit with their clients. In addition, young volunteers reported significantly higher levels of caregiver stress with humans more than animals. Also, volunteers at human (but not animal) homeless shelters claimed the need for meeting social expectations as a motive for community service. Furthermore, younger compared to older volunteers reported gaining relevant career experience, obtaining a knowledge of the plight of others, relieving aversive emotions, and meeting normative expectations as significant motives for volunteering. These results may have important implications for recruitment and training of community volunteers at homeless shelters.     

Employee experiences with volunteers

Volunteers frequently serve public and nonprofit organizations, among them libraries, parks and recreation departments, social service groups, and religious organizations. Research on volunteers and volunteerism traditionally focuses on antecedents to volunteering and outcomes for volunteers. In this study, we attempt to build on the existing literature by examining the volunteer experience from the paid employee's vantage point. Using a sample of employees who work alongside volunteers in animal care organizations (N = 270), we examine how employees described the volunteers with whom they interact. Although these assessments were generally positive, there was considerable variability. This appears to be explained, in part, by each organization's volunteer resources management practices. Results also indicate that employees who reported less satisfactory experiences with volunteers also reported being more stressed, overworked, and less committed to the organization, and having a greater intention to quit. Importantly, these results held up even after controlling for general job satisfaction. Implications of these findings for theory and practice are discussed.     

Voluntary leadership: motivation and influence

In social dilemmas, leading a team by making heroic efforts may prove costly, especially when the followers are not adequately motivated to make similar sacrifices. Attempting to shed light on what drives people to lead, we devise a two-stage public good experiment with endogenous timing. We show that leading by making generous contributions is widespread and relatively persistent. At least three motives explain this behavior. Some use leadership strategically to distill personal gains, with the expectation that others will respond by being at least as generous. Others are more altruistic, volunteering to lead even though this may come at a personal cost. Yet for another fraction of volunteers, a concern for maintaining a positive social image appears to be responsible. We also find that voluntary leaders are not necessarily more influential than randomly-chosen leaders.     

Organizational Factors Affecting Volunteers: A Literature Review on Volunteer Coordination

While volunteer literature presents diverse insights into the motives, personal dispositions, and sociodemographic characteristics of volunteers, researches comparatively seldom focus on the incentives and organizational context affecting volunteers. This review aims to shed light on the organizational factors affecting volunteers collectively and to discuss the coordination of volunteers. Systematic research of the literature revealed 386 publications that are relevant to volunteer coordination. Their abstracts were analyzed in a process of open and selective coding, which led to the identification of three main clusters. This literature review produced the following propositions: it is argued that the practices and instruments of volunteer management (Cluster 1), and, even more strongly, the organizational attitudes towards volunteers as well as the organizations’ embedded values (Cluster 2), co-determined by social processes (integration and production of meaning), are crucial factors affecting volunteers. The review also deals with structural features that limit the action space of volunteers and volunteer coordination (Cluster 3). It concludes by discussing the limitations present in the current volunteer research and provides implications for future research endeavors. Thus, this piece of work presents a holistic view on volunteer coordination and theory building by carefully synthesizing information about the organizational context of volunteering from different disciplines and research traditions, resulting in different intervention logics, and by integrating these data in an analytical framework.     

Systematic Review of Motives for Episodic Volunteering

Although episodic volunteers are a critical resource for many organisations, their motives for volunteering are poorly understood. A systematic review was conducted to describe empirical evidence about motives for episodic volunteering (EV) across sectors (sport, tourism, events, health and social welfare). Identified EV motives were then categorised using core functions from the Volunteer Functions Inventory (VFI) for comparison across studies. Twelve databases (1990–December 2014) were searched. Thirty-three English language studies included results describing EV motives. Studies were predominantly cross-sectional, quantitative, event-based and originating in North America. Measurement of motives was also inconsistent. Common motives were helping others and socialising. Physical challenge and healing motives were specific to sport-based events and charity sport events, respectively. Over 80 % of motives were classified using VFI functions, particularly enhancement, values and social functions. The VFI supplemented by qualitative work may be efficacious to further identify EV motives and retention strategies.     

Participation in formal and informal volunteering: Implications for volunteer recruitment

This study examines factors influencing “formal” volunteering (that is, to an organization) and “informal” volunteering (that is, volunteering carried out individually outside of an organizational context) and the relationship between these two activities. We hypothesize that formal and informal volunteering activities are positively interrelated but that they are shaped by different types of personal resources: involvement in social networks increases the likelihood of both types of volunteering, but human capital increases the likelihood of formal volunteering rather than informal. The bivariate probit regression results emanating from the Independent Sector's “Giving and Volunteering in the United States, 2001” survey are generally supportive of the hypotheses. The findings suggest that nonprofit and public organizations that involve volunteers consider the pool of informal volunteers as a fertile ground for recruitment and find ways to better utilize older Americans in formal volunteering. The results also suggest that volunteer recruitment through organizational membership may be an effective strategy.     

Ports of Entry and Obstacles: Teenagers' Access to Volunteer Activities

The recruitment of young people into volunteering activities is the primary focus of this article. We examine which teenagers volunteer, the ways that teenagers become involved in volunteer activities, and why teenagers do not volunteer. Teenagers who volunteer tend to have dominant status, that is, access to social power, high personal competency, and socialization into volunteer experiences through family, church, and school. Personal contact with family, friends, and teachers who are involved with service, prior participation in school‐ and church‐based service, and personal initiative lead teenagers to learn about and engage in volunteering activities. Teenagers who do not volunteer often do not have sufficient time or interest. Differences exist among teenagers as to which factors prompt volunteering. For example, teenagers who are white, have parents who volunteer, and attend religious services are more likely than others to learn about volunteer activities through organizations, and teenagers with higher personal competency (grade point averages) are more likely than others to learn about volunteering activities at school. The article includes suggestions for recruitment policy and management of teenage volunteers.