The role of social anxiety in volunteering

The volunteer management literature suggests that the most effective means of recruitment is personal asking. However, agencies that apply this method do not report the expected success in volunteer recruitment. Often they face the volunteer recruitment fallacy: those people assumed to be interested in volunteering do not necessarily volunteer. Based on the literature of shyness or social anxiety and on empirical observations, this article suggests that social anxiety often deters volunteering by new recruits. We hypothesize that people with greater levels of social anxiety will be less likely to volunteer. Furthermore, we hypothesize that people with high social anxiety will prefer to give monetary support to worthy causes rather than volunteer their time, and if they do choose to volunteer, they will do so alongside friends. Our hypotheses are supported based on the findings from a large‐scale nonrandom sample in North America. We suggest how to avoid the volunteer recruitment fallacy by creating a personal environment in which high‐social‐anxiety recruits feel safe and accepted. By removing the fear of being negatively judged by strangers as they enter the agency and creating a more personal approach, new recruits may have a higher probability of becoming long‐term and consistent volunteers.     

Elderly volunteers: assessing their potential as an untapped resource

In these times of dwindling resources for human services, the elderly are considered by many policy analysts and researchers to be the largest untapped source for volunteer recruitment. In this article we identify the origins of this societal expectation, its current actualization, and then analyze factors contributing to and deterring actual deployment of large numbers of elderly as volunteers. To assist in this analysis we have employed the conceptual framework that examines expected age, period, and cohort effects among the elderly on volunteerism in order to provide a basis for more realistic projections. Our findings indicate that elderly volunteers cannot be viewed as the cure-all to a squeeze on economic resources. In light of expected changes in future cohorts, elderly volunteers can be expected to increase their contribution only if creative recruitment and training methods will be used by volunteer administrators.     

Elderly Volunteers

In these times of dwindling resources for human services, the elderly are considered by many policy analysts and researchers to be the largest untapped source for volunteer recruitment In this article we identify the origins of this societal expectation, its current actualization, and then analyze factors contributing to and deterring actual deployment of large numbers of elderly as volunteers. To assist in this analysis we have employed the conceptual framework that examines expected age, period, and cohort effects among the elderly on volunteerism in order to provide a basis for more realistic projections. Our findings indicate that elderly volunteers cannot be viewed as the cure-all to a squeeze on economic resources. In light of expected changes in future cohorts, elderly volunteers can be expected to increase their contribution only if creative recruitment and bahhg methods will be used by volunteer administrators.     

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.     

AIDS volunteers and their motivations: theoretical issues and practical concerns

Volunteers and volunteer organizations are critical elements in society's response to the HIV epidemic. This article reviews a model of the volunteer process that draws on psychological theory and methodology and incorporates concerns of individual volunteers, volunteer organizations, and society at large. An inventory for assessing the motivations of AIDS volunteers is introduced. The findings from a survey of volunteers working in AIDS organizations around the United States speak to their motivations, their choices of volunteer roles, and their decisions about quitting or continuing service. Based on these findings, a detailed set of recommendations for effective volunteer recruitment, assignment, and retention is offered.     

Personal meaning in the public sphere: The standardisation and rationalisation of biodiversity data in the UK and the Netherlands

The demand for biodiversity data is increasing. Governments require standardised, objective data to underpin planning and conservation decisions. These data are produced by large numbers of (volunteer) natural historians and non-governmental organisations. This article analyses the interface between the state and the volunteer naturalists to understand the emerging patterns of information flow between them. Our results are based on research in the UK and the Netherlands. These two countries have a long history in volunteer biodiversity recording and are facing similar issues in relation to the increasing demand for standardised data. Our findings demonstrate that citizens who become involved in recording do so because they value nature and biodiversity. Recording is for them a way to enact their relationship with nature and contribute to its protection. Our findings also show that they are concerned about the increasing rationalisation in the process of data flow and about the way in which the government treats them and ‘their’ data. Our paper concludes by discussing this tension and the challenges and opportunities for biodiversity recording.     

Volunteers in charity retailing: Recruitment and training

Volunteer activity has received considerable research attention in recent years. There is, however, little academic research to date into volunteer issues in charity retailing. This article examines volunteers in charity shops and reports, in particular, on how volunteers are recruited and trained in the charity retailing. This article examines volunteers in charity shops and reports, in particular, on how volunteers are recruited and trained in the charity sector. The authors conclude that in an increasingly competitive market, charity retailers need to reexamine their recruitment and training policies in order to attract and retain a diverse core of volunteers.     

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.     

Elite formation under occupation: the internal stratification of palestinian elites in the West Bank and Gaza Strip

This paper examines the internal stratification of Palestinian elites in the West Bank and Gaza Strip under Israeli occupation. Our general aim is to clarify the extent to which social and political subordination to outside rule influences the development of indigenous elites in stateless societies. In contrast to nation-state societies, such elites may be horizontally stratified into a wider range of institutional settings, and vertically stratified by anti-occupation activism alongside the attainment of occupational prestige. In addition, context-specific determinants of their stratification patterns, such as refugee status, regionality, and country in which educational credentials were acquired, should be considered. A secondary content analysis of interviews conducted by the Palestinian Panorama centre with 249 elite members reveals, that the vertical stratification of Palestinian elites along occupational attainment and anti-occupation activism constitutes two quite independent status dimensions. A multinomial logit regression shows that, horizontally, elite groups are embedded in four distinct types of institutional activity, further demonstrating the multi-faceted formation of Palestinian elites. Contextual resources, such as refugee versus non-refugee status, regionality, and the acquiring of Western credentials, have differential effects on the vertical and horizontal stratification of Palestinian elites. The implications of these findings for further research on elite formation in the post-Oslo Palestinian society and in other stateless societies are discussed in conclusion.     

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.     

Does Gender Equality Influence Volunteerism? A Cross-National Analysis of Women’s Volunteering Habits and Gender Equality

Research regarding the roles of women in society and in political and social organizations is large, with scholars focusing on the likelihood of political and social engagement. However, few of these studies examine the influence of gender on participation in voluntary organizations by utilizing cross-national data. This study intends to analyze the influence of gender on the type of organization that an individual volunteers and on whether these volunteering habits are influenced by the gender equality in a country. Is there segregation in the type of organizations men and women volunteer? Do women in more gender equal societies have similar volunteering patterns as men, or does the difference continue in volunteering? For this study, we use the World Values Survey from 1999 to 2002, to identify the differences in the types of organizations that men and women volunteer and discuss the impact gender equality has on these volunteering patterns.     

Global Health Volunteering; Understanding Organizational Goals

This paper examines the goals of organizations that sponsor short-term volunteer trips in global health, whether they be NGO’s, faith-based, educational, or corporate organizations. Results from a U.S.-based national survey of 177 such organizations and 27 interviews with trip organizers suggest that organizations often sponsor volunteer trips to achieve goals that are quite different from the improvement of health outcomes in poor countries. While providing health services is often cited as the most important goal, volunteer activity is also considered important in enhancing the organizations’ reputation, recruitment and retention, and financial well-being. The prominence of other goals has the potential for diverting resources and focus from what is presumably the primary purpose of serving host communities in the most effective manner possible.     

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.”     

Iraq,Afghanistan, and rethinking the post-heroic turn: Military decorations as indicators of change in warfare

This article compares the awarding patterns of the two senior Anglophone military decorations, the British/Commonwealth Victoria Cross and the American Medal of Honor, to challenge arguments that a shift to ‘post-heroic’ warfare has been in progress in Western societies since 1990. Despite the two decorations being independent of each other, each born of a particular military, political, and social context in their respective parent societies, the article reveals strong consistencies across the two. These include common understandings of military heroism centred on infantry- rather than machine-intensive combat, and a shared neglect of armoured, aerial, and naval combatants. Crucially, the medal data suggests that, despite academic suggestions to the contrary, there was no discernible shift towards ‘post-heroism’ in the post-Cold War era. Such a shift, however, is observable between 1916 and 1920, suggesting that the ‘new Western way of war’ began far earlier than is often suggested.     

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.     

Retaining Critical Human Capital: Volunteer Firefighters in the Commonwealth of Pennsylvania

Effective delivery of services for the public good involves a multiplicity of organizations and actors, including those from the public, nonprofit, and private sectors. In some cases, service delivery is accomplished using programs that directly engage volunteers, including key public services like community-based and nonprofit volunteer fire departments. Volunteers in fire departments—often highly engaged volunteers with specialized training—provide vital services for a substantial portion of the United States, allowing local governments to realize considerable cost savings. Thus, issues of volunteer retention are a critical challenge for fire departments. Existing research has addressed issues of retention in a variety of settings; we argue that the challenging and particular context of fire departments is worthy of focused research. This article is an exploratory study of the predictors of voluntary firefighter retention in the Commonwealth of Pennsylvania. We use data from a web-based survey of volunteer firefighters to examine the factors that influence volunteer retention, focusing specifically on volunteer management practices and broader job-related concepts. Results indicate that volunteer training, performance management, job satisfaction, and organizational commitment influence both short- and mid-term intent to remain, indicating that management practices and programs, as well as other contextual factors that shape satisfaction and commitment, are important in retaining volunteers.     

Planning to work for free: building the graduate employability of planners through unpaid work

In the context of an increasingly precarious and competitive graduate labour market, exposure to pre-graduation professional work experience is becoming an increasingly critical feature of graduate employability. Outside the creative professions the contours of this shift have received comparatively little empirical attention. This study provides evidence of increasing participation in unpaid work beyond the creative industries where it is well established as a common practice. This study examines the complex patterns of opportunities and challenges that are created for and by Australian urban planning students in gaining relevant exposure to professional work, with a particular emphasis on participation in unpaid work experience. Through the lens of employability and the voices of early career professionals, this study explores the complexity of decisions to engage in unpaid work and identifies the potential personal and professional implications of these decisions. Focussing on the ways decisions around unpaid work are shaped by a range of factors including labour market conditions and disciplinary norms the findings yield new knowledge of how unpaid work is practised and shaped as a principal means through which employment-related advantage and enhanced employability in education to employment transitions is sought by participants and the potential implications of this.     

The Implications of Sex Differences on Volunteer Preferences

This study explores the relationship between sex differences and preferences for volunteer roles, organizations, and supervision. A series of hypotheses were developed from prior research on sex differences from the fields of biology, neuroscience, and psychology to determine whether such preferences can be predicted. An online survey panel of over 700 individuals comprised the sample. Many of the hypotheses were supported. Implications of the findings on future research and on volunteer recruitment and retention are discussed.     

The Preparation of Volunteer Workers With Adolescent Groups

The Victorian Association of Youth Clubs is a voluntary organization, the primary function of which is the provision of consultative services and training programmes for volunteer workers to locally based and autonomous youth clubs.² These clubs are admitted to affiliation with the Association subject only to evidence that they have a satisfactory pattern of administration and that they have no ruling which would prohibit the membership of any particular category of young people. The Association provides a wide variety of services, the most important of which are concerned with leadership training and consultation from professional staff on any problems encountered by the club in its own development. These services operate through four separate divisions, one of which provides research or consultation services on a fee-charging basis to local government or other bodies concerned with overall planning, while the other three provide services to the affiliated clubs, these divisions being established according to the various types of club programme. This paper will only describe the preparation of volunteer workers in one such division, namely, the Keystone Clubs Division.     

Transformative Events and Generational Memory: A Case Study Over Time in Lithuania

Research on the distribution of collective memories in national populations has often been conducted in relatively stable societies, where most individuals have experienced a limited range of event types. We examine collective memories in Lithuania, a society that has seen substantial change, using three surveys conducted during the two decades since Lithuanian protests against Soviet rule began in the late 1980s. We identify two types of events that individuals may recall, drawing on Sewell's ( 2005 ) distinction between structure‐transforming events and other events that are significant but less momentous, and we find that the two types of events exhibit different patterns of change over time: in particular, transformative events may absorb other events through assimiliation and are likely to be the focus of commemoration. Recall of transformative events also shows a distinctive relation to birth cohort. Our results support the need to take into account the nature of events in order to understand which events are remembered as important and by whom.