Engaged or Connected? A Perspective of the Motivational Pathway of the Job Demands-Resources Model in Volunteers Working for Nonprofit Organizations

There is a paucity of research on volunteers compared with paid workers. The aim of this study is to examine the mediating roles of work engagement and connectedness simultaneously in the motivational pathway of the Job Demands-Resources (JD-R) model. Survey data were collected from 471 volunteer participants and analysed using structural equation modelling methods. Contrary to expectation, the findings did not show that engagement mediates the relationship between job resources and volunteer satisfaction (1), between job resources and determination to continue (2), and between job resources and health (3). The findings, did however, show that connectedness mediates the relationship between job resources and volunteer satisfaction (4), between job resources and determination to continue (5), and between job resources and health (6). These findings add support to the motivational pathway of the JD-R theory to understand volunteer wellbeing and retention in health care organizations, but suggest that the theory may be expanded to include connectedness as a mediator.     

Volunteer Engagement: Exploring the Distinction Between Job and Organizational Engagement

Retaining engaged volunteers is crucial to many non-profit organizations. However, research on volunteer engagement is limited, and the distinction between job and organizational engagement in volunteers remains to be investigated. In this paper, we examine both organizational- and job-level engagement, and specifically, whether perceived organizational support would enhance volunteer engagement and associated attitudes. We surveyed 221 volunteers, and asked them about their perceptions of organizational support; their engagement with their volunteer job and the organization they volunteer for; satisfaction; commitment; and turnover intentions. Both organizational and job engagements had significant relationships with the attitudinal variables. However, we found that organizational rather than job engagement mediated the relationship between organizational support and volunteer satisfaction and commitment. While organizational engagement correlated with turnover intentions, neither job nor organizational engagement mediated the relationship between support and the intent to leave. Our findings advance the research on volunteer engagement, and highlight the importance of organizational engagement for this important, but too often overlooked, workforce.     

The first three years after foster care: A longitudinal look at the adaptation of 16 youth to emerging adulthood

Sixteen former foster youth were followed for 3 years to examine their adaptation to emerging adulthood. Youth were classified on their adaptation according to 2 concepts, Connectedness and Risks. Connectedness refers to engagement with the adult world through work, schooling, marriage, and parenthood. Risks refer to problems with substance abuse, financial difficulties, and mental health problems that would hinder engagement with the adult world. All of the youth maintained at least one adult connection, but only 6 youth did not have a risk at the final interview. Three years after discharge 50% of the respondents had a drug and/or alcohol problem, and had neither savings nor health insurance. Despite many problems the post foster care period was marked by much resilience as most struggled to remain independent, and continue their schooling. Factors which facilitated successful adaptations were: a period of transitional residence after foster care, good support systems including family and former social workers, and a commitment to further education.     

The Crucible Differentiation Scale: Assessing Differentiation in Human Relationships

Whereas most existing differentiation measures are grounded in Bowen’s writings about differentiation, the self‐report instrument created in this study addresses differentiation according to the Four Points of Balance articulated by the Crucible Approach. The Crucible Differentiation Scale (CDS) is a 63‐item, Likert‐type, multidimensional measure of differentiation focused on adults and their important relationships. The psychometric properties of the CDS were tested through five studies with a total of 4,169 participants. The identified CDS subscales are Solid Self, Connectedness, Anxiety Regulation through Self‐Soothing, Anxiety Regulation through Accommodation, Reactivity through Avoidance, Reactivity through Arguments, and Tolerating Discomfort for Growth. The CDS has potential use in evaluating differentiation theory, organizing treatment, and measuring therapy process and outcome.     

School connectedness in community and residential treatment schools: The influence of gender, grades, and engagement in treatment

This study compared perceptions of school connectedness to traditional community schools and residential treatment center (RTC) schools for youths between the ages of 12 and 18 receiving treatment within two RTCs. The influence of gender, report card grades, and engagement in treatment were also examined in relation to school connectedness in the RTC schools. Findings indicated that youths reported greater connectedness to the residential schools and that engagement in treatment led to higher levels of school connectedness while in residence. Results are discussed in the context of practices that may increase school connectedness in community and RTC schools.     

A Literature Review and Development of a Theoretical Model for Understanding Commitment Experienced by Volunteers Over the Life of a Project

Employee commitment to an organisation is accepted as an important concept in organisation psychology. Yet commitment to a project on which an employee might be working is largely unknown. Additional complications arise when the project makes use of volunteers who donate their time for reasons other than pecuniary reward. The relationships between volunteers, organisations and projects represent a gap in the field of organisational commitment knowledge. This paper identifies from literature the values that inform and influence volunteer commitment levels. Known antecedents of commitment are developed to present a model which encapsulates the variables that should be recognised as influencing volunteer commitment levels within a project context. The paper proposes a conceptual model of volunteer commitment to a project using three categories of commitment: emotional, purposeful and contextual, and concludes that the next phase of the study will test this model and develop a tool that will enable the measurement of volunteer commitment in a project context.     

The Social Economy Sector and the Welfare State in France: Toward a Takeover of the Market?

Employee commitment to an organization is accepted as an important concept in organization psychology. Yet commitment to a project on which an employee might be working is largely unknown. Additional complications arise when the project makes use of volunteers who donate their time for reasons other than pecuniary reward. The relationships between volunteers, organizations, and projects represent a gap in the field of organizational commitment knowledge. This paper identifies from literature the values that inform and influence volunteer commitment levels. Known antecedents of commitment are developed to present a model which encapsulates the variables that should be recognized as influencing volunteer commitment levels within a project context. The paper proposes a conceptual model of volunteer commitment to a project using three categories of commitment: emotional, purposeful and contextual, and concludes that the next phase of the study will test this model and develop a tool that will enable the measurement of volunteer commitment in a project context.     

Factors impacting intention to leave in social workers and child care workers employed at voluntary agencies

Introduction

To ameliorate high turnover in child welfare, researchers have attempted to identify factors that lead to undesirable turnover. While this has been studied extensively, little attention has been paid to turnover based upon job roles. Like social workers in child welfare, the field of child care also experiences high turnover. Child care workers employed in child welfare settings are no exception. The current study seeks to understand differential factors that impact intent to leave for preventive and child care workers employed in child welfare agencies.

Materials and methods

Data for prevention workers (n = 538) were obtained from all preventive service programs under contract with the City. Data for child care workers (n = 222) were obtained from three voluntary agencies located elsewhere in the State. The instrument was a modified version of a survey developed to examine job satisfaction and potential turnover among public child welfare workers. Domains measured included job satisfaction, intention to leave, career commitment, and agency investment. Data were analyzed using bivariate analysis and Structural Equation Modeling (SEM).

Results

Child care workers had more positive perceptions of child welfare and planned to stay in child welfare longer. Despite this, prevention workers felt more invested in their work. Child care and prevention workers had different levels of satisfaction with their jobs although overall job satisfaction did not differ nor did their intention to leave. Tenure at the agency was predictive of career investment. Investment, perceptions of child welfare, satisfaction with nature of work, and contingent rewards were associated with career commitment. Commitment and satisfaction with supervision were the greatest predictors of intention to leave.

Discussion

There is a gap in literature addressing child care workers in child welfare, and future study of this group is needed. Child care workers are just as likely to intend to leave their jobs as prevention workers. For both groups, it appears that investment in their jobs increases commitment to the field which reduces intention to leave.     

Career decision-making,career exploration behaviors,and self-regulated learning

Helping individuals make a career decision is a key aim of career counseling. Determining how to encourage self-regulated learning and behaviors needed to achieve this goal often underlies career interventions. The English version of the Career Exploration Behavior survey (CEB-E) measures activities individuals engage in to learn about career options. The present study explored the psychometric properties of the CEB and its impact on various career outcomes. In the first study (N = 498), a good-fitting second-order factor model with four group-level scales and loadings was retained as the best model. In the second study (N = 143), convergent validity and incremental validity of the CEB dimensions were explored through correlation and regression analyses. The CEB predicted commitment making, metacognitions, and vocational identity. Results suggest the CEB-E is a psychometrically sound assessment of career exploration behaviors with potential utility for theory development, program evaluation, and monitoring client progress.     

Transformational Leadership and Volunteer Firefighter Engagement

This study explores the relationship between transformational leadership and volunteer firefighter engagement. Using responses from 213 volunteer firefighters, structural equation modeling reveals a positive relationship between transformational leadership and volunteer engagement, which is mediated by both group identification and perceived social impact. In addition, higher volunteer engagement is positively related to a firefighter's intention to continue volunteering and to recruit others. Taken together, the results indicate that transformational leaders achieve positive volunteer outcomes by strengthening the organizational ties of volunteers and by connecting volunteers with the prosocial impact of their work. Theoretical implications for transformational leadership research in volunteer settings as well as practical recommendations for a sustainable volunteer management are provided.     

Extension of the sexual abuse questionnaire to other abuse categories: the initial psychometric validation of the Binghamton Childhood Abuse Screen

Study I represents a follow-up to a recently published study dealing with the initial development of the Sexual Abuse Questionnaire (SAQ). The SAQwas designed to be used to identify individuals experiencing psychological distress resulting from a history of childhood sexual abuse. Using a new data set (N = 2,806), this study utilized item analyses, exploratory factor analyses, and Receiver Operating Characteristics Curves to replicate and expand upon the initial psychometric properties of the SAQ, and to examine the sensitivity of the SAQ to other abuse categories. Findings from Study I indicated that the SAQ was sensitive to other abuse categories and in need of revision. Study II, using a new data set (N = 1,454), provided the initial psychometric evaluation of the newly constructed Binghamton Childhood Abuse Screen (BCAS).     

Looking Beyond Traditional Volunteer Management: A Case Study of an Alternative Approach to Volunteer Engagement in Parks and Recreation

In an era of declining volunteerism it is critical to examine alternative approaches to volunteer management that may better promote engagement and address common barriers to volunteering. Using a “best practices” Canadian case study approach, this research describes an alternative approach to volunteer engagement that emphasizes lifestyle integration, organizational informality and flexibility, and volunteer–agency collaboration. We suggest that traditional volunteer management structures may actually be hindering engagement and call instead for a more vocation-based, networked, and collaborative approach which affords greater autonomy to the volunteer and sees power being shared between agencies and volunteers.     

Volunteer Engagement in Housing Co-operatives: Civil Society “en miniature”

Housing co-operatives host miniature versions of civil society. They vitalize a social system that is shaped by formal regulations, economic functions and a population of private housing units. The study examines factors that influence a person’s willingness to volunteer in civic society using a multilevel analysis based on survey data from 32 co-operatives and 1263 members. To do so, the social exchange theory is extended to include the member value approach, which connects social engagement with the fulfillment of a range of needs, thus going beyond a narrow economic cost–benefit analysis. Study results show that volunteer engagement largely depends on the degree to which members can expect to experience their own achievement. This finding provides an explanation for significant differences in the engagement levels beyond factors that have already been determined (age, level of education). On an organizational level, the study reveals that the age of an organization influences volunteer engagement, but that the size and the degree of professionalization do not have an effect on it.     

Social Connectedness,Self-Esteem,and Depression Symptomatology Among Collegiate Athletes Versus Nonathletes

Objective: The authors compared collegiate athletes and nonathletes to see whether there were significant differences in the perceived levels of social connectedness, self-esteem, and depression and if an interaction among the variables of athlete status, gender, GPA, BMI, and levels of weekly exercise and sleep were associated with depression symptomatology. Participants: Participants were 227 college students. Method: The authors surveyed students using the Center for Epidemiologic Studies Depression Scale, the Rosenberg Self-Esteem Scale, and the Social Connectedness Scale-Revised. Results: Athletes had significantly greater levels of self-esteem and social connectedness, as well as significantly lower levels of depression, than did nonathletes. However, the statistically strongest predictors of depression in this cohort were the variables of gender, self-esteem, social connectedness, and sleep. Conclusion: This study adds to the limited and inconsistent research in the empirical knowledge base regarding depression among collegiate athletes.     

Enhancing Volunteer Engagement to Achieve Desirable Outcomes: What Can Non-profit Employers Do?

Engagement is a positive psychological state that is linked with a range of beneficial individual and organizational outcomes. However, the factors associated with volunteer engagement have rarely been examined. Data from 1064 volunteers of a wildlife charity in the United Kingdom revealed that both task- and emotion-oriented organizational support were positively related to volunteer engagement, and volunteer engagement was positively related to volunteer happiness and perceived social worth and negatively related to intent to leave the voluntary organization. Consistent with theory, engagement acted as a mediator between these factors. The implications for future research and the relevance of the findings for voluntary organizations are discussed.     

Development and validation of an instrument to assess institutionalization of health promotion in faith-based organizations

Institutionalization of health promotion interventions occurs when the organization makes changes to support the program as a component of its routine operations. To date there has not been a way to systematically measure institutionalization of health promotion interventions outside of healthcare settings. The purpose of the present study was to develop and evaluate the initial psychometric properties of an instrument to assess institutionalization (i.e., integration) of health activities into faith-based organizations (i.e., churches). This process was informed by previous institutionalization models led by a team of experts and a community-based advisory panel. We recruited African American church leaders (N = 91) to complete a 22-item instrument. An exploratory factor analysis revealed four factors: 1) Organizational Structures (e.g., existing health ministry, health team), 2) Organizational Processes (e.g., records on health activities; instituted health policy), 3) Organizational Resources (e.g., health promotion budget; space for health activities), and 4) Organizational Communication (e.g., health content in church bulletins, discussion of health within sermons) that explained 62.3 % of the variance. The measure, the Faith-Based Organization Health Integration Inventory (FBO-HII), had excellent internal consistency reliability (α = .89) including the subscales (α = .90, .82, .81, and .87). This measure has promising initial psychometric properties for assessing institutionalization of health promotion interventions in faith-based settings.     

Measuring youth connections: A component of relational permanence for foster youth

This article presents the development and preliminary validation of the Youth Connections Scale, a measure of youth connectedness as a component of relational permanence for youth in out-of-home placement. The instrument measures different domains of youth's connectedness, including the number and strength of connections to caring adults and the types of support perceived by youth. Results of a pilot validation study of the instrument, with a sample of 53 adolescents in out-of-home care, indicate good concurrent validity and high test–retest reliability. Child welfare and youth-serving agencies can use this instrument in their efforts to strengthen and measure the connectedness and relational permanence of youth.     

Does Engagement Matter? Marital Intentions and Relationship Quality Among Cohabiting African Americans

Despite growing cohabitation rates, few studies have examined the relationship between engagement status and relationship quality among cohabiting couples, especially among Black Americans. This study used data from 30 cohabiting Black couples (n = 60) to examine whether perceptions of love, commitment, relationship satisfaction, and intimacy problems differ by whether cohabitors are engaged to be married. Results indicated that engaged Black cohabitors reported higher love scores than non-engaged Black cohabitors. They also had slightly more intimacy problems, but only in bivariate models. There were no significant differences in commitment or satisfaction between engaged and non-engaged Black cohabitors. Additional analyses revealed no variation in effect of engagement on relationship quality by gender. Results suggest that practitioners and policymakers should be careful not to make assumptions about relationship quality according to engagement status or gender in cohabiting Black relationships. The meaning and implications of engagement among cohabiting Black Americans may be changing.     

Measuring the Effect of Sexual Health Education Training in Professionals: Structure of the Sexual Health Education for Professionals Scale (SHEPS) Among Marriage and Family Therapy Graduate Students

Marriage and family therapists and sexual health therapists are likely to receive training in graduate school that prepares them to encounter sexual concerns among clients, but there are few standard ways to assess the efficacy of this training. The Sexual Health Education for Professionals Scale (SHEPS) was developed to address this deficit. In this preliminary study, 163 marriage and family therapy graduate students completed the SHEPS prior to starting a graduate course in assessing and treating sexual concerns. Exploratory factor analyses indicate that the SHEPS subscales have good psychometric properties. The Skills and Knowledge subscales have factors labeled Typical Clients, Special Clients, Conservative Clients, and Ethically Complicated Clients. The Attitudes subscale had factors called General Sexual Attitudes, Valuing Sexual Health Training, Open to Providing Sexual Help, and Conservatism. This new instrument may be used to assess education and training of sexual health and marriage and family therapists. Larger sample sizes and longitudinal studies are needed in future.