The Volunteer Satisfaction Index

Abstract

This study proposes and tests the Volunteer Satisfaction Index (VSI), a multi-faceted measure of job satisfaction specifically applicable to organizations which rely predominantly upon volunteer workers. Working within a framework differentiating paid from unpaid work environments, relevant literature was reviewed in order to develop the VSI. Using intent to remain as the dependent variable, the validity of the VSI was tested using a population of 327 volunteers. Factor analysis yielded four dimensions of volunteer job satisfaction: organizational support, participation efficacy, empowerment, and group integration. Regression results indicated that participation efficacy and group integration were significantly correlated with volunteer satisfaction and are predictors of intent to remain. Reliability and validity of the VSI were supported.     

Organizational Changes and Job Satisfaction among Support Staff

ABSTRACT

The purpose of this study is to identify job satisfaction amongst support staff employed by a nonprofit company undergoing organizational changes. The Job Satisfaction Survey (JSS) scale was used to measure overall job satisfaction and was conducted among 38 workers and the data was analyzed using content analysis. The findings indicate that workers were satisfied with some sections of their job but also dissatisfied with some others, scoring an average job satisfaction amongst the participating groups. Factors such as good relations with colleagues, training opportunities, and work flexibility were identified to assist with increasing worker satisfaction. Further suggestions for enhancing employees’ job satisfaction are provided.     

The Role of Family in Career Choices among Social Workers in China

Abstract

High turnover rate affects social work workforce development in China. Few empirical studies have been conducted to explore the factors that have influences on turnover intention among Chinese social workers. This study used data from China General Survey on Professional Social Workers to examine the influence of job satisfaction and family attitude on social workers’ career choices. The findings reveal that both job satisfaction and family’ attitude toward the profession have significant effects on social workers’ turnover intention. Family’s support or disapproval of the social work profession has moderate effect on the negative correlation between job satisfaction and turnover intention. The findings could be explained by the familyism culture of Chinese society and unique challenges of professional development experienced by social workers in China. Future studies should consider the influence of family to develop a more comprehensive research framework. Management in social service agencies should help family of social workers to learn and embrace the profession to gain their support of choosing social work as career.     

The Effects of Perceived Frequency of Organizational Change on Role Clarity and Job Satisfaction of Public Sector Employees

ABSTRACT

The purpose of this study was to determine the effects of organizational change upon role clarity and job satisfaction for a sample of 580 public sector employees. This study introduces a previously untested variable, perceived frequency of organizational change into the relationship between role clarity and job satisfaction. Findings provided support for the negative impact of lack of role clarity and job satisfaction. Public sector employees appeared to prefer low frequency of change and high role clarity in their work situations.     

Social Workers’ Perceptions of Job Satisfaction,Interdisciplinary Collaboration,and Organizational Leadership

ABSTRACT

To address job satisfaction, and therefore employment retention, of hospice social workers, this study examined how relationships with other members of the interdisciplinary hospice team and perceptions of hospice leadership may be associated with job satisfaction of hospice social workers. The sample of 203 hospice social workers was recruited by e-mailing invitations to hospice social workers identified by hospice directors in three states, use of online social media sites accessed by hospice social workers, and snowball sampling. Study measures included professional experience, hospice characteristics, interdisciplinary collaboration, perception of servant leadership, and intrinsic and extrinsic job satisfaction. Variables significant in the model for intrinsic satisfaction were perception of servant leadership, interdisciplinary collaboration, and feeling valued by the hospice physician. Variables significant in the model for extrinsic satisfaction were perception of servant leadership, interdisciplinary collaboration, feeling valued by the hospice physician, and number of social workers at the hospice. Interdisciplinary collaboration was more important for intrinsic job satisfaction and leadership style was more important for extrinsic job satisfaction. Profit status of the hospice, experience of the social worker, caseload size, and other variables were not significant in either model. These results support previous findings that leadership style of the hospice director and relationships with hospice colleagues are important for hospice social workers’ job satisfaction. Such low-cost modifications to the hospice work environment, albeit not simple, may improve job satisfaction of hospice social workers.     

Assessing Transfer-of-Learning Potential With Human Services Professionals

ABSTRACT

Transfer of learning (TOL) from training to the job was examined in two different populations of human services workers using the Transfer Potential Questionnaire (TPQ). A cross-validation study was conducted to explore commonalities and differences between public welfare (PW) professionals in California (n = 459) and Child Protective Services (CPS) social workers in Ohio (n = 598). The TPQ significantly correlated with perceived TOL for both training populations and added to the amount of TOL variance explained after controlling for participant satisfaction and perceived learning. Important TOL factors identified for both groups included perceived learning and application planning. Findings suggest TPQ is a valid predictor of TOL for both PW professionals and CPS social workers, supporting a shared construct relative to TOL across human services practice areas. Future research should explore additional TOL assessment methods and seek to further validate the TPQ with other populations of human services professionals.     

A Study of Older Chinese in Hong Kong

Abstract

Objective: We extended the volunteer process model (Omoto & Snyder, 1995) to identify factors influencing the persistence of volunteer activities in older Chinese.

Method: We individually interviewed 318 older Chinese volunteers about their demographic information, history of volunteer activities, subjective health status, perceived social support, motivation for volunteering, integration into volunteer group, satisfaction from volunteer work, and intention to continue volunteering in the coming year.

Results: Bivariate correlation analyses generally supported the volunteer process model. In particular, intention to continue volunteering was related to antecedent factors of high educational attainment, mental well-being, social support, and fulfillment of altruistic and self-oriented motives as well as volunteer experiences of integration into the volunteer group and satisfaction with volunteer work. Results of a multiple regression analysis indicated that fulfillment of self-oriented motives was the most salient factor in predicting the persistence of volunteer activities when shared variances of various factors were also considered.

Discussion: Research and practical implications were discussed to facilitate the retention of older Chinese volunteers.     

A Study Exploring Risk Management Issues Among Volunteers in an Oncology Support Program

ABSTRACT. Risk management and challenges of volunteer roles in an oncology support program in Montreal, Canada, were explored using a phenomenological approach involving 65 service volunteers. Fourteen focus groups were held representing oncology services in the hospital and the wellness center. Self-reported questions were administered to assess the risks perceived by the volunteers. Findings revealed 4 major themes: comfort level, daily frustrations, risk and environmental issues, and suggestions. Suggestions included: better communication with staff, a safer health-related environment, and improved role-specific training to mitigate the risks. Additionally, for each group, 1 specific change was implemented during a 6-month period. Health care professionals should focus on job-training issues to address safety, comfort level, and role capacity. Future research should investigate an enhanced training curriculum with strategies to address concerns about risk management. Volunteers who are better equipped to perform their roles will be able to offer a higher quality of service to patients and families.     

Job satisfaction and ‘welfare‐to‐work‘: is any job a good job for Australian single mothers?

This exploratory study sought to assess the job satisfaction of employed Australian single mothers who had mandatory employment participation requirements. In particular, we sought to identify the characteristics of the job and the individual that were closely associated with participant's job satisfaction. Self‐report data on job satisfaction, employment characteristics and parenting stress were collected from 155 employed single mothers. Participant job satisfaction was compared to female Australian population norms and linear regression analyses determined the job‐related and individual predictors of single mothers' job satisfaction. Findings from this exploratory study revealed that single mothers involved in a mandatory welfare‐to‐work program experienced significantly lower job satisfaction than the Australian female population. The individual variable, parental distress, negatively predicted each of the six job satisfaction domains while being employed on a casual basis was inversely associated with three domains (job security, work hours and overall job satisfaction). The Australian government purported that making the transition from welfare to work would improve wellbeing for program participants, under the assumption that ‘any job's a good job‘. However, the relatively low levels of job satisfaction experienced by single mothers in the current study provide little support for this assumption.     

Does social capital predict happiness,health, and life satisfaction in an urban Australian community?

Abstract

This paper investigates the extent to which social capital and participation in community activities predicts happiness, health, and life satisfaction in Australia. Residents of a Gold Coast suburb completed a random door‐to‐door survey, with a 74% response rate (n = 249). Ordinal regression analyses revealed that only two elements of social capital—Value of Life and Feelings of Trust and Safety—predicted happiness (β = 0.4, P = 0.00; β = 0.12, P = 0.00), life satisfaction (β = 0.46, P = 0.00; β = 0.09, P = 0.02), and health (β = 0.29, P =0.00; β = 0.11, P = 0.00). In terms of community activities, not participating in social activities predicted both unhappiness (β = ‐0.16, P = 0.05) and reduced life satisfaction (β = ‐0.20, P = 0.01). Such findings suggest that how social capital is defined and measured is important, as only two of the seven elements—life satisfaction and health—predicted happiness. The key implication is that implementing strategies, initiatives, and urban designs that facilitate feelings of trust and safety may foster health, happiness, and life satisfaction.     

Well-Being and Affective Commitment among Ambulance Volunteers: A Mediational Model of Job Burnout

ABSTRACT

Burnout represents a relevant risk for ambulance volunteers. According to the Job Demands-Resources model, role conflict and social support can be considered as antecedents of burnout which, in turn, may lower affective commitment. This study aims to investigate the relationship between social support, role conflict, and affective commitment, as mediated by job burnout. Survey data were collected from 352 Italian volunteers and analyzed using structural equation modeling methods. Social support was confirmed as a protective factor, and role conflict as an antecedent of burnout which, in turn, decreases affective commitment. The relationship between role conflict and affective commitment is mediated by burnout which, on the contrary, does not mediate the effect of social support on affective commitment. Social support may protect against burnout. Because of its positive effects on a personal and an organizational level, affective commitment may be increased raising levels of supervisor support and reshaping role expectations. It could be useful to carry out future longitudinal studies, in order to confirm the antecedents and effects of job burnout; furthermore, this research should be extended to other ambulance organizations, in order to generalize the results; finally, multi-group analyses would allow to bring out possible differences between paid-staff and volunteers.     

The Role of Assertiveness in Clarifying Roles and Strengthening Job Satisfaction of Social Workers in Multidisciplinary Mental Health Settings

Correspondence to Dr Claire Rabin, Tel Aviv University, Bob Shapell School of Social Work, Ramat Aviv, 69 978, Tel Aviv, POB 390470, Israel. Summary Eighty-seven social workers, working in nine different mentalhealth settings, were administered four questionnaires tappingthe following variables: assertiveness in daily life; assertivenessin the job setting; role clarity; and job satisfaction. Stepwiseregression analysis showed assertiveness in the job settingto be strongly correlated with role clarity. Assertiveness indaily life was also significantly correlated with role clarity.Assertiveness in the work setting was significantly correlatedwith job satisfaction, although it was riot as powerful a predictorof satisfaction as of role clarity. Number of years of job experiencewas the most powerful predictor of job satisfaction. The implications for social work training and supervision aredescribed in light of the importance of assertive communicationin maintaining job clarity and job satisfaction within multidisciplinarysettings.     

Compassion Satisfaction Among Social Work Practitioners: The Role of Work–Life Balance

Abstract

Previous research has established that social work practitioners are especially vulnerable to work-related psychological distress and burnout due to the high-stress nature of the profession, yet less research has focused on examining factors are associated with social worker retention. Emerging research on compassion satisfaction suggests that this factor could mitigate professional burnout, yet there is a gap in research focusing explicitly on examining compassion satisfaction among social workers. To address this gap in knowledge, this quantitative study collected survey data on practicing social workers who were alumni from a large southeastern university (n?=?120) to examine individual and organizational factors associated with compassion satisfaction. Multiple regression analyses revealed that higher levels of emotional intelligence, perceived work autonomy, and perceived work–life balance were associated with an increase in compassion satisfaction among experienced, licensed social work practitioners. Findings have implications for how social work employers can promote compassion satisfaction through cultivating emotional intelligence among practitioners, allowing social workers autonomy in decision making, and providing supportive work environments. Recommended directions for future research include longitudinal studies with large sample sizes that expound research on compassion satisfaction by examining the role of additional factors, such as client population, job role characteristics, and supervisor support.     

Job-Seeking Behavior in Young Adults: Do Unemployment Insurance Benefits Hurt Job Search Efforts?

ABSTRACT. The purpose of the present study was to evaluate the association between extended unemployment insurance (UI) benefits and young adults’ job-seeking behavior. In particular, the study evaluated if the extension of UI benefits to 99 weeks in 2008 had direct effects on job search efforts. Three waves (2007–2009) of data (N = 915) from the National Longitudinal Survey of Youth were analyzed using multiple regression models to assess the association of UI benefits to young adults’ job search efforts. Additionally, the homogeneity of slope coefficients of the UI benefit on job search effort was evaluated across 3 years using an analysis of covariance (ANCOVA). The results of regression analyses suggest that UI benefits were negatively associated with job search efforts for 2007 and the pooled sample of 2007 to 2009, but the relationship was not significant for 2008 and 2009. The results of the ANCOVA suggest that the UI benefit extension of 2008 did not have any negative association with job search efforts. Future studies should explore the subjective experiences and decisions young adults make in consideration of unemployment, UI benefits, and job search efforts.     

Job Satisfaction and Organizational Structure: A Comparative Study of Nine Social Service Departments

Summary The authors investigated the relationship between aspects oforganizational structure and job satisfaction as experiencedby personnel employed in nine social service departments. Aftera series of unstructured interviews from 28 respondents in oneauthority, interview schedules were used for three distinctgroups of 603 respondents in nine organizations: those makingexecutive decisions, those making supervisory assessments andthose primarily concerned with client interaction. The bestpredictors of organizational structure were dimensions of centralizationand formalization which related significantly but negativelyto job satisfaction. The relevance of these findings is discussedin relation to the rapid growth of social services and the effectit has had on social workers and other employees.     

Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment

ABSTRACT

The present study examines social workers' beliefs about the prestige that outsiders (e.g., patients, suppliers, competitors, and the public) attribute to their organization and the way these beliefs influence the social workers' commitment to the organization they work for, job satisfaction, and turnover intentions (i.e., intentions to leave the organization). We collected two primary data sets (N = 160 and N = 489, respectively) from social workers in nonprofit social service organizations in Israel in 2001 and 2002. In general, the results show that perceived (construed) external prestige results in higher employee commitment and satisfaction, which, in turn, leads to lower levels of intention to leave the organization. The implications of these findings for research on organizational image and employee commitment are discussed, with particular emphasis on social workers in nonprofit social service organizations.     

Self-Esteem,Life Satisfaction,and Positive Future Perception among at-Risk and Comparison Group Participants in National Civic Service

ABSTRACT

This study focuses on a program designed to engage at-risk youth in the National Civic Service (NCS) in Israel with the goal of enabling them to better integrate into normative adult lives. This exploratory study employed a cross-sectional design and compared groups of at-risk female volunteers (N = 426) with comparison groups of not at-risk participants in the NCS (N = 456). For both of them, three sub-groups were examined at different stages of their service: the beginning, near the end, and about one year after finishing the service. In both the at-risk and comparison groups, self-esteem was higher among the alumni compared to those at earlier stages of the program. Life satisfaction was generally much lower among the at-risk group, but after service completion, both groups reported higher life satisfaction. There were no significant differences between the groups in their future perceptions. The implications of these findings for policy and practice are discussed.     

Professional Identity,Job Satisfaction,and Retention of Licensed Social Workers in Korea

This paper reports the results from a survey of 735 social workers in South Korea on their professional identity as a social worker, job satisfaction, and intention to leave the profession. The overall result shows that there was a high level of job satisfaction. Social workers' intention to leave the profession was significantly related to their integrated feelings of professional identity. This relationship was partially mediated by job satisfaction. Social workers' sense of professional identity can be tapped to help social workers feel adequate to carry out their professional responsibility. Boundaries of their practice should be well defined.     

The association of affective and continuance commitment with correctional staff life satisfaction

Previous research suggests that life satisfaction is a stronger predictor of job performance than job satisfaction, and life satisfaction is negatively associated with absenteeism and a desire to retire early. Despite the fact that employees with high life satisfaction are essential for organizations’ optimal efficiency, little empirical research exists to determine the individual and workplace factors that shape and maintain high correctional staff life satisfaction levels. This study investigates the impact of two types of organizational commitment, continuance and affective, on correctional staff life satisfaction at two Midwestern prisons, one private and one public. Continuance commitment was negatively related and affective commitment was positively related with life satisfaction for staff in both prisons. Possible methods to increase affective commitment and life satisfaction for correctional staff are discussed.     

Social Policy and the Politics of Hispanic Aging

Abstract

This study examines the contributing factors to job satisfaction and commitment among lower-income, older (age 55 and over), part-time employees (N = 164). Job satisfaction index (JSI) scores were relatively high for all subjects and did not differ significantly for age, gender, or Senior Community Service Employment Program (SCSEP) status. While not particularly low, white employees were significantly less satisfied with their employment experiences than Hispanic or African American workers. The scarcity of fringe benefits was the least satisfying aspect of employment. Older Hispanics, whites, and men reported less interference between job, family, and home life than African Americans and women. Multiple regression analysis revealed that race/ethnicity, skill utilization opportunities, perceived views of elders held by younger workers and supervisors, availability of fringe benefits, and suitable work days explained the majority of variance in JSI scores. Opportunities to interact with others and stay active were more important than financial supplementation in these elders' assessment of the benefits of part-time employment. Findings provide further understanding of those elders likely to be placed successfully in part-time employment.