我国企业青年志愿者与志愿服务研究

企业志愿者群体的诞生与壮大是中国公益事业近十年发展的一项特别成就。目前,国内对企业志愿者群体的理解和认识,与他们对建设公民社会的价值和潜力相比还远远不够。企业志愿者已成为中国公益事业的新生力量,其中,青年志愿者占大多数。对企业员工参与志愿服务活动的动机、影响因素以及如何评估企业志愿服务,进行全面的梳理,发现不论是在企业志愿者的定义、特征上,还是动机、影响因素、评估研究上,都有很大的拓展空间。     

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

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

Students’ Willingness for Future Volunteering in Hong Kong

Volunteering is playing an increasingly bigger role in social services and schools both in Western settings and in the Hong Kong Chinese context. The demand for volunteers in the sector of social services is continually increasing (Sherr 2008). Little is known about the willingness of secondary school students to participate in future volunteering in Hong Kong. This study attempts to explore the phenomenon of youth volunteering through the theory of planned behavior and Personal and Social Responsibility, and identifies prior experience in community service as a main predictor of the willingness of the students to participate in future volunteering. A total of 1046 students from seven secondary schools in Hong Kong completed a structured questionnaire. Social workers, teachers, and volunteer managers could benefit from this study as they could foster students’ willingness to volunteer after graduation by actively engaging them in community service programs early on in a specific time in their life.     

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

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

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.

     

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.     

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

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

     

Employee and Volunteer

The purpose of this research is to analyze the different factors that determine the level of time devoted to volunteer activity involving employed people. To this end, we applied a logistic regression model to a sample of 5,067 employees, considering four categories of factors: family and personal, on the one hand, and contextual factors, on the other. This second group involves three factor categories: occupational, organizational, and community involvement factors. The findings of this work are especially relevant to two areas: first, to design a policy of corporate social responsibility that effectively integrates the figure of corporate volunteering, considering its pertinent factors; and second, to broaden the perspective of the third‐sector organizations beyond the traditional profile with which volunteers are commonly associated.     

Corporate Volunteering: Benefits and Challenges for Nonprofits

In the frame of corporate social responsibility, corporate volunteering is almost exclusively studied from the point of view of companies, while the perspectives of nonprofit organizations are neglected. Hence, this article focuses on the perspective of managers of nonprofit organizations on volunteer partnership projects with for‐profit companies. In the center of this article lie nonprofit managers' strategy and motivation for participating in corporate volunteering, conception of corporate volunteer activities, and the often‐cited win‐win‐win aspect. Key findings suggest that a majority of the questioned nonprofits lack strategic behavior and management tools for undertaking volunteer partnership projects with companies. Nevertheless, corporate volunteering is widely perceived as an opportunity and a promising method of raising donations for nonprofit organizations. This article suggests that the key to successful future cooperation between nonprofits and profit‐oriented organizations lies in the processes of internal evaluation and subsequent strategy development.     

Multiple Ways of Coordinating Volunteers With Differing Styles of Service

Volunteerism is changing, and traditional ways of coordinating volunteers need re-examination in order for human service programs to survive. Our practitioner/academician team has been using well-known frameworks to reveal deep-seated assumptions about how people volunteer at the dawn of the 21st century and how changes in volunteering influence the organization and coordination of those efforts. The different styles of volunteering demand that coordinators' engagement strategies vary when different worldviews are held. In this article, four types of volunteer programs are identified: traditional, social change, serendipity, and entrepreneurial. Examples of each program type are provided, along with guidelines for their oversight. We conclude with a call for research that examines the important differences in how to appropriately use the talents of increasingly diverse types of volunteers in community practice.     

Motivating Mormons

Despite numerous studies on motivation for generosity, much remains unknown. Given that the lion's share of giving and volunteering is directed toward religious institutions, we aimed to test the motivation for the generosity of Mormons. Previous research has indicated that Mormons (Latter‐day Saints) volunteer and donate at much higher levels than other groups. This study examined how self‐reported motivations to volunteer explain the annual number of hours volunteered and the likelihood of donating toward various causes. We used thirty qualitative interviews with Latter‐day Saints to create a comprehensive questionnaire measuring the time spent engaged in various volunteer activities and whether or not the respondents donated to various causes. The questionnaire also asked respondents to rank how important twenty‐five different motivations were to their service or volunteering. We used factor analysis of the results on the twenty‐five motivation items to identify underlying variables behind volunteer motivations, and we used the scores on the five resulting factors in multiple regression analyses to predict volunteer hours and logistic regression analyses to predict the likelihood of making donations. Different types of motivations predicted different types of volunteering and charitable giving. Theological motivations had the broadest impact and predicted religious volunteering, social volunteering to benefit church members, social volunteering through the church to benefit the community, religious donations, and donations toward social causes made through the church. After inserting control variables into our models, we found that none of the five types of motivations predicted secular volunteering or secular charitable giving. We conclude with managerial and conceptual implications of these and other results.     

Advocacy Recruits: Demographic Predictors of Volunteering for Advocacy-Related Organizations

Empirical studies of volunteering assume that the similar individuals are drawn equally to different kinds of volunteer-using organizations. The purpose of this article is to explore the demographic predictors of volunteering for several types of advocacy-related organizations, including political parties, labor and business organizations, immigrant/refugee-serving groups, civic organizations, and environmental/animal organizations. Data from the Current Population Survey’s volunteering supplement (pooled 2006–2012) indicate that the demographic profiles of volunteers drawn to advocacy-related organizations differ in specific ways from the demographic profile of those volunteering for other types of organizations. In particular, veterans are more likely than non-veterans to volunteer for political/advocacy groups and civic organizations. Being a minority veteran is associated with volunteering for immigrant organizations and environmental/animal-related organizations. Foreign-born individuals—both US citizens and non-citizens—are more likely to volunteer for immigrant/refugee organizations than the native born. The demographic profiles of volunteers for advocacy-related organizations vary in some ways from the demographic profiles of those who volunteer for service delivery organizations.     

The role of religious networks and other factors in types of volunteer work

In view of current efforts to strengthen volunteering and promote the faith‐based provision of social services in the United States, we examine both the underlying complexity of volunteering and who performs particular types of volunteer work. This paper, drawing on a telephone interview survey of 526 randomly selected Indiana residents, considers whether religious involvement helps explain engagement in different types of volunteer work independent of such other contributing factors as family status, socioeconomic status, and community attachment. We find that religious involvement plays an independent role, but only for certain types of volunteer work.     

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.     

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.     

Program Evaluation of “Young at Heart”

Abstract

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

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.     

Religious Involvement and Participation in Volunteering: Types,Domains and Aggregate

Prior research on investigating the religion–volunteering relationship has tended to commonly treat religious involvement as single-item measures, e.g., frequency of church attendance, and has defined volunteering as a simple dummy variable (1 = volunteers, 0 = otherwise). The present study attempted to look at the above relationship by measuring religious involvement as a multifaceted and multi-item measure and volunteering as engaging in different types of voluntary activity, and specific domains and overall aggregate of volunteering. The results based on a statewide representative sample from the Survey of Texas Adults 2004 showed that religious involvement was generally and significantly related to higher volunteering across voluntary types, domains, and aggregate count of volunteering, but varied in magnitude contingent on the types and domains being examined. In addition, the religious effects were held even adjusting for a variety of pertinent socio-demographic and denominational characteristics, in which these background characteristics are more dynamic in relation to volunteering than we knew. Implications of the findings related to social services and policy making are discussed.     

A Rapid Review of Barriers to Volunteering for Potentially Disadvantaged Groups and Implications for Health Inequalities

Despite volunteering being a feature of community life in the UK, differences as to who volunteers are evident. Reporting on a rapid review of the evidence on volunteering and inequalities, the aim of this paper is to provide an overview of the breadth and interconnectedness of barriers to volunteering for potentially disadvantaged groups. Sixty-seven articles were identified, to produce a map of factors affecting volunteer participation. Findings suggest that whilst different demographic groups experience specific barriers to volunteering, there are areas of commonality. Analysis shifts the onus of volunteering away from the level of individual choice (a dominant emphasis in policy and practical discussions around promoting volunteering) and towards the influence of structural factors related to broader exclusionary processes. Those who potentially have the most to gain from volunteering are the least likely to participate. Whilst the benefits of volunteering are increasingly documented by research and championed by policy, there are questions about the success of this approach given that the underlying social inequalities present substantive barriers to volunteering and must be addressed to promote greater access.

     

Being Volunteered? The Impact of Social Participation and Pro-Social Attitudes on Volunteering

While disagreeing over the reasons why the performance of civic obligations seems to be declining, conservatives and liberals agree that people need to be reminded of their duties as citizens for this decline to be halted. But do these exhortations work? This paper tests two theories about how people become volunteers. The “normativist” perspective assumes that volunteer behavior flows from socialization into pro-social attitudes; the “social practice” perspective stresses the formative role of practical experiences and social participation. Using a panel study of high school seniors who were reinterviewed in their mid-20s and again in their early 30s, we show that volunteer work undertaken in high school has long-term benefits as does social participation more generally but that socialization into pro-social attitudes has an even stronger influence on volunteering in middle age. The implications of our study are that mandatory community service programs can boost later volunteer efforts but that socialization into appropriate citizenship attitudes is of equal, if not greater, importance.