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

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

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.     

Older disabled workers' perceptions of volunteering

The activity of volunteering is readily available to, and undertaken by, able-bodied people in Australia and is recognized as a valuable social pursuit, particularly among citizens of retirement age. Despite the known benefits of volunteering, however, there are few reports of disabled people participating as volunteers and little is understood of their experiences or perceptions of volunteering. The aim of this study was to explore how older workers within supported employment settings perceived the opportunities for and barriers to volunteering. Fourteen people with long-standing impairments participated in this small qualitative study. Overall the participants were positive about volunteering, but noted they might require support to volunteer successfully. Drawing upon the participants' views, recommendations are made for developing training. Disabled workers facing retirement need to be supported to have opportunities for active participation in the community as volunteers if so desired.     

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.     

Good Jobs, Good Deeds: The Gender-Specific Influences of Job Characteristics on Volunteering

While research has shown that having a “good” job significantly promotes formal volunteering, we have limited knowledge of how this paid work-to-volunteer work relationship may differ between men and women. Based on the gender-identification spillover theory, we hypothesize that because of the societal expectations that women should be caring, giving and communal, positive job traits such as authority and autonomy promote women’s volunteering more than men’s. Our analysis of data from the National Survey of Midlife in the United States shows that women who exercise supervisory authority on the job volunteer significantly more hours than women who do not, whereas job authority makes no difference in the number of hours volunteered for men. Meanwhile, job autonomy promotes men’s volunteering, but not women’s. Implications of these and related findings for future research on gender and volunteering are discussed.     

The Relevance of Self-Determination for Corporate Volunteering Intentions

Corporate volunteering programs are increasingly used to bolster community involvement, address social issues and improve the reputation of organisations. Despite this growing trend, our understanding of what motivates corporate volunteers is scant. Drawing on self-determination theory, this study investigates motivational differences among employees engaging in different corporate volunteering types and in independent volunteering, and examines the relationships between these volunteering types and employees’ intent to volunteer in the future. Findings obtained from a survey of 318 employees suggest that higher levels of motivation to volunteer for reasons of ego enhancement or guilt prevention (introjection) were associated with a higher likelihood of participation in employer-organised, large-scale volunteering. Lastly, compared to the other types of volunteers, corporate volunteers had the highest intentions to volunteer through their company in the future, while independent volunteers had the highest intentions to continue volunteering in their own time without employer support. These results highlight the importance of offering various types of corporate volunteering opportunities to employees, as people engaging in corporate volunteering do not make up a homogeneous group, and that different corporate volunteering activities fulfil different motivational needs.

     

Strengthening Families Through Volunteerism: Integrating Family Volunteerism and Family Life Education

This article builds on increasing interest in family volunteering by presenting it as a family life education tool for strengthening relationships and family functioning. In this context, family volunteering is similar to service learning in which families learn together while giving back to their community. Informed by a discussion on bioecological systems theory, psychosocial development theory, and select studies on volunteering, this article seeks to discover how family volunteering benefits individual and family growth. Existing research indicates that, due to its rich resources, it can deepen relationships, reinforce effective interpersonal skills, and help individuals overcome life's crises. Implications for family life educators and future research are presented, including the need for collaboration and stronger data on which to base flexible and fun volunteer opportunities for families.     

Differences between paid and unpaid social services for beneficiaries

In many Western welfare states, social work services that have traditionally been provided by paid employees are being replaced by family support, community support, informal networks, and volunteering. For the field of social work, it is relevant to know what it matters to beneficiaries whether services are provided by volunteers or by paid employees. The central question of this article is therefore as follows: What are the differences between unpaid and paid social services for beneficiaries? The article is based on literature review and focus groups. Our results suggest that beneficiaries do experience some differences regarding the advantages of volunteer services for beneficiaries that can be summarized in three propositions: (1) services provided by volunteers are more relational than are services provided by paid employees, and they are therefore perceived as more equal, flexible and sincere. (2) The effects of volunteer services for beneficiaries are not exclusively positive. (3) Although particular tasks may appear to be interchangeable to some extent, the relative advantages of a given task depend upon whether it is performed by a paid worker or by a volunteer. Additional research is needed in order to provide further validation.     

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.     

Education,Perceived Control,and Volunteering

The consistent effect of education on volunteering has been explained in a number of ways. In this study we test the hypothesis that perceived control beliefs are partly responsible. Using two waves of panel data from National Survey of Midlife in the United States we estimated cross‐lagged structural equation models in which education is positioned as the exogenous variable and perceived control and volunteering are allowed to be reciprocally related across the two waves. We find that perceived control predicts volunteering, but there is no reciprocal effect: volunteering has no effect on sense of control. One reason, therefore, that educated people are more likely to volunteer is that they have stronger control beliefs. The findings enrich the theory of volunteering by introducing the idea of agency, showing one way in which resources influence the decision to volunteer.     

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.     

An Empirical Examination of Formal and Informal Volunteering in Canada

Using data from the 2008 General Social Survey of Canada, this study examines the factors associated with individuals’ propensity to engage in formal and informal volunteering. The results show that social networks increase the likelihood of both formal and informal volunteering, but social trust and human capital increase only the likelihood of formal volunteering and not of informal care. The findings also reveal interesting cultural influences and regional differences in the propensity to engage in formal and informal volunteering, especially between French-speaking Canadians and English-speaking Canadians, and those living in Quebec and outside of Quebec. Native-born Canadians are more likely to volunteer than their immigrant counterparts, but they are similar to immigrants in the propensity to provide informal care. Additionally, women are found to be more likely to engage in formal volunteering and informal care than men. Theoretical and practical implications of the findings are discussed.     

Legacy Volunteering: A Test of Two Theories of Intergenerational Transmission

Sociological theory suggests two reasons that volunteering runs in families. The first is that parents act as role models. The second is that parents who volunteer pass on the socioeconomic resources needed to do volunteer work. Panel data from two generations of women (N = 1,848) are analyzed to see how much influence family socioeconomic status and mother's volunteering have on daughter's volunteer careers. More highly educated women and women whose mothers volunteered donate more hours initially, but only family socioeconomic status increases volunteering over the life course.     

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.     

The Effects of Individual Risk Propensity on Volunteering

Serving as a volunteer is gratifying and rewarding, but by nature it is also considered a risky decision. Volunteering risk may come from the lack of sufficient training, asymmetric information between volunteers and managers, and the lack of support and protection from nonprofit organizations. Abundant studies discuss volunteering behaviors based on demographics. However, people's decisions are mainly determined by their own preferences rather than demographic differences. Accordingly, this study hypothesizes that individual risk propensity is an important predictor for volunteering behaviors. Using a nationally representative data set, this study finds that risk‐accepting individuals are more likely to volunteer than their risk‐averse peers. Also, the former tend to volunteer more frequently than the latter once they decide to be part of the volunteer labor force. Several managerial implications and volunteer recruitment strategies for nonprofit organizations are discussed.     

Projections and Policies for Volunteer Programs: The Implications of the Serve America Act for Volunteer Diversity and Management

This article explores the limits of public policy as it affects volunteerism in the United States. Our analysis focuses on the potential of the Edward M. Kennedy Serve America Act (2009), the most sweeping volunteer legislation in U.S. history, to raise the level of volunteering and national service in the United States, particularly among young people, older people, and minorities—the primary target populations of the act. The Serve America Act aims to increase service‐learning opportunities and national service placements substantially. However, the long‐term impact of these changes on the rate of volunteering and the composition and character of the volunteering population remains unclear. Using data from the Current Population Survey's annual Supplement on Volunteering, we examine a variety of reasonable policy scenarios to see how the Serve America Act might affect future volunteering through the year 2050. The findings suggest that even if the Serve America Act is fully funded and implemented, it is unlikely to have a long‐term impact on the overall volunteering rate and, consequently, that altering the national volunteering rate might be an unrealistic public policy goal. Nevertheless, the analysis shows that because of naturally occurring changes in the population, the composition of the volunteer pool is likely to change as we move toward 2050—a demographic shift that will present increased challenges for volunteer managers. We discuss these challenges and how managers might deal with them effectively.     

What's In It for the Volunteers?

This article reports on a social return on investment (SROI) analysis of volunteers of the Good Food Market program, a food access initiative run by FoodShare Toronto, one of Canada's largest food‐justice organizations. Unlike conventional SROI research, which typically focuses on the entire ecology of an organization or program, this article focuses solely on isolating the return volunteers receive on their investment of time, skills, energy, and the like—an SROI of volunteering. The article reviews the challenges of adapting the SROI methodology to the context of volunteer benefits and finds that ultimately SROI is a useful tool for articulating the value of volunteering.     

Using Economic Theory and Research to Better Understand Volunteer Behavior

The literature on the determinants of volunteering for nonprofit organizations is highly complex, and noconceptual model has received general support (Winniford, Carpenter, and Grider, 1997). Researchers often cite the huge economic impact that nonprofit organizations have on the economy as a whole. However, they seldom mention the small but potentially important body of research on the determinants of the supply of volunteer labor that appears in the economics literature. �The purpose of this article is to outline some of the economic arguments used to explain the determinants of volunteering and point out some cases where they may support other theories and concepts concerning the determinants of volunteering.     

Volunteer Behavior and Factors that Influence Volunteering Among Residents in Continuing Care Retirement Communities

The purpose of this survey was to explore volunteer preferences, perceived benefits and barriers, and the factors that influence volunteering among older adults living in a continuing care retirement community. This was a single group, one-time survey completed via a face-to-face interview. The sample included 127 older adults who were eligible and completed the survey. The majority were women (78%) and White (98%), with an average age of 88.0 (SD = 6.5) years. Engagement in volunteer activities ranged from 0 to 7, with a mean of .94 (SD = 1.30). Just under half (47%) of the participants were engaged in volunteer work, with the majority (87%) volunteering within the facility. Perceived benefits and barriers to volunteering were described. Chronic illness, age, time spent exercising, and resilience accounted for 25% of the variance in volunteer activity. Those who had fewer chronic illnesses, were younger, spent more time exercising, and were more resilient were more likely to volunteer. Findings from this study suggest that there are advantages to offering volunteer activities within senior living facilities. Ongoing study is needed to develop and implement successful facility-specific volunteer programs.     

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.