The toxicology report audit

In a study of volunteers in medical research we found contrasting readings of “being comfortable” by the volunteer research subjects and the researchers. Although the experimental process (testing a new kind of diagnostic technology) involved some physical discomfort—and the researchers focused on this—the volunteers’ concerns centred on feeling socially comfortable and managing feelings of embarrassment or isolation, and they generally made light of the physical aspects. The bias of volunteer concerns, which is understandable in terms of the different situations of researchers and volunteers and the different tensions they create, has potential implications for the engagement of researchers with their research subjects and prevailing standards for the ethical and accountable conduct of research.     

略谈新形势下高校青年志愿者服务工作

本文分析当前大学生青年志愿服务工作面临的机遇和挑战,并提出建设高校青年志愿服务工作的应对措施。     

大学生志愿者参与志愿行为动机探析

大学生的群体特征和大学的精神特质、管理模式决定了大学生志愿者复杂的参与动机,分析大学生志愿者的参与动机需要关注志愿行为在多大程度上是自愿的和自我决定的,是否基于大学生的基本心理需要,有没有考虑组织特性和群体的压力。     

高校青年志愿者参与社区建设模式调查及思考——以浙江海洋学院外国语学院为例

文章以浙江海洋学院外国语学院近几年开展的青年志愿者服务社区活动为例,总结了高校青年志愿者参与社区建设的四种模式,提出通过建立合理的经费机制、科学的考评机制和广泛的宣传机制进一步加强高校青年志愿者参与社区建设的建议。     

Structures,Challenges, and Successes of Volunteer Programs Co‐managed by Nonprofit and Public Organizations

This article presents a mixed‐methods, multicase study and comparison of volunteer programs in US national parks that have evolved, in response to growth and fiscal pressures, to be co‐managed by national park staff and their nonprofit support partners. Findings detail why and how the expanded partnerships were formed; how they operate; challenges they face; ways in which they adhere to, stretch, and depart from theories of nonprofit management, collaboration, and program institutionalization; and the significant—even exponential—volunteer program growth that resulted in each case. These nonprofit?public volunteer program partnerships—at Acadia, Arches and ­Canyonlands, Cuyahoga Valley, Golden Gate, the National Mall, and Yosemite national park sites—employ many standard forms of interorganizational relations, even though in these cases the nonprofits give money to the government organization instead of the reverse. Their volunteer program and management structures also share similar elements because of coercive, normative, and mimetic pressures. At the same time, each volunteer program partnership is a distinct blend of collaboration and management practices because of the unique natural features, climate, needs, adjacent populations, and personalities of leaders at each site. The cases employ innovative strategies to substantially increase the number of staff who lead volunteer programs. Recommendations are offered for nonprofit management research and practice, and findings are instructive for organizations that utilize volunteers either as a single entity or as part of a collaboration.     

Sources of Volunteer Motivation: Transformational Leadership and Personal Motives Influence Volunteer Outcomes

We examined the separate influences of volunteers' personal motives and their team leaders' behaviors on volunteer satisfaction and contributions, along with mediating processes suggested by self‐determination theory. Participants were 302 volunteers who worked in teams at various sites through a central agency. As predicted, both personal motives for volunteering and transformational leadership influenced volunteer satisfaction through enhanced work meaningfulness and higher‐quality team relationships. However, motives that predicted volunteer contribution were different from those that predicted satisfaction. Whereas satisfaction was positively associated with motives concerning esteem enhancement and value expression, contribution was positively associated with motives to gain understanding and negatively related to motives pertaining to esteem enhancement and social concerns. Transformational leadership was positively associated with volunteer satisfaction, but not with volunteer contributions. The theoretical ramifications of these findings are discussed, along with practical implications for the recruitment and retention of volunteers.     

Role ambiguity and volunteer board member performance in nonprofit sport organizations

We explore the relationship between multidimensional role ambiguity and individual board member performance within nonprofit voluntary sport organizations. Role ambiguity accounted for 29 percent of the variance in perceived board member performance, and ambiguity about one's responsibilities was the strongest predictor. These findings extend our understanding of the drivers of individual board member performance within voluntary sport organizations and the multidimensional nature of role ambiguity. The study supports previous arguments that knowing what to do is fundamental to one's performance, and more critical than knowing how to do it, and what difference it makes.     

Contributions of Volunteer Networking to Isolated Seniors in Hong Kong

Abstract

Although research and theory suggest that volunteers contribute to the quality of life of senior people whom they serve, rigorous empirical investigation is missing for senior Hong Kong Chinese. A project that recruits, trains, and matches volunteers for isolated and frail senior Hong Kong Chinese is good for the investigation because it represents a new approach. This study employed a two-wave panel design to collect data from 125 users of the volunteer networking project. Its results demonstrate that volunteer input, in terms of contact intensity and helpfulness, significantly contributed to Wave 2 quality-of-life outcomes, including reduction in worry, increase in community knowledge, and social integration given the control of their prior scores. Nevertheless, volunteer input had no significant effects on the senior visitee's health.     

Oregon's Efforts to Reduce Elder Financial Exploitation

ABSTRACT

Several programs have been undertaken in Oregon to reduce financial abuse. They include the production of a multi-media training kit by the Oregon's Attorney General's Task Force with funding from the US Department of Justice, creation of an “Elder Financial Exploitation Prevention Program” that educates seniors “at the scene of the crime,” and distribution of devices to assist elders in ending unwamted phone calls and direct mail solicitations.     

The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion,work engagement and organizational connectedness

Using a sample of 887 volunteer emergency service workers in South Australia, we conducted a study based on the JD-R framework to examine the roles of three mediators in the relationship between job characteristics and volunteer well-being. These were (i) exhaustion as a mediator in the relationships between job demands and both poor mental health and turnover intentions; and (ii) work engagement and organizational connectedness as mediators in the relationships of job resources (training and organizational support) with happiness and turnover intentions. Organizational connectedness, a relatively new construct, is a positive state of well-being that involves an emotional connection with other workers, with service recipients and with aspects of the task and the organization's values. Results indicated that all three mediators were important in explaining volunteer well-being. Specifically, job demands were positively related to exhaustion, which, in turn, was linked to ill-health and turnover intentions. Job resources were positively related to work engagement and organizational connectedness, which were, in turn, negatively related to turnover intentions. However, while organizational connectedness mediated the relationship between job resources and happiness, this was not the case for work engagement. The roles of these variables in future research in paid and voluntary work are discussed.