Health Outcomes and Volunteering: The Moderating Role of Religiosity

In this paper, we examine whether and what extent public and private forms of religiosity act as moderators of the volunteering and well-being relationship in mid- to later-life. We use data from the second wave of the National Survey of Midlife Development in the United States (n = 1,805). We analyzed the relationships between volunteering and indicators of well-being (self-rated physical and mental health), and tested the moderating effects of public and private religiosity on the volunteering and well-being relationship. Our findings suggest that salubrious effects of volunteering on the self-perceived physical and mental health of middle- aged and older- aged adults varied by their participation in different forms of religiosity. In particular, volunteers who engaged in more public forms of religiosity reported significantly better physical and mental health than non-volunteers who engaged in these forms of religiosity. In other words, individuals who were actively engaged public forms of religious practices and who volunteered, maximized the associated health benefits.     

Social Return on Investment Analysis

This article uses a social return on investment (SROI) methodology to analyze the social impact of a social enterprise offering a job and skills training program to an unemployed, largely female population. The social enterprise is based in Toronto (Canada) and run by a nonprofit agency dedicated to the advancement and empowerment of women, primarily immigrants, through access to employment. We focus our analysis on a job and skills training program that provides clients with the skills and tools that they need to successfully seek employment in their efforts to (re‐)enter the Canadian labor market. Our goal is to determine the tangible and intangible program outcomes by applying and testing the SROI methodology.     

SHORT REVIEWS

Books reviewed in this article: Gay Becker, The Elusive Embryo: How Women and Men Approach New Reproductive Technologies Theodore Caplow, Louis Hicks, and Ben J. Wattenberg, The First Measured Century: An Illustrated Guide to Trends in America, 1900–2000 Stephen Moore and Julian L. Simon, It's Getting Better All the Time: 100 Greatest Trends of the Last 100 Years Elisabeth Croll, Endangered Daughters: Discrimination and Development in Asia Barbara Entwisle and Gail E. Henderson (Eds.), Re‐Drawing Boundaries: Work, Households, and Gender in China David T. Graham and Nana K. Poku (Eds.), Migration, Globalisation and Human Security Paul Harrison and Fred Pearce, AAAS Atlas of Population and Environment Russell King, Paolo De Mas, and Jan Mansvelt Beck (Eds.), Geography, Environment and Development in the Mediterranean Michael T. Klare, Resource Wars: The New Landscape of Global Conflict Korea Institute for Health and Social Affairs and United Nations Population Fund, Low Fertility and Policy Responses to Issues of Ageing and Welfare National Assessment Synthesis Team, Climate Change Impacts on the United States: The Potential Consequences of Climate Variability and Change. Report for the US Global Change Research Program Jacques Vaixin and Thérèse Locoh (Eds.), Population et développement en Tunisie: La métamorphose     

Assigning volunteer tasks: The relation between task preferences and functional motives of youth volunteers

In this paper we aim to explore the relationship between volunteer motives and task preferences in order to provide volunteer managers with better insight in how tasks can be assigned to keep youth volunteers satisfied. Earlier seminal contributions have either taken a pure functional approach – where various types of motives are supposed to be at the base of any type of volunteer work – or a differentiated approach, where particular motives relate to specific task preferences. However, empirical results reported in the literature do not justify the preference of one approach above the other. To investigate whether one of the approaches is superior, or whether a combination of both is more appropriate, we perform a canonical correlation analysis for a set of functional motives and a set of task preferences (N = 2158). Five distinct relationships (canonical variate pairs) of motives and preferences are found. Results show that a ‘functional basis’ exists where all motives relate to a basic set of tasks. Additionally, a more differentiated approach towards volunteer motives and task preferences has to be taken, as we find four other relationships where specific motives are satisfied by assigning particular sets of tasks.     

Two-unit reliability analysis of questionnaires used in a regulatory system

An interjudge reliability test was conducted to evaluate the questionnaires used in the surveillance of residential care institutions. Because the reliability test was carried out as part of the routine surveillance program and not as part of a controlled experiment, it was subject to deviations from the optimal reliability test model. However, this nonpure design provided an opportunity to not only examine the reliability of the items in the surveillance tool, but also to gain a better understanding of the use of a reliability test in an "imperfect" field setting. Two different surveyor teams administered the 257 questions on the questionnaires to a representative sample of 32 institutions on two separate occasions. In order to explain the variance in the reliability scores, a multivariate analysis was conducted for two units of analysis: the surveillance questions and the institutions. Based on the results of the reliability test, changes were introduced to improve the questionnaires and their administration.     

“Don't you want to stay?” The impact of training and recognition as human resource practices on volunteer turnover

Managing volunteers is a difficult undertaking. This study draws on human resource (HR) management theory and literature to investigate the effect of two HR practices—training and recognition—on volunteer turnover. We use longitudinal administrative data collected by an Indiana nonprofit organization, which contains individual volunteer characteristics, organizational HR practices, and information on actual turnover behavior. We found that recognizing volunteer contributions with awards predicted volunteer retention in the following year. Training did not have a direct effect on volunteer turnover, but interacted with gender; men who received training were more likely to stay than women. The study contributes to the literature on HR management in the volunteer context, adds to the emerging literature on awards as incentives for volunteers, and addresses the common method bias by using longitudinal data.     

Optimal global rates of convergence for nonparametric regression with unbounded data

Estimation of regression functions from independent and identically distributed data is considered. The _L2$L_2$ error with integration with respect to the design measure is used as an error criterion. Usually in the analysis of the rate of convergence of estimates a boundedness assumption on the explanatory variable X$X$ is made besides smoothness assumptions on the regression function and moment conditions on the response variable Y$Y$. In this article we consider the kernel estimate and show that by replacing the boundedness assumption on X$X$ by a proper moment condition the same (optimal) rate of convergence can be shown as for bounded data. This answers Question 1 in Stone [1982. Optimal global rates of convergence for nonparametric regression. Ann. Statist., 10, 1040–1053].     

Weakly universally consistent static forecasting of stationary and ergodic time series via local averaging and least squares estimates

Given a stationary and ergodic time series the problem of estimating the conditional expectation of the dependent variable at time zero given the infinite past is considered. It is shown that the mean squared error of a combination of suitably defined local averaging or least squares estimates converges to zero for all distributions whenever the dependent variable is square integrable.     

Missing in Action: Strategic Human Resource Management in German Nonprofits

Human resource (HR) management is important for human service nonprofits because they rely on the quality of their employees for the provision of their services. Using a typology of nonprofit HR architecture developed by Ridder and McCandless (Nonprofit Volunt Sect Q 29(1):124–141, 2010), we attempt to unpack the black box between performance and HR practices. To this end, we conducted semi-structured interviews with HR managers and young employees to investigate their perceptions of HR practices in their nonprofit organizations. Based on the findings, we extend the research on HR management in nonprofit organizations and caution that success or failure of implementing HR practices may be directly influenced by the external environment.