Does serving the community also serve the company? Using organizational identification and social exchange theories to understand employee responses to a volunteerism programme

Little is known about how employees might respond to their company's socially responsible business practices. Hypotheses derived from organizational identification and social exchange theories were tested to explain why employees (N=162) may respond positively to their company's volunteerism programme, a programme through which employees could spend time volunteering during their paid work hours. Support was found for mediated effects suggesting that employees' attitude towards the volunteerism programme ultimately predicted outcomes (e.g., intentions to stay) through its effect on organizational identification. Results also showed that exchange ideology moderated the effects of volunteer‐programme attitudes on supervisor‐reported organizational citizenship behaviour measured 6 months later, suggesting that some employees reciprocate the benefits they receive from a volunteerism programme. The implications of these findings are discussed for theory and research, and for leveraging volunteerism programmes and other socially responsible business practices to benefit companies and their employees.     

Prediction of longevity of volunteer service: a basic alternative proposal

A problem for many organizations is the low continuity of volunteers. Diverse theoretical models have been developed to explain sustained volunteerism, but most of these models have focused on the study of welfare volunteerism and not have verified whether their results could be generalized to other types of volunteerism. In this study, we propose a basic model to explain sustained volunteerism in any type of volunteerism. The aim of this study is to examine this basic model empirically in a sample of socio-assistential volunteers and in a sample of environmental volunteers. For this purpose, 290 volunteers completed a questionnaire and subsequently, two telephone follow-ups were carried out to determine whether the volunteers remained in the NGO one year later. The results show that the basic model offers an acceptable explanation of sustained volunteerism in the two types of volunteer samples studied, but it accounted for a low percentage of variance of the duration of service in both samples. Various relevant implications for the practical management of volunteerism in organizations are derived from theses findings.     

Are the Sectors Compatible? International Development Work and Lessons for a Business–Nonprofit Partnership Framework

In recent years, there has been increased involvement of the for‐profit sector in the development of nonprofit frameworks for organizational transformation of nongovernmental organizations (NGOs). The present paper uses a social psychological approach to examine an exchange between the sectors in which business management consultants travel to developing countries to offer their skills to NGOs. Social representations theory provides a means of delving into the various meanings these business management consultants attribute to international development and the NGO work environment. The study reveals that consultants tend to interpret the NGO sector and international development through a lens of profit and efficiency, and that experience working with an NGO may actually strengthen this perspective.     

Motivation as Mediator Between National Identity and Intention to Volunteer

Although there is a large volume of research on the relationship between social identity and volunteerism, little attention was given to national identity in volunteerism research. This study examined the role of national identity in motivating people to volunteer in the Chinese culture and its role in differentiating those who showed no interest in voluntary work (i.e. non‐volunteers) from those who wanted to volunteer but did not (i.e. potential volunteers). Two hundred ninety‐nine participants (age, M = 34.14 years) filled out a questionnaire on their demographics, experience of volunteering, intention to volunteer, volunteer motivations, and national identity. Results showed that a stronger national identity was associated with greater volunteer motivations. Mediation analyses further supported the positive indirect effect of national identity on intention to volunteer through strengthening volunteer motivations. Marital status was the only significant factor that differentiated current volunteers from potential volunteers. We concluded that citizens’ volunteer motivation increases with national identity, yet concrete measures to bring potential volunteers to actual volunteering need to be further explored. Copyright © 2012 John Wiley & Sons, Ltd.     

Favorable Contact During Volunteer Service: Reducing Prejudice Toward Mexicans in the American Southwest

We assessed religious volunteers’ intergroup contact, realistic threat perceptions, symbolic threat perceptions, intergroup anxiety, negative stereotypes and prejudice toward Mexicans before and approximately 4–6 months into their volunteer service. Whether assigned to serve Mexicans or European–Americans, all volunteers experienced reduced prejudice toward Mexicans. A multiple mediator model suggests that changes in prejudice resulted from a mediated relationship between quality contact and prejudice. Specifically, intergroup anxiety and negative stereotypes mediated the relationship. The benefits of volunteerism as a means of fostering favorable intergroup contact and reducing threat perceptions and prejudice are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

Using Skills Gained Through Volunteerism in Job Searches: A Workable Strategy

A number of recent theoretical and empirical articles have examined various aspects of volunteerism. Research which has established the increasing importance of career development as a primary goal of many volunteers has largely been concerned with individuals already established in their careers. This article extends current research by focusing on recent or soon-to-be college graduates. It integrates career-development volunteerism research with recent work from the job search literature. The paper includes specific suggestions for obtaining volunteer experience which targets employer-identified desirable job skills.     

Volunteer work in youth organizations: predicting distinct aspects of volunteering behavior from self‐ and other‐oriented motives

This study examined the impact of motivational underpinnings of volunteerism on self‐reported volunteer behaviors and satisfaction. Data from 153 volunteers in youth organizations supported a two‐dimensional structure of self‐ and other‐oriented motives. Self‐oriented motives were more important in explaining in‐role volunteer behavior, while other‐oriented concerns were also important in predicting extra‐role volunteer behavior and satisfaction. These findings are discussed in the context of a functional approach to volunteerism and linked to recent findings regarding the role of self‐ and other‐oriented motives from the organizational literature. Suggestions for recruiting and motivating young volunteers in youth development organizations are presented.     

Business Owner-Employees Contagion of Work-Related Affect and Employees’ Innovative Behavior in Small Firms

The aim of this study was to explore cross-level mechanisms stimulating employees’ innovative behavior in small firms, specifically emotional contagion between small business owners and their employees. Using data from three European countries and applying a multilevel approach, we tested how small business owners’ work-related affect—enthusiasm and comfort—relate to their employees’ work-related affect and innovative work behavior. The sample consisted of 85 small business owners and 711 employees from firms operating in the Netherlands, Poland, and Spain. Controlling for country, the results of multilevel modeling showed that small business owners’ work-related affect was positively related to their employees’ work-related affect. The hypothesized contagion of work-related affect in small firms was, thus, supported. Employees’ work-related affect, in turn, was positively associated with their innovative behavior. Employees’ work-related affect mediated the relationship between small business owners’ work-related affect and employees’ innovative behavior. The results also showed cross-country differences in the strength of some of the relationships. The study is a step forward in understanding innovation in small firms, extending the insights gained from single-level investigations.     

What Religion Affords Grassroots NGOs: Frames,Networks, Modes of Action

The international relief and development sector has swelled in the last two decades thanks to American grassroots NGOs: groups that rely on volunteer labor and individual contributions, often on budgets of less than $25,000 a year. Most of these organizations reject the label of “faith‐based organization,” yet they find the symbolic and material resources of religion indispensable. Religion affords these NGOs three kinds of resources to meet their distinct organizational needs. First, it provides frames, or ways of thinking and speaking about relief and development work that imbue it with legitimacy. Next, religion offers networks that provide money, volunteers, and entrée into aid‐receiving communities. Finally, religion affords familiar modes of action that link the NGO, supporters, and local aid recipients. I support these claims with LDA topic modeling (a computerized method of text analysis), content analysis of websites, and in‐depth interviews with 43 informants.     

From “I” to “We”: Different forms of identity,emotion, and belief predict victim support volunteerism among nominal and active supporters

Understanding how to attract and maintain volunteers is crucial for the operation of victim support organizations. We propose that volunteerism can be understood in a similar way as collective action. Active (N = 99) and nominal supporters (N = 134) completed measures of identities (personal, social, and organizational), emotions (sympathy, outrage, and pride), and efficacy beliefs (self‐, group, and organizational). The results revealed a different pattern of predictors of volunteerism for the two samples. Among nominal supporters, commitment to volunteerism was predicted by personal identity (“I”), sympathy, and self‐efficacy; among the actively engaged, volunteerism was predicted by social identity (“we”), outrage, and self‐efficacy. These results suggest that engagement with volunteerism is associated with qualitatively different processes for those nominally versus actively supportive of volunteer efforts.     

Young People and Volunteerism: A Model of Sustained Volunteerism During the Transition to Adulthood

A model of sustained volunteerism in young people is proposed. The longitudinal study addresses the questions “Why do young people decide to continue to volunteer over an extended period of time?” There were 158 volunteers (82 female and 76 male). The volunteers completed measures of motivation to volunteer, integration, and satisfaction with the organization, merged effects due to voluntary service, social support, identity, and intention to volunteer on a first (Time 1) and a second research wave (Time 2). Results show that both dispositional and organizational variables are important in determining long-term volunteerism in young people and confirmed that role identity is the best predictor of intention to volunteer.     

Misalignment and Misperception in Preferences to Utilize Family‐Friendly Benefits: Implications for Benefit Utilization and Work–Family Conflict

Despite their increasing popularity, family‐friendly benefits are frequently underutilized. Drawing on literatures concerning social norms and pluralistic ignorance, this study examines the role of personal preference, group norm misalignment, and misperception of group norms on employees’ utilization of family‐friendly benefits. In 2 samples (154 firefighters and 440 nurses) across 3 data collection periods, we found that when employees’ preferences for benefit utilization were misaligned with the perceived group norm, they adjusted their family‐friendly benefit utilization in a manner congruent with the norm, even when that norm was misperceived. Further, we found that family‐friendly benefit utilization was negatively associated with work–family conflict. Together, our findings suggest that misperceived social norms regarding family‐friendly benefit utilization can lead to situations whereby employees do not utilize family‐friendly benefits because they mistakenly perceive utilization is not socially accepted and, as a result, experience higher work–family conflict.     

When and How Does LMX Differentiation Influence Followers’ Work Outcomes? The Interactive Roles of One's own LMX Status and Organizational Context

The fundamental premise of the leader–member exchange (LMX) theory is that leaders’ relationships with their followers vary in quality. Although LMX differentiation (i.e., within‐group variation in the quality of LMX) is generally considered a sound leadership practice, its effects on group members’ work outcomes remain poorly understood. Drawing on LMX and upper echelons theories, this study suggests that employees’ reactions to LMX differentiation depend on the personal LMX status of employees and the characteristics of the organizational context. Analyses of multilevel data collected from 502 employees organized into 135 work groups in 34 firms show that the impact of LMX differentiation on work outcomes is more positive (or less negative) for employees with lower rather than higher LMX. The findings highlight the importance of organizational boundary conditions for these interactions: The negative moderation by one's own LMX status is stronger when top managers decentralize responsibilities to lower hierarchical levels and weaker when top managers impose a shared vision to guide the organization.     

PREDICTORS OF SELF‐REPORTED GAINS IN A RELATIONSHIP‐BASED HOME‐VISITING PROJECT FOR MOTHERS AFTER CHILDBIRTH

We assessed mothers’ self‐reported gains from a postpartum home‐visiting (HV) project in which home visitors are volunteer mothers from the community. Hypotheses were that gains are positively related to (a) mothers’ felt‐closeness with their home visitor, (b) mothers’ level of sociodemographic risk, and (c) the home visitors’ preproject training in support services for families or children (Professionalism). One hundred sixty‐four clients returned written evaluations of the HV project. Items assessing gains were reduced to two factors: Improved Well‐Being (“Self”) and Improved Infant Care (“Infant”). Repeated measures general linear models, with Gains (Self, Infant) as the repeated measure, and multiple regression analyses evaluated the hypotheses. Across the sample, gains on both factors were moderate, although gain scores were higher regarding Self than for Infant. Results show that (a) Mothers’ felt‐closeness with their volunteer was strongly related to mothers’ gains; (b) high‐risk mothers gained more from the project than did mothers of lower risk, particularly regarding Infant Care; and (c) mothers visited by volunteers who were professionals reported more substantial gains than did mothers visited by volunteers who were not professionals. Findings can help explain variance in mothers’ gains from such projects and could be useful in improving their efficacy.     

Organisational culture moderation of interpersonal trust and affective commitment in health care non-governmental organisations in Ghana

This study examined the moderating effect of organisational culture (OC) moderation on the relationship between interpersonal trust (IT; trust in management and trust in peers) and employees’ affective commitment (AC). Participants were 295 employees of non-governmental organisations (NGOs) in Ghana (female = 42%; age range = 18–55). The employees completed the measures of IT, OC, AC, and employee performance. Moderation analysis of the data utilising structural equation modelling revealed that OC completely moderated the relationship between trust in management and trust in peers on AC. However, the moderation impact was found to be higher with trust in management than trust in peers. Moreover, AC completely mediated between trust in management and employee performance, and between trust in peers and employee performance. These findings highlight the importance for human resource managers of NGOs to incorporate and leverage on organisational culture as a key determinant resource for employees’ trust relationships, AC and performance goals.     

Positive emotions in volunteerism

Volunteerism is a well consolidated social phenomenon in our society. However, its rapid growth in the last few years has complicated the integration of theoretical knowledge and its application in organizational settings. Taking into account that nowadays, one of the chief problems of volunteer organizations is sustained volunteer service, the object of this work is to verify, within the context of the psychosocial model of sustained volunteerism (Vecina, 2001), the type of relation between the experience of positive emotions in volunteers and their intention of remaining in the organization. This work was carried out on a sample of volunteers who had been in service for less than one year prior to this study.     

The relationship between person–team fit with supervisor–subordinate guanxi and organizational justice in a Chinese state‐owned enterprise

The study examines how subordinates’ perceptions of justice in Chinese working teams are influenced by the person–team fit (or the misfit) of the supervisor–subordinate guanxi (SSG). We tested our hypotheses on a sample of 1,086 employees from 149 work groups in one state‐owned enterprise; using a combination of cross‐level polynomial regression and response surface analysis. The results showed that subordinates’ perceptions of justice, in terms of procedural, interactional, and distributive justice, were higher when individual SSG was congruent with the average SSG in the team (TSSG) at a high level than when an individual SSG was congruent with TSSG at a low level. Meanwhile, in the misfit situation, subordinates’ perceptions of the three dimensions of justice were higher when the individual SSG relative to TSSG (relative SSG, or RSSG) was surplus (individual SSG exceeded TSSG) versus RSSG deficient (TSSG exceeded individual SSG). Nevertheless, the subordinates’ perceptions of distributive justice were the highest when SSG and TSSG were almost equal in high level, as observed by integrating the fit with the misfit line. These findings highlight the important boundary cultural conditions of the psychological processes of justice and provide useful insights for international managers conducting their business in China.     

The Effects of "Mandatory Volunteerism" on Intentions to Volunteer

Abstract—With the widespread emergence of required community-service programs comes a new opportunity to examine the effects of requirements on future behavioral intentions. To investigate the consequences of such "mandatory volunteerism" programs, we followed students who were required to volunteer in order to graduate from college. Results demonstrated that stronger perceptions of external control eliminated an otherwise positive relation between prior volunteer experience and future intentions to volunteer. A second study experimentally compared mandates and choices to serve and included a premeasured assessment of whether students felt external control was necessary to get them to volunteer. After being required or choosing to serve, students reported their future intentions. Students who initially felt it unlikely that they would freely volunteer had significantly lower intentions after being required to serve than after being given a choice. Those who initially felt more likely to freely volunteer were relatively unaffected by a mandate to serve as compared with a choice. Theoretical and practical implications for understanding the effects of requirements and constraints on intentions and behavior are discussed.     

Assessment of Potential,from Assessment Centers to Development Centers

Are organizations interested in realizing the potential of their employees? How far have they progressed in utilizing performance assessment instruments for developmental purposes? There is a growing need for redirecting organizations towards greater knowledge productivity and using the competencies of their employees in a knowledge-productive way. Development centers provide possibilities for analyzing and diagnosing the relevant competencies of personnel whilst at the same time, providing a match with further development. This study examines managers’ attitudes towards assessment centers and their potential to be used for developmental purposes. The problems and processes involved in using assessment centers in this way were studied within a representative set of large, Dutch organizations. In addition, the conceptions of management and the implementation conditions needed for the introduction of development centers were examined. The advantages of development centers as a knowledge-productive tool for assessment in organizations are discussed to help managers decide about developmental programs.     

Gender differences in the determinants of the willingness to accept an international assignment

Multinational organisations experience difficulties in finding managers willing to accept international assignments. This study has therefore focused on factors that can predict males' and females' willingness to accept international assignments, or to follow their partners on international assignments. Hypotheses were formulated based on the Rational Choice/Human Capital Theory, the Family Power Theory, the Life Role Salience Theory, and the Psychological Contract Theory. Data were collected using a written questionnaire from 178 male and 122 female employees of a large Anglo-Dutch company. Results using regression analyses showed that male candidates were more willing to accept an overseas assignment and more willing to follow their partners than female ones. Further, the rational choice and family power theories were best able to explain male candidates' willingness, whereas females' willingness was better predicted using variables from the life role salience and psychological contract theories. However, in terms of willingness to follow their partner, all the sets of variables are significant predictors for men, whereas, for women, only rational choice and family power variables explain a significant amount of the variance. The results are discussed in terms of theory and organisational practice.