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.     

Positive emotional expectations predict volunteer outcomes for new volunteers

Emotional expectations are likely to influence behavioral outcomes, even when entering novel situations. In the present study, it was proposed that positive emotional expectations would influence volunteer outcomes for new volunteers. New and experienced volunteers were recruited for a two-part longitudinal study. Study hypotheses were confirmed. The mere anticipation of positive emotions was able to predict volunteer outcomes for new volunteers. Emotional expectations (i.e., sympathy, satisfaction) were positively associated with intentions to continue volunteering, identification with the volunteer role, and predicted volunteer persistence 6 months later for new volunteers. For experienced volunteers, emotional expectations were only significantly and positively associated with volunteer role identity. Moreover, the intent to persist as a volunteer was found to have a stronger positive association with actual persistence for experienced volunteers than for new volunteers.     

公费教育政策满意度对师范生教师职业认同的影响—社会认知因素的影响

采用问卷法,以839名公费师范生为研究对象,探究公费师范生政策满意度对师范生教师职业认同的影响,考察公费教育政策满意度、职业决策自我效能感、职业结果预期以及教师职业认同的关系。结果发现：（1）公费教育政策满意度显著正向预测教师职业认同;（2）职业决策自我效能感和职业结果预期在政策满意度和教师职业认同的关系中起中介作用,完全中介支持性政策满意度与教师职业认同的关系,部分中介限制性政策满意度与教师职业认同的关系。本研究通过社会认知职业理论解释了公费教育政策满意度与教师职业认同的关系路径,为提升公费师范生的教师职业认同提供了参考和借鉴。     

Coach identity leadership behaviours are positively associated with athlete resource appraisals: The mediating roles of relational and group identification

BackgroundThere is growing evidence identifying the positive effects of sport and exercise leaders engaging in identity leadership. Yet we have limited knowledge of how identity leadership is associated with athletes’ resource appraisals (e.g., self-efficacy) and performance, the underpinning mechanisms that explain such relationships, and changes in relationships across a sporting season.MethodsIn Study 1, 412 amateur and professional athletes completed seven questionnaires directly prior to athletic competition in a cross-sectional design. In Study 2, 136 athletes completed seven questionnaires directly before competition, and one questionnaire directly after competition both at the start and the end of the athletic season.ResultsIn Study 1, relational identification and group identification mediated the positive relationship between identity leadership and self-efficacy, control, approach goals and social support. In Study 2, identity leadership at the start of the season predicted self-efficacy at the end of the season through relational identification. Group identification did not significantly mediate the identity leadership-resource appraisal relationship. Perceived social support at the start of the season predicted greater performance satisfaction at the end of the competitive season.ConclusionsFindings provide evidence that sport coaches’ engagement in identity leadership is key to forming a shared social identity, which in turn, is broadly adaptive for stress appraisals and performance satisfaction both cross sectionally and longitudinally.     

Social cure and social curse: Social identity resources and adjustment to acquired brain injury

There is increasing evidence that identification with social groups can protect and enhance health, establishing a kind of ‘social cure’. However, for those affected by chronic or disabling conditions such as acquired brain injury (ABI), their identity may also represent a burden, a form of ‘social curse’. The present study explored the identity benefits and burdens available to 15 participants living with ABI using semi-structured interviews. The qualitative data was then analysed systematically using thematic analysis. The findings highlight social identity changes as central to the experience of brain injury. Participants reported changes in their social networks and social group memberships after injury. Identity loss and reduced social support were described as disabling. Engagement in meaningful group activity with others affected by ABI and access to affected peers enabled new group-based resources such as social support. In this way, group activity can be seen as a form of identity enactment that can drive social cure effects. Similarly, adaptation to life after injury was demonstrably linked to social identity processes pointing to the importance of a social cure approach to rehabilitation.     

Behavioral acculturation and enculturation and psychological functioning among Asian American college students

The purpose of this study was to examine Asian American college students' behavioral acculturation to U.S. cultural norms and behavioral enculturation to Asian cultural norms and their relationships to ratings on measures of cognitive flexibility, general self-efficacy, collective self-esteem, acculturative stress, and attitudes toward seeking professional psychological help. As hypothesized, the results indicated that both acculturation and enculturation were positively related to the membership dimension of collective self-esteem. Although not hypothesized, the results indicated that acculturation was positively related to cognitive flexibility, general self-efficacy, and the public dimension of collective self-esteem. In addition, enculturation was positively related to the private dimension and the importance of identity dimension of collective self-esteem.     

Work Motivation and Performance: A Social Identity Perspective

Work motivation and performance were analysed from the perspective of social identity theory and self-categorisation theory. Central in this analysis is the relation of organisational identification with the motivation to exert effort on behalf of the collective. A theoretical analysis as well as a review of empirical studies of the relationship of organisational identification with motivation and performance leads to the conclusion that identification is positively related to work motivation, task performance, and contextual performance to the extent that (a) social identity is salient, and (b) high performance is perceived to be in the group's or organisation's interest.     

Win–Win–Win: The Influence of Company‐Sponsored Volunteerism Programs on Employees,NGOs, and Business Units

Although the number of firms adopting corporate volunteerism programs is rising steadily, very few firms are assessing the benefits of such programs on target groups, such as employees and nongovernmental organizations (NGOs), and identifying the conditions under which benefits to the various groups are maximized. This study addresses both by examining the conditions of employees’ corporate volunteer assignments that lead to increased employee engagement, sustainability of the volunteers’ project within the NGO, capability development for the business unit, and employees’ continuation of volunteerism. Using a longitudinal and multisource design, responses from 116 corporate volunteers from a global pharmaceutical organization are matched with responses from their NGO managers and their business unit managers at 3 points in time: at the start of the volunteer assignment, at the end of the assignment, and 6 months after the completion of the assignment. Across these outcomes, we found that employees’ volunteer assignments are most valuable when they are international, when the volunteers perceive that their projects contribute meaningfully the NGO's functioning, when volunteers have professional skills (and are able to use them), when there are opportunities for skills to be developed that can be applied in the volunteers’ regular work role, and when the NGOs have tangible resources to sustain the volunteers’ projects.     

A preliminary study into stress in palliative care: optimism, self-efficacy and social support

Caring for the terminally ill is a demanding, but rewarding area of health care. Stressors unique to this working environment--dealing with patient death rather than cure, and supporting entire family units, for example--put caregivers at risk from stress related illness. This study investigated the buffering effects of optimism, self-efficacy and social support against two measures of stress within the palliative setting. Comparisons were made between volunteer (n = 18) and professional (n = 18) caregivers across three caregiving settings. Data were collected retrospectively about personal control variables; use of and satisfaction with, social support; and, perceived general and occupational specific stress levels. Differences in reported stress levels were found both between settings (NHS, hospice and community-based) and between caregiver type (salary status and occupational category). Optimism was more strongly and consistently associated with low levels of perceived stress than was self-efficacy. Satisfaction with social support was highest among paid workers, and in terms of buffering stress in the whole sample, appeared mediated by optimism. Worksite interventions targeting caregiver self-efficacy and optimism are recommended as a potential source of stress management within this population.     

师范生职业认同与自杀意念的关系:抑郁的中介作用及其性别差异

基于心理健康的社会学模型和社会-文化模型,本研究考察师范生职业认同与自杀意念之间的关系,以及性别的调节效应和抑郁的中介效应。被试为700名师范生,研究工具包括师范生职业认同感量表、自杀意念自评量表、流调中心用抑郁自评量表。结果表明：（1）职业认同得分、自杀意念检出率的性别差异显著;（2）职业认同与抑郁、自杀意念均呈显著的负相关,自杀意念和抑郁呈显著的正相关;（3）性别在职业认同负向预测自杀意念的关系中起到调节作用,该调节作用还部分通过抑郁这一中介变量来实现。     

Negative work reflection,personal resources,and work engagement: the moderating role of perceived organizational support

This day-level study examined the role of perceived organizational support (POS) in the context of employees’ negative work reflection during off-job time. We hypothesized that negative work reflection during off-job time should be indirectly related to reduced work engagement on the next workday through personal resources (i.e., vigour and self-efficacy) in the morning. In addition, we hypothesized that POS moderated the relationships between negative work reflection and personal resources and between personal resources and work engagement. In total, 100 employees completed one general survey and three daily surveys (in the morning, after work, and at bedtime) over five workdays. Results of multilevel path analyses showed that negative work reflection was neither directly associated with personal resources nor indirectly with work engagement via personal resources, although vigour and self-efficacy positively predicted increased work engagement. However, negative work reflection was negatively associated with self-efficacy when POS was low. POS did not predict work engagement, but moderated the relationships between personal resources and work engagement: Consistent with the resource substitution hypothesis, high levels of POS compensated for low levels of vigour and self-efficacy. Negative work reflection had a significant negative indirect effect on work engagement through self-efficacy only when POS was low.     

Pride and respect in volunteers' organizational commitment

As volunteer organizations cannot rely on instrumental means to motivate their workers, we examine organizational commitment as a focal indicator of work motivation among volunteers. Based on a social identity analysis and previous work among paid employees, we argue that pride in the organization and respect from the organization predicts organizational commitment among volunteers. We further propose that among volunteers the perceived importance of volunteer work is an antecedent of pride, and that perceived support from the organization is an antecedent of respect. In this study among volunteer workers, Structural Equation Modeling (SEM) offers empirical support for our hypothesized model. In addition to the theoretical significance of developing a model that explains organizational commitment among volunteer workers, this study also has practical relevance, as it indicates that volunteer organizations might convey the importance of volunteer work and provide organizational support to induce pride and respect as a means of enhancing organizational commitment among their volunteers. Copyright © 2007 John Wiley & Sons, Ltd.     

The Theory of Male Reference Group Identity Dependence: Roles of Social Desirability, Masculinity Ideology, and Collective Identity

Data from 118 college men from the southeastern United States (U.S.) were analyzed using zero-order and partial correlations to test male reference group identity dependence theory’s propositions regarding the relations of male reference group identity attitudes (i.e., no reference group, reference group dependent, reference group nondependent similarity, and reference group nondependent diversity) with traditional masculinity ideology and dimensions of men’s gender-based collective identity (i.e., affirmative evaluation of collective identity, importance of collective identity). Male reference group identity attitudes yielded theoretically-consistent relations with the affirmative evaluation and importance of collective identity. Specifically, the no reference group attitudes were correlated negatively whereas nondependent diversity attitudes were correlated positively with affirmative evaluation; the group dependent attitudes were correlated positively with importance of collective identity; and the nondependent similarity attitudes were correlated positively with both affirmative evaluation of collective identity and the importance of collective identity. This pattern reveals the differential salience of collective identity dimensions in male reference group identity attitudes, suggesting that group dependent attitudes reflect importance of collective identity without an evaluation valence, nondependent diversity attitudes reflect affirmative evaluation whereas the no reference group attitudes reflect nonaffirmative evaluation of collective identity, and nondependent similarity attitudes involve both affirmative evaluation and importance of collective identity. Additional findings added to prior data suggesting reevaluation of the posited role of traditional masculinity ideology in male reference group identity theory. The pattern of findings was not changed by controlling for self-deceptive enhancement and impression management dimensions of social desirability.     

社会自我效能感与工作幸福感和工作绩效的关系：职场排斥的中介作用

从资源保存理论出发,分析社会自我效能感与工作幸福感及工作绩效之间的关系,并检验职场排斥的中介作用。对188名员工及其上司进行问卷调查,结果显示员工的社会自我效能感与其感受到的职场排斥有显著负向关系;职场排斥与工作幸福感和工作绩效有显著负向关系;职场排斥在社会自我效能感与工作幸福感和工作绩效之间发挥中介作用。这表明高社会自我效能感的员工能够削弱受到的职场排斥,进而体验到更高的工作幸福感,并获得更好的工作表现。     

A Study of Current, Former, and New Elderly Volunteers: A Comparison of Developmental and Trait Models of Personality

This study examined relationships among personality traits, ego development, and volunteering among retired seniors who were current, former, and new volunteers. Volunteer history, but not extensiveness of volunteer experience, was associated with higher ego development. Current volunteers had higher levels of ego development than former and new volunteers, and former volunteers had higher levels than new volunteers. Openness to experience and ego development were positively associated. Results of multiple-regression analyses indicated that openness and volunteering history and extensiveness positively predicted ego development. This study supported the hypothesis that ego development is related to volunteering and suggests that participation in volunteer work promotes ego development.     

Daily motivation of volunteers in healthcare organizations: relating team inclusion and intrinsic motivation using self-determination theory

The work of volunteers is indispensable for the well functioning of healthcare organizations, and for maintaining the quality of care in times of austerity. As feelings of intrinsic motivation stimulate volunteer well-being and their long-term engagement, we study how team inclusion relates to volunteers’ intrinsic motivation during their activities. We hypothesize that volunteers’ perceptions of inclusion are positively related to intrinsic motivation, via the satisfaction of their basic needs for autonomy, competence, and relatedness. To test our hypothesis, we conducted a daily-diary study, obtaining a final sample of 43 volunteers and 204 completed diaries. Multilevel path analyses showed that team inclusion was positively related to volunteers’ intrinsic motivation during their activities. Subsequent mediation analyses revealed that competence and relatedness need satisfaction mediated this relationship. Thus, when volunteers feel part of the team with which they complete their activities, they experience intrinsic motivation because feeling included stimulates their feelings of being competent and being related to others.     

The Politicization of Migrants: Further Evidence that Politicized Collective Identity is a Dual Identity

The article examines the role of collective identification processes in the politicization of Russian migrants in Germany. Building on the assumption that politicized collective identity (PCI) is a dual identity, the authors predicted and found that dual identification as both Russian and German was positively related to politicization among members of the Russian minority in Germany. This relationship held up even when the influences of several sociodemographic variables, past political activity, and other forms of collective identification were statistically controlled. In addition, perceived maltreatment of Russian migrants in Germany moderated the relationship between dual identification and politicization in keeping with the theoretical assumption that the development of PCI presupposes high awareness of shared grievances. Finally, dual identification was unrelated to acceptance of political violence, but positively related to self‐restriction to peaceful political means. The constructive role of politicization driven by dual identification in social integration is discussed.     

A social identification approach to the effects of religious disclosures in business communication

This research expands on prior research into the effects of religious disclosures on interpersonal attraction by drawing from social identification theory to explain attributions stemming from religious disclosures in professionals’ e-mail signature blocks. Participants (N = 268) were randomly exposed to one of three experimental conditions (a Christian, Islamic, or secular quotation in a signature block) and completed measures of social identification and perceptions of professionalism. Results indicate that, contrary to prior research, merely disclosing one’s religion does not increase attributions; rather, attributions of a sender’s professionalism are positively derived from the receiver’s social identification with the sender’s religion. Implications of these findings are discussed with regard to social identity theory, as well as for professional practice in developing signature blocks as a means of self-presentation.     

The mobilizing and protective role of national identification in normative and non‐normative collective action

In the context of the financial crisis in Europe and drawing on social identity and perceived disadvantage literature, this research explored national identification, perceived prejudice, perceived ostracism, and anger as predictors of intentions to engage in normative collective action and support for non‐normative and destructive action. Correlational data were collected in Greece (N = 218), Portugal (N = 312), and Italy (N = 211) during the financial crisis that affected several European countries in the early 2010s. Hierarchical regressions showed that national identification, above and beyond all other variables, positively predicted normative collective action intentions, and negatively predicted support for non‐normative action. That is, people who were identified more strong with their national identity were more likely to report that they will engage in collective action to enhance the position of their (national) in‐group, and less likely to support destructive collective action. Mediation analyses revealed that in the case of Portugal and Italy, national identification associated negatively with anger, while anger positively predicted normative collective action. The findings of this research point to the importance of national identification as a factor, that, on the one hand motivates people's mobilization toward supporting the rights of the ingroup but on the other hand impedes the more negative and destructive side of collective action. The contextual and instrumental role of national identity in contexts of threat is discussed.     

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.