Building a Committed Hospice Volunteer Workforce—Do Variables at the Experience Stage Matter?

Volunteers are crucial to the survival of non‐profit organisations, who therefore have a fundamental interest in sustaining voluntary engagement over time. A central variable regarding sustained voluntary engagement is volunteers' organisational commitment, which has so far been a neglected research issue. The study at hand therefore explicitly focuses on hospice volunteers' commitment. Starting from the assumption that variables at the experience stage of volunteerism may be relevant in predicting volunteer commitment, questionnaire data on volunteers' motives, motive fulfilment and role identity were collected in a sample of hospice volunteers (N = 276). Results of multiple regression analyses show positive relationships between altruistic motive fulfilment and a volunteer role identity on the one hand and volunteer commitment on the other. Observed interaction effects imply that altruistic motive fulfilment is of importance both at the initial phase of volunteering and for long‐term volunteers. Moreover, interaction effects provide evidence that the fulfilment of egoistic motives is of particular importance amongst volunteers to whom egoistic motives are central. Thus, the fulfilment of altruistic motives and facilitating the development of a volunteer role identity should be permanent concerns in building a committed workforce. Egoistic motive fulfilment in contrast is of special relevance, when egoistic motives for volunteering are strong. Copyright © 2014 John Wiley & Sons, Ltd.     

Matching Messages to Motives in Persuasion: A Functional Approach to Promoting Volunteerism1

This study examined a functional strategy for investigating audience responses to motivationally-based persuasive appeals. It was predicted that people exposed to advertisements informing them how they could satisfy personally relevant motivations through volunteering (i.e., functionally matched messages) would judge these ads to be more persuasive, more emotionally positive, and would report being more likely to volunteer than people exposed to advertisements unrelated to their personally relevant motivations (i.e., functionally mismatched messages). These predictions were confirmed in an experiment wherein participants whose attitudes toward volunteerism served a Social Adjustive, Value Expressive, Utilitarian, Knowledge, or Ego Defensive function viewed advertisements promoting volunteerism that either matched or mismatched their personally relevant motivations. Results confirmed predictions as participants responded more favorably to the functionally matched than mismatched messages. The implications of this research for understanding the mechanisms by which functionally matched messages exert persuasive influence and the ramifications of the research for the practice of volunteerism are discussed.     

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.     

What predicts Australian university students' intentions to volunteer their time for community service?

University students represent one target population with great potential to serve as volunteers. The primary focus on describing the characteristics of students who choose to volunteer, however, has resulted in limited understanding of the psychosocial factors impacting on students' decisions to volunteer. To bridge this gap, we used an extension of a well‐known theoretical framework, the theory of planned behaviour (TPB), to predict students' intentions to volunteer for community service. Using content and thematic analysis, we explored also students' motivations and constraints for volunteering. Students (N = 235; M age = 22.09 years) self‐reported their attitude, normative influences, control perceptions, moral obligation, past behaviour, demographic characteristics, and intentions for volunteering via questionnaire. Regression analyses showed that the extended TPB explained 67% of the variance in students' volunteering intentions. In qualitative analyses, themes primarily represented the factors contributing to low efficacy for volunteering (e.g., time constraints). Control perceptions and perceived moral obligations related to volunteering represent important future targets to encourage student volunteering for organisations providing critical services for those most in need.     

The Motivations to Volunteer: Theoretical and Practical Considerations

Why do significant numbers of people engage in the unpaid helping activities known as volunteerism? Drawing on functional theorizing about the reasons, purposes, and motivations underlying human behavior, we have identified six personal and social functions potentially served by volunteering. In addition to developing an inventory to assess these motivational functions, our program of research has explored the role of motivation in the processes of volunteerism, especially decisions about becoming a volunteer in the first place and decisions about continuing to volunteer.     

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.     

How can ‘we’ help? Exploring the role of shared social identity in the experiences and benefits of volunteering

Previous research on volunteering has largely focused on the individual characteristics and experiences of volunteers, or on their relationship with a volunteering organisation, neglecting the group dynamics of volunteering. To address this gap, we apply a social identity and “Social Cure” perspective in a thematic analysis of interviews with 40 volunteers from across the South of England. This analysis highlights that group identities are fundamental to volunteers' motivations and experiences of volunteering. Sharing an identity with other volunteers promoted feelings of belonging, which in turn impacted upon the participants' wellbeing. Identity processes also underpinned interactions with the beneficiaries of help and how volunteers managed the challenges of helping. Finally, shared identity facilitated collective support between volunteers, which was necessary to deal with the challenges of the volunteering role, and this could be facilitated or hindered by the volunteering organisation. We discuss the implications for how volunteering organisations can enhance identity‐mediated helping, as well as for understanding the impact of volunteering on health and wellbeing.     

Validation of the Volunteer Motivation Scale and its relations with work climate and intention among Chinese volunteers

Grounded in self‐determination theory (SDT; Deci & Ryan, 1985), this two‐phase research examines the reliability and validity of the Volunteer Motivation Scale with Chinese volunteers (VMS‐C) and its relationship with the supportive work climate and intention to continue being a volunteer. In Study 1, the initial item pool of the VMS‐C with 18 items measuring six motivation types was administrated to Chinese volunteers (N = 362). Factor analysis led to a five‐factor model with 15 items. This model was cross‐validated using confirmatory factor analysis. The five factors were intrinsic motivation, identified regulation, introjected regulation, external regulation and amotivation. In Study 2, the relationships between different types of motivation (i.e. autonomous motivation, controlled motivation, amotivation) and two variables of interests, namely, supportive work climate and intention to stay, were investigated (N = 228). It was found that autonomous motivation (i.e. intrinsic motivation, identified regulation) were positively related to both supportive work climate and intention to stay. Controlled motivation (i.e. introjected regulation, external regulation) and amotivation were negatively associated with the two variables. The current findings are consistent with SDT. More studies guided by the theory in the volunteering area are recommended.     

Intrinsic vs. extrinsic motivational orientations and the volunteer process

The present study incorporated the constructs of intrinsic and extrinsic motivation into an investigation of dispositional factors that contribute to volunteering. Recent research has conceptualized motivational tendencies as akin to personality variables, stable across time and situations. Volunteer motives, volunteer role identity, and prosocial personality were assessed, along with motivational orientation and time devoted to volunteering. Intrinsic motivation was positively associated with a volunteer self-concept, prosocial personality, volunteer time, and motive strength. This was particularly true for “internal” motives, those that are satisfied by the volunteer activity itself. Extrinsic orientation was most closely associated with “external” motives (specifically career aspirations), which require an outcome separate from the volunteer work in order to be fulfilled. The study was the first to consider constructs from the prevailing conceptual view of the volunteer process in the context of motivational orientation. The wider theoretical perspective offers insight into human behavior beyond volunteerism.     

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.     

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.     

Identity and the Theory of Planned Behavior: Predicting Maintenance of Volunteering After Three Years

Is identity an important predictor of social behavior? The present longitudinal study is focused on identity in order to understand why people continue to volunteer over an extended period of time. The theory of planned behavior and the role identity model of volunteering are used as theoretical framework. Two hundred thirty Italian volunteers were sampled and followed for 3 years. We analyzed functions of role identity as a volunteer. Results showed a significant impact of role identity in predicting volunteer performance after 3 years, mediated through behavioral intentions. Role identity fully mediated the relationships between behavioral intention and attitude, social norms, past behavior and parental modelling.     

Volunteerism in a Community‐Based Sample of Women Aged 50 to 80 Years1

This paper has 2 purposes: (a) to present the differences in demographic and health characteristics of older women volunteers and nonvolunteers in a community‐based sample; (b) to identify the motivations of current and past volunteers, as contrasted with those who have never volunteered. A population‐based survey was conducted with a sample of 1,104 women aged 50 to 80 years in the state of Washington. Nonvolunteers were less likely to be married and were slightly less likely to be White than were current or past volunteers. Demographic variables (e. g., age) and health status predicted level of reported motivation for volunteering. These data provide us with population‐based estimates of volunteering and motivations for older women.     

Beyond Skills and Structure: Justice Dispositions as Antecedents of Young Citizens' Volunteering and Political Participation

Community involvement is usually attributed to opportunity structures and individuals' ability to be involved. Building on psychological justice research, this paper proposes that justice dispositions add to explaining why young citizens become active in their communities or not. Furthermore, it is argued that justice dispositions help to understand why most studies find only moderate relationships between youth volunteering and forms of political involvement. In a sample of 321 young Swiss volunteers, this study shows justice centrality and belief in a just world to predict the extent of volunteering and political participation, even after controlling for civic skills and opportunity structures. However, scrutinising the motivations to volunteer, self‐oriented motivations (enhancement, social, career and understanding) more strongly affected the level of volunteering than motivations related to justice dispositions (political responsibility and social responsibility). These findings have implications for the attraction and retention of volunteers as well as for the politics of volunteering and community development in general. Copyright © 2013 John Wiley & Sons, Ltd.     

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.     

Becoming Visible: Jewish Senior Volunteers

Jewish older women who serve as volunteers were interviewed for this pilot study. Older persons who volunteer time and expertise make a valuable contribution to their older community. This study examined the perceptions that seniors have of themselves as contributing members to their Jewish community. Interviews and focus groups were held where the Jewish women spoke of their motivations for volunteering, frustrations and satisfactions. Interviews were also held with volunteer coordinators of three Jewish settings in Toronto. The needs of the community and the needs of the older Jewish woman are considered. Older volunteers want to be more visible, to have their contributions recognized as a vital component of their own mental health. Volunteer settings provide networks and support groups, while contributing to the well-being of the Jewish community members.     

Assessing volunteer motives: a comparison of an open‐ended probe and Likert rating scales

The purpose of the present study was to compare the motives of volunteers (career, esteem, protective, social, understanding, and value) as assessed by an open‐ended probe and the Volunteer Functions Inventory (VFI) which employs a Likert rating scale. One‐hundred‐and‐twenty‐nine individuals, who volunteered for an organization that focuses on episodic volunteering in the community, completed both measures of volunteer motives and reported their frequency of volunteering for the organization. The Spearman rank correlation between the rankings of the six volunteer motives in the two distributions was 0.71. The maximum variance shared between the same motive as assessed by the two methods was 0.14. Frequency of volunteering for the organization was predicted by the value (positive predictor) and social (negative predictor) VFI scale scores. A post hoc analysis of the data from the open‐ended probe revealed three additional motives for volunteering—enjoyment, religiosity, and team building. Copyright © 2002 John Wiley & Sons, Ltd.     

Commitment through Employee Volunteering: Accounting for the Motives of Inter‐Organisational Volunteers

This study investigated whether participating in inter‐organisational (i.e. self‐directed, non‐strategic) employee volunteering, which is common but rarely studied, is associated with increased organisational commitment. We find evidence for this relation in a sample (N = 385) of employee volunteers and their non‐volunteering co‐workers. We statistically account for self‐selection into the volunteering program by incorporating individual motives for volunteering. Volunteers compared to non‐volunteers exhibited relatively stronger motives of expressing altruistic values and avoiding negative affect, but a weaker motive of attaining career advancement. Our findings point to an efficient way of increasing organisational commitment that is relatively inexpensive to implement. They also complement existing research from other employee volunteering contexts, pointing to a possible trade‐off between the desired outcomes of effectively managing volunteering programs.     

When motivation is not enough: Effects of prosociality and organizational socialization in volunteers’ intention to continue volunteering

Retention of volunteers is a main issue for no‐profit organizations. In the present study, using a cross‐sectional design, determinants of volunteers’ intentions to continue their service were investigated in a sample of 116 volunteers at different Italian organizations (M_age = 42.32, SD_age = 15.91). Guided by the conceptual model of the volunteer process, we hypothesized that organizational socialization should mediate the link between prosocial personality and intention to continue volunteering. Results confirmed our prediction. Findings provide suggestions for organizations concerned about volunteers’ dropout that focus on ameliorating the socialization process of less prosocial volunteers in order to support their intention to remain in the organization.     

The first year: influences on the satisfaction, involvement, and persistence of new community volunteers

This investigation tests an elaborated form of Omoto and Snyder's volunteer process model, which explains how the helping behavior of volunteers is influenced by antecedent factors and by subjective experiences while volunteering. Two-hundred-thirty-eight community volunteers from nine different organizations were recruited at the time of initial orientation and completed measures of personality and motivation. They were contacted at four times during their first year of volunteering and queried regarding their emotional reactions (sympathy, distress), satisfaction, and degree to which their motivations for volunteering were being fulfilled. Consistent with the elaborated model, feelings of sympathy, distress, and motive fulfillment were substantially predicted by antecedent factors, and satisfaction with the volunteer work was substantially predicted by these subjective experiences. Also consistent with the elaborated model, volunteer involvement (hours per week volunteered) was predicted by satisfaction, although volunteer persistence over time was not. Implications of these findings are discussed.