Corporate Volunteering Research Articles

Estudio de las motivaciones de los voluntarios corporativos mediante pregunta abierta

El objetivo de la investigación fue identificar las motivaciones de los voluntarios corporativos y analizar si las mismas dependen de factores personales o contextuales. A diferencia de la mayoría de las investigaciones sobre este tema, realizadas mediante cuestionarios estructurados, las motivaciones se estudiaron mediante preguntas abiertas. Se aplicó una encuesta auto-administrada a 185 voluntarios de 8 empresas que en Uruguay implementan programas de voluntariado corporativo. Los resultados ratificaron algunas de las conclusiones de investigaciones realizadas mediante preguntas cerradas, cuestionaron otras y aportaron evidencia sobre motivaciones no identificadas en ellas. Se encontró además que las motivaciones son independientes entre sí, que no se asocian con factores personales de los voluntarios y que se registran diferencias importantes entre voluntarios de distintas empresas.

Employee Need Satisfaction and Positive Workplace Outcomes: The Role of Corporate Volunteering

Corporate volunteering (CV) is a fast-growing trend in voluntary action. As an increasing number of not-for-profit organizations receive help from corporations in the form of CV, it is important to build a “business case” for this important collaboration and to better understand why employees volunteer through their workplace. Borrowing from the existing literature and self-determination theory (SDT), we examine how satisfaction of psychological needs through CV affects job satisfaction and affective commitment. Drawing on a survey of 4,127 employees, volunteers show significantly higher rates of job satisfaction and affective commitment compared with non-volunteers. Among employees who participate in CV, relatedness and competence need satisfaction through CV positively affect job satisfaction and affective commitment. The results of this study contribute to the body of knowledge on CV and SDT and provide practical implications for companies and not-for-profit organizations.

Settling the Neoliberal Contradiction through Corporate Volunteering: Governing Employees in the Era of Cognitive Capitalism

Corporations are increasingly interested in promoting corporate volunteering, and their efforts are aligned with supportive nonprofits and public policies. The article seeks to understand the reasons for this growing interest. It is based on insights from an ethnographic exploration of corporate volunteering activities in a transnational nonprofit that involves highly skilled corporate volunteers in its programs of entrepreneurship education. A multi-sited fieldwork was conducted in the organization’s program offices and its corporate partners in the United States, Belgium, and Israel. The analysis demonstrates how corporate volunteering conjoins various elements—ideological, interactionist, symbolic, and ethical—to maintain the creative engagement of highly skilled employees in cognitive capitalism. The article thus argues that the increasing interest in corporate volunteering emerges from a classwide rationality that extends beyond instrumental interests of particular corporations, as corporate volunteering constitutes a governmentality technique that molds employees’ subjectivities and maintains their wider commitment to capitalism.

Having a gift acceptance policy helps weed out disadvantageous offers of funding, support

In an environment with a crowded field of nonprofits all angling for funding, often from the same sources, it might be hard to imagine turning down a grant or offer of some other form of support—be it an in‐kind donation or corporate volunteer project. But in some cases, the nature and circumstances surrounding a gift of cash, product or labor might actually make it harder for the organization to accomplish its mission.

Корпоративное волонтерство как перспективное направление социально-культурного партнерства: особенности, преимущества и перспективы развития

We discuss the development peculiarities of corporate volunteering in Russia in the aspect of consideration of such forms as social and cultural partnership, cooperation. Corporate vo-lunteering is defined as the support and encouragement by an employer of employees engaged in community work on a pro bono basis. The system of encouragement of employees is characterized (paid leave, registration of creative business trips; use of the number of working hours in accordance with the approved regulations for participation in socially significant events; grant support). The main approaches to the development of corporate volunteering (integration, innovation) are characterized. We define the main directions of development of corporate volunteerism, in which a special role is given to the system of interaction of state structures and civil society (professional volunteering, micro-volunteering, social support programs, and participation in the development of projects for non-commercial organizations). Expert recommendations for companies on development and implementation of corporate volunteering programs are presented. The main stages of development of corporate volunteer programs (preparatory, pro bono promotion, development of the bank of social initiatives) are described. The programs of corporate volunteering of the largest companies that actively develop this direction in the territory of the Russian Federation and pursue the goals of popularization of socially significant volunteer activity are analyzed.

Особенности институционализации волонтерского движения в современном российском обществе

We analyze the peculiarities of the process of institutionalization of the volunteer movement in Russia. The genesis of the concept of “institutionalization of the volunteer movement” as a mechanism of social and state interaction, support of volunteer initiatives for social efficiency of volunteer activity is considered. We characterize new types of volunteering (educational, corporate volunteering, family, volunteering in the media). The process of institutionalization of the volunteer movement is defined through the prism of the model of development of the social movement, which includes seven phases (latent, articulatory, organizational, ideological, quantita-tive, organizational, institutional). Volunteer movement is defined as mobile, with a clear organi-zational structure (formal and non-formal), uniting various social groups, transmitting the ideas of volunteerism as a response to the solution of acute social problems. We focuse on the institutional processes in the field of volunteer activities, pursuing the goals of the best volunteer social and cultural actions. The main institutional elements of volunteer movements (volunteer programs, volunteer actions, specialized congresses, forums, conferences, specialized networks of volunteer organizations; volunteer associations, unions, councils; funds for support and development of volunteering; volunteer information networks; state and municipal programs to support volunteer initiatives; legal support of volunteer activities) are highlighted. The perspective directions of the volunteer movement institutionalization in Russia are revealed.

Корпоративное добровольчество как одна из форм волонтерской деятельности

Корпоративное добровольчество как одна из форм волонтерской деятельности

Corporate volunteering and its benefits

Corporate volunteering and its benefits

Corporate Volunteering: a Tool for Promoting a Strategy for Internal Corporate Social Responsibility Integrating Retirees

RESUMO: Este artigo tem como objetivo realizar uma análise exploratória da efetividade da implementação de um programa de Voluntariado Corporativo voltado ao contexto dos trabalhadores aposentados das empresas, como instrumento em prol de um envelhecimento participativo e saudável. O estudo centrou-se na importância social da participação social dos aposentados em uma empresa como interesse prioritário para o desenvolvimento de programas de Voluntariado Corporativo e aprofundamento do desempenho socialmente responsável das organizações, em ações de voluntariado realizadas por seus funcionários aposentados. Os resultados mostram que o desempenho dos aposentados nas atividades de voluntariado de uma empresa pode usufruir de suportes teóricos intimamente conectados e está diretamente relacionado à Responsabilidade Social Empresarial, contribuindo para promover uma velhice ativa, saudável e justa, com benefício social para a comunidade.

Organizational identity consistency in a discontinuous corporate volunteering program

Abstract: Despite increasing interest in discontinuous organizations and new forms of work, our understanding of how iterative organizations achieve organizational identity consistency over time remains limited. On the basis of our analysis of the Disaster Response Teams organization, a corporate volunteering program of Deutsche Post DHL, we identify four organizational enablers fostering identity consistency that primarily occur during phases of dormancy: connecting organizational episodes, preparing organizational episodes, expanding organizational interaction, and alternative organizational interaction. We illustrate the positive role of organizational growth through boundary expansion as well as the importance of emotionally intense experiences and future-orientation in achieving organizational identity consistency across single deployments in a corporate volunteering program. In addition, we point to the paradoxical role of discontinuity, which requires more intensive organizational identity work to bridge phases of dormancy but, at the same time, may represent a resource for identity work.

Corporate Volunteering: Relationship to Job Resources and Work Engagement.

Employers are increasingly including volunteer activities in their social responsibility programs. At companies at which this is done in a planned manner, we can speak of the development of a corporate volunteering, which correlates with numerous positive psychological outcomes at both the individual and the organizational level. The aim of the study was to investigate the relationship between the corporate volunteering programs and job characteristics, connected with work engagement. In our study we were interested in identifying the role of the corporate volunteering in the evaluation of job resources and work engagement. The study included 274 employees from 15 Slovenian companies, of whom 62% participate in their organizations’ volunteer activities. They filled out the Job demands and resources questionnaire, the Utrecht Work Engagement Scale (UWES-17) and a scale for measuring the corporate volunteering climate. The results indicate that the carrying out of volunteer activities correlates with the perception of the corporate volunteering climate. Employees whose employers implement volunteering programs are more engaged and report higher levels of both autonomy and support from their co-workers and supervisors. Theoretical and practical implications are discussed.

El voluntariado corporativo en la estrategia de responsabilidad social de las empresas del IBEX 35

El voluntariado corporativo se encuentra en auge en las empresas, que mejoran su reputación y el compromiso de los empleados con la política de responsabilidad social de la organización, a la vez que éstos contribuyen con su tiempo y habilidades a la mejora de las comunidades locales. Esta investigación analiza la implantación del voluntariado corporativo en las empresas del IBEX 35 a partir de un análisis de contenido de sus páginas web e informes anuales. El 25,71% de las empresas no tiene un programa de voluntariado corporativo declarado, a pesar de que en el sector Tecnología y Telecomunicaciones la implantación es del 100%. El 45,71% presenta un enfoque hacia su actividad empresarial y las acciones son principalmente sociales, educativas y medioambientales, incluyendo el 54,29% los Objetivos de Desarrollo Sostenible (ODS) específicamente en sus acciones de voluntariado corporativo. Según la información recabada, existen pocos incentivos para los empleados y el 49,57% de las empresas informa expresamente que no se podrá realizar voluntariado corporativo durante la jornada laboral. La comunicación comienza a ser específica, contando un 28,57% de las empresas con una marca de voluntariado corporativo ad hoc y un sitio web propio para fomentar la gestión y visibilidad de estos programas, a pesar de que sólo una empresa, Telefónica, dispone de redes sociales monotemáticas sobre su voluntariado corporativo, siendo también la única empresa que cuenta con una comisión de selección de voluntarios.

Developing cross-cultural competencies through international corporate volunteerism

We propose three features of cross-cultural experiences, contextual novelty, project meaningfulness and social support, facilitate the development of cross-cultural competencies. Using a longitudinal design, the employees in Study 1 participated in an international corporate volunteerism program designed with all three features. These results found a positive change over time in cross-cultural competencies. Results of Study 2, also longitudinal, suggest that the participants’ post-assignment cross-cultural competencies are the highest: (1) when employees with higher baseline cross-cultural competencies work in high contextual novelty (i.e., international location) and (2) when employees with lower baseline cross-cultural competencies work in low contextual novelty (i.e., domestic location).

Become User‐Friendly for Corporate Volunteers

The Volunteer Management ReportVolume 23, Issue 9 p. 3-3 Corporate Volunteering Become User-Friendly for Corporate Volunteers First published: 16 August 2018 https://doi.org/10.1002/vmr.30986Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article. Volume23, Issue9September 2018Pages 3-3 RelatedInformation

Employee Corporate Volunteering, Organizational Identification and Work Outcomes

Although companies are increasingly adopting volunteering programs as a form of corporate social responsibility, studies are lacking on the antecedents, consequences, and contingencies of employee participation in corporate volunteering programs. In response, we explore the questions of why some employees actively volunteer in corporate volunteering programs while others do not and how and when employees’ corporate volunteering engagement influence their organizational outcomes. Using a three-wave cross-lagged panel design with a sample from a large chain store, we found the reciprocal relationship between organizational identification and participation in corporate volunteering programs. Furthermore, our results showed that a sense of pressure to participate in corporate volunteerism weakened the positive effect of corporate volunteerism participation on organizational identification, and work outcomes including job performance and organizational citizenship behaviors. Theoretical and practical implications are discussed.

How to Do Corporate Volunteering Right – Investigating the Optimal Design of Volunteering Programs

Corporate volunteering is the most rapidly growing form of corporate citizenship, but still, many questions concerning the design of these corporate volunteering programs and their effect on employees’ intention to participate remain unanswered. Conceptual academic contributions as well as anecdotal evidence from business practice suggest that skills-based volunteering is superior to other, more traditional, forms of volunteering. However, until now, there is no empirical evidence for these claims. Moreover, the effect of the intensity of company involvement in the volunteering program on volunteers’ intention to participate still remains unclear. This study draws on sensemaking and self-determination theory to investigate the effects of the type of volunteering program (i.e., utilization of professional skills or not) as well as the effect of varying degrees of company involvement in the volunteering program on employees’ intention to participate. The results indeed confirm that employees prefer volunteering programs in which they can dedicate their professional skills and experiences to a good cause. In addition, the results indicate that high levels of company involvement may adversely affect employees’ intention to participate. The implications of these findings for theory, future research on corporate volunteering, and managerial practice are discussed.

Wolontariat pracowniczy. Istota, formy, przykłady

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What Keeps Corporate Volunteers Engaged: Extending the Volunteer Work Design Model with Self-determination Theory Insights

Despite enthusiastic claims around the benefits of corporate volunteering (CV) for the workplace and its widespread implementation, the impact of such programs for beneficiaries and non-profit organizations remains uncertain, particularly when employees’ participation is one-off. Previous research suggests that the benefits of CV for employees, businesses, and society are more likely to occur if employees internalize a volunteer identity—that is, if being a volunteer becomes a part of their self. This leads them to sustain their participation in CV over time, maximizing CV’s positive effects on all stakeholders. This study explores the factors explaining why employees internalize a volunteer identity in a corporate context. We do so by empirically testing Grant’s (Acad Manag Rev 37(4):589-615, 2012) volunteer work design (VWD) theoretical model with a sample of 619 employees involved in CV programs, and by comparing its relevance with an alternative, extended model relying on insights from self-determination theory (SDT). Whereas we find only partial and weak empirical support for the VWD model, our SDT-extended model is supported empirically. These results show that the quality of motivation that employees experience while volunteering plays a more important role than repeated participation, as it illuminates the process of how factors such as the quality of the projects, organizational support for CV, as well as the causes targeted affect the internalization of a volunteer identity. In particular, we show that employees are more likely to internalize a volunteer identity if they can choose what cause to engage for and if they feel that the projects they participate in are meaningful. Surprisingly, we also show that a prestigious cause as well as recognition and managerial support foster a controlled form of motivation for employees, which are then unlikely to internalize a volunteer identity. In doing so, we contribute to a better understanding of how CV can have lasting benefits for both business and society, and provide business leaders with actionable insights about how to design impactful CV programs.

A Derivation of Factors Influencing the Successful Integration of Corporate Volunteers into Public Flood Disaster Inquiry and Notification Systems

Flood hazards have become increasingly common and serious over the last few centuries. Volunteers can observe instant flood information in their local environment, which presents a great opportunity to gather flood information. The information provided by individual volunteers is too much for them to truly understand. Corporate volunteers can offer more accurate and truthful information due to their understanding of the roles and requirements of specific tasks. Past studies of factors influencing the success of corporate volunteers in flood disaster are limited. Thus, this research aims to derive the factors that enable corporate volunteers to successfully integrate the flood information to help reduce the number of injuries and deaths being caused by flood disasters. This research used the information success model and the public-private partnership (PPP) model to develop an analytic framework. The nature of flood disaster management problems is inherently complex, time-bound, and multifaceted. Therefore, we proposed a novel hybrid multi-criteria decision-making (MCDM) model to address the key influence factors and the cause-effect relationships between factors. An empirical study in Taiwanese public flood disaster inquiry and notification systems was used to verify the effectiveness of the proposed methodology. The research results can serve as guidelines for improving the government’s policies and the public sector in the context of corporate volunteer involvement in flood disaster inquiry and notification and in relation to other natural and manmade disasters.

Active, Reactive, and Proactive Approaches to Corporate Volunteering in Three Countries

This article explores discursive constructions of corporate volunteering (CV) across three countries. Based on the analysis of 29 qualitative interviews with employees working in small and medium size companies in Denmark, Slovenia, and the United States, we explore distinct discursive features of the embedded nature of CV in the broader context of corporate social responsibility (CSR). The findings reveal that different orientations to CSR inform and shape the ways participants working in the three countries construct CV as active, reactive, or proactive corporate practice. This study aids in understanding of the cross-cultural distinctiveness of discourses that pertain to CV from an employee perspective, while also challenging the common notion of CV as an aspect of strategic CSR.