Corporate Volunteering Research Articles

What drives employee's involvement in corporate volunteering? Bright and dark side of consequences to organization

PurposeThis study assesses the relevance of both individual and contextual factors as an antecedent to employee participation in corporate volunteering (CV) activities and affective organizational commitment and inter-role conflict as an outcome of employee volunteering. This study draws from the functional theory of motivation, social exchange theory and role strain perspective to explain hypothesized relationship of the study constructs.Design/methodology/approachA questionnaire survey was administered with 461 employee volunteers who had participated in company-sponsored volunteering programs. The authors adopted structural equation modeling (SEM) to test the study hypotheses.FindingsThe findings from the survey suggest that altruistic motives and organization CV capability will impact employee's participation in CV. The results highlight that employee participation in CV enhances affective organizational commitment, indicating that employee volunteering creates inter-role conflict.Research limitations/implicationsThough the study has identified inter-role conflict as a potentially unfavorable outcome, exploring when and how employee volunteering will create a negative effect will add significant value to organizations to protect the interest of their employees.Practical implicationsThis study provides insights to understand the relative effects of self- and other-oriented motives. The results suggest that organizations have more directed and carefully designed employee volunteering activities to enable more favorable benefits to employees.Originality/valueThis study contributes to expanding the knowledge on the phenomenon of employee volunteering by introducing and empirically validating an integrated framework of antecedents and consequences of employee volunteering.

Sustaining Business Beyond Corporate Hypocrisy: Social Distance and Corporate Social Initiatives

The involvement of firms in charitable initiatives has been put into practice utilizing direct corporate donations, corporate volunteering, and cause-related marketing. Despite the popularity of such marketing tools, consumers have become skeptical of such practices. The corporate sector and charity organizations struggle to channel more resources toward charity causes. In light of this, the study investigates how value-driven individual differences – self-construal – moderate the relationship between social distance and donation behavior. The results of two experiments reveal that, when individuals evaluate donation options jointly, social distance evokes a mental process through which individuals tend to go for time donations, if the event is organized by someone similar, whereas individuals tend to choose the money donation option if the event is organized by someone dissimilar. The interaction effect is well pronounced, concerning money donations compared to time donations. Moreover, the lower social distance attenuates skepticism towards Cause-Related Marketing (CRM) and Corporate Social Responsibility (CSR) initiatives.

Who Takes Risks? A Framework on Organizational Risk‐Taking During Sudden‐Onset Disasters

Do humanitarian organizations exhibit similar risk‐taking behavior? This study analyzed 60 interviews from 24 case studies on four types of organizations involved in disaster response: established, expanding, extending, and emergent. By elaborating on organizational attention theory, this study investigated how organizational tasks, structures, attention, and context combine to influence organizational risk‐taking behavior by different organizational types during sudden‐onset disasters. Counterintuitively, the results indicate that two organizational types shift their risk‐taking behavior in reverse directions during disaster response stages. Expanding organizations (e.g., primary disaster response NGOs) are generally risk‐averse during the immediate response stage but become risk‐taking during the short‐term recovery stage. In contrast, extending organizations (e.g., homeless shelters) are risk‐taking during the immediate response but become risk‐averse during short‐term recovery. While established organizations are generally risk‐averse, the study differentiated between two sub‐types of established organizations with nuanced differences in risk‐taking behavior. Finally, while emergent organizations show a propensity toward risk‐taking, the results differentiate between two emergent sub‐types, where the socially emergent sub‐type (e.g., church volunteer groups) shows more pronounced risk‐taking behavior than the enterprise emergent subtype (e.g., corporate volunteer groups). The study contributes to organizational attention theory by showing how the varied risk‐taking behaviors are related to the three dimensions of performance (resource agility, resource adaptability, and resource alignment), commonly referred to as the Triple‐A model. The study implications provide researchers and managers with a framework to help understand and predict risk‐taking behavior by organizational types and sub‐types during disaster relief operations.

Can Empathy Help Individuals and Society? Through the Lens of Volunteering and Mental Health.

(1) Background: Empathy affects an individual’s decision to participate in volunteering, and volunteering, in turn, influences mental health. Intriguingly, studies have been limited in exploring underlying mechanisms and boundary conditions for the relationship between empathy and mental health. Furthermore, volunteering studies have overlooked the multi-dimensionality of empathy. Therefore, this study seeks to contribute to extant literature by investigating the mediating effect of volunteering for the relationships between cognitive and affective empathy and mental health and the moderating effect of gender for the relationship between empathy and volunteering. (2) Methods; Data were collected using a survey in South Korea and consisted of 301 full-time employees who voluntarily engaged in their corporate volunteer programs. Furthermore, they voluntarily participated in the study. The hypotheses were tested with path analysis and a group comparison was also conducted. (3) Results: Volunteering was found to mediate the relationships between cognitive empathy and affective empathy with mental health. In addition, gender moderated the relationship between empathy and volunteering. (4) Conclusions: As the study found empathy to increase individuals’ engaging in volunteering activities which then improved mental health, the study supports extant theoretical frameworks on empathy and volunteering. Moreover, the study found gender differences on empathy and volunteering; thereby supporting and contributing to extant literature.

Do corporate volunteering programs and perceptions of corporate morality impact perceived employer attractiveness?

PurposeRather recently, corporate volunteering (CV) has become a relevant topic of academic research. Nonetheless, there is still uncertainty about several aspects of the relationship between volunteerism and the corporate realm and research on the relationship between CV and employer attractiveness is scarce. This study aims to attempt to fill this gap by studying the influence that the perceived importance attributed by prospective applicants to the opportunity of engaging in CV programs may have on employer attractiveness while also pondering the existence of an indirect relationship between CV and employer attractiveness mediated by the individual cognition of corporate morality (CM).Design/methodology/approachTo fulfill the objectives of this research, and test its hypothesized model, the authors opted to use a quantitative methodology via survey by questionnaire of Portuguese students who are close to entering the job-seeking process or are currently involved in it, either passively and actively. Data on 238 Portuguese students was collected mainly through social media channels such as LinkedIn and Facebook and was analyzed with the IBM SPSS Statistics 25 software and the IBM SPSS AMOS extension, using a structural equation model to test the hypotheses and obtain insight into the relationships between the variables.FindingsA theoretical model was elaborated based on the literature reviewed and was used to validate the existence of a positive direct relationship between CV and employer attractiveness, CV and CM and between CM and employer attractiveness. Finally, it was observed that CV could prompt an indirect effect on the socioethical perception of employer attractiveness, mainly due to the mediating mechanism of the individual cognition of CM.Research limitations/implicationsThis study has some limitations that should be acknowledged and considered in future studies, namely, the diversity of the sample, as it was essentially formed by students enrolled in the University of Porto and studying mainly in the areas of social sciences, trade and law. It is also worth noting that a global analysis of the employer attractiveness attributes was not considered, focusing instead on the social and ethical spectrum of employer attractiveness. Nonetheless, it is important to keep in mind that different individuals prioritize distinct attractiveness attributes.Practical implicationsThrough the present study, it was understood that CV programs constitute a desired and pertinent tool that should be adopted by firms (employers) to establish a strong position in the job market. These findings are particularly useful for the area of human resources management, which is in charge of finding the most adequate applicants in the job market. Furthermore, for the variable of CM, the authors noticed that there is a theoretical lack of measurement instruments. Consequently, the measure advanced in this study represents an important theoretical and methodologic contribution to the literature.Social implicationsCV is a concept that is yet maturing within the Portuguese business environment. As such, this study delivers useful insights regarding Portuguese applicants’ growing interest around CV, their concerns about the social, ethical and humanitarian attributes of firms and their beliefs regarding the morality of firms’ social policies and actions. Hence, it allowed us to comprehend that by developing a structured CV program, an employer may be able to enhance other essential concepts for Portuguese prospective applicants, respectively, employer attractiveness and CM.Originality/valueThis study corroborates the premise that corporate community involvement activities, namely, CV, hold a positive effect in terms of perceived employer attractiveness. Moreover, it is consistent with the idea that CV programs foment a feeling of intimacy between individuals and firms, consequently creating a perception of morality as part of the firms’ intrinsic traits. Finally, it corroborates and extends for the case of prospective applicants the conclusion that individuals may be relatively more concerned with the motives behind firms’ corporate social responsibility practices than with the content of such practices.

Sustainable Human Resource Management for Improved Environmental Performance

In this study, we examine the role that different types of human resource management (HRM) practices play on firms’ environmental performance. We develop a model to evaluate the influence of managers’ environmental performance evaluations and two types of internal corporate social responsibility (CSR) practices (socially responsible employee benefits and corporate volunteering practices) on organizations’ environmental performance. In doing so, we go beyond the green HRM framework, which focuses on practices specifically designed to address environmental concerns, and we start integrating other aspects of the larger sustainable HRM area to improve our understanding of the effect of HRM practices on firms’ environmental outcomes. To accomplish our goal, we analyze a sample of 142 manufacturing companies that have gone through B Lab’s Impact Assessment process, one of the few independent certifications of social and environmental responsibility available to small and medium businesses. The results show that managers’ performance evaluations on environmental goals not only have a direct impact on firms’ environmental performance, but also strengthen the positive effect of environmental management practices on performance. Findings also support the influence of both types of internal CSR practices on environmental performance, which opens the door to explore whether and how different types of internal CSR have an effect on firms’ environmental performance. Our study advances recent work on societal grand challenges in the field of management, pointing to specific people management practices by which businesses can move from being part of the environmental problem to being part of the solution.

The antecedents and outcomes of corporate volunteering: an employee- and organizational-level meta-analysis

PurposeThe authors argue that many core findings are not as established as often assumed in the study of corporate volunteering programs, and they assess this possibility by reporting a meta-analysis of both organizational and employee participation that includes relations with antecedents and outcomes at both organizational and employee levels.Design/methodology/approachThe authors perform a meta-analysis of 57 sources, including 30 peer-reviewed articles, 16 theses/dissertations, 8 unpublished manuscripts, 2 conference presentations and 1 book chapter.FindingsOf the antecedents, organizational size only had a small relation with organizational participation, but the effect of corporate social responsibility orientation was very large on organizational participation. Demographic characteristics as well as personality traits had a small relation with employee participation, whereas the effect of volunteering attitudes was large on employee participation. Of the outcomes, organizational participation did not significantly relate to customer perceptions. Employee participation had nonsignificant or small relations with well-being, commitment, job satisfaction and positive behaviors; however, organizational participation also significantly related to all employee-level outcomes, and the effect was significantly stronger than employee participation for two of four outcomes.Practical implicationsOrganizations can better understand the true influence of corporate volunteering programs, aiding their bottom line and employee well-being.Originality/valueSeveral commonly assumed antecedents and outcomes do not relate to corporate volunteering participation, and future research should be redirected to more influential effects. The authors’ discussion highlights theories that may be particularly beneficial for the study of corporate volunteering, including social identity theory and role expansion theory.

Employee competence development in corporate volunteering

PurposeThe purpose of this study is to examine how employee competences can be developed through corporate volunteering (CV). Specifically, this study focuses on diversity of volunteering studies categorized according to the type of beneficiaries and intensity of volunteer contact with them. The study examines how the beneficiary-employee relation influences the development of employee competences in CV projects.Design/methodology/approachIn this qualitative empirical study, interview data collected in Poland about the perceived effects of CV projects on employee competences was used.FindingsThe findings suggest that to understand the competences generated in CV, attention needs to be paid to the nature of the volunteering study itself. The study proposes four different logics of competence development in CV, based on the type of the beneficiary and contact with them.Research limitations/implicationsThe study builds on managers’ perceptions of competence development. For a holistic understanding, future research should include employees’ perceptions of the process. Also, more research is needed regarding national and organizational settings as factors in competence development through CV.Practical implicationsThe study suggests how companies could best engage in volunteering programs and improve existing ones to make them more beneficial for all parties involved.Social implicationsThe findings build the better business case for CV and other corporate social responsibility (CSR) initiatives, i.e. they deliver rationales for business engagement in this regard.Originality/valueThe study contributes to the conceptual understanding of CSR activities by presenting four logics of competence development in CV.

Corporate volunteerism: filling the digital divide with passion

Corporate Philanthropy ReportVolume 36, Issue 7 p. 1-12 News Corporate volunteerism: filling the digital divide with passion Sima Parekh, Executive Director, 48in48Search for more papers by this author Sima Parekh, Executive Director, 48in48Search for more papers by this author First published: 10 June 2021 https://doi.org/10.1002/cprt.30963Read 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 onEmailFacebookTwitterLinked InRedditWechat No abstract is available for this article. Volume36, Issue7July 2021Pages 1-12 RelatedInformation

Organize a Corporate ‘Food Fight’

The Volunteer Management ReportVolume 26, Issue 7 p. 5-5 Corporate Volunteering Organize a Corporate ‘Food Fight’ Megan Venzin, Search for more papers by this author Megan Venzin, Search for more papers by this author First published: 07 June 2021 https://doi.org/10.1002/vmr.31704Read 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 onEmailFacebookTwitterLinked InRedditWechat No abstract is available for this article. Volume26, Issue7July 2021Pages 5-5 RelatedInformation

조직 구성원의 사회공헌활동 참여가 조직몰입에 미치는 영향: 직무만족을 매개로

This study examines the mentoring activities of employees at local children's centers as part of the company's social contribution. The study considers how mentoring activities for children and adolescents at local children's centers can be useful not only for their beneficiary mentees but also for mentors. The purpose of the study is to identify the effectiveness of participation in mentoring programs based on corporate volunteer activities on job satisfaction and organizational immersion. The data collected using multiple regression methods were quantitatively analyzed using structured questionnaire techniques for employees who have participated in mentoring programs through corporate social contribution activities. The positive impact of mentoring activities on job satisfaction and organizational immersion was identified. In addition, it was confirmed that job satisfaction had a mediated effect on the impact of mentoring activities on organizational immersion. The implications of the study are as follows. First, the management of the company needs to strengthen social contribution activities such as mentoring activities to satisfy the duties of the organization members, which have a positive impact on the performance of the company and individual satisfaction in the organization. Second, suggestions on personnel management and performance management of enterprises through social contributions were presented.

Корпоративное волонтерство в социальной миссии крупных предприятий

Корпоративное волонтерство в социальной миссии крупных предприятий

Signaling and social influence: the impact of corporate volunteer programs

PurposeThis study aims to provide insight on how work–life initiatives impact employees. Using corporate volunteer programs as an example, the authors examine the role of coworker social influence in shaping the reactions of both employee participants and non-participants of the program. The paper further identifies several factors that may moderate these relationships.Design/methodology/approachThe authors surveyed employees before and after the implementation of a new corporate work–life initiative. 99 employees provided data pre and post. OLS regression and hierarchical linear modeling were used to test hypothesized relationships.FindingsEven in the context of low participation, work–life initiatives engendered positive organization-related perceptions among employees. These positive outcomes were due in part to coworkers' sharing of their volunteer experiences and were most prominent for employees in positions that afforded flexibility, and employees who reported close ties with coworkers.Practical implicationsThe study deepens our understanding of employee reactions to work–life programs and underlines the importance of these programs even when employee participation is low. The role of coworker influence as a determinant of employee reactions suggests there may be value in purposefully fostering participants' sharing of volunteer experiences in the workplace.Originality/valueThis study takes a unique approach to examining the role of coworker influence in shaping employee reactions to corporate initiatives.

An Approach to Corporate Volunteering in Spain

This study aims to analyse the role of corporate volunteerism in the framework of corporate social responsibility of enterprises. After reviewing the active components in the employee volunteering concept, we present the steps taken at the European level in this area, focusing on Spain’s situation. We start with a search and comparison of information on the topic published by the major Spanish listed companies. This first approach verifies that the data are disclosed from various sources and presented heterogeneously. Then, we identify the sector that concentrates a more significant number of employees in volunteer activities. Subsequently, we focus on this sector to explore the type of volunteer activities these companies reveal according to Spanish legislation. The study sheds light on corporate governance practices, especially the disclosure of information about this activity type.

Experience in fighting with COVID-19 in Management Company "Metalloinvest"

Introduction. The problem of effectively countering the COVID-19 pandemic is particularly acute for companies with a continuous production cycle, which include metallurgical enterprises. The plan of anti-epidemic measures developed by the operational headquarters of "Metalloinvest" includes three blocks: measures to prevent infection and prevent the spread of coronavirus infection; measures to improve the effectiveness of treatment and rehabilitation. The medical staff of corporate medical organizations and health protection groups at the company's enterprises implement a set of anti-epidemic measures daily. There are situation centers that provide organizational and advisory assistance to patients, and contact centers that inform employees about issues related to COVID-19. We are successfully implementing the program of corporate volunteering and social partnership. In terms of the protection of employees and their families, a large-scale program was launched to support state medical institutions in the areas of presence, providing for the retrofitting of high-tech medical equipment (computer tomographs, artificial lung ventilation devices, blood gas analyzers, oxygen concentrators, specialized vehicles), as well as the supply of personal protective equipment and disinfection for medical personnel, medicines. Thanks to the measures taken, "Metalloinvest" managed to maintain a stable production operation, ensure prompt monitoring of the health status of employees, and reduce the incidence of COVID-19. In total, from March to December 2020, 2,934 cases of COVID-19 and pneumonia were detected in employees, 17 deaths were confirmed, 20,889 tests and 1,644 CT scans of the lungs were performed. The number of employees in "Metalloinvest" with a diagnosis of coronavirus infection and pneumonia is less than 0.3% of all employees, which is almost 4 times lower than among residents of the regions where they operate.

Basics of macro to microlevel corporate social responsibility and advancement in triple bottom line theory

AbstractThe accounting framework of businesses massively expanded in the 1990s to triple bottom line (TBL) with consideration of social and environmental performance in addition to financial performance. To meet the challenges of expressing care to the environment as well as to internal and external stakeholders associated with society, research on investment of resources through corporate volunteering (CV) programs is accelerated in the current decade. Researchers have started using the philosophy of epistemology with the positioning of interpretivism explaining how the people participate in cultural and social life. Reintegrating the important fundamental and scattered concepts of corporate social responsibility (CSR) and TBL, this article highlights the motivational facet of employees of socially responsible companies, being termed as “Internal People‐Line” theory as the significant and nonidentical subset of TBL. With the ingredients of self‐determination theory, the internal people line (IPL) by relational, moral, and instrumental motivations would be useful for recognition, repeated participation in community programs, and managerial support. This research has two major contributions to the literature of society: (a) Identification of seventh P for the bottom line and (b) Development of IPL theory. It is found that effective utilization of the resources in CV programs largely depends upon the intrinsic motivation of IPL (employees). This article is the first to accumulate and interpret the strewn basic concepts of CSR (macro to microlevel) using holistic approach to advance the research model of TBL with the introduction of IPL theory.

Value creation in company–NGO collaboration in corporate volunteering

Purpose This paper aims to examine corporate volunteering as a form of social responsibility carried out by companies in relationships with non-governmental organizations (NGOs). Applying the value creation concept, the success of such relationships is based on value created between the focal company, its employees engaging in the volunteer work and the collaborating NGO actors representing the beneficiaries of the volunteer work. However, how to meaningfully engage employees and strategically manage company–NGO relationships in corporate volunteering has received less scholarly attention. The study hence asks the question: How is mutual value created in corporate volunteering collaborations between business organizations and NGOs? Design/methodology/approach Two qualitative case studies of company–NGO relationships involved in corporate volunteer programs for social benefit in Poland and Finland are analyzed. Findings Corporate volunteering offers value creation opportunities for each of the three actors in the relationships, namely, the company, the NGO and the employees who participate in the volunteer work. Particularly, employment and volunteering relationships appear to be catalysts for the creation of mutual value in the organizational relationship between a company and NGO. Originality/value The present study contributes to the current understanding of company–NGO relationships by emphasizing the role of individual employee volunteers in creating relationship-level value. The study adds also to existing research on corporate volunteering by identifying the way value is created in company–NGO relationships within corporate volunteering.

Establish Corporate Volunteer Requirements

Establish Corporate Volunteer Requirements

КОРПОРАТИВНЕ ВОЛОНТЕРСТВО В КОНТЕКСТІ СОЦІАЛЬНОЇ ВІДПОВІДАЛЬНОСТІ БІЗНЕСУ

he volunteering essence and its types were considered in the article. Defined, the multidirectional structures and multifunctionality of volunteering allow us to confirm its economic, environment and social value is being increased. In this work was discovered the connection between country’s economic growth which basic evaluating ratio serves as the gross national income per capita and population proportion that participated in volunteer activities. The Pearson correlation coefficient was calculated using two investigated indicators by the instance of 12 Europe countries in 2019. We gained a next result: rxy= 0,9475 it demonstrates an essential impact of citizen volunteering on economic increment. The mathematical economic model had been developed to concretise the correlation between investigated indicators. In the article was defined close and direct dependency between the economic indicator and the proportion of participated volunteers: the more people were being involved in volunteering activities, the more GNI per capita was being increasd. We defined that corporate volunteering was the most crucial part of business social responsibility. There were analysed the realization of main corporate volunteering activities in Ukraine, which of them at the present stage are blood donation, parks cleaning, gardening, medical organisation financial assistanse, ATO fighters support, the care of cancer-affected children. Employee volunteering advantages for different social entities such as business, employees and communities were determined. Corporate volunteering practises enhance company image and provide their stable competitive market through the improvong process of employee loyalty, rising the quantity of external stakeholders’ positive responses about a company, the increasing level of employee ethical conduct, motivation, team spirit, and initiative.

Corporate Volunteering and Creating a Quality Culture

Corporate Volunteering and Creating a Quality Culture