Civilian volunteers in United Nations hot spots: what makes them intend to apply for yet another mission?

Abstract

This study focused on United Nations (UN) civilian volunteers serving in "hot spots", and tested a model to predict their intentions to apply for a new UN assignment. These individuals have characteristics of both assigned expatriates and self-initiated expatriates. In-Role Behaviours (IRB) and Organizational Citizenship Behaviours towards the Local Population (OCB-Locals) were related to sense of personal accomplishment, that in turn was related to intentions to apply for another UN assignment. Sense of personal accomplishment played a mediating role. Both the personality trait of agreeableness and the attitudinal factor of commitment towards the local population were predictive of IRB, but only agreeableness was predictive of OCB-Locals. Moderation effects were identified, but the direction of most of them was unexpected. For example, it was low openness to experience that strengthened the link between sense of personal accomplishment and intentions to re-apply. The study's implications for expatriation research and for practice are discussed.

Linkage between rewards and workspace morale in a hyperinflationary environment

“…It is thus important to understand the dynamics that could influence the way how employees interpret and react to employer rewards in a hyper-inflationary context. Given that rewards have been accepted in literature as the primary source of employee morale (Bozionelos et al, 2022, , Chênevert, Hill & Kilroy, 2022, we are of the view that their relevance can be tested to check their effect in an inflationary context.…”

“…Rewards have a pivotal role in inspiring workspace morale at the workplace. In fact rewards influence employee choices for preferring one employer over another (Bozionelos, Mukhuty, Kostopoulos, Bozionelos & Blenkinsopp, 2022;McWha-Hermann, Jandric, Cook-Lundgren, Carr, 2022). Truong and Barraket (2018) observed that employee morale is difficult to sustain.…”

Factors influencing civil servants' willingness to implement cardiopulmonary resuscitation in Chongqing, China: Based on the theory of planned behavior

“…Civil servants are also a group with a high commitment to the public interest [ 33 ]. High commitment and altruism motivate civil servants to tend to perform more altruistic behaviors [ 34 ]. Therefore, Civil servants are a crucial group potentially highly likely to effectively implement bystander CPR.…”