Integrating the Bright and Dark Sides of Corporate Volunteering Climate: Is Corporate Volunteering Climate a Burden or Boost to Employees?

Zhang, Zhe; Wang, Juan

doi:10.1111/1467-8551.12418

Cited by 18 publications

(28 citation statements)

References 72 publications

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“…When as branches of research have been published since the COVID-19 outbreak, until the final touch of publishing this article, just a few research and paper have dealt with employee volunteering during the COVID-19 pandemic. Zhang, Weng and Jia [91] just partly mentioned COVID-19 as a public health emergency which challenges regarding the implementation of new or ongoing volunteering strategies in practice. The authors presented Wuhan taxi drivers who helped to carry healthcare workers during the epidemic prevention of the COVID-19 period.…”

Section: Discussionmentioning

confidence: 99%

“…All of these may be a successful response to the COVID-19 crises. These new collaborations may result in both private and public engagement and create new HRM routines, practices and measurement metrics (regarding recruitment) [91]. Companies have vast human resources, but innovatively, these opportunities might provide support to charitability [92] in a novel way.…”

Section: Discussionmentioning

confidence: 99%

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Employee Volunteerism—Conceptual Study and the Current Situation

Derecskei

Nagy

2020

Sustainability

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The purpose of the study is to analyze employee volunteerism. This issue had not been studied on a broader international level earlier. This research firstly discovers altruism and volunteerism values in the economy. Then, based on the third-party model, observes each part, where participants are the (1) volunteer (employee) (2) company (and its CSR activity) and (3) an external organization, which manages this type of formal volunteerism. Each participant was analyzed through comprehensive analysis using descriptive and inference statistics and classification methods on complex, extensive secondary databases. Altogether, more than 10,000 respondents’ answers are examined from two worldwide surveys, and further ten international statistical indicators and indices are explored. These methods result in volunteer characteristics on a personal level, afterwards in country classification, which provides a cultural comparison of the employee volunteerism. Our findings prove that demographical differences do not, but company-level actions influence the intensity of formal volunteerism. Moreover, three main clusters (formed from 43 countries) show different values. This diversity might partly be caused by measurement fragmentations and lack of internationally accepted definitions and theories. This paper aims to provide a broader overview of the topic, which might be a useful starting point for the forthcoming aggregated conceptualization. Employee volunteers’ behavior arises from the personal value of volunteerism. However, the attendance and intensity of voluntary activity are primarily influenced by the environment (e.g., life period, living and working situation). Employee volunteerism programs are an important and essential part of CSR at the company level, and strongly frames this activity, where employee volunteerism could associate each participant’s interests and improve their values. However, the practices may differ in each country and in each sector. The current pandemic rewrote the traditional volunteerism model and our projection. The last chapter provides a preliminary study about how employee volunteerism could work in this extraordinary, COVID-19 situation.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Employee Volunteerism—Conceptual Study and the Current Situation

Derecskei

Nagy

2020

Sustainability

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“…Thus, our study contributes to improve our understanding of the systemic-level functioning of ESV and its' potential societal implications. The limited amount of research situating ESV at the organizational-level has used the notion of corporate volunteering climate, defined as employee beliefs regarding their company's level of engagement in corporate volunteering (Rodell et al, 2017;Zhang et al, 2020). Within this perspective, corporate volunteering climate is portrayed as a conduit enhancing employees' affective commitment and intentions to volunteer both within and outside companyled initiatives (Rodell et al, 2017) in-kind donations (OR = 1.45, p < .01).…”

Section: Understanding Local Community Involvement Using a Systemic A...mentioning

confidence: 99%

Employer support for volunteering in Canada: A comparison of Francophones from Quebec and Anglophones outside Quebec based on a national survey.

Gagnon¹,

Lemyre²

2021

Canadian Journal of Behavioural Science / Revue canadienne des

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Research on employer-supported volunteering (ESV) practices has primarily focused on benefits for participating businesses, whereas literature on outcomes for non-profits and the local community is scarcer. Moreover, considering lower rates of formal volunteering reported by Francophone Quebec respondents in national surveys, there is a need to better understand the dynamics of community engagement by considering factors pertaining to the social and organizational environment. This study investigated whether employer support for volunteering predicted various forms of community engagement behaviors (informal volunteering, charitable donations, and in-kind donations), using data from a nationally representative survey. Analyses were conducted on a national sample of 5,263 full-time employees (979 Francophones from Quebec; 4,283 Anglophones outside Quebec, aged 25-64, 55% women), adjusting for representation (bootstrap weights) and controlling for sociodemographic variables. The presence of ESV was associated with a higher likelihood of participation in informal volunteering, financial donating, and in-kind donating in both Francophone and Anglophone employees. Findings highlight the need for further studies to explore the meaning and implementation of types of employer support for volunteering within Francophone Quebec, and suggest the relevance of aiming to disseminate information on the types of ESV supports available within the workplace. Public Significance StatementResearch on the relationship between employer support for volunteering and community-level outcomes is needed to strengthen the rationale for implementing this type of community involvement in the workplace. Results from this study showed that full-time employees who reported the presence of employer support for volunteering in their workplace were more likely to participate in other forms of local involvement (informal volunteering, financial donating, in-kind donating) among both Francophone Quebec and Anglophones outside Quebec respondents. Types of employer support that can be implemented informally, in a cost-effective way (e.g., time-based support) appear to be relevant organizational practices linked to local community involvement for both groups, though rates of implementation differ between groups.

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“…También se incluye la mejora de la capacidad de trabajo en equipo, del liderazgo, de habilidades de comunicación, tanto verbales como escritas, o interpersonales, de habilidades para escuchar, negociar, cuidar a los demás, o respeto a la diversidad (Allen, 2003;Caligiuri et al, 2019;Graff, 2004;Luffman, 2003;Sajardo Moreno & Ribas Bonet, 2014;Zappalà & Mclaren, 2004). A lo anterior se añade que el voluntariado de empresas incrementa no sólo las emociones positivas, sino el vínculo con la empresa de las personas de la plantilla que lo practican (Zhang et al,2020) Los beneficios mencionados también se podrían generar con la práctica del voluntariado deportivo, al implantar actividades que permitan a los trabajadores y trabajadoras ayudar con entrenamientos a jóvenes discapacitados o sin recursos, como ya se recoge en artículos como el de Saz-Gil et al (2020).…”

Section: Case Of Study In Mexico City and Barcelonaunclassified

The International Conference on Multidisciplinary Per- pectives on Equality and Diversity in Sports (ICMPEDS). 14th to the 16th of july 2021 . Book of abstracts

2021

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The International Conference on Multidisciplinary Perspectives on Equality and Diversity in Sports (ICMPEDS) is organized by GESPORT with the support of the Erasmus+ Programme of the European Union from the 14th to the 16th of July 2021. The conference is an excellent forum for academics, researchers, practitioners, athletes, man- agers and professionals of federations, associations and sport organizations, and those other- wise involved in sport to share and exchange ideas in different areas of sport related equality worldwide. We will keep you informed by email and post the latest information on this matter on the GESPORT website and social media. Sport and its management continues to be a field where men and masculinity strongly prevail. This conference aims to investigate the complexities attached to the following questions: What does gender openness mean in the context of sport in the 21st century? What persists as gen- der closure in the same context? What are the gender cultures that signify sport continuing to be defined by regimes that resort to a dominant masculinity embodied in a strong and athletic male body? Moreover, and albeit some exceptions, athletes, practitioners, decision and policy makers, and sports spectators are predominantly men. In this sense, gender discrimination and segregation are present in multiple aspects of sport. Some illustrations include: a) male athletes have high salaries, more career opportunities, and get more recognition by society than female athletes; b) management and leadership positions in sports organizations are mainly occupied by men, including in sports traditionally considered as feminine and which have become feminised (e.g. gymnastics and dance); c) masculinised sports and its male athletes have much more attention and recognition from the media than female athletes; d) sports journalism continues to be predominantly produced and managed by men; e) some sports spectatorships cultures are marked by rituals and interactions that resort to masculine tribalism, often leading to aggressive and violent behaviours. Gender discrimination in sport is somehow socially normalised and accepted through a dis- course that essentialises the embodied sexual differences between genders. This gender dis- course legitimises the exclusion of women in some sports modalities and traps female bodies in sociocultural constructions as less able to exercise and engage in sport, or as the second and weaker version of the ideal masculine body. However, there are signs that the context of sport may be changing. The European Union and some national governments have made an effort to promote gender equality and diversity by fostering the adoption of gender equality codes/policies in different modalities and in in- ternational and local sports organizations. These new policies aim to increase female partic- ipation and recognition in sport, their access to leadership positions and involvement in the decision-making in sport structures. Additionally, the number of women practising non-com- petitive sport and as sports spectators have started growing, leading to new representations of sport and challenging the role of women in such a context. Finally, different body constructions and the emergence of alternative embodied femininities and masculinities are also challeng- ing how athletes of both genders experience their bodies and sports practice. Yet, research is scarce about the impact of these changes/challenges in the sports context. This conference will focus on mapping gender relations in sport and its management by taking into account the different modalities, contexts, institutional policies, organizational structures and actors (e.g. athletes, spectators, media professionals, sport decision makers and man- agers). It will treat sport and its management as one avenue where gender segregation and inequality occurs, but also adopt such as a space that presents an opportunity for change and does so as a widely applicable topic whose traits and culture are reflected in organizations and work more broadly. In this sense, the conference is interested in theoretical and empirical research work that may explore, but are not limited to the following issues: • Women representativeness in sports modalities and in sport organizational structures in different countries; • Women and management accounting in sport organizations; • The gender regimes that (re)produce different sports policies, modalities, and institu- tions in sport; • The stories of resistance/conformity of women that already occupy different roles in sport contexts; • The challenges and impact of conventional and new body representations in sports institutions and including athletes of both genders; • The discourses of masculinities in sport and its effect on women and men athletes; • The emergence of nationalism and populist discourses in political and governments states and their impact on the (re)shaping of masculinity and femininity constructions in sport; • The gendered transformations of the spectators’ gaze in what concerns different sports modalities; • The effects of new groups of sports spectators on gender relations in sport; • The discourses in media and its participation in the sports gender (in)equality; • The impact of new technologies, and new practices of training/coaching in the body- work and identities of athletes of both genders.

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Integrating the Bright and Dark Sides of Corporate Volunteering Climate: Is Corporate Volunteering Climate a Burden or Boost to Employees?

Cited by 18 publications

References 72 publications

Employee Volunteerism—Conceptual Study and the Current Situation

Employee Volunteerism—Conceptual Study and the Current Situation

Employer support for volunteering in Canada: A comparison of Francophones from Quebec and Anglophones outside Quebec based on a national survey.

The International Conference on Multidisciplinary Per- pectives on Equality and Diversity in Sports (ICMPEDS). 14th to the 16th of july 2021 . Book of abstracts

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