Investment in staff development within an emergency services organisation: comparing future intention of volunteers and paid employees

Fallon, Barry John; Rice, Simon

doi:10.1080/09585192.2011.561222

Cited by 55 publications

(71 citation statements)

References 48 publications

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“…Nonprofit organizations need to invest in development activities to ensure that coordinators are prepared for the needs of that role, thus contributing to a positive volunteering experience and the establishment of long‐term relationships with volunteers. In line with a consideration approach and previous research on volunteers (e.g., Fallon & Rice, ; Pearce, ), our results suggest that maintaining strong social ties is related to volunteers' satisfaction with their experiences, which is critical considering the strong association between volunteer dissatisfaction and intentions to quit (Hurst, Scherer, & Allen, ). Fostering such ties may also be important in preemptively guarding against other negative volunteer outcomes such as burnout (Smith & Grove, ).…”

Section: Discussionsupporting

confidence: 87%

“…Indeed, Rowold et al () found that initiating structure was a more important leader behavior in the for‐profit than the volunteer environment. Consideration, on the other hand, provides the personal relationship and recognition that volunteers value (Fallon & Rice, ). By manipulating the coordinators' gender, we found evidence of the communality‐bonus effect for men as men coordinators' effectiveness was rated higher than women coordinators' effectiveness when displaying consideration behaviors.…”

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender

Schreiner

Trent

Prange

et al. 2018

Nonprofit Mgmnt & Ldrshp

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Volunteer coordinators' leadership plays a central role in the efforts to retain volunteers and increase their commitment to an organization; however, research on volunteers' perceptions of their leaders is scarce. Given the challenges of leading volunteers, we present two studies to investigate the effectiveness of consideration and initiating structure for volunteer coordinators. First, we theorized and tested how well findings from the business and government sectors fit today's volunteer domain by studying volunteers' perceptions of their current coordinators' leadership. Using a sample of volunteers across the nonprofit sector, we found that consideration and initiating structure were related to different criteria. Initiating structure was positively related to volunteers' feelings of competence and to role clarity, while consideration was negatively related to burnout. Both leader behaviors were positively related to volunteers' satisfaction with their coordinator. In our second study, using a different sample of volunteers in nonprofit organizations, we employ a vignette study design to show how the gender of the coordinator influences the perception of his or her behavior. By manipulating the coordinators' gender via vignette descriptions, we found evidence of the communality‐bonus effect for men as men coordinators' leadership effectiveness was rated higher than women coordinators' effectiveness when displaying gender stereotype incongruent consideration behaviors. On the other hand, there was no difference between leaders' genders regarding initiating structure. Volunteers' satisfaction with their coordinator did not differ significantly based on coordinators' gender. We share several practical and theoretical implications of these findings for leaders of volunteers.

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Section: Discussionsupporting

confidence: 87%

Section: Discussionmentioning

confidence: 99%

Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender

Schreiner

Trent

Prange

et al. 2018

Nonprofit Mgmnt & Ldrshp

View full text Add to dashboard Cite

show abstract

“…Likewise, Fallon and Rice (2015) found extrinsic rewards to be important. They compared paid employees and volunteers in an emergency services organization in Australia and found that support and recognition was a stronger predictor of job satisfaction and intention to stay for volunteers, relative to paid employees.…”

Section: Motivation-enhancing Hr Practicesmentioning

confidence: 99%

“…Much of this research implies that HR practices that have been developed in the paid context are transferable to those in the unpaid context; for instance, research has revealed the potential for HR practices to positively impact volunteers' satisfaction with their role (Fallon & Rice, 2015), commitment to the organization (Newton, Becker, & Bell, 2014), and their intent to remain volunteers (Millette & Gagné, 2008).…”

Section: Introductionmentioning

confidence: 99%

The management of volunteers – what can human resources do? A review and research agenda

Alfes

Antunes

Shantz

2016

The International Journal of Human Resource Management

104

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There is an increasing interest from scholars and practitioners in understanding how nonprofit organizations can design and implement human resources (HR) practices to enhance desirable volunteer attitudes and behaviors. This paper presents a comprehensive overview of existing studies on the relationship between HR practices and volunteering outcomes. We use the ability-motivation-opportunity model (AMO) as a guiding framework to systematically integrate current knowledge on this topic. We identify gaps in existing research and offer detailed suggestions on how scholars can further enhance knowledge on how HR practices can lead to beneficial outcomes for both volunteers and non-profit organizations.

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“…It seems crucial to provide volunteers not only with a direct interest but also to ensure their satisfaction in order to enhance their recruitment (Luzurier, Damm, Lion, Pellerin, & Tavolacci, 2015). Results showed that job satisfaction mediated the relationship between perceived investment in employee development and intention to stay for both volunteers and paid employees (Fallon & Rice, 2015).…”

Section: Introductionmentioning

confidence: 87%

Job Satisfaction among College Student Volunteers

Nazilah

Rozmi²,

Fauziah³

2016

ASS

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Job Satisfaction is an important element to attract college student's involvement in volunteer clubs. Most studies have looked at job satisfaction of employees and volunteers in developed countries and few studies of job satisfaction done for volunteers in developing countries. This study aims to survey job satisfaction among college student volunteers in Malaysia. A cross sectional survey was conducted among 310 college student volunteers from four regions of peninsular Malaysia. The participants were selected using stratified multistage sampling. Job satisfaction was measured using Job Descriptive Index (JDI). Results of the study revealed that job satisfaction in terms of colleague, leader/leadership, tasks, opportunities for promotion and overall job satisfaction were from moderate to high level. Mean for job satisfaction toward colleague was 43.

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Investment in staff development within an emergency services organisation: comparing future intention of volunteers and paid employees

Cited by 55 publications

References 48 publications

Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender

Leading volunteers: Investigating volunteers' perceptions of leaders' behavior and gender

The management of volunteers – what can human resources do? A review and research agenda

Job Satisfaction among College Student Volunteers

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