Organisational influence on volunteer satisfaction and attitudes towards HRM practices: the case of hospital volunteers

Abstract

We examine volunteer satisfaction with HRM practices, namely recruitment, training and reward in NPOs and attitudes regarding the appropriateness of these practices. The participants in this study are 76 volunteers affiliated with four different NPOs, who work in hospitals and have direct contact with patients and their families. Analysing aggregate results we show that volunteers are more satisfied with training, and consider the training strategies to be very appropriate. After identifying differences between organisations we discover that in some organisations volunteers are satisfied with rewards but they have negative attitudes regarding the appropriateness of the recognition strategies. We also identify the volunteers who are the most and the least satisfied.

Motivation among hospital volunteers: an empirical analysis in Portugal

“…According to the same authors, education raises consciousness of social problems, encourages people to be more analytical and more critical of social conditions, and provides more information about the world around them. Volunteers' higher levels of education are also shown in previous works (Yavas and Riecken 1985;Ferreira et al 2012). …”

Volunteer role mastery and commitment: can HRM make a difference?

“…The present study joins a small body of research that draws attention to ways in which HRM practices can assume a more strategic role in non-profit organisations and have a positive impact on volunteering outcomes (e.g., Cuskelly et al, 2006;Ferreira et al, 2012;Taylor & McGraw, 2006). Our analyses showed that training and supportive relationships with paid staff played an important role in volunteers' successful fulfilment of their role.…”

“…There is growing consensus in the literature that training contributes to positive individual and organisational outcomes in the ROLE MASTERY VOLUNTEER HRM context of volunteering. For instance, a study conducted at four different non-profit organisations in the healthcare sector has shown that volunteers express appreciation for training opportunities provided to them by the organisation, which positively impacts their level of satisfaction (Ferreira et al, 2012). Moreover, at the organisational level, volunteer training can be crucial to the success of non-profit organisations, as the organisation's ability to fulfil its mission often hinges on the knowledge and skills of its volunteers (Akingbola, 2006;Kellock Hay et al, 2001).…”

Giving From the Heart: The Emotion Management of Volunteering Employees

“…These studies also demonstrate that motivation, satisfaction, and identification with the organization are greater for volunteering than non-volunteering employees (Mozes, Josman, & Yaniv, 2011), and that supportive and positive perspectives of volunteering employees regarding corporate volunteering programs led to pride and satisfaction (Ferreira, Proenç a, & Proenç a, 2012;Jones, 2010). On the applied level -these studies show that volunteering requires nurturing and enrichment using a volunteer training system, and adapting it to volunteer needs, in order to reinforce employee self-worth and importance (Do Paç o & Nave, 2013;Ferreira et al, 2012;Grant, 2012;Rodell, 2013).…”

“…On the applied level -these studies show that volunteering requires nurturing and enrichment using a volunteer training system, and adapting it to volunteer needs, in order to reinforce employee self-worth and importance (Do Paç o & Nave, 2013;Ferreira et al, 2012;Grant, 2012;Rodell, 2013).…”