Volunteer and Paid Staff Relationships

Netting, F. Ellen; Nelson, H. Wayne; Borders, Kevin; Huber, Ruth

doi:10.1300/j147v28n03_04

Cited by 49 publications

(32 citation statements)

References 26 publications

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“…These findings confirm that psychological contract theory applies to social workers' relations with their volunteers (Netting et al, 2004). Translated into the vocabulary of the theory, the findings show that the workers' beliefs about what they are obligated to give their volunteers, their beliefs about what they are entitled to receive from their volunteers, and their trust in their volunteers all played a role in their actual effort investment and inclusion.…”

Section: Discussionsupporting

confidence: 75%

“…Advice pertaining to effort investment includes getting to know the volunteers and understanding their motives for volunteering; giving them clear and adequate information about the organization and the purpose and requirements of their task, showing recognition and appreciation, providing feedback and emotional support, and, above all, engaging with them face to face and establishing warm working relationships. It conveys the understanding that working effectively with volunteers requires investment of time, energy, and good will (Haeuser & Schwartz, 1980;Netting, Nelson, Borders, & Huber, 2004). Advice pertaining to inclusion encompasses allowing volunteers to collaborate in projects and to participate in problem solving, encouraging volunteer initiative and activity, and integrating volunteers into the work of the organization (Sherr, 2008;Ventura-Yanay & Yanay, 2008).…”

Section: Effort Investment and Inclusionmentioning

confidence: 99%

“…Among other things, higher status individuals and persons belonging to higher status groups are perceived as being more competent than lower status individuals or members of lower status groups and as better able to contribute to the task at hand, even if it has nothing to do with their area of expertise. Netting et al (2004) claimed that being a volunteer and being a paid worker are statuses. They claimed that paid workers use status characteristics in assessing their work and the work of others, in shaping their interactions, and in determining psychologically what the interactions mean.…”

Section: Status Characteristics Theorymentioning

confidence: 99%

“…With this, studies show that both organizational culture in general and each of its components affect the perceptions and behaviors of the organization's employees (Bamberger & Biron, 2007;Jandeska & Kraimer, 2005). Netting et al (2004) have posited a strong connection between paid workers' attitudes towards and interactions with volunteers and the culture of their organizations. They claim that paid workers have more positive attitudes towards volunteers where the organizational culture regards volunteers as able to contribute to the organization, its workers and service users, and encourages working with volunteers.…”

Section: Organizational Culture Theorymentioning

confidence: 99%

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Social workers and volunteers in Israel

Weiss‐Gal

Caduri²

2014

Journal of Social Work

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This study examines factors associated with Israeli social workers' investment of effort in, and inclusion of, volunteers in their work. The variables are drawn from three theories: status characteristic theory, psychological contract theory, and organizational culture theory, and from claims regarding training in working with volunteers. The sample consisted of 118 randomly selected direct social workers in 26 municipal social service departments in Israel. The instruments were designed specifically for the study.Findings: Social workers' effort investment and inclusion increased when they: (a) viewed volunteers as contributing to social workers and the organization; (b) expected themselves to invest effort in their volunteers; (c) believed their volunteer met their expectations with regard to service users and social workers; (d) trusted their volunteer; (e) perceived their managerial culture, peer culture, and artifacts as encouraging effort investment and inclusion; and (f) received training in working with volunteers. Implications: On a theoretical level, the findings expand our knowledge about factors that may impact on social workers' investment of effort in volunteers and their inclusion. On a methodological level, instruments with good psychometric properties were developed to examine the associations studied and these can serve in future research. On the practical level, the findings highlight the importance of training in working with volunteers and underscore the value for managers and volunteer coordinators discussing the workers' psychological contract with them and of fostering an organizational culture that encourages effort investment in, and inclusion of, volunteers.

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Section: Discussionsupporting

confidence: 75%

Section: Effort Investment and Inclusionmentioning

confidence: 99%

Section: Status Characteristics Theorymentioning

confidence: 99%

Section: Organizational Culture Theorymentioning

confidence: 99%

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Social workers and volunteers in Israel

Weiss‐Gal

Caduri²

2014

Journal of Social Work

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“…Few of them, however, have evaluated the psychometric properties of the scale (Boezeman and Ellemers 2007; Chacon et al 2007; Hong et al 2009; Hume and Hume 2007; Netting et al 2004; Preston and Brown 2004). Indeed, Galindo-Kuhn and Guzley (2001) themselves only reported the predictive validity and factor analysis of the scale in their original paper, and did not give any reliability statistics, such as the Cronbach’s alpha.…”

Section: Measuring Volunteer Satisfactionmentioning

confidence: 99%

The Volunteer Satisfaction Index: A Validation Study in the Chinese Cultural Context

2010

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Using a Hong Kong-sourced sample of 261 participants, this study set out to validate the Volunteer Satisfaction Index (VSI) in the Chinese cultural context and to evaluate its psychometric properties. The VSI was originally developed by Galindo-Kuhn and Guzley (2001) to measure the outcomes of volunteer experiences. In this study, exploratory factor analysis (EFA) yielded a different factor structure from that proposed by the scale developer. The three factors found were personal gain, relationship within organization and relationship with peers. Cronbach’s alpha values were high for all three subscales. Results from correlation and regression analysis also confirmed the construct and criterion-related validity of the scale. Thus, the reliability and validity of the scale were confirmed. Implications for the assessment of volunteer satisfaction and further directions for cross-cultural studies on related topics are discussed.

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Employee experiences with volunteers

Rogelberg

Allen

Conway

et al. 2010

Nonprofit Mgmnt & Ldrshp

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Volunteers frequently serve public and nonprofit organizations, among them libraries, parks and recreation departments, social service groups, and religious organizations. Research on volunteers and volunteerism traditionally focuses on antecedents to volunteering and outcomes for volunteers. In this study, we attempt to build on the existing literature by examining the volunteer experience from the paid employee' s vantage point. Using a sample of employees who work alongside volunteers in animal care organizations (N ϭ 270), we examine how employees described the volunteers with whom they interact. Although these assessments were generally positive, there was considerable variability. This appears to be explained, in part, by each organization' s volunteer resources management practices.Results also indicate that employees who reported less satisfactory experiences with volunteers also reported being more stressed, overworked, and less committed to the organization, and having a greater intention to quit. Importantly, these results held up even after controlling for general job satisfaction. Implications of these findings for theory and practice are discussed. V OLUNTEERS SERVE IN MANY public and nonprofit organizations: libraries, parks and recreation departments, social services, religious organizations, schools, public health and safety offices, community and economic development agencies, nursing facilities, emergency services, and the arts. Volunteers often fill administrative, consulting, leadership, or direct service roles. Recent Bureau of Labor statistics (2008) indicate that about 61.8 million people, or 26.4 percent of the U.S. population, volunteered through ConclusionsGiven the great extent of volunteerism in public, private, and nonprofit organizations, we set out to examine how employees perceive and are potentially affected by volunteers. Employee experiences

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Volunteer and Paid Staff Relationships

Cited by 49 publications

References 26 publications

Social workers and volunteers in Israel

Social workers and volunteers in Israel

The Volunteer Satisfaction Index: A Validation Study in the Chinese Cultural Context

Employee experiences with volunteers

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