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Relevant bibliographies by topics / Corporate volunteer programs

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Academic literature on the topic 'Corporate volunteer programs'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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Journal articles on the topic "Corporate volunteer programs"

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Costello, Joyce, Fabian Homberg, and Davide Secchi. "The Public Service Motivated Volunteer: Devoting Time or Effort?" Nonprofit and Voluntary Sector Quarterly 49, no. 5 (March 13, 2020): 989–1014. http://dx.doi.org/10.1177/0899764020911200.

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Non-profit organizations, corporate volunteer programs, and government workplace schemes are asking volunteers for their time and effort. But, with the changes in how people volunteer, such as episodic, micro, and cyber volunteering, those managing volunteers need to understand whether they should focus on encouraging volunteers to donate more time or effort. Using public service motivation to measure volunteer’s propensity to engage in volunteering, we compare three outcomes: time spent volunteering, frequency of volunteering, and volunteering intensity. In a sample of 411 volunteers, we find public service motivation is associated with more time spent volunteering, increased frequency, and higher levels of volunteering intensity. However, volunteering intensity explains the most variance. These findings suggest that how the individual perceives they exert volunteering intensity may be useful among public service motivated volunteers.

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Peterson, Dane K. "Recruitment Strategies for Encouraging Participation in Corporate Volunteer Programs." Journal of Business Ethics 49, no. 4 (February 2004): 371–86. http://dx.doi.org/10.1023/b:busi.0000020872.10513.f2.

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Peterson, Dane K. "Benefits of participation in corporate volunteer programs: employees' perceptions." Personnel Review 33, no. 6 (December 2004): 615–27. http://dx.doi.org/10.1108/00483480410561510.

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Gómez Santos, Pablo, and José Luis Fernández Fernández. "Brakes and barriers of Corporate Volunteering." CIRIEC-España, revista de economía pública, social y cooperativa, no. 90 (September 25, 2017): 253. http://dx.doi.org/10.7203/ciriec-e.90.9201.

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The objective of this research is to study which are the determinants for the participation of employees in Corporate Volunteer actions -hereafter CV- that can become barriers and brakes, and which ones can mean negative consequences for the company. Ignorance of managers for these programs, about which are those brakes and its relevance, may be behind the low participation fees that companies have in their Corporate Volunteering Programs.For this purpose, we conducted a qualitative empirical study to define a model, based on the motivations and determinants of employee participation in corporate volunteer programs. The methodology that we use in order to advance the understanding of this field is common in the dynamics of so-called Discussion Groups or Focus Group (FG). We believe that this methodological approach fits well with the research question and objectives that guide us in this work, since it will allow the reconstruction of real social situations and to capture the interaction between different discourses.We trust the fact the model proposed really allows advance in knowledge of Corporate Volunteer field, as literature suggested, and we offer a conceptual framework to managers in order to develop CV programs that allows mitigating potential risks and increasing employee participation effectively.

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Brzustewicz, Paweł, Iwona Escher, Jan Hermes, and Pauliina Ulkuniemi. "Value creation in company–NGO collaboration in corporate volunteering." Journal of Business & Industrial Marketing 36, no. 8 (January 13, 2021): 1504–19. http://dx.doi.org/10.1108/jbim-01-2020-0057.

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Purpose This paper aims to examine corporate volunteering as a form of social responsibility carried out by companies in relationships with non-governmental organizations (NGOs). Applying the value creation concept, the success of such relationships is based on value created between the focal company, its employees engaging in the volunteer work and the collaborating NGO actors representing the beneficiaries of the volunteer work. However, how to meaningfully engage employees and strategically manage company–NGO relationships in corporate volunteering has received less scholarly attention. The study hence asks the question: How is mutual value created in corporate volunteering collaborations between business organizations and NGOs? Design/methodology/approach Two qualitative case studies of company–NGO relationships involved in corporate volunteer programs for social benefit in Poland and Finland are analyzed. Findings Corporate volunteering offers value creation opportunities for each of the three actors in the relationships, namely, the company, the NGO and the employees who participate in the volunteer work. Particularly, employment and volunteering relationships appear to be catalysts for the creation of mutual value in the organizational relationship between a company and NGO. Originality/value The present study contributes to the current understanding of company–NGO relationships by emphasizing the role of individual employee volunteers in creating relationship-level value. The study adds also to existing research on corporate volunteering by identifying the way value is created in company–NGO relationships within corporate volunteering.

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Cao, Yinyin, Frits K. Pil, and Benn Lawson. "Signaling and social influence: the impact of corporate volunteer programs." Journal of Managerial Psychology 36, no. 2 (March 4, 2021): 183–96. http://dx.doi.org/10.1108/jmp-06-2020-0332.

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PurposeThis study aims to provide insight on how work–life initiatives impact employees. Using corporate volunteer programs as an example, the authors examine the role of coworker social influence in shaping the reactions of both employee participants and non-participants of the program. The paper further identifies several factors that may moderate these relationships.Design/methodology/approachThe authors surveyed employees before and after the implementation of a new corporate work–life initiative. 99 employees provided data pre and post. OLS regression and hierarchical linear modeling were used to test hypothesized relationships.FindingsEven in the context of low participation, work–life initiatives engendered positive organization-related perceptions among employees. These positive outcomes were due in part to coworkers' sharing of their volunteer experiences and were most prominent for employees in positions that afforded flexibility, and employees who reported close ties with coworkers.Practical implicationsThe study deepens our understanding of employee reactions to work–life programs and underlines the importance of these programs even when employee participation is low. The role of coworker influence as a determinant of employee reactions suggests there may be value in purposefully fostering participants' sharing of volunteer experiences in the workplace.Originality/valueThis study takes a unique approach to examining the role of coworker influence in shaping employee reactions to corporate initiatives.

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Cao, Yinyin, and Frits Pil. "Signaling and Social Influence: The Impact of Corporate Volunteer Programs." Academy of Management Proceedings 2020, no. 1 (August 2020): 12705. http://dx.doi.org/10.5465/ambpp.2020.12705abstract.

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Gladkikh, Valentina, Galina Gribkova, and Elena Ulyanova. "Corporate volunteering as a promising direction of social and cultural partnership: peculiarities, advantages and development prospects." Tambov University Review. Series: Humanities, no. 179 (2019): 113–20. http://dx.doi.org/10.20310/1810-0201-2019-24-179-113-120.

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We discuss the development peculiarities of corporate volunteering in Russia in the aspect of consideration of such forms as social and cultural partnership, cooperation. Corporate vo-lunteering is defined as the support and encouragement by an employer of employees engaged in community work on a pro bono basis. The system of encouragement of employees is characterized (paid leave, registration of creative business trips; use of the number of working hours in accordance with the approved regulations for participation in socially significant events; grant support). The main approaches to the development of corporate volunteering (integration, innovation) are characterized. We define the main directions of development of corporate volunteerism, in which a special role is given to the system of interaction of state structures and civil society (professional volunteering, micro-volunteering, social support programs, and participation in the development of projects for non-commercial organizations). Expert recommendations for companies on development and implementation of corporate volunteering programs are presented. The main stages of development of corporate volunteer programs (preparatory, pro bono promotion, development of the bank of social initiatives) are described. The programs of corporate volunteering of the largest companies that actively develop this direction in the territory of the Russian Federation and pursue the goals of popularization of socially significant volunteer activity are analyzed.

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Longenecker, Clinton O., Sam Beard, and Joseph A. Scazzero. "What about the workers? The workforce benefits of corporate volunteer programs." Development and Learning in Organizations: An International Journal 27, no. 1 (December 28, 2012): 9–12. http://dx.doi.org/10.1108/14777281311291213.

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Ulyanova, Elena. "Peculiarities of volunteer movement institutionalization in modern Russian society." Tambov University Review. Series: Humanities, no. 178 (2019): 85–92. http://dx.doi.org/10.20310/1810-0201-2019-24-178-85-92.

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We analyze the peculiarities of the process of institutionalization of the volunteer movement in Russia. The genesis of the concept of “institutionalization of the volunteer movement” as a mechanism of social and state interaction, support of volunteer initiatives for social efficiency of volunteer activity is considered. We characterize new types of volunteering (educational, corporate volunteering, family, volunteering in the media). The process of institutionalization of the volunteer movement is defined through the prism of the model of development of the social movement, which includes seven phases (latent, articulatory, organizational, ideological, quantita-tive, organizational, institutional). Volunteer movement is defined as mobile, with a clear organi-zational structure (formal and non-formal), uniting various social groups, transmitting the ideas of volunteerism as a response to the solution of acute social problems. We focuse on the institutional processes in the field of volunteer activities, pursuing the goals of the best volunteer social and cultural actions. The main institutional elements of volunteer movements (volunteer programs, volunteer actions, specialized congresses, forums, conferences, specialized networks of volunteer organizations; volunteer associations, unions, councils; funds for support and development of volunteering; volunteer information networks; state and municipal programs to support volunteer initiatives; legal support of volunteer activities) are highlighted. The perspective directions of the volunteer movement institutionalization in Russia are revealed.

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Dissertations / Theses on the topic "Corporate volunteer programs"

1

Teague, Don E. "The Impact of Charisma in Employee Volunteer Programs." Case Western Reserve University Doctor of Management / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=casedm1568731826883586.

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Ponder, Kevin. "Easing Stress by Helping Others| How Corporate Volunteer Programs Impact the Stress of Employees Within an Organization." Thesis, Southern Illinois University at Edwardsville, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10274343.

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This study examined the relationship between corporate social responsibility (CSR), job satisfaction, and stress. Specifically, job satisfaction was hypothesized to act as a mediator between CSR and stress. For the purpose of this study, corporate volunteerism was used as the specific type of CSR assessed. To complete this study, 178 participants were recruited from Amazon Mechanical Turk. Each participant filled out a satisfaction, stress, and volunteerism questionnaire. Support for the hypotheses was mixed. Volunteerism and stress did not have a significant relationship with each other, which meant that job satisfaction did not act as a mediator between the two. However, job satisfaction did have a significant, positive relationship with volunteerism. Job satisfaction and stress were also found to be positively related. Although some hypotheses were not supported, the findings of this study do provide valuable insight into the relationship between volunteerism, satisfaction, and stress. Important implications for practitioners are also discussed.

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Buck, Bronwen Suzanne. "Partnership principles and the stewardship potential of employer supported volunteer programs." Thesis, 2008. http://hdl.handle.net/10012/3775.

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An emphasis on citizen engagement, which has direct bearing on conservation and community organizations, is emerging within the corporate realm. Businesses are beginning to view local involvement as a strategic component of their corporate social responsibility mandates, suggesting that it provides win-win benefits in branding them as leaders in the field while advancing noteworthy causes. Concurrently, conservation groups are seeking to partner with corporations in an effort to diversify funding sources, accomplish much needed work and find creative methods for outreach to a “non- traditional” support base. This research explores employer supported volunteer initiatives, an emerging facet of corporate community engagement where businesses form alliances with community organizations to facilitate donation of staff time to carry out hands-on conservation activities. Using a literature review, a series of global case examples and data collected from key local (Ontario-based) conservation and corporate-based informants, this study assesses the challenges and opportunities associated with cross-sectoral collaboration while investigating the potential of employer supported volunteer programs to foster conservation stewardship. Respondents from both sectors face such challenges as finding or maintaining suitable contacts, organizing team volunteer opportunities with mutually beneficial outcomes and understanding each other’s frames of reference. Despite these hurdles, they also realize that employer supported volunteerism can raise awareness about stewardship and the importance of volunteerism in general, provide opportunities for enhanced collaboration and demonstrate leadership in the arena of corporate social responsibility. Collective experience from both sectors provides the basis to determine thirteen principles for effective partnerships. Accompanied by a set of best practices to forward conservation programs, these principles supply an essential “how to” guide for cross-sectoral partners to work together effectively. The implementation of these principles will assist in providing a stepping stone to tap more fully into the potential for joint partnership and even garner greater capacity for stewardship than could be achieved by civil society or corporate players alone.

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Přibylová, Lucie. "Motivace zaměstnanců k firemnímu dobrovolnictví." Master's thesis, 2020. http://www.nusl.cz/ntk/nusl-414990.

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This diploma thesis deals with employees' motivation to participate in corporate volunteering, which is an integral part of civil society and each company's corporate social responsibility. Corporate volunteering is on the rise, but not every company perceives it with all the aspects that it could bring to it, its employees and society. I put into the context not only corporate volunteering, but also employee / volunteer motivation. In the research I found out the main and most frequent motivation of employees of three selected companies to participate in corporate volunteering, which I then compared with each other. Thanks to the research, I suggested to companies how they could improve corporate volunteering programs for their employees so the employees have more interest and credibility. Recommendations can be an inspiration for other companies that would like to start with corporate volunteering or promote it more in their company.

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Santos, Milene Gonçalves dos. "A relação entre a responsabilidade social e o envolvimento no trabalho: explorando o papel do significado do trabalho e da participação em programas de voluntariado empresarial." Master's thesis, 2015. http://hdl.handle.net/10071/10497.

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Recorrer a práticas de Responsabilidade Social Organizacional (RSO) é cada vez mais uma prática comum por parte das organizações e um dos temas de pesquisa em crescente evolução no campo académico. Contudo, vários estudos apontam que a investigação direcionada para relação entre a RSO e as atitudes dos colaboradores é escassa. Tendo em conta os novos paradigmas da investigação, pretende-se primeiramente analisar a relação entre a Perceção de RSO e o Envolvimento no Trabalho. Seguidamente explorar, por um lado, o papel da influência da participação dos colaboradores em Programas de Voluntariado Empresarial (PVE) e, por outro, o papel do Significado do Trabalho nessa relação. Com o intuito de explorar este modelo, foi dirigido um inquérito (papel e online) a 219 colaboradores de três empresas com PVE no sector da Indústria e Serviços. Os resultados demonstraram que a perceção de práticas de RSO nas dimensões Trabalhadores e Comunidade e Ambiente se encontram positivamente associadas ao Envolvimento no Trabalho. Verificou-se também que a condição de participação em PVE condiciona apenas a relação entre a perceção RSO Comunidade e Ambiente e o Significado do Trabalho. Assim, o incentivo por parte das empresas nestas práticas e, consequente participação dos seus funcionários, terá consequências positivas para a comunidade envolvente e com repercussões tanto para os colaboradores como para as próprias instituições. O estudo permite reforçar a importância da perceção das práticas de RSO adotadas, expandindo simultaneamente a investigação ao nível do impacto do Significado do Trabalho e da participação em PVE.
Corporate Social Responsibility (CSR) practices are becoming increasingly common for organizations and a research topic in the academic investigation. However, many studies show that research concerning the relationship between CSR and employee attitudes is limited. Given the new paradigms in research, the present study is primarily intended to analyze the relationship between CSR perception and Work Engagement. Then, both the influence of employee participation in Corporate Volunteer Programs (CVP) and the role of Work Meaningfulness in that relation are to be explored. In order to explore this model of research, a survey was conducted (on paper-and-pencil and online) with 219 employees from three companies with CVP in the Industry and Services sector. The results show that the perception of CSR practices in the Workers and Community and Environment dimensions are positively associated with Work Engagement. It was also clear that the CVP Participation only determines the relationship between the perception of CSR Community and Environment and Meaningfulness. Thus, the companies’ incentives in these practices and, consequently the participation of its employees, will have positive consequences for the surrounding community with repercussions for employees and institutions themselves. This study allows to reinforce the importance of CSR practices perception, while expanding research on the impact of Meaningfulness and CVP participation.

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Santos, Liliana Sofia Leal Malacute dos. "Voluntariado empresarial: motivações dos empregados em participar nos programas de voluntariado empresarial." Master's thesis, 2013. http://hdl.handle.net/10071/7627.

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O propósito da presente dissertação consiste em estudar quais os motivos que influenciam os empregados de uma empresa a participar em atividades de voluntariado no contexto empresarial. Estes motivos são estudados com base num Modelo de Análise adaptado de Omoto e Snyder (1995 e 2002) que estuda o voluntariado no Quadro dos Programas de Voluntariado Empresarial (PVE). O modelo considera três etapas do processo de voluntariado (antecedentes, experiências e consequências) e dois níveis de análise (individual e organizacional). A pesquisa empírica incidiu sobre uma amostra de 74 empregados de uma empresa multinacional do setor da Restauração e Hotelaria. O presente estudo pretende analisar as perceções dos empregados acerca dos motivos, dos benefícios, dos efeitos dos incentivos dados pela empresa para apoiar o voluntariado, assim como o nível de satisfação que os empregados retiram da sua participação em PVE. Adicionalmente, e como a empresa tem empregados a desempenharem funções nos serviços centrais e nas unidades de venda, foi explorado se o local de trabalho teria influência sobre as perceções dos empregados. Os resultados sugerem que o local de trabalho não influencia significativamente as perceções dos empregados. Os resultados são consistentes com os de estudos empíricos anteriores e permitem concluir que os motivos que mobilizam a participação dos empregados em PVE são as caraterísticas individuais de personalidade, as motivações ligadas à aquisição de conhecimento e ao desenvolvimento pessoal, mas também motivos de caráter organizacional, nomeadamente nas vertentes do apoio fornecido pela empresa, o desenvolvimento profissional, a preocupação com a comunidade e a estima social.
The purpose of this dissertation is to study the motives that influence a company's employees to participate in volunteer activities in a business context. These reasons are studied based on Analysis Model adapted from Omoto and Snyder (1995 and 2002). This model considers three stages of the volunteer process (antecedents, experience and consequences) and two levels of analysis (individual and organizational). The empirical research focused on a sample of 74 employees of a multinational company. The present study aims to analyze the perceptions of employees about the reasons, benefits, and the effects of the incentives given by the company to support volunteering, as well as the level of satisfaction those employees from participating in Corporate Volunteer Programs (CVP). Additionally, as the company under study has employees perform duties at headquarters and units for sale, was explored whether the workplace would influence the perceptions of employees. The results suggest that the workplace does not significantly influence the perceptions of employees. The results are consistent with those of previous empirical studies and support the conclusion of the analysis model and allow us to conclude that the reasons that mobilize the participation of employees in CVP are the individual personality characteristics, motivations related to the acquisition of knowledge and personal development but also organizational reasons of character, particularly in the areas of support provided by the company, professional development, concern for community and social esteem.

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Books on the topic "Corporate volunteer programs"

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Board, Conference, ed. Corporate volunteer programs: Benefits to business. New York, NY: Conference Board, 1993.

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Wild, Cathleen. Corporate volunteer programs: Benefits to business. New York, NY: Conference Board, 1993.

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Foundation, Points of Light. Developing a Corporate Volunteer Program: Guidelines for Success. Volunteer Readership, 1992.

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The Corporate Volunteer Program As a Strategic Resource: The Link Grows Stronger. Points of Light Foundation, 2000.

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Foundation, Points of Light, and Melane Kinney Hoffmann. Building Value: The Corporate Volunteer Program as a Strategic Resource for Businesses. Points of Light Foundation, 1999.

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Book chapters on the topic "Corporate volunteer programs"

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Lee, Louise. "Employee Volunteer Programmes." In Encyclopedia of Corporate Social Responsibility, 932–37. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-28036-8_435.

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"Volunteer Programs in the Corporate World." In Using Industrial-Organizational Psychology for the Greater Good, 150–87. Routledge, 2013. http://dx.doi.org/10.4324/9780203069264-14.

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Clevenger, Morgan R., and Cynthia J. MacGregor. "The Role of Corporate and Foundation Relations Development Officers (CFRs)." In Facilitating Higher Education Growth through Fundraising and Philanthropy, 256–93. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9664-8.ch011.

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Corporate and foundation relations development officers (CFRs) play a vital role in philanthropy and resource development within higher education. Specifically, these leaders focus time building relationships with individuals who represent corporations and foundations that are able contribute to the needs and programs of an academic institution (Clevenger, 2014; Hunt, 2012; Sanzone, 2000; Saul, 2011; Walton & Gasman, 2008). CFRs must be intimately familiar with their own institution, organizational priorities, and key leaders to be able to create and orchestrate touch-points, engagement and volunteer opportunities, and mutually beneficial inter-organizational partnerships. CFRs manage a complex intersection of internal constituents' programs and interests while simultaneously trying to meet aggressive signature philanthropic platforms for companies or foundation programmatic initiatives.

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Clevenger, Morgan R. "Equipping Higher Education Leaders to Manage Corporate Interests." In Advances in Higher Education and Professional Development, 179–96. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-2177-9.ch013.

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Higher education continues to face resource challenges; therefore, creating win-win, long-term relationships of all kinds is of high importance. While it is the primary function of the development or advancement office to raise funds, other leaders—such as presidents, board members, provosts, deans, community and government relations officers, corporate and foundation relations officers, and key volunteers—must spend time building relationships with individuals and other organizations' leaders (e.g., corporations, foundations, governments, and community initiatives) who can contribute to the needs and programs of the institution.

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Siano, Alfonso, Mario Siglioccolo, Carmela Tuccillo, and Francesca Conte. "The Relationships between Cultural Institutions and Companies." In Handbook of Research on Management of Cultural Products, 126–50. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5007-7.ch007.

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This chapter investigates the possible relationships between cultural institutions (museums, theatres, libraries etc.) and companies, which have been increasingly occurring in the last years. While cultural institutions have been progressively needing to acquire financial resources and managerial skills to survive and valorise their activities, at the same time companies are trying new ways to differentiate their image, by means of associating it with the cultural sector. The adoption of a descriptive-normative approach enables the identification of many kinds of collaboration (patronage and corporate philanthropy, volunteer program and payroll giving, cause related marketing, cultural sponsorship, co-branding, licensing and merchandising, electronic relationships, and finally, partnership), distinguished according to the intensity and duration over time. For each relationship, mutual benefits and disadvantages are described in detail, even with the support of real case studies. This joint consideration of the various possible relationships aims to provide an overall view of the issue considered, which differentiates this contribution from the literature so far produced.

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