Employee Volunteering Meaningfulness and Organizational Citizenship Behavior: Exploring the Effects of Organizational Support, Pride, and Trust

Im, Seunghee; Chung, Yang Woon

doi:10.3390/su10124835

Cited by 18 publications

(16 citation statements)

References 70 publications

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“…On the other hand, it is possible that the balance between life and work may affect outcomes such as satisfaction, and this variable would influence younger people more than late adults and older people [56]. In the same vein, other variables could be included in future studies, due to the preliminary evidence that suggest its relevance, as emotional intelligence [57], communication practices [58], organizational pride and trust [59], volunteer management practices [60], among others.…”

Section: Discussionmentioning

confidence: 99%

Motivations for Volunteerism, Satisfaction, and Emotional Exhaustion: The Moderating Effect of Volunteers’ Age

2019

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This investigation aims to explore the moderating role of volunteers’ age in the relation between motivations for volunteering and, respectively, satisfaction with volunteerism and emotional exhaustion. A longitudinal study was conducted with a sample of 241 Spanish healthcare volunteers. Results show that volunteers’ age moderates the relations between social motivations and satisfaction, and social motivations and volunteers’ emotional exhaustion, and also between growth motivations and satisfaction, and volunteers’ emotional exhaustion. The relationships between security motivations and satisfaction and emotional exhaustion are not moderated by age. Our findings underline that, for younger volunteers, satisfaction decreases when social motives are high, rather than low, and, in the opposite, emotional exhaustion increases when growth motives are high, rather than low. For older volunteers, instead, the only significant effect concern satisfaction, which is higher when social motives are high, rather than low.

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Section: Discussionmentioning

confidence: 99%

Motivations for Volunteerism, Satisfaction, and Emotional Exhaustion: The Moderating Effect of Volunteers’ Age

2019

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“…Therefore, when designing EV activities, employers need to consider employees' intrinsic (social-oriented) and extrinsic (career-oriented) motivations. Halley (1999) and Lukka (2000) found that employee-led activities will satisfy employees' intrinsic motives, while employer-initiated activities will attract employees with extrinsic motives. Table 3 summarizes the types of EV activities as suggested by Halley (1999) in Lukka (2000).…”

Section: Types Of Employee Volunteering Activitiesmentioning

confidence: 99%

“…Halley (1999) and Lukka (2000) found that employee-led activities will satisfy employees' intrinsic motives, while employer-initiated activities will attract employees with extrinsic motives. Table 3 summarizes the types of EV activities as suggested by Halley (1999) in Lukka (2000). Several studies have shown interesting findings on the impacts of the above categories of EV activities.…”

Section: Types Of Employee Volunteering Activitiesmentioning

confidence: 99%

Employee Volunteering

Bhinekawati

Daryanto

Indradjaja

et al. 2020

The Palgrave Handbook of Corporate Social Responsibility

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“…The third possible reason is that most of the enterprises we surveyed were non-green and had not formulated specific environmental protection systems and policies. In terms of the implementation of environmental protection behaviors, a lack of strong organizational support will also lead to the failure of employees with strong PICP-L to show more ECB [57][58][59][60].…”

Section: Discussionmentioning

confidence: 99%

How to Motivate Employees’ Environmental Citizenship Behavior through Perceived Interpersonal Circle Power? A New Perspective from Chinese Circle Culture

Gan

et al. 2019

Sustainability

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Employees’ spontaneous environmental citizenship behavior (ECB) is a key factor in facilitating the low-carbon transition of enterprises. However, little research has focused on the impact of interpersonal interactions on ECB. To explore how ECB is affected by special interpersonal circles in Chinese organizations, we propose a new concept: perceived interpersonal circle power (PICP). From the two dimensions of PICP, leader-oriented perceived interpersonal circle power (PICP-L) and colleague-oriented perceived interpersonal circle power (PICP-C), we establish a mechanism model to explore the effect of PICP on ECB. A structural equation model was used to test our hypotheses through 332 questionnaires, and the results show that PICP-L and PICP-C differ significantly in the directions and strengths of their effects on ECB. PICP-C has a direct positive driving effect on environmental engagement behavior (EEB) and environmental helping behavior (EHB). High PICP-C can also encourage EEB via affective organizational commitment (AOC). Conversely, PICP-L has no significant effect on EEB. More unexpectedly, PICP-L has a significant negative influence on EHB. This study provides a new direction for future theoretical research on ECB, as well as a new opportunity for policy-making and enterprise management practices to promote employees’ ECB.

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Employee Volunteering Meaningfulness and Organizational Citizenship Behavior: Exploring the Effects of Organizational Support, Pride, and Trust

Cited by 18 publications

References 70 publications

Motivations for Volunteerism, Satisfaction, and Emotional Exhaustion: The Moderating Effect of Volunteers’ Age

Motivations for Volunteerism, Satisfaction, and Emotional Exhaustion: The Moderating Effect of Volunteers’ Age

Employee Volunteering

How to Motivate Employees’ Environmental Citizenship Behavior through Perceived Interpersonal Circle Power? A New Perspective from Chinese Circle Culture

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