Nonmonetary Rewards for Skilled Volunteer Labor: A Look at Crisis Intervention Volunteers

Abstract

The unpaid labor of volunteers requires an explanation for its motivation. Three theories of volunteer reward are examined: leisure, investment, and a perceived link between volunteer behavior and subsequent outcomes. Volunteers at a crisis intervention center were surveyed, and a set of patterns of volunteer motivation was identified. Implications are drawn for volunteer-employing organizations and public policy.Volunteer labor represents an important resource in the American economy. Although data are scarce, estimates by Weisbrod (1982) suggest that the amount of volunteer time given in 1973 was equal in hours to roughly 20 percent of the paid employment in nonprofit organizations. Clotfelter (1985) estimates that the value of time devoted to volunteer activities is probably as large as the aggregate level of monetary giving to not-forprofit causes. While much volunteer work requires little in the way of specialized skills, some volunteer positions require extensive training and can carry with them levels of stress and responsibility typical of remunerative jobs. Agencies that invest in developing volunteers' skills face obvious costs when turnover rates within the volunteer pool are high. Such agencies must depend on nonmonetary rewards to retain members of their volunteer work force. This paper uses a small but rich data set to explore the unpaid labor supply behavior of one group of highly trained volunteers. The data have been extracted from a survey designed to detect possible motives for volunteering, such as leisure value from socializing and investment in valuable skills (&dquo;human capital&dquo;). Our research questions deal with the hypothesis that volunteer time is analogous to monetary giving and that it is motivated principally by a desire to see some worthwhile activity undertaken. If this hypothesis is correct, a rational volunteer should prefer to support a given activity with the combination of time and money that is least costly to the volunteer. For example, if an activity can be

Performance and Commitment

“…She further indicated that these rewards have a deeper meaning which is greater than the value of the prize itself and that award programs create a positive attitude, bond volunteers with the organization, and build commitment. Similarly Brown and Zahrly (1989) referred to the nonmonetary aspects of volunteer work at a crisis and suicide prevention center (see also Vineyard, 1994). Zischka and Jones (1987), based'on a study of volunteer ombudsmen, found that careful orientation to decrease anxiety and role ambiguity is important in increasing tenure and productivity of volunteers.…”

Participation in formal and informal volunteering: Implications for volunteer recruitment

“…Provided that economic behavior involves calculation of benefits and costs, a utility-maximizing individual would not normally choose to participate in volunteering because costs of participation generally outweigh benefits. However, literature suggests various explanations regarding why rational individuals donate their time, such as "warm glow" (Andreoni, 1990) and "locus of control" (Brown and Zahrly, 1989). Alternatively, Putnam (2000) argues that the web of social relationships and institutions allows dilemmas of collective action to be resolved by facilitating coordination and communication.…”

The role of social anxiety in volunteering

“…Although many people favor volunteer work as it carries with it other social and personal benefits (Brown & Zahrly, 1989), people high on social anxiety may see the need to face a new situation and new people too costly and will favor donating money. Clearly, people who are busy and have other responsibilities will also prefer donating money; however, as volunteering is often perceived as a leisure activity, it is likely to attract individuals at the expense of leisure activities and not at the expense of work or school (Handy et al, 2000;Henderson, 1983).…”