Volunteer Reliability in Nonprofit Organizations: A Theoretical Model

Abstract

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Stereotypes of volunteers and nonprofit organizations' professionalization: A two‐study article

“…Our study has furthermore shown that in the specific case of stereotypes, the NPOs' professionalization scale highlighted some organizational conditions of volunteers' negative stereotyping (i.e., considering volunteers to be cold). More generally, the professionalization scale could help scholars to better understand perceptions of NPOs' professionalization and potentially its consequences for reliability (Vantilborgh & Van Puyvelde, 2017), turnover intentions (Ferreira et al, 2015) and the like, among volunteers and paid employees. In particular, future research should investigate how to buffer the negative consequences of professionalization, while maintaining the emphasis on its positive influences (Vantilborgh et al, 2011).…”

“…In doing so, we are making a significant contribution to the literature on social perceptions of volunteering (Ho & O'Donohoe, 2014). We are also responding to the call of authors such as Vantilborgh et al (2011), Vantilborgh and Van Puyvelde (2017), and Alfes, Antunes, and Shantz (2017) for research exploring the consequences of NPOs' professionalization. In addition, we use a quantitative measure of professionalization that can be helpful to the nonprofit research community.…”

“Eyes for eyes, teeth for teeth”: positive and negative reciprocity in NPOs

“…Yet, using again indications from SET, positive relationships among members of an organization will make individuals more inclined to remain in organizations (Yang et al , 2011). This situation is particularly true for those organizations where there is a need for strong commitment (Clary et al , 1998; Omoto and Snyder, 1995) and intense and reciprocal social relations, as those using volunteers (Vantilborgh and Van Puyvelde, 2018; Webb et al , 2000; Wilson, 2000). Moreover, if the norm of positive reciprocity is widespread within the organization, volunteers and managers will be more inclined to feel social integration and a sense of belonging (Molm et al , 2007), so increasing their intention to stay within the organization (Mitchell et al , 2001).…”

Pengaruh Organizational Constraints dan Kepribadian Terhadap Work Engagement Pada Relawan

“…Relawan yang engaged dengan perannya akan merasakan kepuasan atas pengalamannya dan rendahnya intensi untuk meninggalkan organisasi (Huynh, Xanthopoulou, & Winefield, 2014). Sedangkan relawan yang memiliki work engagement rendah atau disengagement juga menyebabkan dampak negatif bagi organisasi non-profit diantaranya organisasi non-profit akan mengalami gangguan dalam mencapai misinya (Vantilborgh & Puyvelde , 2017), menunjukkan perilaku kontraproduktif seperti tidak bertanggung jawab dengan pekerjaan, melakukan pekerjaan dengan jumlah minimum, kualitas pekerjaan yang buruk, melakukan pencurian, konflik dengan partner kerjanya (Myers, 2014). Relawan yang disengaged dengan pekerjaannya akan meninggalkan organisasi dan menyebabkan ketidakefisienan dalam organisasi.…”