When motivation is not enough: Effects of prosociality and organizational socialization in volunteers’ intention to continue volunteering

Livi, Stefano; Cristofaro, Valeria De; Theodorou, Annalisa; Rullo, Marika; Piccioli, Valerio; Pozzi, Maura

doi:10.1002/casp.2446

Cited by 19 publications

(9 citation statements)

References 42 publications

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“…A broad literature on volunteering exists exploring motivations, recruitment, and retention issues or aspects of these (Haski-Leventhal and Cnaan 2009, Hong et al 2009, Hustinx et al 2010, Livi et al 2020. We do not replicate that here, however note that the adaptiveness of volunteer organizations to changing circumstances has received limited attention in this literature.…”

Section: Introductionmentioning

confidence: 62%

Wildfire volunteering and community disaster resilience in New Zealand: institutional change in a dynamic rural social-ecological setting

Grant¹,

Langer²

2021

E&S

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Wildfire is a major environmental hazard, yet the social and institutional aspects of wildfire risk management have received limited attention in the literature. Considering future climate change, changing demographics, and the increased demands on fire services more generally, there is an urgent need to better understand the significance of volunteers in emergency management.Volunteering brings together community actors and formal institutions in responding to natural hazards including wildfires. In this paper, we use systemic co-inquiry with volunteer leaders to better understand how to integrate formal and informal volunteers by addressing how resilience is being enacted and what opportunities exist for building community resilience. We examine practices of transitioning from past norms of volunteering to create new institutions for supporting community resilience to wildfires. Findings demonstrate the need for the emergency management sector to promote community resilience through the support of informal volunteers and move beyond traditional representations of rural fire brigade volunteers' roles as firefighters. Vulnerabilities at different organizational scales, community, brigade, and regional, limit existing arrangements for wildfire volunteering, and highlight the need to adapt to changing contexts. Opportunities for building community resilience are identified, including supporting non-firefighting roles for brigade volunteers; aligning with spontaneous volunteers for enhancing rural community disaster preparedness; and outreach to support preparedness activities in isolated and remote communities. Building on the direct experiences of our participants, we articulate the importance of institutional reflexivity involving localized reflection on volunteer organization as a vehicle for change toward more resilient wildfire futures.

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Section: Introductionmentioning

confidence: 62%

Wildfire volunteering and community disaster resilience in New Zealand: institutional change in a dynamic rural social-ecological setting

Grant¹,

Langer²

2021

E&S

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“…Peruvians find themselves isolated, which may be the result of failing to be invited to engage in community participation, and may also confirm the perception of social unrecognition. This may reduce opportunities for participation, given that socialization is important for promoting the intention to engage (Livi et al, 2019), and the quantity and quality of informal networks contribute to immigrant social participation (Qvist, 2018). However, the desire to advocate for one's own community and to build relationships may inspire participation as well (Alfieri, Marzana, & Cipresso, 2019;.…”

Section: Discussionmentioning

confidence: 99%

Psychological and Structural Barriers to Immigrant Community Participation: The Experience of Peruvians in Santiago de Chile

Damia

Marzana

Alfieri

et al. 2020

American J of Comm Psychol

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Community participation of immigrants is a pillar for the promotion of social justice. Psychological and structural barriers to community participation of immigrants must be detected. Barriers can be related to historical and transnational connections of immigrants. Barriers can be related to the difficulties of continuing with a community-based organization. Barriers can be related to the psychological empowerment of immigrants.

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“…Studies have also emphasized the role of specific stakeholders during the organizational socialization phase, such as managers (Ellis et al, 2017), insiders and organizational support (Mornata and Cassar, 2018), and have also investigated the tactics of newcomers (Ellis et al, 2017;Nasr et al, 2019). Some recent research has been done on "unconventional" employment situations, investigating notably the socialization of volunteers (Livi et al, 2020) and those of recent immigrant newcomers (Malik and Manroop, 2017). In the specific area of customers, the concept of organizational socialization has been used since the 90s (Kelley et al, 1992).…”

Section: Partial Employees' Psychological Contractsmentioning

confidence: 99%

Scan it, buy it, pay it – customers' psychological contracts as partial employees in retail

Audrin

Audrin²

2022

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PurposeSelf-service technologies (SST) have become more and more pervasive in retail to facilitate autonomous checkout. In this context, customers play an active role and, as such, can be considered as “partial employees.” Partial employees have to perform a wide range of tasks, get rewarded for their work and need to understand the terms of the exchange, all without being subject to a formalized contract. In this research, the authors suggest that partial employees go through a process of organizational socialization that allows them to define the psychological contract they hold with the organization.Design/methodology/approachIn order to investigate the psychological contracts of partial employees, 324 Canadian customers using SST completed an online questionnaire, in which their SST use, psychological contract fulfillment and organizational socialization were measured.FindingsDescriptive analyses highlight that customers as partial employees build a psychological contract with their most frequent retailer, as they perceive not only retailer inducements but also their own contributions. Multiple linear regressions suggest that organizational socialization favors psychological contract fulfillment, but that specific dimensions of organizational socialization are important for employer inducements vs. employee contributions. Moreover, results suggest that the frequency of use of SST as well as the patronage positively predicts psychological contract fulfillment.Originality/valueThis research investigates a specific situation of unconventional employment – that of customers as partial employees with organizations. It contributes to the literature on the psychological contract by broadening its application to new relations and to the literature on customer management by reemphasizing the relevance of the psychological contract in this domain.

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When motivation is not enough: Effects of prosociality and organizational socialization in volunteers’ intention to continue volunteering

Cited by 19 publications

References 42 publications

Wildfire volunteering and community disaster resilience in New Zealand: institutional change in a dynamic rural social-ecological setting

Wildfire volunteering and community disaster resilience in New Zealand: institutional change in a dynamic rural social-ecological setting

Psychological and Structural Barriers to Immigrant Community Participation: The Experience of Peruvians in Santiago de Chile

Scan it, buy it, pay it – customers' psychological contracts as partial employees in retail

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