Motivations and management factors of volunteer work in nonprofit organisations: a literature review

The objective of this paper is to review and discuss the literature about volunteers’ motivations to donate their time to NPOs and the management factors that can influence volunteer work. Firstly, the paper illustrates and compares the different types of motivation followed by a presentation of a typology that organises the volunteers’ motivations into four types: (i) altruism, (ii) belonging, (iii) ego and social recognition and (iv) development and learning. Secondly we discuss the key management factors in volunteering: recruitment, training and rewarding. Finally, we present four gaps in the literature that justify the scope for further research: (i) omission of differences between motivations related to volunteers’ "Attraction" versus "Retention"; (ii) focus of the research on the USA, UK and Australia context; (iii) absence of comparative analyses that relate motivations by NPO types and (iv) comprehension of how management factors (recruitment, training and rewarding) influence volunteers’ satisfaction and retention.

Innovation through virtual communities of practice: motivations and constraints in the knowledge-creation process

This paper appears in International Journal of Projectics. Vol 4(1), pp. 39-49

Motivations to participate in international trade fairs: the Portuguese experience

Motivations/barriers to participate in ITF

From Customer to Stakeholder Management: Quality Managers perceptions of Sustainability and Social Responsibility concepts, motivations and impacts

57Th EOQ Congress, Quality Renaissance - Co-creating a Viable Future"

The Context Influence in Volunteers Motivations

Volunteers working in different areas or different NPO (Non-profit Organisations) are significantly different according to several variables, namely in terms of motivation, satisfaction and permanence. Thus, the main goal of this research is to understand volunteers’ motivations and the influence of the context on it. Additionally, demographic variables might have an important impact on volunteers’ activities, be an important predictor of volunteering and, at the same time, influence their time commitment. In this paper we present data from twelve different NPO - 10 hospitals and 2 food banks. The model of data collection was a survey conducted by self-administered questionnaire. The results showed significant differences between the volunteers’ belonging to the two organisations and their motivations, confirming that volunteer’ motivations differ according the type/nature of organisation; this is particularly important because the field in which one works is influenced by a self-evident affinity with shared ideologies, religious convictions, and collective identities. These results present important outcomes that should be reflected in the way organisations act. Keywords: Volunteering; Occasional and permanent volunteers; Motivations; Non-profit organisations.

Visitor behaviours and visitor effects: a case study on the white-crowned mangabey (cercocebus atys lunulatus) of ZSL London Zoo

Tese de mestrado em Antropologia, especialização natureza e conservação

A conceptual model of a brand's presence on Facebook aligned with teenagers' motivations and marketing strategies

A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics

O perfil e as motivações do visitante gastronómico e do enoturista de Guimarães

Dissertação de mestrado em Geografia (área de especialização em Planeamento e Gestão do Território)

Cost of Illness and Contingent Valuation : Controlling for the Motivations of Expressed Preferences in an Attempt to Avoid Double-Counting

This paper addresses the issue of double counting of health impacts in the context of cost of illness valuation. Double counting occurs when estimates are jointly used, which rely on valuation techniques that overlap. As a solution, we propose to limit the scope of each of the valuation method to a specific range of impacts. In order to limit the contingentvaluation method to the exclusive valuation of intangible costs, we propose a three steps approach : (1) leave the respondents free to valuate the consequences which matter to them, (2) elicit respondent's motivations, (3) control for the influence motivations have on elicited values. This procedure was applied in a Swiss contingent-valuation. An econometric treatment was applied in order to limit the scope of the estimates of the contingent valuation method to intangibles,therefore the possibility to a combination of methods with the risk of double-counting and underestimating costs being kept to a minimum.

Le service public au XXIème siècle : identités et motivations au sein de l'après-fonctionnariat

Les multiples réformes qui ont touché les administrations publiques ont profondément transformé l'environnement de travail des employés, les projetant dans une ère nouvelle appelée ici "l'après-fonctionnariat". Ils font actuellement face à de nouvelles conditions d'emploi et manières de travailler ayant pour objectif de rendre le service public davantage performant. Avec quels impacts sur leurs identités et leurs motivations au travail ? Voici les résultats d'une recherche réalisée en Suisse.

La diversité des motivations des employés publics : recherche exploratoire dans un contexte post-bureaucratique en Suisse

Durant les dernières décennies, la recherche portant sur la motivation des fonctionnaires a été dominée par deux courants théoriques : l'approche dite des choix rationnels, et celle portant sur la motivation au service public. Dans l'environnement post-bureaucratique actuel, cette vision simplifiée, qui reflète aussi dans une certaine mesure la dichotomie « public-privé », ne reflète plus de manière adéquate la complexité et l'hétérogénéité des motivations des agents publics. Basée sur des données empiriques qualitatives et quantitatives, une typologie originale des motivations dans l'univers post-bureaucratique est développée et testée dans plusieurs organisations publiques suisses. Elle révèle des facteurs de motivations qui combinent de manière originale des éléments classiques de la bureaucratie avec d'autres sources de motivation caractéristiques de formes modernes d'administration publique.