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首页> 外文期刊>Qualitative research journal >Volunteering: what drives and retains it? An analysis of motivational needs together with organizational policies and practices
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Volunteering: what drives and retains it? An analysis of motivational needs together with organizational policies and practices

机译：志愿者：什么驱动器和保留它？ 与组织政策和实践一起分析励志需求

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Purpose - Drawing on expectancy theory, this research explores how and when volunteers' motivational drives for volunteering relate to organizational policies and practices. The paper analyses four areas of motivational association - affiliation, beliefs, career development and egoistic motives - together with organizational human resource (HR) policies and practices. Design/methodology/approach - The study used a qualitative approach and through 17 interviews of the volunteer managers associated with 13 non-profit organizations (NPOs) examined that how through HR policies and practices, an NPO efficiently taps motivational drives of volunteers and maintains their spirit of volunteering. Findings - The findings of the study indicated that the same behaviour may serve different functions for different individuals. Most of the motivational drives need to be tapped with specific tasks and events to become a source of fulfilment for volunteers, this plays a vital role in their decisions to continue volunteering. NPOs' HR practices without volunteers' motivation cannot serve any purpose. In the same vein, volunteers' motivation cannot sustain for a longer period if it is not properly linked with organizational HR practices. Research limitations/implications - The research findings may lack generalizability because of the selected research approach. Originality/value - A great part of existing research, not previously captured in literature, is focussed on the assessment of the motivational underpinnings with respect to HR policies and practices.
机译：目的 - 绘制预期理论，这项研究探讨了志愿者如何以及志愿者的激励驱动器与组织政策和实践有关。本文分析了四个励志协会领域 - 隶属关系，信仰，职业发展和自我动机 - 以及组织人力资源（HR）政策和实践。设计/方法/方法 - 该研究使用了定性方法，并通过与13个非营利组织（NPO）相关的志愿者经理访谈审查了如何通过人力资源政策和实践，NPO有效地关除志愿者的激励驱动，并保持其志愿者的精神。结果 - 研究结果表明，相同的行为可能为不同的人提供不同的功能。大多数动机驱动器需要用特定的任务和事件进行挖掘，成为志愿者的履行源，这在他们的决定中起着至关重要的作用，以继续志愿服务。没有志愿者动机的NPO的人力资源实践不能提供任何目的。在同样的静脉中，如果没有与组织人力资源实践合理地联系起来，志愿者的动机不能维持更长的时间。研究限制/含义 - 由于所选的研究方法，研究结果可能缺乏普遍性。原创性/价值 - 现有研究的一部分，以前未在文学中捕获，专注于评估关于人权资源政策和实践的激励内限。

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