Volunteer motivation and attendance decisions: competitive theory testing in multiple samples from a homeless shelter

Article Abstract:

The process underlying participation in episodic volunteer work is conceptualized as a form of attendance motivation. A decision-making theory of attendance motivation is expanded for the voluntarism context, then competitively tested against nested theories: the theory of planned behavior (I. Ajzen, 1991), the theory of reasoned action (M. Fishbein, 1980), and a benchmark theory emphasizing the subjective expected utility of anticipated rewards. Tests are conducted in a field study (n=53) predicting the motivation and attendance of male volunteers scheduled to work roughly 1 night per month at a homeless shelter. One panel (n=53) and 2 cross-sectional (n=51; n=53) replications of the field study are also described. Results are consistent across time and samples in their support of the expanded theory primarily because it includes a moral obligation component. (Reprinted by permission of the publisher.)

Volunteerism, Motivation (Psychology)

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Organizational Citizenship Behavior: Its Nature and Antecedents

Article Abstract:

The performance category, citizenship behavior, does not particularly lend itself to explanation. The influences affecting role conformity, and high production are different from those affecting citizenship behavior. More than four hundred workers and managers from sixty departments of two banks were asked to expound on possible predictors of citizenship behavior. Two levels were found to relate to citizenship behavior, specific help, and impersonal forms of conscientious behavior. Rural background was directly related to citizenship behavior. Environmental factors were considered in this study of citizenship behavior. Tables of factor analysis data are included.

Management, Citizenship, Behaviorism (Psychology), Behaviorism

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The Effects of Person and Job Stereotypes on Two Personnel Decisions

Article Abstract:

Two studies were created to figure the impact of incumbent age on personnel selection. Stereotyped older and younger jobs were considered. In one study, managers made award suggestions and overall evaluations for about twenty workers in three jobs. In the other study, promotion choices were made for the same number of workers and jobs. Job and pattern interaction were meaningful in both studies. Where age performance patterns do not match the stereotype of the job, workers had lower ratings. Tables of variance data are included. Graphs of job and age pattern data are included.

Vocational guidance, Stereotype (Psychology), Stereotypes (Psychology)

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