Inhibitions and implications associated with celebrity participation in social marketing programs focusing on HIV prevention: an exploratory research

This paper discusses celebrity participation in social marketing programs focusing on public health, especially on HIV programs. The research identifies the inhibitions of celebrity people and implications that this involvement may have upon their lives. The paper analysis data from in-depth interviews made to twenty-seven Portuguese celebrities from arts, show business and sports. The results show absence of prejudice against HIV. Famous people feel motivated to join public health and HIV cause because of the serious nature of the disease, as well as the social stigma attached to AIDS which can suggest positive discrimination. The paper also shows that celebrities expected a fee for their endorsement, despite the social role they consider celebrities should have, and the positive image they benefit for endorsing public health campaigns. The research discusses celebrity expectations and worries and, finally, shows several results that are helpful for negotiations between institutions and celebrities insofar as it may pave the way for celebrity involvement in social marketing programs.Social marketing, Celebrity endorsement, HIV prevention

SST and the Consumer Behaviour in Portuguese Financial Services

Financial services, especially commercial banking has been introducing new self-service technologies (SST), in the contact with customers, which allows the customer to accede service in an autonomous and timeless form. This paper discusses the behaviour of users and non-users of self-service technologies (namely, ATMs, call center/telephone, and internet) in Portuguese banking services. An empirical study was carried out by means of a questionnaire. Data were collected on 300 individuals, representing a sample, by region, gender and age group, of the Portuguese population, age 18 and over, and living in mainland Portugal. The results call for a user’s profile and consumer’s behaviour of SST. The SST users reveal a higher intention of repurchase, propensity to complain and higher price sensibility than the non-users. They are younger and middle-aged individuals, with a medium and high level of education. The main contribution of the paper is that banking managers that invest in SST may expect more sales (as a result of consumers with higher intention of repurchase), more opportunities of recovering the service (as a result of consumers with higher propensity to complain), but more price competitiveness (as a result of a consumer behaviour more price sensible). The paper put in evidence that SST use is not sufficient to determine consumer satisfaction and positive word-of-mouth, and it is not a barrier to bank switching.TSS (self-service technology), consumer’s behaviour, ATM, internet banking, telephone banking, Portugal

Motivações dos voluntários em ONG’s: uma revisão crítica da literatura

Este trabalho revê e discute de forma crítica a literatura sobre as motivações dos voluntários para doarem o seu tempo às ONG’s. Quanto melhor uma organização conhecer os voluntários, mais essa organização poderá ir de encontro às necessidades e expectativas desses mesmos indivíduos. Por isso, compreender as motivações que podem levar um indivíduo a doar o seu tempo a uma determinada organização e a manter-se nessa mesma organização é matéria relevante na gestão das ONG’s. Primeiro, o artigo mostra e compara os diferentes tipos de motivações associadas ao trabalho voluntário. Depois, apresenta-se uma tipologia que agrupa os determinantes das motivações dos voluntários em cinco grupos: o altruísmo, a socialização, o interesse pessoal, a carreira profissional e a aprendizagem e, por fim, a comunidade. Por fim, efectua-se uma análise que aponta três lacunas na literatura das motivações dos voluntários que justificam investigação adicional: (i) a omissão de diferenças entre as motivações relacionadas com a “Atracção” versus a “Retenção” dos voluntários; (ii) a focalização das investigações no contexto norte-americano e australiano; e (iii) a ausência de análises comparativas que relacionem as motivações por tipos de ONG’s

Marketing social e gestão de voluntários em ONG's

Este trabalho apresenta um projecto de investigação que relaciona a área do marketing social com a gestão do voluntariado em ONG’s. Trata-se de uma primeira reflexão que contextualiza a problemática da gestão de pessoas não remuneradas nessas organizações e introduz diversas questões sobre a gestão das ONG’s e do voluntariado. Nomeadamente, qual o papel do voluntariado nas ONG’s e quais as principais motivações associadas ao voluntariado? Como é que as ONG’s podem recrutar e seduzir de forma eficaz o voluntariado? Qual a particularidade do comportamento organizacional nestas organizações, como, por exemplo, que conflitos surgem entre os corpos profissionalizados e os voluntários nessas organizações?This paper presents a research project which relates the social marketing domain with NGOs voluntary management. It is a prelimin ary reflection which contextualizes the problem of management of not paid people in NGOs. The research introduces several questions related to NGOs management and voluntary work. More specifically what role does voluntary work play in NGOs and what are its main motives? How can NGOs attract and maintain the voluntary workers? What are the particularities of the organizational behavior in such organizations, for example, what type of conflicts arise between professional and voluntary work in NGOs

An empirical analysis about motivations among Hospital volunteers

Considerado como best paper desta conferência.The purpose of this paper is to identify the different types of volunteers’ motivations that work in hospitals. We present the literature review about different types of motivations and we collect data from hospital volunteers through a questionnaire. Four different motivations categories are identified: development and learning, altruism, career recognition and belonging and protection. The main motivations expressed are, first, development and learning, followed by altruism. Belonging and protection, followed by career recognition are the least mentioned motivations. Career recognition is negatively correlated with age and belonging/ protection is negatively correlated with education. That is, younger volunteers present more career recognition motives and less educated volunteers show more protection and belonging purpose. This paper brings together hospital volunteers and motivations. The paper is useful to policy makers aiming to develop targeted approaches to attract and retain volunteers

As motivações no trabalho voluntário

Este trabalho revê e discute a literatura sobre as motivações dos voluntários para doarem o seu tempo às ONG’s. Quanto melhor uma organização conhecer os voluntários, mais essa organização poderá ir de encontro às necessidades e expectativas desses mesmos indivíduos. Por isso, compreender as motivações que podem levar um indivíduo a doar o seu tempo a uma determinada organização é relevante na gestão das ONG’s. Primeiro, o artigo discute o estado da arte do voluntariado formal e as motivações dos indivíduos voluntários não dirigentes. Apresenta-se uma pesquisa a bases de dados bibliográficas, que inclui revistas especializadas na investigação de voluntariado. Depois, o artigo mostra e compara os diferentes tipos de motivações associadas ao trabalho voluntário e propõe uma tipologia que agrupa as motivações dos voluntários em quatro tipos: altruísmo, pertença, ego e reconhecimento social e aprendizagem e desenvolvimento. Por fim, efectua-se uma análise que indica três lacunas na literatura das motivações dos voluntários que justificam investigação adicional: (i) a omissão de diferenças entre as motivações relacionadas com a “Atracção” versus a “Retenção” dos voluntários; (ii) a focalização das investigações no contexto norte-americano e australiano; e (iii) a ausência de análises comparativas que relacionem as motivações por tipos de ONG’s.This research intends to critically review and discuss literature about volunteers’ motivations to donate their time to NGO’s. The more an organization knows its volunteers, the better this organisation will be able to meet the needs and expectations of these individuals. Therefore, to understand motivations that can make individuals donate their time to a certain organisation is an important issue for NGO’s management. Firstly, this paper exam- ines the state-of-the-art in formal voluntarism and the motivations associated with the work of direct service vol- unteers. We illustrate the results of an analysis conducted in bibliographical databases that include specialised journals in voluntarism research. This discussion is followed by a presentation of a typology that organises differ- ent volunteers’ motivations in four groups: altruism, belonging, ego and social recognition and learning and devel- opment. Finally, three gaps in the literature of volunteers’ motivations that can justify additional research are iden- tified: omission of differences between motivations related with volunteers’ ‘attraction’ versus ‘retention’; focus of the investigations in North American and Australian contexts; and absence of comparative analyses that relate motivations by NGO types.Este trabajo revisa y discute la literatura sobre las motivaciones de los voluntarios que donan su tiempo a las organizaciones no gubernamentales. Cuanto mejor una organización conoce a sus voluntarios, más esta orga- nización puede ir más allá para satisfacer las necesidades y expectativas de estas personas. Por lo tanto, la comprensión prensión de las motivaciones que pueden llevar una persona para donar su tiempo a una organización en particular es relevante en la gestión de las organizaciones no gubernamentales (ONG’s). En primer lugar, el artículo describe el estado del arte del voluntariado formal y las motivaciones de los voluntarios no dirigentes. Se presenta una búsque- da de bases de datos bibliográficas, que incluye revistas especializadas en la investigación sobre el voluntariado. A continuación, el artículo describe y compara los diferentes tipos de motivaciones relacionadas con el trabajo volun- tario y propone una tipología que agrupa a las motivaciones de los voluntarios en cuatro categorías: el altruismo, la pertenencia, ego y el reconocimiento social y el aprendizaje y el desarrollo. Por último, un análisis que indica que tres lagunas en la literatura de la motivación de los voluntarios para justificar una investigación más a fondo: la omisión de las diferencias entre las motivaciones relacionadas con la “atracción” versus la “retención” de los vo- luntarios, el enfoque de las investigaciones en el contexto América del Norte y Australia, y la ausencia de análisis comparativas que relacionen las motivaciones por tipos de ONG’s

Organisational influence on volunteer satisfaction and attitudes towards HRM practices: the case of hospital volunteers

We examine volunteer satisfaction with HRM practices, namely recruitment, training and reward in NPOs and attitudes regarding the appropriateness of these practices. The participants in this study are 76 volunteers affiliated with four different NPOs, who work in hospitals and have direct contact with patients and their families. Analysing aggregate results we show that volunteers are more satisfied with training, and consider the training strategies to be very appropriate. After identifying differences between organisations we discover that in some organisations volunteers are satisfied with rewards but they have negative attitudes regarding the appropriateness of the recognition strategies. We also identify the volunteers who are the most and the least satisfied

Volunteering for a Lifetime? Volunteers’ Intention to Stay in Portuguese Hospitals

The current study aims to study Hospital volunteers’ intention to stay in an organization through understanding motivation, management factors, and satisfaction. A total of 304 Hospital volunteers, mainly women, completed a questionnaire measuring motivations, management factors, satisfaction, and intention to stay. In this study, structural equation modeling was used. Results demonstrate that there is a positive relationship between (a) motivation and satisfaction, (b) management factors and satisfaction, (c) satisfaction and intention to stay, and (d) motivation and management factors. These results present important outcomes that should be reflected in the way organizations operate. This research indicates aspects which are most valued by volunteers and allows NPOs to design and establish appropriate and assertive management policies

Motivations in volunteer work

The objective of this paper is to review and discuss the literature about volunteers’ motivations to donate their time to NGOs (Non Governmental Organisations). According to Parboteeah, Cullenb & Lim (2004) management research has not paid much attention to voluntarism, however, voluntarism is a substantial part of productive work for many societies. Wilson & Pimm (1996) show that in Great Britain about 39% of the adult population has been involved in some volunteer activity for some period of time. In the U.S.A. these values reach 50% (Wilson & Pimm, 1996). Considering the benefits that voluntarism can bring to an organisation, we understand that more attention must be devoted to this phenomenon. The more an organisation knows volunteers, the better this organisation will be able to meet the needs and expectations of these individuals. We present a literature review that illustrates and compares the different motivations associated with volunteer work. The paper includes a bibliographical databases search in specialised journals. The search used the key words “motivations” and “voluntarism” (in the heading and text body) and covered all numbers between 2000 and 2007. We identify the existence of repeated motivations (Holmberg & Söderlung, 2005; Prouteau & Wolff, 2008; Soupourmas & Ironmonger, 2001; Yavas & Riecken, 1997), which allow the establishment of a typology of volunteers’ motivations, based on four categories: altruism, social needs, self-esteem, learning and self-development. Finally we identify three main gaps in the literature that justify further research. First, research focusing on the differences between motivations related to volunteers’ "Attraction" versus "Retention" in NGO’s is nil. Second, the great majority of the studies rely on north American (USA and Canada) and Australian context, which demands for further research in European countries. Third, the majority of NGOs researched are related to sport, art or the environment, and it would be interesting to explore the relationship between motivation and NGO type. These questions may obtain interesting answers for NGO management, in particular with regard to volunteer attraction and retention

Volunteers and management factors in nonprofit organisations: a brief literature review

The objective of this paper is to review and discuss the literature about the management factors that can influence volunteer work. First we present the different management factors. This discussion is followed by the identification of the key management factors in volunteering: recruitment, training and rewarding. Finally, we present two main gaps in the literature that justify the scope for further research: (i) how management factors (recruitment, training and rewarding) influence volunteers’ satisfaction and retention; and (ii) predominance of the investigations in the North American context, followed by English and Australian context