%0 Thesis %1 may_human_1986 %A May, Marianne Elizabeth %C Chicago, IL %D 1986 %K ADMINISTRATION, BUSINESS MANAGEMENT %T Human resource management in the nonprofit sector: A comparison of nonvolunteers, special olympics volunteers, and general volunteers in a private university %X A financial crisis currently exists in the nonprofit sector. State and Federal support has been drastically cut so that many nonprofit organizations are facing huge budget decreases and associated staff and service reductions. This fiscal crisis has reduced the capacity for nonprofit organizations to maintain their current level of functioning and appears to preclude the expansion of services. One method of easing the financial strain in nonprofit organizations is increased utilization of volunteers. The purpose of this study is to explore voluntarism in order to improve human resource management in the non-profit sector; and more specifically it is the study of differences among three general classifications of volunteers including those of the special Olympics organization. This study investigates "who volunteers" both through the collection of altruism and demographic data and through a comparison of differences between two types of volunteers and non-volunteers. A survey methodology was used to collect demographic and psychological data for three groups: Special Olympics Volunteers, General Volunteers, and Non-Volunteers. The Self-Report Altruism Scale (Rushton et al., 1981) and Truax Accurate Empathic Scale (Spence, 1983) were used to measure each subject's altruism level. The results indicated that Volunteers were different from Non-Volunteers as a function of their year in school in that Non-Volunteers were more often graduate students. Furthermore, Special Olympic Volunteers were younger than Non-Volunteers. Volunteers were also found to be more altruistic than Non-Volunteers as measured by the Truax Altruism Scale. A new scale, Personal Motivation for Continuing to Volunteer (PMCV), was tested and seems to differentiate between primary altruism (me-oriented behavior) and secondary altruism (other-oriented behavior). Finally, this study indicated that personal contact is the most effective method of volunteer recruitment. These findings are helpful to volunteer coordinators in recruitment, selection, placement, retention, and general management of volunteers. In addition, the altruism and demographic information indicates that volunteers are different from Non-Volunteers. Suggestions are made about how these volunteers may be more effectively recruited based on the utilization of these findings.

@phdthesis{may_human_1986, abstract = {A financial crisis currently exists in the nonprofit sector. State and Federal support has been drastically cut so that many nonprofit organizations are facing huge budget decreases and associated staff and service reductions. This fiscal crisis has reduced the capacity for nonprofit organizations to maintain their current level of functioning and appears to preclude the expansion of services. One method of easing the financial strain in nonprofit organizations is increased utilization of volunteers. The purpose of this study is to explore voluntarism in order to improve human resource management in the non-profit sector; and more specifically it is the study of differences among three general classifications of volunteers including those of the special Olympics organization. This study investigates "who volunteers" both through the collection of altruism and demographic data and through a comparison of differences between two types of volunteers and non-volunteers. A survey methodology was used to collect demographic and psychological data for three groups: Special Olympics Volunteers, General Volunteers, and Non-Volunteers. The Self-Report Altruism Scale (Rushton et al., 1981) and Truax Accurate Empathic Scale (Spence, 1983) were used to measure each subject's altruism level. The results indicated that Volunteers were different from Non-Volunteers as a function of their year in school in that Non-Volunteers were more often graduate students. Furthermore, Special Olympic Volunteers were younger than Non-Volunteers. Volunteers were also found to be more altruistic than Non-Volunteers as measured by the Truax Altruism Scale. A new scale, Personal Motivation for Continuing to Volunteer (PMCV), was tested and seems to differentiate between primary altruism (me-oriented behavior) and secondary altruism (other-oriented behavior). Finally, this study indicated that personal contact is the most effective method of volunteer recruitment. These findings are helpful to volunteer coordinators in recruitment, selection, placement, retention, and general management of volunteers. In addition, the altruism and demographic information indicates that volunteers are different from Non-Volunteers. Suggestions are made about how these volunteers may be more effectively recruited based on the utilization of these findings.}, added-at = {2018-06-19T15:20:34.000+0200}, address = {Chicago, IL}, author = {May, Marianne Elizabeth}, biburl = {https://www.bibsonomy.org/bibtex/28d30c74c75a79a7a073813114fd8ce78/prophe}, interhash = {e139692d3670c37146e75bddf90364a7}, intrahash = {8d30c74c75a79a7a073813114fd8ce78}, keywords = {ADMINISTRATION, BUSINESS MANAGEMENT}, school = {Northwestern University}, shorttitle = {Human resource management in the nonprofit sector: {A} comparison of nonvolunteers, special olympics volunteers, and general volunteers in a private university}, timestamp = {2018-06-19T15:20:34.000+0200}, title = {Human resource management in the nonprofit sector: {A} comparison of nonvolunteers, special olympics volunteers, and general volunteers in a private university}, type = {{PhD} {Thesis}}, year = 1986 }