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Abstract From related studies about volunteer in this country (Taiwan), the following problems are very obvious. They are high circulation of these volunteer and low sustenance of the serving effects. From these studies, we find that training might be one important factor to help the volunteer in the organization construct the work enthusiasm, matured skill, service ideas, and become a loyal employee in the organization. Therefore, this study aims to discuss the relationship between the volunteer of training and the degree of their job involvement. This study will be discussed from the following aspects. First, is training the major factor to affect the degree of job involvement? Second, is the degree of volunteer¡¦ job involvement affected by the attribution of the organization and volunteer¡¦ individual factors? Third, Do the attribution of the organization and volunteer¡¦ individual factors affect the degree of the effect that volunteer of training causes on the job involvement? In this study, data collection is by questionnaire. The subjects are from 250 nonprofit organization. 233 organizations enrolled in http://volunteer.nyc.gov.tw (the youth volunteer service net of the youth-guidance society) , and 17 organization in the Minitsry of the Interior One hundred organizations from the 250 are selected randomly. The questionnaires collected are from 996 volunteer belonging to 64 organizations. The effective questionnaires from nonprofit organization are 64, (64%). The effective questionnaires from volunteer are 982, (49.1%). The result of these questionnaires shows: First, The five characteristics of the organization, ¡§attribution of organization¡¨, ¡§degree of volunteers¡¦ job involvement¡¨, ¡§the installment of presidence¡¨, ¡§missions of the organization¡¨, and ¡§the operating method of the organization¡¨ show significant effect on job involvement; while ¡§type of management of volunteers¡¨ and ¡§routine work of volunteer¡¨ don¡¦t show significant effect on job involvement. Second, The following 12 individual factors of volunteer, ¡§age¡¨, ¡§religion¡¨, ¡§job¡¨, ¡§marital status¡¨, ¡§seniority¡¨, ¡§social working experience¡¨, ¡§position of job¡¨, ¡§gender¡¨, ¡§education degree¡¨, ¡§times of working¡¨, ¡§working hours¡¨, ¡§part-time social working¡¨ show significant effect on job involvement; while ¡§degree of profession¡¨, ¡§degree of working autonomy¡¨, and ¡§training experience¡¨ don¡¦t show significant effect on job involvement. Third, Generally speaking, the degree of the implementation of every stage of training doesn¡¦t show significant positive effect on job involvement. The more multiple goals in the training session and the higher frequency of the implementation, the more significant negative effect on job involvement it will be. The higher degree of multiple investigation methods and the higher frequency of implementation, the higher degree of the positive effect on the recognition of the importance of work it will be. If only resources are provided for volunteers to learn by themselves, the effect on the volunteers¡¦ job involvement is lower than given the opportunities for volunteers to join the training of ¡§²»©M­pµe(peace-plan)¡¨, ¡§off the job training¡¨, and ¡§external training¡¨. Fourth, The following four factors, ¡§the number of mission of organization¡¨, ¡§the operating method of the work¡¨, ¡§the installment of presidence¡¨, and ¡§routine work¡¨ interacting with training individually show significant effect on the job involvement; while ¡§the attribution of organization¡¨, ¡§the degree of joining in the organization¡¨, and ¡§the type of management of volunteers¡¨ interacting with training show no significant effect. Fifth, The following eight individual factors, ¡§volunteers¡¦ training experience¡¨, ¡§position in the job¡¨, ¡§age¡¨, ¡§times of service per month¡¨, ¡§hours per service¡¨, ¡§gender¡¨, ¡§job¡¨, ¡§experience of being volunteers¡¨ interacting with training show significant effects on the job involvement; while ¡§degree of profession¡¨, ¡§degree of working autonomy¡¨, ¡§part-time social working¡¨, ¡§degree of education¡¨, ¡§marital status¡¨, ¡§seniority¡¨, and ¡§religion¡¨ interacting with training show no significant effect. Key words¡Gvolunteer¡Ftraining¡Fjob involvement

Shrinking health care resources, especially the lack of health care staffs is an important public health challenge in the 21st century. One of the good practical solutions is to use volunteers as free supplementary human resources in healthcare settings. This literature review purposes to identify benefits of healthcare volunteerism, which covers three levels related to the benefits of healthcare volunteerism in terms of economic value analyses, patients’ satisfaction and safety, as well as benefits to volunteers and healthcare staff. Furthermore, this review aims to draw out the key health care policy issues and implications that healthcare organizers should take into consideration when setting up and implementing an effective, efficient and economical volunteering initiative. PubMed and Medline were searched using Medical Subject Heading (MeSH) and inclusion and exclusion criteria were applied, finally, sixteen studies were retrieved. Limitations of this literature review were also mentioned. / published_or_final_version / Public Health / Master / Master of Public Health

published_or_final_version / Public Administration / Master / Master of Social Sciences

This research project sought to understand how a sustainable environment supporting full engagement of volunteers could be developed by examining the question: How can the program leaders at Youth Unlimited North York (YUNY) develop a sustainable environment that promotes full engagement of their ministry volunteers? Action research and action inquiry methodologies guided the research process and data were gathered using an interview matrix and conversation café. The research participants were YUNY's program leaders who lead youth skills and development programs. The study found that sustainable environments supporting fully engaged volunteers included inclusivity and appreciation of volunteers, open communication, increased learning, a well-managed recruitment system, and growth through expansion of current boundaries. Prayer was identified as a metatheme and accountability as missing data. The four recommendations are to strengthen volunteer recruitment support structure, increase capacity of staff and volunteers through learning, investigate improved volunteer care related accountability, and investigate expanded community boundaries.

Thesis (Ed.D.)--University of Tulsa, 1974. / Bibliography: leaves 87-91.

Thesis (Ph.D.) - James Cook University, 2005. / Typescript (photocopy) Bibliography: leaves 339-352.

Final Project (M.A.)--John F. Kennedy University, 2007. / "June 15, 2007"--T.p. Includes bibliographical references (p. 80-83).

Thesis (Ed.D.)--Teachers College, Columbia University, 1988. / Typescript; issued also on microfilm. Sponsor: Frances Partridge Connor. Dissertation Committee: Leonard S. Blackman. Bibliography: leaves 68-75.

Thesis (D.Ed.)--Victoria University (Melbourne, Vic.), 2008. / Includes bibliographical references.