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Abstract Has several research of voluntary service in recent years in Taiwan, the most subjects are focused on discussed, satisfied on work and tendency of resign or organization commitment, in the other hand, less discussing about characteristic of voluntary service participator and discuss on view of volunteer management. Using questionnaire for research, to analysis the influence from volunteer base property and volunteer¡¦s management to voluntary participator for community concern center in His ¡V Gang township of Tainan county, the main discovery as below: ¢¹. The base property of volunteer in community concern center, the main characteristic is female, marriage and several children, education around three of quarter is focused on graduated from elementary school and junior high school, main for elder and age of voluntary participator around 51-60 years old and over 60 years old; career main for housewife, second for agriculture, fishery and animal husbandry, the salary was not high, volunteer have religious belief mostly and believe in Taoism more than Buddhism. ¢º. Obviously, volunteer quite satisfied in any part of voluntary management, special in volunteer recruit, volunteer planning much more obvious. But the personal welfare aspire and encourage cannot satisfied other psychology and reality layer which special on checking system and reward and punishment system. Has not clear difference in volunteer management form analysis in different marriage, career, different number of children and monthly average salary. Has clear diversity in volunteer management in sexuality, age, education, religious belief and volunteer seniority. ¢». Overall for voluntary management any part has high satisfied, according to regression analysis shows positive influence from volunteer whether continuous participate in voluntary service; therefore, more willing to involve more time and energy on voluntary participation, and then own good evaluation of community and interpersonal relationship lead to honor, self confidence and social responsibility from deep mind, therefore, voluntary management good or not has big influence to attitude of voluntary participator. Key word: voluntary service,volunteer management, voluntary,

This study analyzes the rhetorical strategies of an international public service organization. Drawing upon narrative criticism, volunteer related literatures of the Continental Societies, Inc. were studied in order to gauge their rhetorical efficacy in light of the existing literature on nonprofit organizations and volunteerism. By analyzing the organization’s literatures – their “story” – it was discovered that part of it was missing. In an attempt to fill this void, more effective materials related to volunteer recruitment and retention have been created to exemplify greater narrative fidelity, along with recommended organizational transformations that create a better fit between these “stories” and the truth of them.

The objective of the study was to determine and evaluate county extension agents' perceptions on volunteer management competencies related to their county program. General perceptions related to volunteer management were also assessed. The research was conducted on Texas county extension agents working in the fields of agriculture and natural resources and family and consumer sciences. The purpose of this study was to make inferences concerning volunteer management based on self assessment data gained from study participants. The secondary purpose was to identify concerns and provide solutions for the Texas AgriLife Extension Service to enhance this organization. Five research questions were examined by the researcher: 1) What are the demographics of county extension agents working for the Texas AgriLife Extension Service, 2) What are the county characteristics of extension volunteers and volunteer programs in Texas, 3) What are the differences in volunteer management based on location factors such as population size and staff size, 4) Is the ISOTURE model for volunteer management utilized by county extension agents working for the Texas AgriLife Extension Service, and 5) How do county extension agents perceive their volunteer programs are viewed by the clientele they serve? The population of county extension agents was 451 at the time of data collection. Two hundred seventeen (217) responses were collected. The instrument for this study was in electronic format and was divided into three sections; general volunteerism, specified volunteerism as it relates to "Your Volunteer Group," and demographic data. The participant was asked to select a specified volunteer group which had eight predefined groups and one blank for "Other." The results of this study identified seven significant findings with seven recommendations for Texas AgriLife Extension Service regarding professional development, volunteer utilization, and volunteer structure. Conclusions reached from this research show county extension agents utilize the volunteer management model adopted by the Texas AgriLife Extension Service. Furthermore, differences in environment such as population, staffing pattern, and volunteer utilization have influence on how volunteers are utilized in different counties. Finally, the researcher identified seven areas of further research.

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To effectively provide services to citizens, local governments have had to be creative. One approach has been the creation of volunteer programs to meet demands and expanding needs. Volunteer programs hold promise for creating meaningful engagement opportunities for citizens. However, limited organizational capacity, inadequate volunteer management practices, and difficulties in maintaining volunteer retention are concerns plaguing local government volunteer programs. Volunteer programs are often structured around a set of best practices thought to be necessary for ensuring the retention of volunteers. To apply best practices across the board would suggest that local government volunteer programs are similar in organizational structure, budget size, amount of citizen engagement, accountability concerns, and that they adopt similar bureaucratic procedures. Using human relations and bureaucratic theories as theoretical frameworks, four research questions are asked and answered: 1) What are the managerial and political challenges in volunteer management and retention for local government volunteer coordinators?, 2) What challenges are local governments' volunteer coordinators facing in using volunteer management practices?, 3) What strategies are helpful in retaining volunteers in local government volunteerism?, and 4) What challenges do local government volunteer coordinators face in engaging citizens? Data collection for this qualitative study was conducted using online surveys and telephone semi-structured interviews. The findings suggest that creating meaningful work for volunteers and coordinating this work with local government managers was an important "best practices" challenge. Although local government volunteer programs also have a mission of engaging citizens, the practices actually used may directly conflict with their mission. Many volunteer management practices are supporting organizational goals rather than supporting the needs of volunteers. The study findings suggest that the best practices used by local governments are not given equal weight and "one size does not fit all." Instead, local governments must prioritize their practices carefully.

Diploma thesis is focused on volunteering in social services in Jindrichuv Hradec and potential developments. Work is based on mapping of current situation of volunteering in this region. This ascertained information is used for compilation a concept of project which should facilitate further development of volunteer activities. This work is supported thank author's experience which was gained during several years in volunteering.

The purpose of this descriptive study was to conduct a state-wide needs assessment of Tennessee 4-H Youth Development Extension Agents to determine the perception in working with 4-H Volunteer Leaders and the knowledge level of volunteer management. This study also determined the need for a formalized 4-H Volunteer Leader management system. Targeted participants were University of Tennessee (UT) Extension Agents and Tennessee State University (TSU) Extension Agents with 4-H job responsibility. Participants were asked to complete a four part questionnaire instrument. Components one through three of the instrument were used to determine the need for a formalized 4-H Volunteer Leader management system, the knowledge level in managing and the perception of working with 4-H Volunteer Leaders. The final component was used to collect demographic information. After completion of a pilot study, 161 Extension Agents were targeted to participate in the study. The questionnaire was administered on web-based data collection system known as Survey Monkey. Results indicated 90% of Extension Agents agreed there is a need for readily available, web-based materials. Results also indicated a need (66% agreeing) for a comprehensive 4-H Volunteer Leader management system. Also, results found high proficiencies, up to 97%, in both knowledge levels of managing 4-H Volunteer Leaders and perceptions of working with 4-H Volunteer Leaders. Demographic information was correlated among measures of knowledge, perception and the need for a formalized 4-H Volunteer Leader management system. Significant correlations were found between risk management of 4-H Volunteer Leaders and Extension tenure, also between Extension tenure and the perception of 4-H Volunteer Leaders being welcome within the school system. Significant correlations were also between recruiting volunteers and outside of Extension volunteer/employee management; between outside of Extension volunteer/employee management and removing 4-H Volunteer Leaders. Implications indicate a need for additional resources to provide training and information for both agents and 4-H Volunteer Leaders. Findings also indicate materials should be web-based for easy access for both agent and 4-H Volunteer Leader use. Data responses show there is a need for a formalized 4-H Volunteer Leader management system that would encompass all aspects from recruitment to retention of 4-H Volunteer Leaders.