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
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0824102-185646 |
| Date | 24 August 2002 |
| Creators | Hsieh, Wen-Liang |
| Contributors | Shyh-jer Chen, Te-Cheng Yu, Jin-Feng Uen |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0824102-185646 |
| Rights | unrestricted, Copyright information available at source archive |
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