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The Relationship Between Corporate Volunteering and Employee Civic Engagement Outside the Workplace in Russia

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Abstract

This paper discusses the relationship between corporate volunteering and civic engagement outside the workplace in Russia, proceeding from a mixed-method approach. The quantitative findings are based on a comparison between employees in 37 Russian companies who participated in corporate volunteering (N = 399) and those who did not (N = 402). Using binary logistic regression analysis, we demonstrate that employee participation in corporate volunteering is positively related to four forms of civic engagement outside the workplace: informal volunteering, formal volunteering, formal monetary donation, and informal monetary donation. In addition, we draw on information obtained from interviews with 10 corporate volunteers, as well as with all 37 company corporate volunteering managers, to develop a general explanation for why corporate volunteering might lead to civic engagement. We identify three primary explanations. First, trust in companies can be converted into increased trust in social institutions. Second, corporate volunteering can expose employees to other realities, thereby leading them to rethink their priorities. Third, corporate volunteering socializes employees to volunteering, thus making them more likely to incorporate volunteering into their personal repertoires of activities. Corporate volunteering appears to be an effective mechanism for stimulating civic engagement and volunteering infrastructure in post-communist countries.

Résumé

Cet article, découlant d’une méthode mixte, traite de la relation entre le bénévolat d’entreprise et l’engagement civique en dehors du lieu de travail en Russie. Les résultats quantitatifs sont basés sur une comparaison entre les employés de 37 entreprises russes qui ont participé au bénévolat d’entreprise (N = 399) et ceux qui ne l’ont pas fait (N = 402). En utilisant une analyse de régression logistique binaire, nous démontrons que la participation des employés à faire du bénévolat d’entreprise est positivement corrélée à quatre formes d’engagement civique en dehors du lieu de travail : le bénévolat informel, le bénévolat formel, le don monétaire formel et le don monétaire informel. En outre, nous nous appuyons sur les informations obtenues à partir d’entretiens réalisés avec 10 bénévoles d’entreprise, ainsi qu’avec l’ensemble des gestionnaires de bénévolat d’entreprise de 37 sociétés, pour développer une explication générale des raisons pour lesquelles le bénévolat d’entreprise pourrait conduire à l’engagement civique. Nous identifions trois explications principales. Tout d’abord, la confiance dans les entreprises peut être convertie en une confiance accrue dans les institutions sociales. Deuxièmement, le bénévolat d’entreprise peut exposer les employés à d’autres réalités, les conduisant ainsi à repenser leurs priorités. Troisièmement, le bénévolat d’entreprise encourage les employés à faire du bénévolat, les rendant ainsi plus enclins à intégrer le bénévolat dans leur éventail personnel d’activités. Le volontariat d’entreprise semble être un mécanisme efficace pour stimuler l’engagement civique et l’infrastructure de bénévolat dans les pays postcommunistes.

Zusammenfassung

Dieser Beitrag diskutiert ausgehend von einem Mixed-Method-Ansatz das Verhältnis zwischen Corporate Volunteering und bürgerlichem Engagement außerhalb des Arbeitsplatzes in Russland. Die quantitativen Ergebnisse beruhen auf einem Vergleich zwischen Mitarbeitern von 37 russischen Unternehmen, die sich an einem Corporate-Volunteering-Programm beteiligten (N = 399) und denen, die sich nicht daran beteiligten (N = 402). Unter Anwendung der binären logistischen Regressionsanalyse zeigen wir, dass sich die Beteiligung der Mitarbeiter am Corporate Volunteering positiv auf die folgenden vier Formen des bürgerlichen Engagements außerhalb des Arbeitsplatzes auswirkt: informelle ehrenamtliche Arbeit, formelle ehrenamtliche Arbeit, formelle Geldspenden und informelle Geldspenden. Darüber hinaus stützen wir uns auf Informationen aus Befragungen von 10 Mitarbeitern, die sich an einem Corporate-Volunteering-Programm beteiligten, sowie aus Befragungen mit allen 37 Leitern der Corporate-Volunteering-Programme, um eine allgemeine Erklärung dafür zu finden, warum Corporate Volunteering ein bürgerliches Engagement fördern kann. Wir identifizieren drei grundlegende Erklärungen. 1. Ein Vertrauen in Unternehmen kann ein erhöhtes Vertrauen in soziale Institutionen zur Folge haben. 2. Corporate Volunteering zeigt Mitarbeitern unter Umständen andere Gegebenheiten auf, was dazu führen kann, dass sie ihre Prioritäten überdenken. 3. Corporate Volunteering animiert Mitarbeiter zur ehrenamlichen Arbeit, wodurch die Wahrscheinlichkeit erhöht wird, dass sie eine ehrenamtliche Tätigkeit in ihre persönlichen Aktivitäten einschließen. Corporate Volunteering erscheint in postkommunistischen Ländern ein effektiver Mechanismus für die Stimulation des bürgerlichen Engagements und der Freiwilligeninfrastruktur zu sein.

Resumen

El presente documento trata de la relación entre el voluntariado corporativo y el compromiso cívico fuera del lugar de trabajo en Rusia, procediendo a partir de un enfoque de método mixto. Los hallazgos cuantitativos se basan en una comparación entre empleados en 37 empresas rusas que participaron en voluntariado corporativo (N = 399) y aquellos que no lo hicieron (N = 402). Utilizando el análisis de regresión logística binaria, demostramos que la participación del empleado en el voluntariado corporativo está relacionada de manera positiva con cuatro formas de compromiso cívico fuera del lugar de trabajo: el voluntariado informal, el voluntariado formal, la donación monetaria formal y la donación monetaria informal. Asimismo, hacemos uso de información obtenida a partir de entrevistas con 10 voluntarios corporativos, así como también con todos los directores de voluntariado corporativo de las 37 empresas, para desarrollar una explicación general de por qué el voluntariado corporativo podría llevar al compromiso cívico. Identificamos tres explicaciones fundamentales. En primer lugar, la confianza en las empresas puede ser convertida en un incremento de la confianza en las instituciones sociales. En segundo lugar, el voluntariado corporativo puede exponer a los empleados a otras realidades, llevándoles por lo tanto a repensar sus prioridades. En tercer lugar, el voluntariado corporativo anima a los empleados a hacer voluntariado, haciendo más probable de este modo que incorporen el voluntariado a sus repertorios de actividades personales. El voluntariado corporativo parece ser un mecanismo efectivo para estimular el compromiso cívico y la infraestructura del voluntariado en países poscomunistas.

摘要

基于采用混合方法,本文讨论了俄罗斯的企业志愿和工作场所之外的公民参与之间的关系。量化调查结果基于37家俄罗斯公司参加企业志愿 (N = 399) 和未参加企业志愿 (N = 402) 员工 之间的比较。通过二进制逻辑回归分析,我们发现员工参与企业志愿与工作场所之外的四种公民参与类型极为相关:非正式志愿、正式志愿、正式货币捐赠和非正式货币捐赠。此外,我们使用10位企业志愿者和所有37家公司企业志愿管理人员的采访信息以获得企业志愿可能导致公民参与的一般解释。首先,公司间的信任可转化为增加对社会机构的信任。其次,公司志愿会让员工暴露到其他现实,从而让他们重新思考优先级。第三,企业志愿鼓励员工志愿,从而使其更可能将志愿结合到个人活动计划中。企业志愿似乎是刺激后共产主义国家的公民参与和志愿基础设施的有效机制。

ملخص

يناقش هذا البحث العلاقة بين العمل التطوعي للشركات والمشاركة المدنية خارج مكان العمل في روسيا، إنطلاقا” من نهج بطرق مختلطة. تستند النتائج الكمية على المقارنة بين العاملين في 37 شركة روسية الذين شاركوا في العمل التطوعي للشركات (N = 399)، وأولئك الذين لم يشاركوا (402 (N = . بإستخدام تحليل ثنائي الإنحدار لوجستي، علينا أن نبرهن على أن مشاركة الموظفين في العمل التطوعي اللشركات يرتبط بشكل إيجابي إلى أربعة أشكال للمشاركة المدنية خارج مكان العمل: العمل التطوعي غير الرسمي، العمل التطوعي الرسمي، التبرع النقدي الرسمي، والتبرع النقدي الغير رسمي. بالإضافة إلى ذلك، نود أن نلفت النظرعلى المعلومات التي تم الحصول عليها من مقابلات مع 10 متطوعين للشركات، كذلك مع كل من 37 مديري العمل التطوعي للشركات، لوضع شرح عام لماذا قد يؤدي التطوع الشركات إلى المشاركة المدنية. نحدد ثلاثة تفسيرات أولية. أولا”، يمكن تحويل الثقة في الشركات إلى زيادة الثقة في المؤسسات الإجتماعية. ثانيا”، يمكن العمل التطوعي للشركات يكشف للموظفين حقائق أخرى، مما يؤدي بهم إلى إعادة النظر في أولوياتهم. ثالثا”، العمل التطوعي للشركات يشجع الموظفين على التطوع، مما يجعلهم أكثر عرضة لدمج التطوع في المهارات الشخصية لأنشطتهم. يبدوالعمل التطوعي للشركات كأنه آلية فعالة لتحفيز المشاركة المدنية و البنية التحتية للعمل التطوعي في دول ما بعد الشيوعية.

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Authors and Affiliations

  1. International Laboratory for Nonprofit Sector Studies, The Center for Studies of Civil Society and the Nonprofit Sector, National Research University Higher School of Economics, Slavyantskaya sq., 4-2, Room 515, 101978, Moscow, Russia

    Irina Krasnopolskaya

  2. Department of Business-Society Management, Rotterdam School of Management, Erasmus University Rotterdam, PO Box 1738, 3000 DR, Rotterdam, The Netherlands

    Lonneke Roza & Lucas C. P. M. Meijs

Authors
  1. Irina Krasnopolskaya
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  2. Lonneke Roza
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  3. Lucas C. P. M. Meijs
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Corresponding author

Correspondence to Irina Krasnopolskaya.

Appendix

Appendix

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Table 3 Sample descriptive statistics
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Krasnopolskaya, I., Roza, L. & Meijs, L.C.P.M. The Relationship Between Corporate Volunteering and Employee Civic Engagement Outside the Workplace in Russia. Voluntas 27, 640–672 (2016). https://doi.org/10.1007/s11266-015-9599-6

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