Role Identity, Organizational Experiences, and Volunteer Performance

By Jean A. Grube, J. A. Piliavin. 2000

547 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/494265dc8c706148b58e771939e4a52e13b7eb7d

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Citations in the corpus

THE THREE-STAGE MODEL OF VOLUNTEERS' DURATION OF SERVICE (2007, methodology): “…& Snyder, 1991; Clary et al., 1998), whereas the role identity model of Piliavin and colleagues maintains that what best predicts service duration is volunteer role identity (Callero, Howard, & Piliavin, 1987; Charng, Piliavin, & Callero, 1988; Grube & Piliavin, 2000; Piliavin & Callero, 1991).”
A Person-Environment Fit Approach to Volunteerism: Volunteer Personality Fit and Culture Fit as Predictors of Affective Outcomes (2008, background): “Thus, characteristics of an organization’s culture and those of volunteer coworkers may affect volunteer satisfaction, commitment, and retention as well (Grube & Piliavin, 2000).”
Volunteer work and well-being. (2001, background): “Moreover, according to several national surveys, participation in volunteer work has been increasing in the past few years, despite recent alarms raised about American withdrawal from civic engagement more generally (e.g., Putnam 2000).”
Young People and Volunteerism: A Model of Sustained Volunteerism During the Transition to Adulthood (2008, unknown): “In accordance with Grube and Piliavin (2000), these variables are: motivation, identity and organizational experiences; 3. the model should include the volunteers’ perception of the volunteering effects on themselves and the support provided by significant others such as father, mother, friends and…”
Finding Meaning through Volunteering: Why Do Employees Volunteer and What Does It Mean for Their Jobs? (2013, background): “Volunteering is a sphere of activity that is becoming increasing salient for individuals, who identify with it and distinguish it from other activities in their lives (Grube & Piliavin, 2000; Piliavin, Grube, & Callero, 2002).”
Prosocial behavior: multilevel perspectives. (2005, background): “…al’s (2002) role identity model are perceived expectations (i.e., beliefs about how significant others feel about the person’s behavior) and role identity [i.e., the extent to which a particular role (e.g., being a volunteer) becomes part of the person’s personal identity (Grube & Piliavin 2000)].”
Giving Time, Time After Time: Work Design and Sustained Employee Participation in Corporate Volunteering (2012, methodology): “…have shown that past experience with volunteering is positively associated with the internalization of a volunteer identity, which in turn contributes to sustained participation (Grube & Piliavin, 2000; Piliavin & Callero, 1991; for reviews, see Penner, 2002, and Van Dyne & Farmer, 2004).”
Helping Behavior, Dispositional Empathic Concern, and the Principle of Care (2006, unknown): “…blood donation (Piliavin and Callero 1991) but subsequently applied to other forms of planned helping behavior such as volunteering and giving money (Grube and Piliavin 2000; Piliavin, Callero, and Grube 2002)— argues that once a helping behavior is started, performing the behavior becomes part of…”
Toward a Social Psychology of Place (2002, background): “…to items that compose a standard measure of identification: Callero’s (1985) RolePerson Merger Scale (see also Charng, Piliavin, & Callero, 1988; Grube & Piliavin, 2001) is composed of the following items: (a) “My lake is something I rarely think about,” (b) “I would feel a loss if I couldn’t…”
Doing good buffers against feeling bad: Prosocial impact compensates for negative task and self-evaluations (2010, background): “…frustrations, as well as the possibilities that perceived prosocial impact affirms and strengthens employees’ identities as capable contributors (Grube & Piliavin, 2000) or socially responsible citizens (Colby et al., 2001; Fleeson, 2001), or protects against existential anxiety about their…”
Employee Creativity in Taiwan: An Application of Role Identity Theory (2003, background): “A role identity can develop over time as a result of an individual retrospectively interpreting past and continued role activity ( Grube & Piliavin, 2000 ) and becomes internalized because the social and personal costs entailed in no longer fulfilling a specific identity-based role increase as role ”