Skills-based volunteering: A systematic literature review of the intersection of skills and employee volunteering

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2022-12-01 DOI:10.1016/j.hrmr.2021.100874

Kiera Dempsey-Brench , Amanda Shantz

引用次数: 12

Abstract

Skills-based volunteering programs sit at the intersection of corporate philanthropy and human resources (HR). These programs enable employees to volunteer their specialized skills to support non-profit organizations, while developing new skills along the way. While these programs are the fastest growing way that firms deliver on their corporate social responsibility strategy, the academic literature has all but ignored them. However, there is ample opportunity to build an understanding of skills-based volunteering from existing research that crosses the realms of employee volunteering and skills. This systematic literature review of 36 peer-reviewed articles forms the basis of this paper, where we provide a definition of skills-based volunteering, and offer a theoretical model to guide future HR research and practice on skills-based volunteering.

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基于技能的志愿服务:一个系统的文献综述的交叉技能和员工志愿服务

以技能为基础的志愿服务项目是企业慈善事业和人力资源(HR)的交汇点。这些项目使员工能够自愿将他们的专业技能用于支持非营利组织，同时在此过程中发展新的技能。虽然这些项目是企业实现企业社会责任战略的最快方式，但学术文献几乎忽略了它们。然而，从现有的跨越员工志愿服务和技能领域的研究中，有足够的机会来建立对基于技能的志愿服务的理解。本文通过对36篇同行评议文章的系统文献综述，给出了技能型志愿服务的定义，并提供了一个理论模型来指导未来人力资源研究和实践技能型志愿服务。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.