Тематическая карта исследований корпоративного волонтерства
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 mone- tary donation. In addition, we draw on information obtained from interviews with 10 corporate volunteers, as well as with all 37 company corporate volunteering man- agers, 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 vol- unteering 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.
At the heart of this project is comprehensive Sociological research conducted in Russia by the Centre for Study of Civil Society and Non-Profit Sector, NRU HSE, with support from the Basic Research Program of the National Research University – Higher School of Economics. Using the methodology that parallels that of IAVE’s Global Corporate Volunteering Research Project, the research sample includes three groups of organizations that conduct employee volunteer programs.The results demonstrate that the workplace can be a conducive, safe environment within which workers can express their willingness, as private citizens, to help people in need and to address pressing human, social and environmental problems through volunteering and giving. Those who volunteer through their workplace are more actively involved generally in civil society – both as volunteers and in giving cash donations – than their colleagues who do not volunteer and than the general population.
Corporate volunteering is a type of an organized prosocial behavior which is often defined as the dedication of time, knowledge, or skills by an employee through a planned activity for an external social purpose, nonprofit, charitable group, or organization (Grant 2012; Rodell et al. 2016). Corporate volunteering is organized, encouraged, supported, and/or facilitated by an employer during company time or in an employee’s own time without additional compensation or direct personal remuneration (de Gilder et al. 2005). Employees volunteer with other parties, including local, domestic, or within the international community on behalf of the employer. Employees are the core target audience of corporate volunteering, but it sometimes incorporates their relatives, retired employees, suppliers, clients or business partners, and other stakeholders.
The article deals with the theme of the semantic and functional continuity of the current solidarity practices and the Soviet-era experience (corporate volunteering and Soviet patronage as a particular case). The work aims to identify sociological parameters for comparing these practices. The article provides an analysis of the functions, attributed meanings and motivation of participants in these two types of social activity. The empirical basis for studying patronage includes published memoirs, ideological and historical texts, and interviews with former participants in patronage activities. The aspects of corporate volunteering that were necessary for comparison with patronage were studied on the materials of an investigation carried out under the guidance of Ivan Klimov. The results of the analysis suggest that some characteristics of patronage and corporate volunteering are very similar (in point of voluntary and free labour), whereas some other characteristics are substantially diff erent. Our attempt to compare patronage and corporate volunteering makes it possible to draw two groups of conclusions. The fi rst group concerns practical problems of the functioning of public institutions in contemporary Russia. In our opinion, the hot topic here is the problematization of socio-cultural and socio-institutional mechanisms of social interactions “in the vertical direction”: between more or less resource-based social groups and individuals. The second groups comprises methodological conclusions regarding the themes and aspects of the analysis of the contemporary forms of solidarity that are outside the scope of interest of contemporary researchers studying not only volunteering, but also other forms of social life which have replaced those that existed in the past. Prospects for advancing the theme are seen in the development of topics related to the analysis of the mechanisms of patronage and volunteer activities and the peculiarities of interaction between social subjects in the framework of the former and existing practices. In the context of comparative analysis we deem it promising to search for answers to questions about the peculiarities of individual and collective participation in volunteer activities; about event and participation volunteering; about justification of volunteer activities; about the ethical basis of volunteering. This work implies the need for expanding the research base and raising new methodological and methodical issues.
This article is talking about state management and cultural policy, their nature and content in term of the new tendency - development of postindustrial society. It mentioned here, that at the moment cultural policy is the base of regional political activity and that regions can get strong competitive advantage if they are able to implement cultural policy successfully. All these trends can produce elements of new economic development.