Voluntary Workers (voluntary + worker)

Distribution by Scientific Domains

Selected Abstracts

A researcher's journey for clarity: clarifying liability and indemnity issues when carers take on a role in medicines management

J. CROWLEY bsc msc rn
A client attending a depot clinic in a mental health setting requested that her husband be enabled to give her injection. This request was followed up in a practice development project. Following the success of the project, the local National Health Service (NHS) Mental Health Trust supported a research project to explore the issues raised further. The Local Research Ethics Committee raised a question around carer liability. This question led to a 2-year liaison with the NHS Litigation Authority, the local NHS Trust's legal team, Royal College of Nursing and others. The journey clarified that liability for a carer was covered under the Third Party Liability Scheme, where the carer came under the umbrella of being an ,authorised voluntary worker'. While the experience delayed the research project, it was a significant learning opportunity in the NHS ethical approval system. [source]

Relationship Between Personality Traits, Job Satisfaction, and Job Involvement Among Taiwanese Community Health Volunteers

I-chuan Li
ABSTRACT Objective: To understand the relationship between job involvement, job satisfaction, and personality traits among health volunteers in one Taiwan community. It is not easy to retain voluntary workers as part of health programs even though they have been trained. Previous research has shown that in order to increase job involvement, volunteers must effectively fulfill their needs to achieve and obtain job satisfaction. Design and sample: Cross-sectional design. Surveys were mailed to 317 health volunteers at community health centers in I-lan County, northern Taiwan; 213 complete responses (67%) were received. Methods: The survey instrument included sociodemographic items and scales measuring locus of control, achievement orientation, job involvement, and job satisfaction. Results: Most respondents (94.8%) were female and their average age was 49.6 years. In terms of personality traits, most volunteers showed internal control orientation. Explainable variance for the prediction of job involvement from a combination of participation frequency, on-job training, achievement orientation, and job satisfaction was 33.6%. Conclusions: The results suggest that there is a need to strengthen cooperative relationships among volunteers by initiating well-planned volunteer training programs and growth groups. These should involve the empowerment concept with the aim of enhancing the volunteers' interpersonal relationships and job satisfaction. [source]


Lionel Prouteau
ABSTRACT,:,This paper focuses on the voluntary workers who take on responsibilities in French voluntary associations. First, drawing on a national association survey, we contrast the characteristics of leadership volunteers, especially chairpersons, with those of the French population as a whole. We show that leaders are very different from the overall population even if these differences seem to diminish for organizations created more recently. Second, from a national household survey, we compare board members with other members of associations. Among other results, we find that the former are more rooted in their local environment and they participate more frequently in several associations. They are driven by more activist motives than are the other members. They give more time to their associations and they use more skills in their voluntary tasks than do the other volunteers. [source]

Burnout and duration of service among Chinese voluntary workers

Chun Yiu
A survey study conducted among 226 Chinese voluntary workers in Hong Kong showed that satisfaction with voluntary work, integration into the voluntary institution, and burnout syndromes contributed to volunteers' expected duration of service. Regression analyses also showed that different sets of variables predicted different spans of expected duration of service. Work satisfaction was the most salient predictor for expected duration of service from six months to ten years. Lack of personal accomplishment predicted expected duration of service for six to twelve months, whereas emotional exhaustion and depersonalization influenced volunteers' expectation to continue in the service for five to ten years. [source]

Evaluation of current densities and total contact currents in occupational exposure at 400 kV substations and power lines

Leena H. Korpinen
Abstract This investigation studied the current densities in the neck and total contact currents in occupational exposure at 400 kV substations and power lines. Eight voluntary workers simulated their normal work tasks using the helmet,mask measuring system. In all, 151 work tasks with induced current measurements were made. Work situations were: tasks in 400 kV substations, tasks in 400,110 kV towers and the cutting of vegetation under 400 kV power lines. The average current density in the neck was estimated from the current induced in the helmet. The calculated maximum average current densities in the neck varied from 1.5 to 6.4 mA/m2 and the maximum total contact currents from 66.8 to 458.4 A. The study shows that the maximum average current densities and the total contact currents (caused by electric field) in occupational exposure at 400 kV substations and power lines does not exceed the limit and action values (10 mA/m2 and 1 mA) of the new EU-directive 2004/40/EC (live-line bare-hand works excluded). Bioelectromagnetics 30:231,240, 2009. 2009 Wiley-Liss, Inc. [source]

A Purposive Interpretation of the National Minimum Wage Act

Guy Davidov
This article uses a purposive method of interpretation to suggest solutions to various questions raised in the application of the National Minimum Wage Act (NMWA). The article first considers the goals of minimum wage laws (and the NMWA in particular) by putting forward the justifications for such laws and addressing critiques. It is argued that the minimum wage is best understood as a mechanism for redistribution of resources and ensuring respect for the human dignity of workers. Building on this articulation of goals, the article then proceeds to consider which group of workers are included within the scope of the NMWA (interpreting terms such as ,worker', ,voluntary workers', apprentices and trainees); what are considered working hours for the purpose of the Act (focusing on cases of work/sleep combinations); and what constitutes part of the wage (focusing on tips, attendance allowances and deductions for accommodations). [source]