There is a growing need to promote volunteerism among youth, given the declining rates across Western countries, and the societal and individual benefits gained through community engagement. Research has focused on individual predictors of volunteerism, but little is known about the role of context, such as urban–rural differences when examining comparable cohorts. Using data from a Canadian survey and semi-structured interviews, we documented differences in volunteer motivations and barriers between urban and rural youth. Survey results showed that rural youth volunteered more hours if they had friends who volunteered, whereas urban youth invested more hours if they were motivated to explore their strengths. Qualitative findings highlighted the importance of networks as levers to formal and informal volunteering, especially for rural youth, and the unique social and structural barriers related to volunteerism depending on place of residence. Contextual factors should be considered when designing strategies to recruit and retain young volunteers.
Abstract Defence organisations are unique in that they comprise integrated military and civilian personnel working in partnership with each other (e.g., in headquarters, on bases, on missions, in academic settings). Many defence civilians are supervised by military supervisors and managers, while others are themselves responsible for managing military personnel. At the same time, despite often high levels of partnership and integration, military and civilian personnel are governed by very different personnel management systems, and have distinct cultures. These factors can affect the nature and quality of the collaboration and influence personnel outcomes and organisational effectiveness. Indeed, defence organisations are increasingly recognizing the importance of optimizing integration between their military and civilian workforces, with many adopting organisational terms implying that the military and civilian workforces form a cohesive whole: the Defence Team (Canada), the Whole Force Concept (United Kingdom), One Defence Team (Sweden), and Total Defence Workforce (New Zealand). This paper presents results from the Military–Civilian Personnel Survey (MCPS), which was administered in 11 nations as part of a NATO Research Task Group on the topic of military-civilian personnel collaboration and integration (NATO STO HFM RTG-226). This survey was the first systematic examination of large samples of military and civilian respondents, and the first to examine military–civilian relations from the perspective of both military and civilian personnel. The results presented here are based on three open-ended questions included in the survey, which asked respondents to identify 1) the most important factors for establishing and maintaining positive military-civilian personnel work culture and relations, 2) the challenges of working in a military-civilian environment, and 3) the main advantages of working in a military-civilian environment. Results of 5 nations, including Canada, Netherlands, New Zealand, Sweden, and the United Kingdom (n =1,513 military respondents and n = 2,099 defence civilians) are presented. Results indicate that mixed military-civilian work environments present both unique challenges and advantages, and identified the factors considered to be important for enhancing integration and collaboration between military and civilian personnel. Given that many cross-national patterns emerged, these findings provide useful insights for enhancing military and civilian personnel integration and collaboration across nations. *Adapted from the material first reported in Goldenberg, I. & Febbraro, A.R. (2018; in publication). Civilian and Military Personnel Integration and Collaboration in Defence Organizations. NATO Science and Technology Organization Technical Report - STO-TR-HFM-226. DOI 10.14339/STO-TR-HFM-226. ISBN: ISBN 978-92-837-2092-8.
