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Copyright of Voluntas: International Journal of Voluntary & Nonprofit Organizations is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper presents a comparative analysis of giving ethos and behavior in the United States and the United Kingdom, in particular the relationship of giving to civic life. Obvious disparities between the two countries exist when overall levels of giving are considered. In the United States, individual giving as a percentage of gross national or domestic product has consistently hovered around 2% of Gross Domestic Product. By contrast, charitable giving in the United Kingdom has yet to reach 1% of GDP. The paper identifies the differences in giving ethos and behavior in the two countries in relation to the complexity of the differences between the political structures, social attitudes, and the role of charitable giving in the two countries. In particular, the paper postulates a set of models—generosity and altruism—for explaining the differences. [ABSTRACT FROM AUTHOR]

This empirical study examined the effects of “negative'' contact experiences with beneficiaries on charity volunteers' job satisfaction and organizational commitment within a helping and caring charitable organization that for 3.5 years had operated an internal marketing program. It was hypothesized that negative experiences downwardly moderated (i) the impact of the charity's internal market activities on satisfaction and commitment, and (ii) the influences of certain job attributes (autonomy, teamworking, and supervisory support) on these variables. Three personal characteristics (affect intensity, vulnerability to stress, and a person's reasons for having become a volunteer) were also posited to moderate the effects of negative experiences on job satisfaction and organizational commitment. Linkages between the last two variables and a volunteer's desire to provide high-quality client services were explored. The results indicated strong connections between job satisfaction, organizational commitment, and a volunteer's personal commitment to providing high-quality services. Levels of organizational commitment were influenced positively and significantly by the charity's internal marketing activities and negatively by the number of unpleasant client-contact experiences that a volunteer had to endure. [ABSTRACT FROM AUTHOR]