BMC palliative care · 2026
A qualitative descriptive case study on the incentive strategies of hospice care volunteers.
СтатьяНазвание и аннотация: Перевод в очереди
Обработка статьи · этапы, ошибки и управление
Загрузка состояния…
Ошибки и ограничения
История · было → стало
Состояние обновляется каждые 5 секунд, пока блок открыт. Процент показывается только там, где известен объём работы. Пауза останавливает продолжение этапа; текущий запрос к источнику может завершиться.
Wu Yanming, Cheng Rong, Liu Yangchenchen, Yao Yi, Gu Youcheng, Sun Dejiang, Jiang Maomin, Li Huiling
Аннотация
BACKGROUND: While the operational and funding structures of hospice care vary significantly across the globe, volunteers remain an indispensable component of hospice care teams. Existing research has examined volunteers' working experiences and training models; however, less is known about incentive strategies to promote sustained engagement.
OBJECTIVE: To explore the incentive strategies for hospice care volunteers through this qualitative case study in China and thus provide evidence to enhance global volunteer retention.
METHODS: A descriptive qualitative case study was conducted using participant observation and semi-structured interviews to explore hospice care volunteers' expectations for incentives, as well as administrators' perspectives on strategies to motivate and retain volunteers. Data were analyzed through conventional content analysis.
RESULTS: Analysis yielded four themes and twelve sub-themes. (1) Material incentives, encompassing: Basic Subsidy Relief, Tangible Resources Empowerment, and Health and Welfare Support; (2) Organizational incentives, including: Engraving Volunteer Business Cards, Fostering Cohesive Teams, and Flexible Adaptive Management. (3) Spiritual incentives, encompassing: Multi-dimensional Value Recognition, Nourishing the Soul, and Intrinsic Motivation Enhancement. (4) Growth-oriented incentives, including: Knowledge and Skill Enhancement, Experience Sharing and Reflection, and Character Progression and Development.
CONCLUSION: Organizational managers should develop incentive strategies for hospice care volunteers that align with their varied motivations for service. Given that hospice care volunteers generally prioritize spiritual fulfillment and personal growth, these strategies should focus on strengthening spiritual and growth-oriented incentives. Furthermore, incentive approaches should evolve to address the volunteers' changing needs at different stages, providing support for those with developmental aspirations to facilitate progressive growth in their roles.
OBJECTIVE: To explore the incentive strategies for hospice care volunteers through this qualitative case study in China and thus provide evidence to enhance global volunteer retention.
METHODS: A descriptive qualitative case study was conducted using participant observation and semi-structured interviews to explore hospice care volunteers' expectations for incentives, as well as administrators' perspectives on strategies to motivate and retain volunteers. Data were analyzed through conventional content analysis.
RESULTS: Analysis yielded four themes and twelve sub-themes. (1) Material incentives, encompassing: Basic Subsidy Relief, Tangible Resources Empowerment, and Health and Welfare Support; (2) Organizational incentives, including: Engraving Volunteer Business Cards, Fostering Cohesive Teams, and Flexible Adaptive Management. (3) Spiritual incentives, encompassing: Multi-dimensional Value Recognition, Nourishing the Soul, and Intrinsic Motivation Enhancement. (4) Growth-oriented incentives, including: Knowledge and Skill Enhancement, Experience Sharing and Reflection, and Character Progression and Development.
CONCLUSION: Organizational managers should develop incentive strategies for hospice care volunteers that align with their varied motivations for service. Given that hospice care volunteers generally prioritize spiritual fulfillment and personal growth, these strategies should focus on strengthening spiritual and growth-oriented incentives. Furthermore, incentive approaches should evolve to address the volunteers' changing needs at different stages, providing support for those with developmental aspirations to facilitate progressive growth in their roles.