To understand the determinants and consequences of employee volunteering and possible psychological mechanisms that produce these effects.
Using data from more than 50,000 responses to Britain’s Healthiest Workplace survey, we employed structural equation modeling to investigate the determinants and effects of people volunteering.
Company sponsorship and workplace flexibility policies increased the likelihood of individuals volunteering. Net of a number of controls, people who volunteered reported better self-reported health, less risk of depression, and higher levels of engagement and satisfaction. These results were partly explained by volunteering creating higher levels of interpersonal social bonding and greater identification with their employers.
Employers should sponsor volunteer activities and provide workplace flexibility, because employees who volunteer have greater individual wellbeing and also higher levels of pro-employer outcomes such as engagement and job satisfaction.

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