This exploratory study identifies what additional work-roles local staff take on when their organization hosts a long-term international development volunteer, and explains why they do this. Analyzing interview data from a sample of local employees in Vietnamese organizations, the study identifies five work-roles: two that buttressed “volunteer and organization readiness” (preparing and orienting) and three that facilitated “volunteer performance” (translating, advocating, and mediating). These roles, often outside the formal work-role and expertise of the local employees, added to their cognitive and emotional loads and to a large extent went unrecognized by their employers. They were motivated by a combination of personal benefit (notably, opportunities to learn) and reciprocity norms that appear influenced, in part, by respondents’ cultural conditioning. The implications of this for volunteer-involved organizations, volunteers, and locals are discussed.

这项探索性研究确定了当地员工在组织长期国际发展志愿者时会承担哪些额外的工作职责，并解释了为什么这样做。通过对越南组织中本地员工抽样的访谈数据进行分析，该研究确定了五个工作角色：两个支持“志愿者和组织准备”（准备和培训），另外三个则促进“志愿者绩效”（翻译，倡导和调解） ）。这些角色通常不在当地雇员的正式工作角色和专业知识范围内，增加了他们的认知和情感负担，并且在很大程度上未被雇主认可。他们受到个人利益（尤其是学习机会）和互惠准则相结合的激励，这些互惠准则在一定程度上影响了 由受访者的文化条件决定。讨论了这对于参与志愿者活动的组织，志愿者和当地人的意义。