Volunteers are a rapidly growing segment of the workforce population, contributing both time and resources to the success of many organizations. Utilizing quantitative data from a survey, this study fi rst develops a theoretical model of nonprofi t volunteer participation and satisfaction and tests this model through structural equation modeling. The data derive from over 250 volunteers of a nonprofi t organization located in a large southwestern urban area. Specifi cally, this study investigates the relationship of volunteer motivation, organizational communication, and structural barriers with job satisfaction, intent to remain with the organization, and intent to engage in volunteer-initiated recruitment. A slightly modifi ed model derived from the theorized model received support. Motivation predicted satisfaction with organizational communication, which in turn predicted perceived barriers, job satisfaction, commitment, and intentions to recruit others. Implications are examined both for the theory of organizational communication and the recruitment of volunteers for nonprofi t organizations.A ccording to data reviewed by the Corporation for National and Community Service (2010), more than 63 million Americans contribute more than 8 billion service hours, amounting to almost $170 billion of economic value to the country. Additionally, more than 70% of volunteers are associated with an organization (Bureau of Labor Statistics [BLS], 2010). Despite the economy's reliance on volunteers, researchers are still trying to identify generally accepted predictive factors of volunteerism. Paid workers and volunteers share some similarities, but it is unreasonable to assume their motivation and organizational communication are identical. Part of the problem is that volunteers by defi nition are a dynamic group with a varied level of organizational involvement; therefore, it is diffi cult to generalize a consistent set of characteristics (Cnaan & Amrofell, 1994). In contrast to paid workers, volunteers are less typically motivated by extrinsic rewards such as fi nancial incentives, promotions, or benefi ts; instead, they are more likely motivated by intrinsic rewards such as personal fulfi llment (Ashcraft & Kedrowicz, 2002). Th is study seeks to gain a deeper understanding of volunteer organizational involvement by developing and testing a theoretical model of volunteer communicative participation. 23A volunteer is someone who chooses "to act in recognition of a need, with an attitude of social responsibility and without concern for monetary profi t, going beyond one's basic obligations" (Ellis & Noyes, 1990, p. 4). Volunteering is an individual's choice to act for the benefi t of others (Cnaan & Goldberg-Glen, 1991). Volunteers spend discretionary time assisting with work associated with a cause or a community in need. Th e volunteer is often intrinsically rewarded through such intangible objectives as building social networks, personal development, a sense of accomplishment, self-effi cacy, prospective job off ers, ...

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