A process model of volunteer motivation

Neely, Andrea R.; Lengnick‐Hall, Mark L.; Evans, Michelle D.

doi:10.1016/j.hrmr.2021.100879

Cited by 3 publications

(3 citation statements)

References 46 publications

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“…Attacking this question from a starting point of one existing leadership theory is futile. For one, participants in an unpaid workforce are varied in the expectations they have for volunteering (Neely et al, 2021) and therefore require different leadership models to satisfy them. Through our narrative review on how specific leader behaviours can effectively address various volunteer motivations, we respond to the calls for more leadership scholars' attention to volunteering (Vieira Da Cunha & Antunes, 2022) and the calls for more volunteer scholars' attention to leadership (Posner, 2015).…”

Section: Discussionmentioning

confidence: 99%

Leading Volunteer Motivation: How Leader Behaviour can Trigger and Fulfil Volunteers’ Motivations

Tsai,

Newstead,

Lewis

et al. 2023

Voluntas

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Events such as pandemics, natural disasters, and other social issues reveal societies’ increasing reliance on voluntary unpaid workers. However, there is a decline in people’s willingness to volunteer with established organisations. While management research has shown that leadership plays a major role in motivating and retaining paid employees, further investigation is needed to understand how leadership motivates volunteers. This paper integrates leadership literature into a widely adopted volunteer motivation model through a narrative review, aiming to distil precise leader behaviours that could be used to fulfil or trigger people’s motivation to perform unpaid work. Our goal is to draw clear conceptual links between the different facets of leader behaviours and volunteer motivation and highlight the role of leadership in triggering and fulfilling volunteer motivation and therefore sustaining vital volunteer workforces. Limitations of our chosen approach, implications, and future research directions are discussed.

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Section: Discussionmentioning

confidence: 99%

Leading Volunteer Motivation: How Leader Behaviour can Trigger and Fulfil Volunteers’ Motivations

Tsai,

Newstead,

Lewis

et al. 2023

Voluntas

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“…Physical, psychological, and educational conditions seen as balanced can affect and control the environmental volunteer community [30]. The school as internal parties have rules on learning targets that they can motivate and change the attitudes of their students through volunteerism [39,40]. Increasing disaster awareness for men and women through character education as a learning with independent curriculum support.…”

Section: Threatmentioning

confidence: 99%

Flood mitigation with the support of demographic bonuses in Indonesia

Husna,

Setyowati,

Haryanti

2024

IOP Conf. Ser.: Earth Environ. Sci.

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Floods during the rainy season are still a polemic for Indonesia because disaster create various losses and fatalities. Although, drainage development, green environment and outreach have been implemented. However, public awareness of waste that block the flow of water needs to be evaluated. Therefore, the bibliometric analysis then using Vos Viewer software to discuss relevant research topics. The aim is to provide the management of hydrometeorological disaster mitigation. Therefore, the literature review in this article then discusses various flood threats, efforts by several regions to overcome them, human resources and character of education. The results of the discussion show that flood control requires with collaboration. For this purpose, the demographic bonus in Indonesia needs to be used to optimize public participation. Moreover, recommendation from the research is that any schools to hold group teens go clean activities as mutual cooperation learning. Policy alternatives to build some intrinsic motivation and extrinsic motivation for each individual in creating a flood free area in their environment.

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“…For our proposed model of volunteer job design, we suggest that while all three motivations are present in individuals to some degree, the extent to which they are prioritized by individuals differs. That is, they are not necessarily mutually exclusive, and we have simplified a potentially intricate process (e.g., how the alternative to volunteer enters the decision set; Neely et al, 2021). Consequently, which aspects of job design are emphasized is contingent upon the particular motivational priorities of the volunteer.…”

Section: Identity-related (Prosocial Motivations)mentioning

confidence: 99%

Volunteer job design: A fit perspective

Munjal¹,

Neely²,

Lengnick‐Hall³

et al. 2023

AIJ

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Volunteers are a resource for nonprofit organizations, many of whom would not be able to function effectively without their assistance. Therefore, understanding why people volunteer and how organizations utilize their talents is an important area of study, including examining how organizations can best design volunteer jobs to meet the mutual needs of the organization and the individual volunteer. This paper adopts a Person-Environment (P-E) fit perspective to offer an integrated model of volunteer job design that systematically incorporates perspectives Hackman and Oldham's Job Characteristics Model, Grant's relational job design, Rosso and colleagues' identity perspectives, and Wrzesniewski and Dutton's job crafting theory. We propose a theoretically grounded model that explains the flow between volunteers' needs and their culmination into favorable volunteers' attitudes and behaviors for nonprofit organizations. The paper also offers propositions for researchers to empirically test the model.

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A process model of volunteer motivation

Cited by 3 publications

References 46 publications

Leading Volunteer Motivation: How Leader Behaviour can Trigger and Fulfil Volunteers’ Motivations

Leading Volunteer Motivation: How Leader Behaviour can Trigger and Fulfil Volunteers’ Motivations

Flood mitigation with the support of demographic bonuses in Indonesia

Volunteer job design: A fit perspective

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