Predicting Future Volunteering Intentions Through a Self-determination Theory Perspective

Wu, Yandan; Li, Chunxiao 李春晓; Khoo, Selina

doi:10.1007/s11266-015-9570-6

Cited by 65 publications

(43 citation statements)

References 29 publications

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“…Good project organisation is key: Volunteers commonly report that poor organisation and feeling undervalued or overburdened are key reasons for dropping out of volunteering (Ryan et al 2001, Locke et al 2003, whereas volunteers are motivated to participate in projects that are well-organised with good leadership, clear expectations, and meaningful tasks (Jacobson et al 2012). Volunteers' "job satisfaction" has been shown to predict their intention to continue (Wu et al 2015), and here we discuss some things that project organisers can do to keep their volunteers satisfied.…”

Section: Awareness Of Opportunitymentioning

confidence: 99%

Recruiting and Retaining Participants in Citizen Science: What Can Be Learned from the Volunteering Literature?

West

Pateman

2016

CSTP

173

202

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New citizen science projects are emerging all the time as scientists, policy-makers, and non-governmental organisations see the value of conducting research in this way. Understanding what factors influence people to take part in citizen science projects and why participants continue their involvement are important questions for the field. Here, we bring together key theories from the volunteering literature with examples from the environmental volunteering and citizen science literature to describe the factors that influence people to start and continue participating in citizen science projects. Good project organisation is key, and project organisers need to consider potential participants' motivations; their personal attributes, circumstances and demographics; and how they will become aware of the opportunity. We discuss each of these factors with reference to both the academic and the grey (non-academic) literature, and based on this make general recommendations for those designing and running citizen science projects.

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Section: Awareness Of Opportunitymentioning

confidence: 99%

Recruiting and Retaining Participants in Citizen Science: What Can Be Learned from the Volunteering Literature?

West

Pateman

2016

CSTP

173

202

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“…The Self-Determination Theory (SDT) is often cited for its use of intrinsic and extrinsic motivation to explain behaviour (Deci & Ryan, 1985), but actually postulates three basic psychological needs that drive behaviour: autonomy (being in control of one's decisions and behaviour), competence (feeling able to attain behavioural outcomes) and relatedness (feeling understood and respected by others) (Ridgway, Hickson, & Lind, 2016). This model has mostly been applied to behavioural change towards healthier behaviours in the health domain (Friederichs, Bolman, Oenema, Verboon, & Lechner, 2016;Lekes, Houlfort, Milyavskaya, Hope, & Koestner, 2016;Niven & Markland, 2015;Sebire et al, 2016;Staunton, Gellert, Knittle, & Sniehotta, 2015), to medical training (Hoffman, 2014), and to volunteering behaviours (Wu, Li, & Khoo, 2015). The SDT describes behavioural motivation at the macro level (Niven & Markland, 2015).…”

Section: Overview Of Behavioural Modelsmentioning

confidence: 99%

A conceptual model for persuasive in-vehicle technology to influence tactical level driver behaviour

Gent

Farah

Nes

et al. 2019

Transportation Research Part F: Traffic Psychology and Behaviou

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Persuasive in-vehicle systems aim to intuitively influence the attitudes and/or behaviour of a driver (i.e. without forcing them). However, the challenge in using these systems in a driving setting, is to maximise the persuasive effect without infringing upon the driver's safety. This paper proposes a conceptual model for driver persuasion at the tactical level (i.e., driver manoeuvring level, such as lane-changing and car-following). The main focus of the conceptual model is to describe how to safely persuade a driver to change his or her behaviour, and how persuasive systems may affect driver behaviour. First, existing conceptual and theoretical models that describe behaviour are discussed, along with their applicability to the driving task. Next, we investigate the persuasive methods used with a focus on the traffic domain. Based on this we develop a conceptual model that incorporates behavioural theories and persuasive methods, and which describes how effective and safe driver persuasion functions. Finally, we apply the model to a case study of a lane-specific advice system that aims to reduce travel time delay and traffic congestion by advising some drivers to change lanes in order to achieve a better distribution of traffic over the motorway lanes.

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“…Contributions to the volunteer management literature in the past few years have led to a better understanding of the intricacies of volunteer turnover. Scholars have identified a range of significant predictors for volunteer retention such as voice (Garner & Garner, ), volunteer role identity (Grube & Piliavin, ), perceived competence and efficacy (Ripamonti, Pasquarelli, Ravasi, & Sala, ; Wu, Li, & Khoo, ), distributive justice (Hurst, Scherer, & Allen, ), as well as volunteer motivation (e.g., Garner & Garner, ; Gazley, ; Nencini, Romaioli, & Meneghini, ). Aside from individual volunteer motives and dispositions, effective management within the organization also contributes to volunteer retention (Gazley, ; Hager & Brudney, ).…”

Section: Background and Significancementioning

confidence: 99%

“Don't you want to stay?” The impact of training and recognition as human resource practices on volunteer turnover

Walk

Zhang

Littlepage

2018

Nonprofit Mgmnt & Ldrshp

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Managing volunteers is a difficult undertaking. This study draws on human resource (HR) management theory and literature to investigate the effect of two HR practices—training and recognition—on volunteer turnover. We use longitudinal administrative data collected by an Indiana nonprofit organization, which contains individual volunteer characteristics, organizational HR practices, and information on actual turnover behavior. We found that recognizing volunteer contributions with awards predicted volunteer retention in the following year. Training did not have a direct effect on volunteer turnover, but interacted with gender; men who received training were more likely to stay than women. The study contributes to the literature on HR management in the volunteer context, adds to the emerging literature on awards as incentives for volunteers, and addresses the common method bias by using longitudinal data.

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Predicting Future Volunteering Intentions Through a Self-determination Theory Perspective

Cited by 65 publications

References 29 publications

Recruiting and Retaining Participants in Citizen Science: What Can Be Learned from the Volunteering Literature?

Recruiting and Retaining Participants in Citizen Science: What Can Be Learned from the Volunteering Literature?

A conceptual model for persuasive in-vehicle technology to influence tactical level driver behaviour

“Don't you want to stay?” The impact of training and recognition as human resource practices on volunteer turnover

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