The Volunteer Satisfaction Index: A Validation Study in the Chinese Cultural Context

Abstract

Using a Hong Kong-sourced sample of 261 participants, this study set out to validate the Volunteer Satisfaction Index (VSI) in the Chinese cultural context and to evaluate its psychometric properties. The VSI was originally developed by Galindo-Kuhn and Guzley (2001) to measure the outcomes of volunteer experiences. In this study, exploratory factor analysis (EFA) yielded a different factor structure from that proposed by the scale developer. The three factors found were personal gain, relationship within organization and relationship with peers. Cronbach’s alpha values were high for all three subscales. Results from correlation and regression analysis also confirmed the construct and criterion-related validity of the scale. Thus, the reliability and validity of the scale were confirmed. Implications for the assessment of volunteer satisfaction and further directions for cross-cultural studies on related topics are discussed.

Effects of Volunteering Experiences and Motivations on Attitudes Toward Prisoners: Evidence from Hong Kong

“…The scale consists of 24 items with responses made on a 7-point Likert scale ranging from 1 (strongly dissatisfied) to 7 (strongly satisfied). A Chinese version of the VSI was recently validated in a Chinese context using a sample of university students in Hong Kong (Wong et al 2011). Three dimensions of volunteer satisfaction were derived.…”

Vectors of volunteerism: Correlates of volunteer retention, recruitment, and job satisfaction

“…Other studies have examined dimensions of satisfaction for certain volunteer age groups rather than creating a comprehensive, generalizable list of factors (Cuskelly, 1995;Omoto et al, 2000;Penner & Finkelstein, 1998). Galindo-Kuhn and Guzley (2001) and Wong, Chui, and Kwok (2010) identifi ed several dimensions of volunteer job satisfaction. Th ese dimensions can be broadly reconceptualized as refl ecting two fundamental components (Gidron, 1983;Herzberg, 1966): (a) satisfaction with the communication context refers to the organizational support (e.g., training, supervision), integration (e.g., belongingness, staff relations, acknowledgment), and information (e.g., face-to-face interaction, recognition, information dissemination); and (b) satisfaction with the organizational context is refl ected in the nature of the work assignment (e.g., time, location, job fi t), participation effi cacy (e.g., meaningful content, measurable outcomes), and sense of empowerment (e.g., actualization, autonomy).…”

“…Overall job satisfaction is a relatively standard criterion for evaluating models of volunteering (e.g., Finkelstein, 2008Galindo-Kuhn & Guzley, 2001Wong et al, 2010). Volunteer job satisfaction is defi ned as multidimensional, positively valenced perceptions or eff ective responses that the volunteer has toward the work and activity environment (Galindo-Kuhn & Guzley, 2001;Gidron, 1983Gidron, , 1985.…”

Study protocol of a multi-center RCT testing a social-cognitive intervention to promote volunteering in older adults against an active control

“…Participants, who report to have volunteered within the past 4 weeks, are asked to rate further cognitions and emotions towards their volunteering activity: Satisfaction with volunteer work is assessed with one item [61] “Overall, how satisfied are you with volunteer work” rated from 1 (extremely dissatisfied) to 10 (extremely satisfied). The Chinese version of the Volunteer Satisfaction Index [62] consisting of 26 items (e.g., “I receive help when I need while volunteering.”, “The actual conditions of volunteer work are consistent with my expectations.”) and answered on a scale from 1 (very dissatisfying) to 7 (very satisfying). General volunteering enjoyment is assessed with one item by Okun et al [63] “Overall, how much do you enjoy volunteer work?” rated from 1 (not at all) to 5 (very enjoyable).…”