Toward a Refined Insight Into the Importance of Volunteers’ Motivations for Need-Based Experiences, Job Satisfaction, Work Effort, and Turnover Intentions in Nonprofit Sports Clubs: A Person-Centered Approach

Clerck, Tom De; Willem, Annick; Cocker, Katrien De; Haerens, Leen

doi:10.1007/s11266-021-00444-5

Cited by 6 publications

(5 citation statements)

References 30 publications

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“…Controlled motivation is negatively correlated with volunteers' work engagement, length of volunteering and intention to continue (De Clerck et al, 2022;He, 2020;Li et al, 2016;Li & Wu, 2019;Nencini et al, 2016;Sheldon et al, 2023). Overall, evidence from SDT and empirical studies both suggests that the more robust volunteers' autonomous motivation, the higher their sustained volunteering; the more robust volunteers' controlled motivation, the lower their sustained volunteering.…”

Section: Volunteer Motivations and Sustained Volunteeringmentioning

confidence: 94%

“…Behaviour motivated by autonomous motivation can satisfy people's need for autonomy, which is related to positive outcomes; whereas controlled motivation prevents people to satisfy their need for autonomy, which is associated with negative behavioural sequences. Based on SDT, many studies found that volunteers' autonomous motivation is positively correlated with their work engagement, commitment to volunteering, length of volunteering and intention to continue (De Clerck, Willem, De Cocker, & Haerens, 2022; Hamilton Skurak, Malinen, Kuntz, & Näswall, 2019; He, 2020; Li & Wu, 2019; Li, Wu, & Kee, 2016; Nencini et al, 2016; Sheldon et al, 2023; Wu, Li, & Khoo, 2016). Controlled motivation is negatively correlated with volunteers' work engagement, length of volunteering and intention to continue (De Clerck et al, 2022; He, 2020; Li et al, 2016; Li & Wu, 2019; Nencini et al, 2016; Sheldon et al, 2023).…”

Section: Introductionmentioning

confidence: 99%

“…Based on SDT, many studies found that volunteers' autonomous motivation is positively correlated with their work engagement, commitment to volunteering, length of volunteering and intention to continue (De Clerck, Willem, De Cocker, & Haerens, 2022; Hamilton Skurak, Malinen, Kuntz, & Näswall, 2019; He, 2020; Li & Wu, 2019; Li, Wu, & Kee, 2016; Nencini et al, 2016; Sheldon et al, 2023; Wu, Li, & Khoo, 2016). Controlled motivation is negatively correlated with volunteers' work engagement, length of volunteering and intention to continue (De Clerck et al, 2022; He, 2020; Li et al, 2016; Li & Wu, 2019; Nencini et al, 2016; Sheldon et al, 2023). Overall, evidence from SDT and empirical studies both suggests that the more robust volunteers' autonomous motivation, the higher their sustained volunteering; the more robust volunteers' controlled motivation, the lower their sustained volunteering.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Profiles of volunteers' motivations and positive experiences relate to their sustained volunteering during the COVID‐19 pandemic

Qu,

Ju,

Qin

et al. 2023

Community & Applied Soc Psy

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Volunteering benefits individuals and society but is hard to sustain, especially in emergencies. Based on the volunteer process model and self‐determination theory, this study identified the optimal number of motivations and positive experiences profiles and investigated these profiles' relationships with volunteers' sustained volunteering during the COVID‐19 pandemic. Seven hundred and eighteen volunteers completed a series of measures about motivations to volunteer (e.g., autonomous and controlled), positive experiences (e.g., satisfaction, meaningfulness and happiness) and sustained volunteering. Results indicated that meaningfulness and happiness positively predicted sustained volunteering but satisfaction did not. Furthermore, we identified four distinct groups using latent profile analysis: the highest autonomy‐best experience group (34.96%), high autonomy‐well experience group (44.84%), moderate autonomy‐general experience group (17.83%) and low autonomy‐bad experience group (2.37%). Volunteers in the highest autonomy‐best experience group showed the highest level of sustained volunteering compared to those in other groups. These findings suggest that volunteers' motivations and positive experiences play a combined role in sustained volunteering. They also have significance for fostering long‐term volunteering. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement.

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Section: Volunteer Motivations and Sustained Volunteeringmentioning

confidence: 94%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Profiles of volunteers' motivations and positive experiences relate to their sustained volunteering during the COVID‐19 pandemic

Qu,

Ju,

Qin

et al. 2023

Community & Applied Soc Psy

View full text Add to dashboard Cite

show abstract

“…This approach could provide a more comprehensive understanding of volunteers' motivations and outcomes [16]. Since then, several studies have been reported [17][18][19][20][21][22], but the ongoing research is still scarce, especially in the Portuguese context.…”

Section: Self-determination Theorymentioning

confidence: 99%

“…Moreover, the theory conceptualizes motivation in a quantitative rather than a qualitative way [15,16]. In recent years, more studies have adopted selfdetermination theory as a framework for the study of volunteerism [10,[17][18][19][20][21][22].…”

Section: Introductionmentioning

confidence: 99%

The Volunteer Motivation Scale (VMS): Adaptation and Psychometric Properties among a Portuguese Sample of Volunteers

Martins,

Jesus,

da Silva

et al. 2023

Sustainability

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Using self-determination theory, this study examined the autonomous motivation and regulatory styles of volunteers. The Volunteer Motivation Scale (VMS) is one of the main instruments available to assess these constructs, but it requires validation and adaptation for different contexts. Therefore, the goal of this study was to analyze the psychometric properties of the 12-item VMS in a sample of Portuguese volunteers. The sample consisted of 207 volunteers, mostly women (74.4%), aged from 14 to 81 years, from various areas of volunteering. The measures included self-regulation, basic psychological needs, causality orientation, and autonomy support. Confirmatory factor analysis using the lavaan package in R was performed to test a four-factor model and a two-factor model. The results indicated that the four-factor model had a better fit to the data. The VMS showed good internal consistency, discriminant validity, and convergent validity. The VMS can be viewed as a valuable tool for professionals and a promising avenue for future research on the motivations of volunteers.

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Worker Well-Being and Quit Intentions: Is Measuring Job Satisfaction Enough?

Pelly

2023

Soc Indic Res

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The links between worker well-being and quit intentions have been well researched. However, the vast majority of extant studies use just one measure, job satisfaction, to proxy for worker well-being as a whole, thus ignoring its documented multidimensionality. This paper examines whether this approach is justified. Using novel survey data, I compare the extent to which alternative well-being indicators (job satisfaction, affect, engagement and the satisfaction of basic psychological needs) individually, and jointly, explain variation in the quit intentions of 994 full-time workers. I find systematic differences in the personal and well-being profiles of workers who intend quitting and those who do not. Furthermore, well-being indicators explain four to nine times more variation in quit intentions than wages and hours combined. The engagement measure performs best, explaining 22.5% of variation in quit intentions. Employing a composite model (job satisfaction + affect + engagement) significantly increases explanatory power. My results suggest that the standard single-item job satisfaction measure may be good enough for organisations who merely wish to identify categories of workers who may be most at risk of quitting. For organisations seeking to develop proactive quit prevention strategies however, supplementing job satisfaction with other indicators such as engagement should increase explanatory power and yield valuable, potentially actionable, insights.

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Toward a Refined Insight Into the Importance of Volunteers’ Motivations for Need-Based Experiences, Job Satisfaction, Work Effort, and Turnover Intentions in Nonprofit Sports Clubs: A Person-Centered Approach

Cited by 6 publications

References 30 publications

Profiles of volunteers' motivations and positive experiences relate to their sustained volunteering during the COVID‐19 pandemic

Profiles of volunteers' motivations and positive experiences relate to their sustained volunteering during the COVID‐19 pandemic

The Volunteer Motivation Scale (VMS): Adaptation and Psychometric Properties among a Portuguese Sample of Volunteers

Worker Well-Being and Quit Intentions: Is Measuring Job Satisfaction Enough?

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