The examination of organizational features of voluntary associations and their effects on the experiences of volunteers traditionally received less attention than other topics. This paper aimed to examine how different features as social and task support, information and appreciation affect volunteers’ experiences in terms of job satisfaction, organizational commitment, and intention to remain. Moreover, potential moderating effects by motivations to volunteer in relation to the abovementioned relations were tested. Through the use of a self-report questionnaire, distributed among 162 Italian voluntary associations (final sample of 1,445 volunteers), structural equation modeling (SEM), and moderated-SEM were carried out to verify hypothesized associations and potential moderations. Job resources were associated with the three outcomes, moreover many moderating effects by the values/understanding and career motivations were found. The results were commented on the basis of the current literature, and some practical suggestions were drawn about voluntary associations’ management and volunteers’ recruitment and selection.

A previous article in this journal presented a conceptualisation of the political legitimacy of the state and its operationalisation for 72 countries c. 2000. This article provides an updated dataset of state legitimacy for 52 countries c. 2008 using the same conceptualisation. It presents a brief discussion of the comparative results of the two datasets.

Using self-determination theory (SDT; Deci and Ryan 1985), we conducted a cross-sectional survey to test the relationship among competence, intrinsic motivation, job satisfaction, and intention to continue volunteering. A total of 180 Special Olympics volunteers from China participated in this study. The results showed that competence positively predicted intrinsic motivation and job satisfaction. Intrinsic motivation was a partial mediator for the relationship between competence and job satisfaction. Job satisfaction positively influenced intention and it acted as a full mediator in the relationship between intrinsic motivation and intention. It was concluded that SDT is a useful theoretical framework in understanding intention to continue volunteering. Theoretical and practical implications are provided.

This study examines the development of volunteer satisfaction within the framework of self-determination theory (SDT). Therewith, autonomy-supportive leadership—as an influential part of the organizational context—is studied as an antecedent of volunteer satisfaction. The hypothesized model suggests that the link between autonomy-supportive leadership and volunteer satisfaction is serially mediated by general need satisfaction and autonomous motivation. Volunteers (N = 113) working closely together with their supervisors completed a paper-based questionnaire. As predicted, both general need satisfaction and autonomous motivation serially mediated the link between autonomy-supportive leadership and volunteer satisfaction. The results indicate that autonomy-supportive leadership is an important factor of the organizational context, increasing both volunteers’ autonomous motivation and satisfaction. Practical implications for volunteering organizations, as well as implications for further research, are discussed.

Keeping volunteers committed and engaged is one of the toughest challenges for NPOs. The aim of the present study is to investigate the individual and organizational factors that promote volunteer satisfaction and, vice versa, foster intentions to quit. Two hundred forty-seven volunteers operating in four different NPOs were asked to fill in a self-report questionnaire that aimed to explore their motivations to volunteer, their degree of satisfaction and their perception of the organizational climate in the NPO they worked with, in addition to providing details of the activities which they were involved in. Results showed that the organizational climate mediates the relationship between autonomous motivation and satisfaction, as well as that between external motivation and intentions to leave an organization.

The volunteer experience in organizational context has received far less scrutiny. Studies have indicated specific organizational settings, such as schedule flexibility, orientation and training, empowerment, social interaction, reflection, and rewards, and each has certain influences on their satisfaction and intention of remain. But we do not know their combined impact as organizational facilitators. This study focused on a sample of hospital volunteering, which occupies the largest service hours of volunteering work in Taiwan. We explored the experience of organizational facilitators that affect the satisfaction and loyalty of the volunteers from 868 valid questionnaires in a metropolitan hospital. The results showed that volunteers with more experiences on social interaction, reflections, and rewards, were more satisfied. In term of loyalty, volunteers with higher satisfaction showed higher willing to remain, recommend, accept services, and donate. Furthermore, because of flexible schedules and preferable rewards, the volunteers were more willing to remain; because of more training, higher social interaction, reflections, and rewards, the volunteers were more willing to recommend volunteering and accept services. Additionally, less flexible schedules, better empowerment, and more reflections as well as rewards influenced volunteers to be more motivated to donate. Implications of organizational efforts toward the hospital volunteer management are discussed.

Volunteers are an integral part of the labor pool in the sports industry and organizations benefit from the extensive contributions that volunteer workers make to the daily operations of organizations and the overall management of events. Sport organizations have tended to utilize mainstream human resource management practices that focus on paid workers ignoring the differences in motivation and satisfaction factors that differentiate the sports volunteer worker along with the sports industry. This study explores the lived experience of long-term sport volunteers with regard to training and work preparedness, recognition and status, well-being, and belonging. The study employs an ethnographic research strategy in an authentic environment that would allow the researchers to untangle and understand the multiple realities that construct the volunteer experience. A holistic view of the dynamic interdependencies of all components of the volunteer community emerges yielding a new typology, the Frustration Factor.

Volunteering leads to many positive outcomes, especially when one’s reasons for volunteering are satisfied by one’s volunteer experience. But does this match between motive and experience mitigate against negative outcomes? This study examined whether congruence between reasons for volunteering (i.e., Volunteer Functions) and outcomes of volunteering (i.e., Volunteer Outcome Satisfaction) predicted lower levels of volunteer-related burnout in a sample of 512 adult volunteers. Congruence predicted significantly lower levels of burnout only for the Understanding and Values functions. Volunteers who were highly motivated to volunteer for Understanding and Values functions and experienced satisfaction in these domains reported significantly lower levels of burnout than their counterparts. Contrary to hypotheses, participants who reported low motivation for Enhancement or Social functions but who endorsed high satisfaction of these functions reported lower levels of burnout than those who reported congruence between these motivations and outcomes. Additionally, the congruence hypothesis did not hold true for the Protective or Career functions. Volunteer organizations are urged to attend to the importance of satisfying desired functions of volunteering and to help volunteers identify best-fitting opportunities.

The current study aims to study Hospital volunteers’ intention to stay in an organization through understanding motivation, management factors, and satisfaction. A total of 304 Hospital volunteers, mainly women, completed a questionnaire measuring motivations, management factors, satisfaction, and intention to stay. In this study, structural equation modeling was used. Results demonstrate that there is a positive relationship between (a) motivation and satisfaction, (b) management factors and satisfaction, (c) satisfaction and intention to stay, and (d) motivation and management factors. These results present important outcomes that should be reflected in the way organizations operate. This research indicates aspects which are most valued by volunteers and allows NPOs to design and establish appropriate and assertive management policies.

Volunteer satisfaction is a significant concern, as volunteers have lower barriers to exit than employees and tend to leave nonprofits when dissatisfied. While volunteer management predominantly focuses on the implementation of management practices, this study alters that perspective. Through job crafting, one form of proactive behavior in organizational contexts, we study volunteers as active participants in their volunteer experience. We posit that volunteer job crafting is an important, yet overlooked, factor in volunteer outcomes such as satisfaction and organizational identification. We test and (partially) confirm our hypotheses using a sample of 678 volunteers in one youth-serving nonprofit organization in the Midwest region of the USA. This study extends job crafting research further into the non-work domain by adding a multifaceted conceptualization of job crafting in the context of volunteer work. We distinguish between behavioral and cognitive crafting and provide empirical support on how those crafting forms relate to volunteer satisfaction and organizational identification.

Increasingly studies on volunteer motivation are exploring the process stages of volunteerism with particular attention to recruitment and retention. Volunteer experience and its dynamic association to satisfaction, however, remain underexamined, particularly in faith-based contexts. This study uses a functional approach to explore the applicability of the Volunteer Functions Inventory (Clary et al. in J Personal Soc Psychol, 74(6):1516–1530, 1998) to a sample of volunteers in an Australian faith-based organization. Factor analysis was supportive of a four-factor solution with the elimination of the Protective function and the emergence of a new function, Enrichment. The validity of a new structure, the Faith-Based Volunteer Motivation Scale, is tested against levels of volunteer satisfaction for this sample. Results concur with Clary et al.’s correlation between high-level motive fulfilment and degrees of satisfaction.

While in his early years, Kahneman followed the world of classic utilitarianism in which smart individuals base decisions on how they will truly feel each moment in the future, Kahneman in Mandel (2018) adopted a very different position, namely that what matters is the story people tell of their lives. He thus grappled with evolving stories of both the future and the past, and the presence of different decision-supporting evaluations for the short-run and the long-run.