Perceived organizational support on episodic volunteers' affective and behavioral outcomes: a case of the 2016 Rio Olympic Games

Abstract

PurposeThe aim of this study was to investigate the effects of perceived organizational support (POS) on the relationships between volunteer job satisfaction, attitude toward volunteering and continuance intention. Also, this study investigated the moderating role of volunteer age in the relationships between study variables.Design/methodology/approachParticipants were recruited from volunteers in the Rio 2016 Olympic Games and/or the Rio 2016 Paralympic Games (N = 4,824). Data were primarily analyzed using the partial least squares structural equation modeling (PLS-SEM) and multigroup analysis (PLS-MGA).FindingsResults of the PLS-SEM indicated that, firstly, POS had a positive and significant effect on continuance intention, attitude and job satisfaction. Moreover, the influence of job satisfaction on attitude was statistically significant. Paths from attitude and job satisfaction to continuance intention were statistically and positively significant. As a next step, PLS-MGA was conducted using basic bootstrapping to test the age difference in the research model. Significant differences were found in the paths from POS to attitude and from satisfaction to continuance intention. More specifically, the influence of POS on attitude was significantly stronger for the younger group. On the other hand, the impact of satisfaction on continuance intention was significantly stronger for the older group.Originality/valueThe large sample size of this study offered more persuasive empirical evidence on the role of POS in volunteers' perception and behavior. The findings suggest the importance of the event organizer's support for volunteer outcomes and clear communication with volunteers on their needs and wants.

How Sports Event Volunteer Management Affects Volunteers’ Satisfaction and Engagement: The Mediating Role of Social Capital

“…The same as , training and working conditions, as conditions provided by the event, can significantly affected the sports event volunteers' satisfaction and work engagement in volunteerism. Different from the direct effect of organizational support on volunteers' satisfaction and behavior (Won et al, 2021), the results also indicated that sports event volunteer management practices indirectly affected the volunteers' attitude and behavior, which is also verified by . This effect may have been mediated by some intermediate factors such as social capital, which is a different mediating variable from previous study .…”

“…Sports volunteer management practices and organizational support can affect volunteers’ attitude and behavior (Cho et al, 2020; Wicker, 2017; Won et al, 2021). These management practices include decision making (Cuskelly & O’Brien, 2013), support from the organization (Cuskelly & Hope, 2013), financial resources (Coates et al, 2014), role models (Wicker & Frick, 2016), communication modes, the control of volunteers (Byers, 2013), rewards and recognition (Cho et al, 2020), training (T.…”

Connecting the Dots: Perceived Organization Support, Motive Fulfilment, Job Satisfaction, and Affective Commitment Among Volunteers

“…Employees' job satisfaction is a concern among organizational psychologists because it is an attitudinal variable that describes the feeling of an individual about his/her job (Chiboiwa et al, 2011;Knights & Kennedy, 2005) and is associated positively with productivity and negatively with absenteeism in the workplace (Lo Presti, 2013). Job satisfaction in the context of NPOs is important because volunteers who are happy with their work activities are likely to keep on volunteering (S. E. Usadolo & Usadolo, 2018;Won et al, 2021).…”

“…Job satisfaction in the context of NPOs is important because volunteers who are happy with their work activities are likely to keep on volunteering (S. E. Usadolo & Usadolo, 2018; Won et al, 2021).…”

The Fact of How Leaders Influence on Employee Creativity in Indonesia

“…According to Liu et al (2016) perceived organizational support is an employee's assessment of compensation issues from the workplace or a description of the quality of employees where the employee works. The better Perceived Organizational Support can be seen from the feeling of being treated fairly, encouragement from superiors, rewards that are supported by employees, as well as pleasant busy situations can manifest the positive character of individual employees at work (Won, Chiu, Bang, and Bravo, 2021). According to Ibrahim et al (2016) perceived organizational support has a significant effect on employee creativity because it increases motivation on organizational performance and efficiency.…”