2015
DOI: 10.1007/s11266-015-9570-6
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Predicting Future Volunteering Intentions Through a Self-determination Theory Perspective

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Cited by 66 publications
(43 citation statements)
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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%
“…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%
“…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%
“…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%