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Designing volunteers’ tasks to maximize motivation, satisfaction and performance: The impact of job characteristics on volunteer engagement

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Abstract

We conducted a field study to test the applicability of the job characteristics model (JCM) in volunteer organizations and examine the impact of job characteristics on volunteer motivation, satisfaction and intent to quit, as well as test a measure of volunteer performance. One hundred and twenty-four volunteers completed measures of job characteristics, motivation, satisfaction, and intent to quit. Supervisors rated volunteer task performance and organizational citizenship behaviors (OCB). Results showed that job characteristics were related to volunteers’ autonomous motivation, satisfaction and performance. Autonomous motivation acted as a mediator in the relationship between job characteristics and satisfaction. The theoretical and practical implications of these findings are discussed.

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Notes

  1. We ran the analyses separately on performance and OCB. Supporting H4a, MPS was positively correlated with task performance, r = .29, p < .01. However, because RAI was unrelated to task performance, r = .09, ns, it was not possible to test for mediation, therefore H4b was not supported. Weak support was found for H5a, as MPS was marginally correlated with OCB, r = .17, p < .10. RAI was unrelated to OCB, r = .08, ns, therefore, H5b was not supported.

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Acknowledgement

This research was supported by an internal Concordia University Grant. We thank Stephane Brutus and Kathleen Boies for their useful feedback.

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Authors and Affiliations

  1. Department of Management, John Molson School of Business, Concordia University, 1455 de Maisonneuve W., Montreal, QC, Canada, H3G 1M8

    Valérie Millette & Marylène Gagné

Authors
  1. Valérie Millette
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  2. Marylène Gagné
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Correspondence to Marylène Gagné.

Appendix

Appendix

Volunteer performance

In his/her role as a volunteer, _________________:

Task performance

  1. 1.

    Fulfills responsibilities specified in the job description.

  2. 2.

    Neglects aspects of the job he/she is obligated to perform. (r)

  3. 3.

    Performs tasks that are expected of him/her.

  4. 4.

    Adequately completes assigned duties.

Organizational citizenship behavior

  1. 1.

    Is a good team player.

  2. 2.

    Goes out of his/her way to help new volunteers.

  3. 3.

    Conserves and protects organizational property.

  4. 4.

    Has an attendance record which is above the norm.

  5. 5.

    Passes along information to other volunteers.

  6. 6.

    Gives advance notice when unable to show up.

  7. 7.

    Complains about insignificant things. (r)

  8. 8.

    Adheres to informal rules devised to maintain order.

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Millette, V., Gagné, M. Designing volunteers’ tasks to maximize motivation, satisfaction and performance: The impact of job characteristics on volunteer engagement. Motiv Emot 32, 11–22 (2008). https://doi.org/10.1007/s11031-007-9079-4

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