The problem addressed in this study was the limited available knowledge of why people volunteer. There had been an apparent lack of research among populations of volunteers based on current theory. The purpose of this study was to identify a theory of motivation appropriate for application to volunteers or develop such a theory if one did not exist, and to utilize that theory to explore motivation in a sample of volunteers. Related purposes were to develop an instrument which would be useful in subsequent research among volunteers and to pilot that instrument. A thorough review of the literature pertaining to volunteers and to motivation was conducted, and a model for organizing motivation theories was identified. The organizational model was adapted, and offered as a theory of motivation appropriate for application to volunteers. The theory was based on the individual's value system, and the thesis that an individual will undertake action to preserve and/or create that which is believed to be good and beneficial. A comprehensive list of reasons for volunteering was developed from the literature. Eighty-seven questions pertaining to potential reasons for volunteering were developed, offering respondents a range of seven responses from "not a reason" to "an extremely important reason" for volunteering in 4-H. These questions were combined with questions pertaining to demographic information to compile a self-reporting research instrument. The instrument was administered by mail to 453 volunteers in the Massachusetts 4-H program, and yielded in a response rate of 76%. The theory was found to be operationally useful. Analysis of responses confirmed the importance of values in reasons for volunteering. Visual inspection of rank ordered means of responses revealed that reasons clustered in groups corresponding to values, and factor analysis revealed that individuals responded to questions regarding motivation in accordance with individually held values. Subgroups based on motivation were identified within the sample. Every motivational construct was rated a motivator by some respondents and not a motivator by others. Additional findings included the existence of subgroups identifiable by their transiency versus longevity, and inclination in the sample towards continuity and perpetuation of present practices. Recommendations for further research included exploration of differences among motivators regarding causing people to agree to accept a volunteer role, to remain in that role over time, to increase productivity, to improve quality, and to change practices in that role.
| Identifer | oai:union.ndltd.org:UMASS/oai:scholarworks.umass.edu:dissertations-7736 |
| Date | 01 January 1990 |
| Creators | Curtis, Otis Freeman |
| Publisher | ScholarWorks@UMass Amherst |
| Source Sets | University of Massachusetts, Amherst |
| Language | English |
| Detected Language | English |
| Type | text |
| Source | Doctoral Dissertations Available from Proquest |
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