Researchbackground
Themotivationofpeopletovolunteerhaslongfascinatedinacademicr e s e a r c h e s (R eeder,Davison,Gipson,&Hesson-
McInnis,2001;Rehberg,2005).U n d e r s t a n d i n g theunderlyingmotivationalconcernsofth osewhovolunteerhasbeena topicoccupyingmuchoftheliteraturerelatedtovolunteering(Boz
Understanding what motivates individuals to volunteer is complex, with some suggesting that personal development and learning experiences drive them (Clary & Snyder, 1999; Hallmann & Harms, 2012; Gage & Thapa, 2012), while others argue that altruistic motives and self-interest play a significant role (Sherer, 2004; Rehberg, 2005; Geiser, Okun, & Grano, 2014) Recognizing these motivations can greatly assist organizations in attracting and retaining volunteers By tailoring recruitment messages to align with potential volunteers' motivational needs, organizations can effectively draw in new volunteers Additionally, assessing the motivations of new volunteers allows organizations to place them in activities that meet their expectations Ultimately, understanding volunteers' motives enables organizations to maintain satisfaction by ensuring these motivations are fulfilled.
Recently,volunteeringhasplayedmoreandmoreimportantrolesinbusiness,s o c i e t y andcommunity(Faulkner&Davies,2005;Prabhu,Hanley&Kearney,2008).C o n s i d e r i n g businessaspect,entrepreneursupposesthatcorporatevolunteeringisC o r p o r a t e SocialRespon sibility(CSR)
In recent years, Vietnam, particularly Ho Chi Minh City, has seen the emergence of various volunteering organizations, such as the Vi Cong Dong Volunteering Club and Net But Xanh Volunteering Club, which operate as non-profit organizations Additionally, many companies, including Vinamilk, FPT, and VinaCapital, have established corporate social responsibility (CSR) divisions CSR has become a significant concept, defined by a pyramid structure consisting of four components: economic responsibilities at the base, followed by legal responsibilities, ethical responsibilities, and finally, philanthropic responsibilities at the top This framework emphasizes the importance of businesses earning profits, obeying laws, adhering to ethical standards, and contributing positively to society With the growing social, medical, and economic challenges, as well as environmental changes, the need for volunteering has become increasingly vital, reflecting a heightened awareness of its role in addressing these issues.
Particularly,in2014,Vietnamcollected1,054millionbloodunits,thisnumberonlyserved58
%thedemandofbloodandsurprisingly92%ofthesebloodunitsreceivedw e r e providedbyvo lunteeringactivities(HuynhHai,2015;MinhDuc,2015).
Weekly,monthly,ontheinternet,wecouldreadatleastseveralnewspaperswritinga b o u t vol unteersprovidingfoodandbeverageforhomelessormiserablepeople( P h u o n g Trang,2016).Occasionally,wemeetvolunteersworkingattrafficlightsora p p e a r i n g atthehotspotsoftraff icjamsunderthebadweatherinVietnam(NhuLich,
HoangPhan&TrieuDuong,2014).Annually,inJuly,alotofstudentsfromdifferentu n i v e r s i t i e s inHochiminhCityspendtheirtimeonhelpingGrade-12studentsonfinale x a m - t o -
U n i v e r s i t y orCollege(ThuanGiang,2015).Moreover,whenitcomestorai ny seasonordry season,thecenterofVietnamoftenfacesalotofbadweather,d i s a s t e r , drought,floodandstor m.However,manyyoungpeoplearevolunteeringtof i g ht withthenatureandhelpotherstoover comethisworsecircumstance(QuynhA n h , 2016).Andmostofthemareunpaidvolunteers.
W h y somevolunteersaresatisfiedwithvolunteeringjobsanddevotetheirsparetimetoworkfor volunteeringactivities.Westronglybelievethatunderstandingthesemotiveshelporganizationsi ncreasethesatisfactionforsustainedvolunteers.Severalr e s e a r c h e s supposedthatvolunteers starttheirvolunteeringworkbecauseofsomemotivessuchas:theywanttohelpdifficultpeople,t heywanttolearnskillsande x p e r i e n c e , theyexpecttheidentityincommunity,theywanttoex tenttheirr e l at i o n sh ip orimprovetheircareer(Clary,Snyder,Ridge,Copeland,Stukas,Hauge n
&Meine,1998;Clary&Snyder,1999).Furthermore,theycontinuetheirvolunteeringw o r k ift heirmotivesarefulfilled(Grant,2012;Lester,Tomkovick,Wells,Flunker&K i c k u l , 2005;Claryetal.,1998).Grant(2012)hasraisedanideathatsustained volunteeringisdrivenbythesatisfactionoftheirmotives,however,thisscholardidn o t focusparti cularlyontherelationshipbetweenmotivesandPersonalWell-being.C l a r y etal.
Research has highlighted the relationship between motives and personal well-being, with Veerasamy, Sambasivan, and Kumar (2015) emphasizing the significant impact of motives as independent variables Despite the importance of these factors in attracting and developing volunteer forces, there is a lack of research exploring the connection between motives and the personal well-being of volunteers in Ho Chi Minh City, Vietnam This study aims to delve into not only the motives of volunteers but also their personality traits, as volunteers often face stressful unpaid roles and challenging working conditions (Duc Hung, 2016; Nguyen Hong Quan, 2015) This raises the question of whether specific personality traits can help volunteers navigate these difficulties and how these traits influence their personal well-being Existing research has identified traits such as openness to experience, extraversion, neuroticism, conscientiousness, and agreeableness (John, Naumann & Soto, 2008; Rammstedt & John, 2007), yet these findings are generally applicable to individuals rather than specifically to those in the volunteering sector.
(2015)hasstudieda b o u t therelationshipbetweenpersonalitytraitsasindependentvariablesandli fes a t i s f a c t i o n asdependentvariable,however,theydidnotmentiontheroleof personalitytraitsasmoderators.Furthermore,theirresearchwassurveyedbasedonhealthcarev olunteersworkinginMalaysia– adevelopedcountrynotadevelopingn a t i o n asVietnam.Therefore,inthispaper,westudythee ffectofpersonalitytraitsontherelationshipbetweenVolunteeringMotivesandPersonalWell- being.
A study by John, Naumann, and Soto (2008) identified the Big Five personality traits: Openness to Experience, Extraversion, Neuroticism, Conscientiousness, and Agreeableness, which are essential in understanding individual characteristics Clary and Snyder (1999) highlighted that values, understanding, social, career, protective, and enhancement factors influence volunteers to remain in unpaid positions Smith (1994) argued that the desire to help others is not the primary motivator for volunteerism, suggesting that volunteering is closely related to a balance of costs and benefits Furthermore, Fletcher and Major (2004) and Fisher and Ackerman (1998) proposed that individuals are driven to help others for various reasons, including humanitarian motives, self-interest for career experience, and social objectives This article aims to explore the typical characteristics found in volunteers and the factors affecting their personal well-being, examining the relationship between volunteering motives and personal well-being.
-investigatetheimpactofVolunteeringMotivesonPersonalWell- beingofvolunteers,andthenexaminethemoderatingeffectsofPersonalityTraitsonr e l a t i o n s h i p betweenVolunteeringMotivesandPersonalWell-being.
Thecontributionofthisarticleistosupportprofitandnon- profitorganizationsan dfosterthesefactorsintheirvolunteeringactivitiestoattract,maintainan dincreasethenumberofvolunteersinHochiminhCityandotherlocationswhichhavefewv o l u n t e e r i n g organizationsbutdemandforvolunteeringisveryhigh.AccordingtoT h o i t s andHe witt(2001),peoplewhohavegreatwell- beingtendtospendmoretimeinvolunteering,itrepresentstherelationbetweenwell- beingandintentiontoinvolveinvolunteeringactivities.Furthermore,thisstudyshowssometypi calpersonalitytraitsofvolunteersandthishelpsvolunteeringorganizationsidentifyandrecruitp r o p e r volunteersfortheirvolunteeringprojects.
Literaturereviews
VolunteeringMotivesandPersonalWell-being
PersonalWell-being(PWB)orSubjectiveWell-being(SWB)orWell-
Subjective Well-being (SWB) refers to how individuals evaluate their quality of life through emotional reactions and cognitive judgments (Diener, 1984) According to Diener, Lucas, and Oishi (2002), SWB encompasses both cognitive evaluations, which assess life satisfaction and fulfillment in various domains such as work and relationships, and affective components, which involve emotions and moods Positive affect includes pleasant feelings like joy and affection, while negative affect includes unpleasant emotions such as guilt and anger This broad concept is linked to experiencing pleasant emotions, low levels of negative emotions, and high life satisfaction This paper utilizes the concept of Personal Well-being from the International Well-being Group (2013) to assess the well-being of volunteers, which is a specific approach to SWB The International Well-being Group identifies two approaches to measuring SWB: the single construct scale, which focuses on overall life satisfaction through multiple items, and the life domain scale, which evaluates specific life aspects The Personal Well-being Index, following the life domain approach, assesses individuals' evaluations across various life domains, demonstrating that when all aspects of life are aligned, Personal Well-being equates to Subjective Well-being (Mellor et al., 2009) The International Well-being Group (2013) has developed seven items to measure this construct.
PersonalWell- beingofindividualsincludingsevendomainsstandardofliving,health,a ch i ev i n g inlife,relation ship,safety,connectiontocommunityandfuturesecurity.
Well- beingissubjectiveandpersonalbecausepeopleevaluatethemselvesbywhattheyexperiencesense ofwellness(Deci&Ryan,2008).
Volunteerscontinuetheirvolunteeringworksandtendtodevotemorehourstovoluntee ringwhentheyaresatisfiedwiththeexperienceoffulfillingtheirmotives( F i n k e l s t e i n , 200 8;Grant,2012;Lester,Tomkovick,Wells,Flunker&Kickul,2005).Fulfilmentofvolunteering motivesissupposedtoaffectPersonalwell- beingofv o l u n t e e r i n g (Finkelstein,Penner&Brannick,2005).Claryetal.
(1998)believethatv o l u n t e e r s whoarefulfilledtheirprimarymotivationalfunctionshavehigh possibilityt o carryonvolunteeringactivities.Severalresearcheshaveindicatedthatlifesat i sf a ctio nisoneofthebenefitsofvolunteering(Grant,2012).Thereisastudywhichhasshownthat motivesofvolunteeringhaveasignificantimpactonwell- beinga n d ageplaysasignificantmoderatingroleonthisrelationship(Ho,You&Fung,2 0 1 2 ) Anotherstudyindicatesthatolderpeoplewhovolunteerandspendmorehourso f volunteeringe njoyhigherlevelsofWell-being(Morrow-
Howell,Hinterlong,Ro zari o &Tang,2003).Gnoth(1997)hasdefinedmotivesare:“Amotive isalastingd ispo si tio n Eachmotivehasitsdistincttypeofcontentsintheformofgoalsofbeh avior.Contentsheremeansthatapersonchoosesfromarepertoireoflearnedorconceivedact ions,whilethegoalsrefertotheconsequencesofone’sactions”.
Motivationsplayanimportantroleindeterminingpeople’schoices,decisionsanda c t i o n from whompeoplechoosetoeatwithtodecisionsrelatedtotheirjobs.
Motivationsinformofneeds,goals,purposesandplanscanbothfosterandhinderf u t u r e Motivationsarecriticalinunderstandingwhyandhowpeoplemakedecisionsa n d involveinacti ons(Mannino,Snyder&Omoto,2011).BozandPalaz(2007) statedthatthemostimportantmotivationalfactorsf o r volunteeringwerealtruism,a f f i l i a t i o n , a n d p e r s o n a l i m p r o v e m e n t VolunteeringMotivesconsistofs i x compon entsincludingValue,Understanding,Enhancement,Career,Social,P r o t e c t i v e (Clary&Snyde r,1999).Thisresearchalsoindicatestheconsistencyofsixf u n c t i o n withresponsescollected.V eerasamyetal.
(2015)supposedthatlifes a t i s f a c t i o n ofvolunteersisaffectedbysomevolunteeringmotives :value,u n d e r s t a n d i n g , career,protective,enhancementandsocial.Thisstudyhasshownthe strongrelationshipbetweenVolunteeringMotivesandLifeSatisfaction.However,
Being,itisrelatedtohowpeoplef e e l abouttheirlifeingeneral.Itappearswithfollowingstatement s:“Inmostwaysmylifeisclosetomyidea”,“Theconditionsofmylifeareexcellent”,“Iamsatisfie dw i t h mylife”,“SofarIhavegottentheimportantthingsIwantinlife”,“IfIcouldlivemylifeover, Iwouldchangealmostnothing”(Diener,Emmons,Larsen&Griffin,1 9 8 5 ) AccordingtoDiene r(1984),lifesatisfactiondependsonthecomparisonofone’soverallqualityoflifewithstandardw hichissetbyhimselforherself.
This study aims to measure well-being by examining various aspects of life identified by the International Well-being Group (2013), including standard of living, health, life achievements, personal relationships, safety, community involvement, and future security We investigate the impact of volunteering motives on the personal well-being of volunteers and explore the relationship between these motives and personal well-being, considering the influence of personality traits.
Value.Theindividualvolunteersexpressoractonimportantvalueslikehumanitarianism(Cl ary&Snyder,1999).Particularly,theopportunitiesthatv o l u n t e e r i n g providesforindividualst oshowtheirvaluesrelatedtoaltruisticandh u m a n i t a r i a n concerns(Claryetal.,1998).Altruis misconsideredtomotivateindividualswhofocusonthepopulationwhentheyvolunteer.Itrefl ectsthetime,money,andenergythatanindividualdevotesforthebenefitofsocietyatlarge(Boz
&P a l a z , 2007).Altruisticmotives,suchas“theneedtogivetoothers,theneedtofeelthatI’vedo nesomethingforthecountry,thehomeland”whichwerereported by60%oftheparticipantsinastudyrelatedtovolunteeringconductedinIsrael( S h e r e r , 20 04).Thiswasthemainstatedsourceofmotivationforservice.Previousstudiescontendthatvalue isoneofstrongestmotivesforvolunteeringwhichreflectsh e l p i n g othersandshowone’so wnperspectiveonanissue(Hallmann&Harms,2 0 1 2 ; Gage&Thapa,2012).
Enhancement.Peoplemaybevoluntaryfortheirpersonalgrowth,theyparticipateinv o l u n t e e r i n g activitiesbecauseoftheirego(Claryetal.,1998).BozandPalaz(2007)hasindicatedthatvol unteersgaintheirpersonalimprovementwhentheyhelppeoplea n d volunteersfeelthattheyareinc reasingself- confidence.Astudysupposedthati n d i v i d u a l s cangrowanddeveloppsychologicallythroughvo lunteeringactivities( C l a r y &Snyder,1999).AccordingtoHallmannandHarms(2012),personal growthh a s thegreatinfluenceinexplainingvolunteer’smotives.Forexample,feedbackandeval uationopportunitiesduringvolunteeringparticipationshouldbeeasilyaccessiblef o r thevolunteer stoacknowledgetheirworkandgivetheopportunityforpersonalgrowth.
Volunteerstendtoparticipateinvolunteeringactivityiftheyfindtheirimportantpeopleinvolvedi n(Claryetal.,1998).Theresultsofastudyproposesthatp a r e n t s andfriendshavethegreatestim pactonthedecisiontoserveinvolunteeringservice.Thisstudyunderlinesthefactthatthesocialsu rroundingdeterminesmotivesa n d thedecisiontovolunteer.Consequently,familiesandfriends shouldbecomethetargetsystemofinterventiontoraisevoluntarismamongyoungpeople(Shere r,2004).F o r example,iftheyhavetheirfriendsorpeopletheyknowarevolunteers,especialtheirc losefriends,bestfriendsorrelatives,theytendtoparticipateinthoseorganizations.Inaddition ,volunteeringhelpthemtostrengthentheirsocialr elat ion sh ip anditcontributesincrementallyt otask-focusedvolunteering(Finkelstein
Career.Thisconceptmentionsaboutthecareer- relatedbenefitswhenvolunteersinvolveinsocialactivities(Claryetal.,1998).Particularly,vol unteershavethep u r p o s e ofachievingcareer- relatedexperiencebydoingvolunteeringactivities(Clary
&Snyder,1999).Volunteerswanttoexperiencedifferentkindsofprojecttoexploretheirpotenti al.Furthermore,thisisagoodwaytocollectcontactstoexpandtheirb u s i n e s s orcareer.
Protective.Thevolunteerstakeadvantageofvolunteeringtoreducenegativeemotion,negative feelingsuchasguiltortohandletheirproblems(Clary&Snyder,1 9 9 9 ) Thisfunctionisassoci atedwiththeegoofvolunteers(Claryetal.,1998).
Understanding.Thismotiveisrelatedtotheopportunitiesoflearningnewexperiencesandt hechancestopracticetheirknowledge,skills.Volunteersexpecttor e c e i v e benefitrelatedfor theirdevelopmentbydoingvolunteeringactivities(Claryetal.,1998;Clary&Snyder,1999).Ga geandThapa(2012)hassupposedthatu n d e r s t a n d i n g isoneofstrongestmotivesforvoluntee ringwhichreflectshelpingot h e r s andshowone’sownperspectiveonanissue.
ModeratingroleofpersonalitytraitsonrelationshipbetweenVolunteering MotivesandPersonalWell-being
Research indicates that individuals with varying personality traits experience different levels of subjective well-being (Soto, 2015; Gutiérrez et al., 2005) Specifically, those who score higher in the Big Five traits—Extraversion, Agreeableness, Conscientiousness, and Emotional Stability—tend to report greater life satisfaction and experience more frequent positive emotions, along with fewer negative emotions (Steel et al., 2008) Soto (2015) highlights that higher levels of subjective well-being correlate with increased Extraversion, Agreeableness, and Conscientiousness, as well as decreased Neuroticism Furthermore, he suggests that personality traits not only predict changes in well-being but also that these traits and well-being aspects influence each other over time Additionally, Joshanloo and Afshari (2009) discuss the connection between personality traits and life satisfaction, reinforcing the importance of understanding these relationships.
Fox and Anglim (2009) identify extraversion, neuroticism, and conscientiousness as key factors influencing well-being A regression analysis by Gutiérrez et al (2005) highlights personality traits, particularly extraversion and neuroticism, as significant correlates of well-being Supporting this, Steel, Schmidt, and Shultz (2008) found strong direct and indirect relationships between personality traits and subjective well-being Additionally, sociability, a facet of extraversion, is linked to positive affect (Eid et al., 2003) This study employs the Big Five personality traits framework, as outlined by John et al (2008), utilizing a 16-item version due to time constraints (Olsen et al., 2016) The Big Five traits include openness to experience, extraversion, neuroticism, conscientiousness, and agreeableness Based on previous research, we hypothesize that volunteers' personality traits significantly affect the relationship between volunteering motives and personal well-being.
Openness to Experience encompasses the breadth, depth, originality, and complexity of individuals' mental and experiential lives This concept is highlighted by the willingness to engage in activities that provide joy and stimulate creativity, breaking the monotony of routine Individuals with high openness excel in creative endeavors and are often suited for artistic careers, producing distinctive work In contrast, those with low openness tend to adopt more conservative attitudes Various adjectives describe this trait, including creative, intellectual, imaginative, and philosophical, while others like uncreative and unintellectual reflect lower levels of openness Research indicates that Openness to Experience positively impacts quality of life, with individuals exhibiting higher levels of openness generally experiencing greater happiness over time.
Extraversion is characterized by energy, enthusiasm, and a proactive approach to social interactions and the material world Key traits associated with extraversion include sociability, activity, assertiveness, and positive emotionality Individuals high in extraversion often take the lead in organizing projects and are likely to approach strangers at social gatherings They tend to enjoy a robust social life, holding leadership positions and maintaining numerous friendships, while those with low extraversion may experience fewer familial relationships and friendships Descriptive adjectives for extraversion range from talkative and energetic to reserved and quiet Research indicates that extraversion is a strong predictor of happiness and overall quality of life, with higher levels of extraversion linked to increased well-being.
Neuroticism.Itisrelatedtonegativeemotion,nervousness,anxiety,sadness.Itiscontrastwith emotionalstability.Somesamplesactiongoalongwithneuroticismaretoagreewiththegoodan dthebadinmylifewithoutanycomplaints.Peoplegetupsetw h e n somebodyangrywiththem Peoplewithhighneuroticismareweakatcopingsomethingandhaveweakresponsestotheillness Peoplewithlowneuroticismcommittoworkorganizations,goodrelationshipandsatisfaction(Jo hnetal.,2008).
Thereareseveralwordsdescribingthisfactor:emotionalstability,envious,carefree,f r e t f u l , j ealous,easy- going,moody,emotional,unenvious(Thompson,2008).Astudyh a s supposedthatneuroticismi sclearlythestrongestpredictorwell- being,ithasan e g a t i v e effectonhappinessandqualityoflife(Steel,Schmidt&Shultz,2008). Lowlevelofneuroticismpredictsthesubsequentincreasesinwell-being(Soto,2015).
Conscientiousness is a personality trait characterized by impulse control and the ability to facilitate task-oriented behavior Individuals high in conscientiousness tend to think before acting, adhere to norms and regulations, and excel in planning and organizing tasks They are punctual, diligent in double-checking their work, and strive for high academic performance Research indicates that those with high conscientiousness often achieve better job performance and enjoy longer, healthier lives due to their adherence to medical advice Conversely, individuals with low conscientiousness may exhibit poor dietary habits, substance abuse, and disorganization in their work This trait is closely linked to life quality and satisfaction, with studies suggesting that higher conscientiousness correlates with increased life satisfaction and positive emotional outcomes.
Agreeableness is characterized by traits such as altruism, affection, trust, and modesty Individuals high in agreeableness often focus on the positive qualities of others, lend support to acquaintances, and motivate friends during difficult times Research indicates that those with high agreeableness tend to perform better in workgroups, while those with low agreeableness face interpersonal challenges (John et al., 2008) Key adjectives associated with agreeableness include sympathetic, cooperative, kind, and warm, in contrast to cold, harsh, rude, and unsympathetic (Thompson, 2008) Additionally, studies by Soto (2015) show that more agreeable individuals report higher life satisfaction and experience more frequent positive emotions Changes in agreeableness traits are linked to parallel changes in well-being, highlighting the importance of this personality dimension.
Methodology
DesignandSamples
Theresearchconsistsoftwophases,apilotstudyandamainsurvey.Thepilotstudywas aqualitativeresearchandthemainsurveyisquantitativeresearch.BothstageswereconductedinHoChiMinhCity,theprincipalcenterofeconomy,culture, tourist,scienceandeducationinVietnam.HochiminhwasadynamicCitywhichhadm a n y v olunteersworkinginvolunteeringclubs,profitandnon- profitorganizations( T u t h i e n , 2014;ThanhHoa,2015;ThanhLong,2016).Thesevolunteersc omefromdi ff eren t placesinVietnamwithdifferentbackgrounds.
In June 2016, a qualitative pilot study was conducted to explore the motivations and characteristics of volunteers involved in the "Green Summer Campaign" and "Tiepsucm uathi." Ten experienced volunteers were interviewed to refine the research questionnaire, focusing on their satisfaction with volunteering The in-depth interviews aimed to gather insights on how participants describe key constructs identified in the literature Additionally, the research team presented a translated questionnaire from English to Vietnamese, ensuring clarity and comprehension for the interviewees.
Themainsurvey- quantitativeresearch(seeAppendixBforQuestionnaire)wa sconductedfromthelastweekofJu ne2016,afterthequalitativeresearchandonew e ek ofconsolidatingthequestionnaire.Targetin tervieweesforthisstagewerev o l u n t e e r s whowereworkingprofitandnon- profitorganizationsinHochiminhCityandmostofthemarepart- timevolunteers.Weappliedconvenientsamplingstrategytothesevolunteers,theywererecruite dfromsomeorganizationsthatare:KetNoi
TraiTim(www.ketnoitraitim.vicongdong.vn),ChungtayViCongDong
We selected a range of profit and non-profit organizations for our study due to their significant contributions to community volunteering To gather comprehensive responses, we utilized multiple data collection channels including email, social networks, phone interviews, and face-to-face interactions In line with regression analysis guidelines, the minimum sample size required for testing our model should be five to ten times the number of independent variables (Hair, Black, Babin & Anderson, 2010) For this research, we collected a total of 313 observations, as our model comprises fifty-three items, following the recommendations of Grant (2012) and Lester et al.
(2005),volunteerstendtocontinuetheirvolunteeringjobsiftheyarefulfilledwithexperiencesfro mthejobs.Therefore,onescreeningquestionw a s putatthebeginningofthequestionnairetohelpi dentifyvalidrespondents:
(1)w h e t h e r respondentshaveworkedanyvolunteeringjobsintheirlife.Ifrespondentschoos eYesforthefirstquestion,respondentsareconsideredasvalidandtheyarea s k e d tofinishthe questionnaire.IncaseoftheNoanswerreceivedforthefirstquestion,respondentsareaskedtos topcompletingthequestionnaireandaredelivered‘ T h an k you’message.Thesecondpartofthe questionnaireincludedseparatesectionsforeachconstruct:Motives,Personalitytraits,Personal Well- being.Finalpartofq u e s t i o n n a i r e wasthequestionsrelatedtodemographicquestionsongend er,age,income,timevolunteering,education,jobs.
Inordertominimizepossibleresponsebias,instructionalsoemphasizedthatthestudyonl yfocusesontherespondents’personalopinions.Therewasnorightor wronganswer.Aftercompletingthequestionnaire,interviewerswereresponsibleforc h e c k i n g andcollectingit.
Samplesdescription
Measurement
Thisstudyexaminedthreeconstructs.Firstly,Volunteers’PersonalityTraits(P)w h i c h weremeasuredbyfivecomponents:OpennesstoExperience,Extraversion,N e u r o t i c i s m , C onscientiousness,Agreeablenesswith7-pointlikertscalerangingfrom1 -
StronglyAgree(Olsenetal,2016).Secondly,V o l u n t e e r i n g Motives(M)whichwerecon ceptualizedasasecond- orderconstructwithsixcomponents:Value,Enhancement,Social,Career,Protective,Understa nding.Allitemsofmotivesweremeasuredby5-pointlikertscalewith1-StronglyDisagreeto5-
S t r o n g l y Agree(Clary&Snyder,1999).Secondly,PersonalWell- beingrepresentedbysevenitems(InternationalWell-beingGroup,2013)withthe11- pointslikertscalef r o m 1-Nosatisfactionatalland10-
Traits(P)hadfivecomponents:OpennesstoExperience,Extraversion,Neuroticism,
Conscientiousness,Agreeableness.Eachcomponenthadtwoitems(Olsenetal.,2016)a n d “R”d enotesReversed- score.Volunteers’Motives(M)havesixcomponents:Valu e (5items),Enhancement(5items),S ocial(5items),Career(5items),Protective( 5 items),Understanding(5items).PersonalWell- being(seeTable1).
Dataanalysisandresults
VolunteeringMotivesanalysis
The study on Volunteering Motives identified six key factors: Value, Enhancement, Social, Career, Protective, and Understanding A confirmatory factor analysis (CFA) demonstrated an acceptable fit for the measurement model, with significant indicators such as Chi-square (217) = 6.598 and RMSEA = 0.054 However, items with low factor loadings and high standardized residuals were removed from the model, refining the constructs The remaining factor loadings were significant, indicating the scales met requirements for unidimensionality and convergent validity Notably, the constructs of Value and Understanding were highly correlated, raising questions about whether they represent the same underlying motive for volunteering, a phenomenon not previously explored in the literature.
According to Hallmann and Harms (2012), value and personal growth significantly influence volunteering motives and future behaviors We developed a new construct called Personal Improvement, which integrates various aspects of value and understanding The Confirmatory Factor Analysis (CFA) indicated that the measurement model for Volunteering Motives demonstrated a good fit, with Chi-square (217) = 9.183, Chi-square/df = 2.208, CFI = 0.93, GFI = 0.883, TLI = 0.918, RMR = 0.067, and RMSEA = 0.079 Additionally, the model achieved convergent validity (all AVE > 0.5) and discriminant validity, as indicated by the criteria set forth by Hair et al (2010), confirming no issues in these areas.
Finalmeasurementmodel
CFAresult.TheCFAresultsofthefinalmeasurementmodelincludingPersonalWell- beingfactorindicatethatthemodelreceivedanacceptablefittothedata:Chi- square(390)p5.665(p=0.00),Chi-square/df=1.809,GFI=0.875,CFI=0.93,
RMSEA=0.051andRMR=0.116(Hu,&Bentler,1999).AllCFAfactorloadingsinfi n a l meas urementmodelwereequalorgreaterthan0.53(p
