Abstract
(1) Background: Studies have been limited in explaining how volunteering acts as underlying mechanisms that associate the antecedents and outcomes of volunteering. This study aims to investigate whether volunteer participation mediates the relationship between motives (self-oriented and other-oriented) and psychological well-being, and further whether person-organizational (PO)-fit moderates the relationship between motives and volunteer participation. (2) Methods: Data were collected from full-time employees in organizations in South Korea using a self-administered instrument. To test the hypotheses, hierarchical regression analyses and path analyses were conducted. (3) Results: Volunteer participation showed a significant mediating effect only for the relationship between other-oriented motives and psychological well-being. PO fit showed a significant moderating role, and further analysis revealed that the mediated moderation of PO-fit was significant. (4) Conclusions: Results suggest that employees with other-oriented motives and PO fit were more likely to participate in volunteer activities, which then increased one’s psychological well-being. Findings provide insights for HR practitioners regarding employee volunteering programs.
Highlights
Employee volunteering has become an essential facet for sustainable organizational development in that employee volunteering has been found to be beneficial for both employees and organizations [1]
As studies have argued that person-organizational (PO) fit can enhance numerous employee attitudes and behaviors toward the organization [10], this study investigated the moderating effects of PO fit for the relationships between motives and employee volunteering
This study aimed to examine the relationships between motives, PO fit, volunteer participation, and psychological well-being
Summary
Employee volunteering has become an essential facet for sustainable organizational development in that employee volunteering has been found to be beneficial for both employees and organizations [1]. Personal outcomes of employee volunteering are related to satisfying individual needs and increasing general well-being [2]. Studies have demonstrated that employee volunteering leads to the fulfillment of a variety of individual higher-order needs [3,4] and experiences of greater happiness and psychological well-being [5]. Employee volunteering has been found to increase positive organizational outcomes, such as job satisfaction, organizational pride, commitment, and citizenship behavior [6]. In addition to the outcomes of employee volunteering, scholars have suggested the pertinence of antecedents influencing employees’ decisions to volunteer [7]. Research has found individual-level antecedents, such as personality traits and demographics, and organizational-level antecedents, such as organization size and organizational support to influence employee volunteering [8,9]
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