Against the background of declining volunteering rates in nonprofit and voluntary organizations, this study examined the relationship between the volunteer board members’ (de)motivating style and factors that influence volunteers’ motives to stay volunteer, i.e., volunteers’ motivation and group-task cohesion. To this end, we relied on Self-Determination Theory. Results indicated that the volunteers’ perception of the board members’ motivating style was positively related to volunteers’ autonomous motivation and perceived group-task cohesion via experienced need satisfaction (i.e., a bright pathway), whereas the board members’ perceived demotivating style was positively related to controlled motivation and amotivation via experienced need frustration (i.e., a dark pathway). Implications for volunteer management are illustrated with concrete examples.

This study examines the development of volunteer satisfaction within the framework of self-determination theory (SDT). Therewith, autonomy-supportive leadership—as an influential part of the organizational context—is studied as an antecedent of volunteer satisfaction. The hypothesized model suggests that the link between autonomy-supportive leadership and volunteer satisfaction is serially mediated by general need satisfaction and autonomous motivation. Volunteers (N = 113) working closely together with their supervisors completed a paper-based questionnaire. As predicted, both general need satisfaction and autonomous motivation serially mediated the link between autonomy-supportive leadership and volunteer satisfaction. The results indicate that autonomy-supportive leadership is an important factor of the organizational context, increasing both volunteers’ autonomous motivation and satisfaction. Practical implications for volunteering organizations, as well as implications for further research, are discussed.

This study investigated individual charitable giving in Ghana. Given that comprehensive data on individual giving in Africa is limited, this study’s theory-based approach used quantitative and qualitative methods to identify demographic and psychographic factors influencing the donation of money, time, and other resources towards assisting individuals, organisations, and charitable causes. With a sample size of 741 participants, the study identified gender, household size, age, financial constraints, social norms, egoism, religion, and trust as influential factors shaping giving behaviour among Ghanaians. The study’s outcomes have theoretical significance and suggest that individuals previously unwilling or lacking the capacity to give can become generous in the appropriate social and environmental context. The findings hold significance for nurturing a culture of philanthropy and developing culturally relevant and impactful giving campaigns and policies in Africa.

The aim of the present study was to examine how the organizational context of a non-profit organization (NPO) influences the motivation and work behaviors of volunteers. We hypothesized that the organizational context—operationalized by the motivational potential of the tasks, autonomy supportiveness of the supervisor, and value congruence between volunteer and NPO—can benefit or thwart self-determined motivation, which in turn predicts work engagement and organizational citizenship behaviors (OCB). In particular, the innovative aim of the study was to differentiate between general and organization-focused self-determined motivation (general and organization-focused SDM). Structural Equation Modeling revealed a distinction based on data from 2,222 volunteers: general SDM was related to the motivational potential of the task, whereas value congruence accounted for organization-focused SDM. Autonomy supportiveness of the supervisor similarly influenced both foci. Furthermore, general SDM enhanced work engagement, whereas OCB was solely linked to organization-focused SDM.

The present study examined the effect of illegitimate tasks (Semmer et al. Appl Psychol Int Rev 59:70–96, 2010) within the volunteer context. A total of 191 Red Cross volunteers were surveyed to reveal the impact of unreasonable and unnecessary tasks on the volunteers’ work engagement and intent to remain at the non-profit organization (NPO). To shed light on the process through which illegitimate tasks affect outcomes, the mediating role of self-determined motivation was explored. Furthermore, the volunteers’ role orientation was assumed to moderate the relationship between illegitimate tasks and outcomes. The results showed that unreasonable tasks directly decreased the volunteers’ intent to remain. Unnecessary tasks, in contrast, had a more subtle effect in that they reduced the self-determined motivation of volunteers. Also, evidence was found for the moderating influence of the volunteers’ role orientation: Whereas unreasonable tasks were equally harmful for both groups, unnecessary tasks more strongly affected those volunteers who expressed more organizational ownership.

Extensive variable-centered research guided by Self-Determination Theory (SDT) has provided insights into volunteers’ motivations in nonprofit and voluntary sports clubs. However, volunteers may have multiple reasons for engaging in volunteer work. By adopting a person-centered approach, the present study aimed to identify volunteers’ motivational profiles in sports clubs based on combinations of different motivational regulations as distinguished within SDT. Six profiles were retained, which differed in terms of volunteers’ need-based experiences, job satisfaction, work effort, and turnover intentions. Specifically, the findings pointed out the crucial role of relatively high levels of autonomous motivation for volunteers’ need satisfaction, job satisfaction, and work effort while relatively high levels of controlled motivation and amotivation were associated with need frustration and turnover intentions. Practical suggestions on how leaders can optimize their organization’s motivational environment are provided. This study urges researchers to develop motivational profiles in other nonprofit contexts.

Given the growing global prevalence and significant impact of depression and anxiety, both in general and within the workplace, understanding the underlying mechanisms contributing to emotional disorders is essential. This study examined whether self-esteem mediates the relationship between experiential avoidance and emotional disorders, focusing on depression and anxiety. We conducted a cross-sectional analysis of 174 outpatients from a community mental health center, who completed self-report measures of experiential avoidance, self-esteem, depression, and anxiety. We used the PROCESS macro for mediation analysis, and the results indicated that self-esteem significantly mediated the relationship between experiential avoidance and both depression and anxiety. We analyzed the mediation model within the framework of self-determination theory, which suggested that interventions aimed at reducing experiential avoidance and enhancing self-esteem could be effective for emotional disorders. In this study, we highlight the importance of addressing both experiential avoidance and self-esteem in the therapeutic context. We also discuss implications for clinical practice and limitations of the current study.

The rise of remote work has reshaped organizational dynamics, necessitating a deeper understanding of its implications for leadership, employee motivation, and performance. This longitudinal study examined direct and indirect effects (via leadership behaviors) of remote work intensity on employee motivation and performance. Using three waves of survey data from 512 Norwegian employees, results indicate that higher remote work intensity positively predicted perceived need-supportive leadership and negatively predicted perceived controlling and laissez-faire leadership. Need-supportive leadership positively predicted intrinsic motivation, which in turn predicted adaptability and proactivity, whereas controlling leadership positively predicted extrinsic regulation and amotivation. Amotivation negatively predicted proficiency but was a positive predictor of proactivity. Laissez-faire leadership also positively predicted proactivity, suggesting that reduced managerial oversight may encourage initiative in certain remote work contexts. These results offer valuable insights for organizations navigating the future of work, highlighting the need for leadership strategies that enhance intrinsic motivation and adaptability in remote work settings.

Workplace exclusion – often subtle and difficult to detect – significantly contributes to employee disengagement and turnover, costing US organizations over $1 trillion annually. This study examines how exclusionary behaviors (EBs) influence turnover intentions (TOIs) through disruption of psychological needs, using Rock’s SCARF model (Status, Certainty, Autonomy, Relatedness, Fairness) and self-determination theory. A two-wave survey of full-time US employees (N = 277) assessed EB, SCARF-based need satisfaction, and TOI. Partial least squares structural equation modeling revealed that EB significantly undermines all five SCARF domains, but only fairness and status mediated the EB–TOI link. Certainty, autonomy, and relatedness did not have significant effects. These findings suggest turnover risk intensifies when employees feel unfairly treated or socially devalued, rather than merely disempowered or disconnected. The study advances theoretical integration between SCARF and SDT and offers practical guidance for managers seeking to reduce attrition by fostering inclusive, respectful, and psychologically safe workplace environments.

English as a foreign language (EFL) students are increasingly learning English in extramural digital settings (informal digital learning of English; IDLE). Previous research has investigated the antecedents of IDLE engagement, focusing on basic psychological needs (BPNs) in classroom settings. However, little attention has been given to the role of BPNs in digital settings, where digital-native EFL students often fulfil their psychological needs. This study explores the relationship between two core BPNs – competence and relatedness – in both classroom and digital settings and IDLE engagement among 226 Kazakhstani university EFL students. Hierarchical multiple regression analyses indicate that, in the classroom, students who perceive themselves as more competent are more likely to engage in receptive and productive IDLE. Also, a higher sense of in-class relatedness strengthens the positive relationship between in-class competence and productive IDLE. In the digital settings, students who perceive themselves as more competent are more likely to engage in receptive IDLE, while competence alone does not directly lead to productive IDLE. A higher sense of relatedness positively moderates the links, amplifying the connection between competence and engagement in both receptive and productive IDLE. These findings suggest that educators can enhance EFL students’ IDLE engagement by designing and recommending activities that foster competence and a sense of community in both classroom and digital settings.

This study examines the impact of COVID-19-induced policy environments on civil servants’ public service motivation (PSM), a topic not yet adequately researched. Using a vignette survey experiment, we investigate how four types of COVID-19 policy environment information – 1) total deduction of annual leave compensation, 2) a significant increase in working hours, 3) positive assessments of government responses from domestic audiences, and 4) positive assessments of government responses from other advanced democracies – shape civil servants’ PSM during the pandemic. We analyze original data from over 4,000 South Korean civil servants in central and local governments, gathered as part of a representative survey. Results show that reducing compensation to prepare the disaster relief fund has a negative impact, whereas recognition by advanced democracies has a positive impact on PSM. Our analysis suggests the importance of policy environments in both motivating and demotivating civil servants during a pandemic crisis.

While employees actively seek out workplaces that offer meaningful work experiences, the concept of meaningful work remains notably underexplored within the turnover literature. The present study addresses this gap by examining the role of work meaningfulness among knowledge workers and its direct and indirect effects on turnover intentions and job satisfaction through the lens of self-determination theory. Our findings show significant effects on turnover intentions and job satisfaction, with work meaningfulness emerging as a stronger predictor of job satisfaction, while still contributing to reducing turnover intentions. Most extant literature focuses on sources and ways to enhance work meaningfulness. We contribute to more recent research on its relationship with its outcomes especially the link with turnover intentions, offering insight into a relationship that has produced few, but conflicting,results.

Grounded in self-determination theory, this study unveils the connection between developmental human resource (HR) practices and employee agility by examining employees’ workplace spirituality and thriving at work. Based on data collected from 428 employees, our empirical analysis has demonstrated that the relationship between developmental HR practices and employee agility is partially mediated by thriving at work. The results also indicate that employees’ workplace spirituality moderates the relationship among developmental HR practices, thriving at work, and employee agility. These findings have unveiled the underlying mechanism of the link between developmental HR practices and employee agility. This research offers fresh insights into the studies on employee agility and provides potential HR management recommendations for enhancing organizational agility in corporate strategic planning.

Private refugee sponsorship is a desirable behaviour – it leads to positive outcomes for sponsors, refugees, the Canadian government and the general public. The most commonly reported motivations to sponsor are related to identity, including moral and national identity. Self-determination theory (SDT) suggests that identity is a strong intrinsic motivator; individuals who identify more strongly as a sponsor may be more intrinsically motivated to take on additional sponsorships. This proposed behavioural policy uses the components of SDT to design a certificate programme that bestows an official title on sponsors after completing a sponsorship. The certificate design reflects the three components of SDT (autonomy, competence and relatedness) and encourages moral and national incentives. Official titles are shown to increase identity with a role – titles act themselves as mechanisms of identity-building, which can lead to identity-motivated behaviours. The proposed certificate programme aligns with existing practices and resources already used by the Canadian government. It suggests that official titles could be a cost-effective mechanism for encouraging subsequent sponsorships.