Güntert, Stefan
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What keeps corporate volunteers engaged: Extending the volunteer work design model with self-determination theory insights
2018, Schie, Susan van, Gautier, Arthur, Pache, Anne-Claire, Güntert, Stefan
This study explores the factors explaining why employees internalize a volunteer identity in a corporate context. We do so by empirically testing Grant's volunteer work design model with a sample of 619 employees involved in CV programs, and by comparing its relevance with an alternative, extended model relying on insights from self-determination theory. We show that employees are more likely to internalize a volunteer identity if they can choose what cause to engage for and if they feel that the projects they participate in are meaningful.
How the organizational context impacts volunteers: A differentiated perspective on self-determined motivation
2015, van Schie, Susan, Güntert, Stefan, Oostlander, Jeannette, Wehner, Theo
The impact of work design, autonomy support, and strategy on employee outcomes: A differentiated perspective on self-determination at work
2015, Güntert, Stefan
Leadership and volunteer motivation: A study using self-determination theory
2014, Oostlander, Jeannette, Güntert, Stefan, van Schie, Susan, Wehner, Theo
The quality of volunteers’ motives: Integrating the functional approach and self-determination theory
2016, Güntert, Stefan, Strubel, Isabel Teresia, Kals, Elisabeth, Wehner, Theo
Volunteers’ motives have been differentially linked to various aspects of successful volunteering. Using self-determination theory, we propose that volunteer functions are systematically related to the experience of self-determined versus controlled motivation. This “quality ofmotivation,” in turn, explains why motives are differentially associated with satisfaction. We conducted two studies: Study 1 (N1 = 824) addressed motives, quality of motivation, and satisfaction; Study 2 (N2 = 323) additionally examined function-specific benefits and the extent to which they match volunteers’ motives. Overall, our hypotheses were supported: values, understanding, and social justice motives were positively associated with relatively self-determinedmotivation (RSM), whereas career, social, protective, and enhancement motives showed negative correlations. The relationships between motives and satisfaction were partially mediated by RSM. Concerning benefits, Study 2 corroborated these findings for values, protective, enhancement, and social justice. This research introduces a new perspective on the quality of volunteers’ motives—with theoretical and practical implications.
The impact of self-determined motivation on volunteer role identities: A cross-lagged panel study
2015, Güntert, Stefan, Wehner, Theo
Linking autonomy-supportive leadership to volunteer satisfaction: A self-determination theory perspective
2014, Oostlander, Jeannette, Güntert, Stefan, Wehner, Theo
Freiwilligenarbeit und Erwerbsarbeit am Beispiel der Feuerwehr: Mehr Gemeinsamkeiten als Unterschiede
2016, Kals, Elisabeth, Strubel, Isabel Teresia, Vaganian, Luise, Güntert, Stefan, Wehner, Theo
Motives for event volunteering: Extending the functional approach
2015, Güntert, Stefan, Neufeind, Max, Wehner, Theo
How dare to demand this from volunteers! The impact of illegitimate tasks
2014, van Schie, Susan, Güntert, Stefan, Wehner, Theo