Leadership and Volunteer Motivation: A Study Using Self-Determination Theory

Done By: Nigel Niam (a1694748)

(Leadership and Volunteer Motivation: A Study Using Self-Determination Theory)

1. The research carried out by Oostlander aimed to analyse the effects of autonomy-supportive leadership on volunteer motivation. Self-Determination Theory (SDT) was used because it differentiates autonomous motivation and controlled motivation (Deci & Ryan, 2008a). Volunteers work best under autonomous motivation as it doesn’t restrict or control them; providing intrinsic motivation. They do not function as well under controlled motivation because they feel forced to volunteer as opposed to volunteering out of compassion and interest (Deci & Ryan 2000).

Research done by the author; found that high levels of intrinsic motivation will counteract the effects of restrictive situations. People who volunteer based on interest have higher motivation in restrictive environments than those motivated by extrinsic factors (Oostlander et al, 2014). This compliments previous research done by (Hagger and Chatzisarantis, 2011) and (Gagne & Deci, 2005).

Furthermore, SDT suggests Autonomy-Supported Leadership does not bode well with the extrinsic nature of controlled motivation (Gagne and Deci 2005). Oostlander’s study found that Autonomy-Supported Leadership enhances stress and guilt from control-oriented volunteers. These volunteers look towards extrinsic rewards to motivate them when in a non-restrictive environment. However, it is not evident in autonomy oriented volunteers (Oostlander et al, 2014).

1. The author used survey research to derive data for analysis. The data may not be accurate because of the small sample size and usage of variance. However, they did prove that autonomy-supportive leadership is important in volunteering as it aided both intrinsic and extrinsic oriented volunteers. We can apply the research methodology because we may face similar limitations that the author had.  

1. This article is useful because it give me an insight into the different aspects of volunteer motivation.

(Wage equity and employee motivation in non-profit and for-profit organisations)

1. The article analysed the link between wage distribution and employee motivation. It argues that salary distribution is less evident in non-profit than for-profit organisations. The basis of the argument is that non-profit organisations rely on intrinsic motivation to function. (Leete, 2000) Workers in non-profit organisations are motivated by interest and not monetary means; the latter being of extrinsic nature. (Leete, 2000) Non-profit organisations often offer lower salaries compared to the for-profit sector to attract those motivated by their job and not their salary (Hansmann, 1980). The author proceeded to utilise various past literature to further justify the hypothesis.

The author analysed data from the 1990 US Census on non-profit and for-profit employees for differences in salary distribution. Demographics such as race, gender, ethnicity, industry, etc. were applied into her research. Her findings coincided the hypothesis; that non-profit organisations have higher pay satisfaction than for-profit organisations. She went on to state that the 2 ends of the equity spectrum would be non-profit workers and management of for-profit organisations. (Leete, 2000)

1. My opinion on the research methodology is that it may be outdated in the present context. Furthermore, as per the author’s mentioned limitations; non-wage benefits were not reflected in the data collected; this may compromise the accuracy of the study. We may not be able to access similar data, thus are unable to utilise similar methodology.

1. Overall, the article did cross reference past literature with actual industry data. It is useful to me to understand how to apply theoretical evidence to actual figures.

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