Volunteer Engagement: Does Engagement Predict the Degree of Satisfaction among New Volunteers and the Commitment of Those who have been Active Longer?

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Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention (2015, background): “…commitment as a role in influencing intention to leave (Chen & Yu, 2014; Sell & Cleal 2011; Udo, Guimaraes, & Igbaria 1997) and organizational commitment’s negative relationship to intention to leave (Vecina et al., 2011; Igharia & Greenhaus, 1992; Meyer et al., 1993; Loi, Hang-yue, & Foley, 2006).”
Examining the inverted U-shaped relationship between workload and innovative work behavior: The role of work engagement and mindfulness (2020, background): “Yet, on the other hand, engaged employees have a sense of affective connection to their work activities, which they experience as enjoyable rather than stressful (Vecina et al., 2012).”
The Job Demands-Resources Model in emergency service volunteers: Examining the mediating roles of exhaustion, work engagement and organizational connectedness (2014, result): “While this finding is in line with Vecina et al. (2012), it contradicts the finding of Huynh et al. (2012a), who found that OC was more strongly associated with work-related outcomes than engagement for health-care volunteers.”
Episodic Volunteering and Retention (2016, background): “In the long term (>1 year) organizational commitment, rather than satisfaction, is proposed as the key predictor of volunteering intentions and behavior (Chacón et al., 2007; Vecina et al., 2012).”