Designing volunteers’ tasks to maximize motivation, satisfaction and performance: The impact of job characteristics on volunteer engagement

By V. Millette, Marylène Gagné. 2008

424 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/f8cd358bd511d5ed4fb74366229554d6214e0d3d

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In Organizational Behavior and Human Resource Management

In Social Psychology

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Citations in the corpus

Does amotivation matter more than motivation in predicting mathematics learning gains? A longitudinal study of sixth-grade students in France (2016, neutral): “…the other subscales load on separate factors (Fernet, Senécal, Guay, Marsh, & Dowson, 2008; Gagné et al., 2013; Guay, Vallerand, & Blanchard, 2000; Millette & Gagné, 2008; Tremblay, Blanchard, Taylor, Pelletier, & Villeneuve, 2009; Vallerand & Bissonnette, 1992; Vallerand, Blais, Brière, &…”
Using wellbeing for public policy: Theory, measurement, and recommendations (2016, background): “Millette and Gagné (2008) found that autonomous motivation is a mediator in the association between job characteristics and job satisfaction, and they suggest that volunteer jobs should use team work and establish social contacts between volunteers and clients, and volunteers and colleagues, as…”
The impact of compensation, supervision and work design on internship efficacy: implications for educators, employers and prospective interns (2017, background): “(Millette and gagné 2008). However, the benefits of autonomy for interns have both mixed theoretical and empirical support. On the one hand, autonomy may be viewed as particularly beneficial for interns because autonomy increases problem-solving efforts and decreases passivity which reduces learned ”
Citizen participation in public administration: investigating open government for social innovation (2019, methodology): “Literature provides empirical proof that intrinsic motivation and identified regulation are associated with positive outcomes like well-being and need satisfaction (Millette and Gagné, 2008; Weinstein and Ryan, 2010), specifying that intrinsic motivation has a more significant effect than identified”
A Temporal Analysis of the Relation between Organisational Commitment and Work Motivation (2008, background): “Millette and Gagné (2008) also found that volunteer workers’ autonomous motivation was positively associated with their engagement in their volunteer work.”
The effects of work motivation on employee exhaustion and commitment: An extension of the JD-R model (2012, background): “For instance, autonomous motivation has been positively associated with psychological well-being (Blais, Briere, Lachance, Riddle, & Vallerand, 1993 ), job satisfaction (Millette & Gagne, 2008 ) and organizational (Lam & Gurland, 2008 ) and occupational commitment (Fernet, 2011 ).”
The Effect of Volunteer Management on Intention to Continue Volunteering: A Mediating Role of Job Satisfaction of Volunteers (2020, background): “A clear connection among volunteers’ satisfaction, intention, and actual behavior has also been established (Millette & Gagné, 2008; Omoto & Snyder, 1995; Wisner et al., 2005).”
Autonomy in the Workplace: An Essential Ingredient to Employee Engagement and Well-Being in Every Culture (2011, background): “Indeed, enriched job designs have been associated with greater intrinsic work motivation in both employed and voluntary Canadian workers (Gagné, Senécal, & Koestner, 1997; Millette & Gagné, 2008).”
Shaping Environments Conductive to Creativity (2012, background): “Instead, they experience low levels of psychological ownership, avoid work activities, and tend to experience more negative affect—all of which are detrimental to creativity (Greguras and Diefendorf 2009; Isen 2000; Koestner et al. 2008; Millette and Gagné 2008).”
The influence of volunteer motivation on satisfaction, attitudes, and support for a mega-event (2014, background): “…who are autonomously (self-) motivated, acting based on interest and fun because of underlying personal values, usually report higher satisfaction (Millette and Gagné, 2008) than individuals who are motivated and controlled by external conditions and act based on external pressure to avoid guilt…”
Effective and sustained proactivity in the workplace: A self-determination theory perspective (2014, background): “In a sample of 124 volunteers at a community clinic, Millette and Gagné (2008) found that Hackman and Oldham’s (1976) Motivational Potential Score, a multiplication of core job characteristics intended to reflect their impact on critical psychological states, was positively intrinsic motivation…”