Motivation towards satisfaction among international sport events volunteers - Theory and Practice in Hospitality and Tourism Research - page 563

2.2.7 Extrinsic rewards
It was originally thought that extrinsic rewards would
enhance volunteer motivation to engage in volun-
teerism (Green & Chalip, 1998; Weinberg & Gould,
2003). Extrinsic rewards focus on tangible items
such as merchandise, food vouchers, monetary, and
memorabilia (Bang & Ross, 2009). It is in contrast to
intangible rewards that more focus on internal fac-
tors such as the feel of satisfaction through volun-
teering activities (Strigas & Jackson, 2003).

2.4.2 Work assignment
Previous literature stated that role assigned to the
volunteer emerged as second factors that lead to
the satisfaction among volunteers especially on
job-fit for skills and convenience (Galindo-Kuhn &
Guzley, 2002). It is important to ensure that volun-
teers are given the task that match their skills and
expertise).

2.4.3 Communication quality
Communication quality refers to the basic nature
of communication that received by the volunteers
from the organization that they are willing to vol-
unteer (Wong, et al., 2011). Communication with
other volunteers, recognition from organizations
(Farrell, et al., 1998), and the clarity of informa-
tion regarding job description provided by the
organization during the recruitment were found as
factors that lead to volunteers' satisfaction (Galin-
do-Kuhn & Guzley, 2002).

2.3 Volunteer satisfaction and intention to
re-volunteering
Volunteer satisfactions depend on either volun-
teer's experience match their expectations (Davis,
Hall & Meyer, 2003). The positive experience
gained during the event would increase the prob-
ability of re-volunteering activities (Twynam, et
al., 2002) (Downward & Ralston, 2006) and lead
to the positive commitment to the organization
(Bang & Ross, 2009). Due to that, understanding
the determinant of satisfaction, specifically in vol-
unteer job duties will influence future intention to
re-volunteer (Pauline, 2011). Conversely, the nega-
tive outcomes that being experienced by the volun-
teer became a major reason to quit volunteering
(Doherty, 2009) and affect the number of people
who are willing to volunteer in future events. This
issue was critical because majority of the sports
organizations were heavily reliant on volunteers
and it is quite impossible for the sports and rec-
reational events to run smoothly without the help
of volunteers. As a result, organizations that fail
to retain their current volunteers will need to take
additional efforts such as recruiting and re-training
the new volunteers that is costly and time consum-
ing (Pauline, 2011).

2.4.4 Organizational support
Satisfaction can be gained through organizational
support that includes educational and emotional
resources provided by the organization (Wong, et
al., 2011). Educational support refers to the training
attended by the volunteer that bring more satisfac-
tion (Ozminkowski, Supiano & Campbell, 1990),
and improve the quality of experience (Pauline,
2011). Meanwhile, emotional support refers to the
relational environment that exists between organi-
zational members and volunteers (Galindo-Kuhn &
Guzley, 2002; Pauline, 2011).

2.4.5 Group integration
Group integration refers to a development of
social relationship among volunteers, other vol-
unteers and paid staff (Pauline, 2011; Wong, et
al., 2011). Hence, this relationship will provide a
social aspect of the volunteer experience that leads
to volunteer job satisfaction (Galindo-Kuhn &
Guzley, 2002).

2.4 Volunteer satisfaction factors
This study explores the satisfaction among volun-
teers using the Volunteer Satisfaction Index (VSI)
designed by Galindo-Kuhn and Guzley (2002)
as cited by Pauline (2011). The VSI is made up
of five dimensions consist of i) Communication
Quality, ii) Organizational Support, iii) Participa-
tion Efficacy, iv) Work Assignment, and v) Group
Integration.

3 CONCEPTUAL FRAMEWORK

3.1 Proposed conceptual framework
Figure 1 illustrates the proposed framework in
examining the relationship between VMS-ISE
towards satisfaction among international sport
event volunteers.
For the purpose of this study, VMS-ISE is
served as independent variable (IV) which com-
prises of seven major constructs: Expression of
Value, Patriotism, Career Orientation, Love of
Sport, Interpersonal Contact, Personal Growth
and Extrinsic Reward. Meanwhile, satisfaction

2.4.1 Participation efficacy
Participation efficacy became a strong dimension
that leads to the satisfaction among volunteers
(Galindo-Kuhn & Guzley, 2002). Volunteer feel
satisfied through their participation that will give
a positive impact and bring good changes to client
(Wong, Chui & Kwok, 2011) other than themselves
(Galindo-Kuhn & Guzley, 2002; Pauline, 2011).