PROMOTING VOLUNTEER MOTIVATION AND ENGAGEMENT USING THE AMO MODEL AND JOB CHARACTERISTICS MODEL

Mariam Iremadze     [email protected]

 

Abstract 

Volunteer activity is one of the most important social and economic resources for achieving the goals of non-profit organizations and for the thorough implementation of their activities. Volunteers are not only a significant force of human capital, but they also play a major role in achieving organizational goals and bringing about positive changes in society. Accordingly, it is important for non-profit organizations to understand what motives urge people to engage in volunteer activities and how their motivation can be increased and engagement supported.

The study of volunteer behavior is a complex issue, since it is influenced by both individual and organizational factors. These can be motivational incentives, social relationships, work environment, and development opportunities. The AMO model (Ability-Motivation-teaOpportunity) helps us to understand this context, which perceives a person as an active individual with skills, motivation and opportunities in organizational activities, while the Hackman and Oldham job characteristics model reflects the mechanisms of strengthening intrinsic motivation through work structure and psychological states.

The present paper aims to analyze the factors determining volunteer motivation and engagement through various theoretical frameworks, in order to identify approaches that will help nonprofit organizations create a motivational and supportive environment with opportunities for self-realization.

The paper represents a theoretical review of scientific literature and is based on the AMO model and Hackman and Oldham’s Job Characteristics Model, which are used in an integrated manner to explain volunteer motivation and engagement. The combination of these two theoretical frameworks makes it possible to interpret volunteering behavior from the perspective of both individual motives and the structure and opportunities provided by the work itself. The reviewed literature shows that training, support, feedback, autonomy, and job meaningfulness significantly influence the enhancement of volunteer motivation and effectiveness, while their regular assessment helps nonprofit organizations ensure long-term volunteer engagement.

Keywords: Volunteering, motivation, AMO model, training, job characteristics, engagement, non-profit organization