Through this dissertation, I examine how individuals' personalities interact with characteristics of volunteer roles and organisations to affect attraction to, and fit within, volunteer roles and organisations. Results demonstrated that people tend to be attracted to organisations with particular organisational values and work characteristics. Values and work characteristics did not act as moderators between personality and PE fit, nevertheless people tend to be more attracted to particular values, and the presence of work characteristics had a varying effect on attraction depending on context (i.e., paid vs. volunteer). This dissertation extends the literature on fit theory, volunteer attraction, and volunteer recruitment.
|Qualification||Doctor of Philosophy|
|Award date||18 Aug 2020|
|Publication status||Unpublished - 2020|