In recent years, more and more organizations are being held responsible for the social impact of their organizational priorities, commonly referred to as corporate social responsibility. As a result, there has been an increased implementation of employee volunteering initiatives. However, research on volunteering has largely remained separate from the context of work. As the prevalence of employee volunteering initiatives continues to grow, the need to integrate the theoretical and practical findings from the volunteering literature with that of the extensively studied and related discretionary prosocial work behavior (i.e., organizational citizenship behavior) research has become increasingly apparent. This dissertation examines how commonly used motivational theories found within the volunteering literature can be leveraged to aid the prediction of important work-related outcomes. More specifically, a person-centered perspective is applied using a latent profile approach, where the relationship between an employee's combination of motives for pursuing volunteer opportunities and their subsequent discretionary behaviors at work, including organizational citizenship behaviors and counterproductive work behaviors, are tested with vigor and depletion as respective mediating mechanisms. A sample of employed individuals who participated in a volunteer activity within the past year responded to a series of survey items related to their volunteering experience, motivations for participating, and their behaviors at work following the activity. Results demonstrated the most support for a three-profile solution, and profile membership was revealed to be significantly related to levels of vigor, and ultimately, subsequent engagement in organizational citizenship behaviors. Findings did not support the hypothesized relationship between the profiles and depletion (nor counterproductive work behaviors). However, a supplemental mediation analysis using multiple regression with each volunteer motive as a predictor did demonstrate support for the indirect effects of the career and protective motives on counterproductive work behaviors through depletion. Theoretical and practical implications of this dissertation's findings are also discussed.


If this is your thesis or dissertation, and want to learn how to access it or for more information about readership statistics, contact us at STARS@ucf.edu

Graduation Date





Ehrhart, Mark


Doctor of Philosophy (Ph.D.)


College of Sciences



Degree Program

Psychology; Industrial and Organizational Track




CFE0009488; DP0027489





Release Date

May 2024

Length of Campus-only Access

1 year

Access Status

Doctoral Dissertation (Campus-only Access)

Restricted to the UCF community until May 2024; it will then be open access.