Motivation and emotion/Book/2026/Volunteer wellbeing

Volunteer wellbeing:
How does volunteering affect volunteers' subjective wellbeing?

Overview

Scenario

Claire and Trevor both spend their Saturday mornings volunteering at their local soccer club. Claire looks forward to volunteering, loves helping kids learn new skills and has formed close friendships with other volunteers. Trevor enjoyed the role initially but now feels pressured to attend, is upset about the recognition he receives and struggles to balance volunteering with other commitments.

even though they spend the same amount of time volunteering, Claire leaves feeling energised and fulfilled while Trevor feels burnt out, exhausted and resentful.

Why might the same conditions, activities and responsibilities have such different effects on their wellbeing?

Volunteering is an important part of many community organisations and essential services, but most of the focus is placed on how volunteering helps others not on the wellbeing of the volunteers who make their missions possible.

Volunteering is linked with positive experiences including social connection, purpose and growth. However these benefits are not guaranteed, and they do not affect everyone in the same way. Volunteers also experience stress and exhaustion. Over time, these challenges can have an effect on their wellbeing and result in them stepping away from volunteering altogether. Understanding volunteer wellbeing is not only important for the volunteers themselves, but also for the organisations that rely on their continued participation to function [Move external links into either References or External links].

Psychological science helps us to understand why volunteering holds deep rewards for some and is an unsustainable commitment for others. Research on wellbeing can provide insights on how people feel and evaluate their lives, it can also tell us how volunteering contributes to a person's sense of meaning, purpose and growth. Motivational frameworks and theories, like self-determination theory (SDT) can explain how the quality of someone's motivation, their individual psychological needs and the environment that they volunteer in can shape an individual's experiences.

Viewing volunteering through the lens of psychological science can give us a clearer picture of when volunteering can support wellbeing, and when and why it can become too psychologically demanding for some.

Focus questions

[Use bullet-points as shown in Tutorial 2]

1. How does volunteering affect subjective wellbeing?
2. Why can volunteering influence subjective wellbeing?
3. When does volunteering enhance or undermine wellbeing?

Understanding Wellbeing

What does subjective wellbeing mean?

Wellbeing is an extremely broad subject that describes how people feel about their lives, whether they feel like their lives are meaningful and how satisfied they are. In the field of psychological research subjective wellbeing (SWB) refers to how people evaluate and experience their lives (Diener, 1984). It is understood through three main categories:

Life satisfaction - Whether a person views their life positively overall
Positive Affect - How frequently a person experiences positive moods and feelings
Negative Affect - The frequency or intensity of unpleasent moods and emotions

These three categories are useful when attempting to distinguish whether a volunteering experience may improve some parts of a person's wellbeing and/or detract from others.

Hedonic versus eudaimonic wellbeing

Wellbeing is also understood through both hedonic and eudaimonic viewpoints. Hedonic wellbeing is best understood as being focused on happiness, pleasureable experiences and positive emotions while avoiding discomfort and pain, whereas eudaimonic wellbeing is concerned with the pursuit of self-realisation, meaning and purpose (Ryan & Deci, 2001).

These two concepts are key to understanding the experiences of a volunteer. A volunteer may not always receive short term happiness or avoid stress in their role, but they may receive satisfaction if they feel like their contribution is meaningful, they have developed themselves or are working towards something of long-term value. Viewing volunteering through both of these lenses provides a broader understanding of volunteerings relationship to wellbeing.

Why are both perspectives relevant when considering volunteers?

The distinction between the concepts of hedonic and eudaimonic wellbeing are particularly relevant because studies have found that volunteering does not influence all forms of wellbeing in the same way. A study by Son and Wilson (2012) found that volunteering did not predict hedonic wellbeing but did predict later eudaimonic wellbeing. This study also suggests that this relationship works in both ways, with those that reported higher wellbeing being more likely to volunteer.

How Volunteering Affects Wellbeing

Volunteering is broadly associated with better wellbeing

Nichol et al. (2023) conducted a review of multiple systematic reviews and discovered links between volunteering and benefits across physical, mental and social wellbeing

Different aspects of wellbeing respond differently to volunteering

Longitudinal studies link volunteering with feelings of a greater purpose in life, social connection, increases in positive affect (Kim et al., 2020). However they also found that the act of volunteering was not tied to improvements in life satisfaction or negative affect, suggesting that volunteering can support some aspects of wellbeing without improving all of them.

Volunteering itself can contribute to improved wellbeing

In a randomised control study in older Australians, Jongenelis et al. (2021) found that people who commenced volunteering had improved life satisfaction, purpose and personal growth compared to their peers that did not.

Why Volunteering can Improve Wellbeing

The above research proposes that volunteering can support aspects of wellbeing, but these benefits are not simply due to a person surrendering their time to an organisation.

So why do people volunteer?

Volunteering allows people the opportunity to build meaningful relationships, feel capable and contribute to something meaningful. This is directly relevant to the satisfaction of basic psychological needs and the experiences of purpose, growth and meaning.

Self-Determination and Psychological Needs

Volunteering creates the opportunities for a person to satisfy their basic needs of autonomy, relatedness and competence. Self-determination theory (SDT) explains that the satisfaction of these needs is what leads to wellbeing and motivation (Deci & Ryan, 1985).

The basic needs of SDT are summarised in Figure 2.

Within volunteer environments these needs may be satisfied by:

The ability to choose meaningful work
applying and developing skills
forming close connections and sharing values with others

This requirement for satisfaction is clear within empirical research on volunteering. a study conducted by Lubics et al. (2026) found that the fulfilment of autonomy, relatedness and competence was associated with greater wellbeing in volunteers, inversly it also found that the frustration of these needs was associated with poorer outcomes and wellbeing in the tested population.

AUTHORS NOTE - Expand the above to explain the benefits of volunteering through SDT's needs framework

Meaning, Purpose and Growth

Reassert the details surrounding Hedonic and Eudaimonic wellbeing - focusing on eudaimonic wellbeing as an indicator for wellbeing in volunteers.

Eudaimonic wellbeing is the experience of living well and meaningfully, rather than only pursuing short term pleasure or happiness. from the eudaimonic perspective volunteering is particularly well placed to provide this experience.

Explain volunteering allows the opportunities for meaning and growth

Volunteering can provide a role in community, allow someone the opportunity to directly impact others, give a deep sense of purpose and provide the opportunity for someone to develop new skills. This experience may motivate someone to continue volunteering, even if their role is demanding or does not provide them with short-term hedonic wellbeing.

link to a study showing the application of meaning purpose and growth

We also know that people benefit the most from volunteering when the role is important to them, and they feel that they are genuinely involved in what they are doing (Meneghini & Colledani, 2022).

Reflection Stop!

Using the previous example of Claire and Trevor consider the following questions:

1. What basic psychological needs under SDT appear to be supported for Claire?
2. Which basic needs do not appear to be met for Trevor?
3. Who appears to be experiencing more motivated or autonomous control? Why?
4. How might their different experiences affect their subjective wellbeing?

AUTHORS NOTE - The above will be expanded to discuss how volunteering supports eudaimonic wellbeing in participants, particularly contributing to something beyond oneself.

When volunteering helps, and when it does not

The benefits of volunteering are not guaranteed. Someones experience of the same roles and activities can vary widely depending on why they are volunteering, the demands that they face and the environment they are in.

These positions provide meaning connection and growth, but these benefits can be totally redundant when participation feels unsustainable or poorly supported.

Understanding the differences in experience and motivation helps to explain why volunteering is a net positive for some and entirely untenable for others.

Autonomous and Controlled Motivation

The quality of an individuals motivation is a key concept in SDT. SDT distinguishes between two different forms of motivation

Autonomous motivation - Where behaviour is driven or acted on because an activity is personally meaningful or enjoyable
Controlled motivation - Where behaviour is driven or acted on through obligation, external expectations, pressure or guilt

seperating these two forms of motivation may be key when assessing a volunteers wellbeing. is a person volunteering because they genuinely enjoy it? Or are they feeling psychologically pressured to continue?

Wu and Li (2018) explored this in their study on motivation with 2022 volunteers. This research found that volunteers with higher autonomous motivation was associated with higher levels of life satisfaction and lower rates of emotional exhaustion in the cohort. It also showed that those volunteering because of controlled motivation experienced the opposite.

do people volunteer because they enjoy their role? or do they volunteer because other people depend on them, they are experiencing feelings of guilt, or outside expectations keep them coming back?

AUTHORS NOTE - The above will explain how autonomous and controlled motivation could lead to different experiences for volunteers conducting the same activity

The Volunteering Environment: Support, Stress and Burnout

Volunteering can become overwhelming when its responsibilities compete with the other areas of a persons life

Outside time commitments, family responsibilities, employment and study obligations can make it difficult for anyone to balance a volunteering role within their lives.

studies have found that interference between a persons home life and volunteering were associated with a volunteers intention to leave their position (Magrone et al., 2024). This study also discusses that recognition and support from organisations could alleviate some of these effects.

Another study from the same journal explored burnout in volunteers in rural Australia. Holmes et al. (2026) highlight that high workloads, shortages of volunteers, bureaucracy, limited funding and time commitments contributed to burnout in rural volunteers.

The environment of a volunteer organisation influences how these demands are experienced

Volunteer organisations have the ability to influence the amount of pressure experienced by their volunteers. simple things like the recognition of effort, realistic expectations, flexibility with peoples lives and appropriate resource management can help volunteers to manage demanding roles. Unfortunately, poor support mechanisms and unrealistic expectations can undermind the benefits that make volunteering rewarding.

some volunteering environments are also in highstress and potentially harmful environments - Lifeline

Environments that provide the key elements of SDT are less likely to experience the above

the study from Magrone et al. (2024) also found that organisational support and appreciation can reduce the negative effects of the impact the volunteering has on their home lives. this demonstrates that stress experienced by volunteers is often systemic within an organisational structure.

if demands are high and support is limited, stress and burnout undermine wellbeing

High pressure contributes to the emotional tolls and reduces the positive experience of wellbeing in volunteers. Holmes et al. (2026) who reviewed burnout in australian volunteers, explored that the pressures associated with volunteering can reduce the positive wellbeing outcomes that volunteering can provide.

this evidence suggests that the environment someone volunteers in can shape whether they experience a positive effect on their wellbeing. supportive environments may help wellbeing, while high stress environments can contribute to exhaustion and poor wellbeing

Knowledge check

AUTHORS NOTE - Expand the above to explain that volunteering can become psychologically demanding when factors combine. also explain how demands and organisational support can increase or undermind a volunteers wellbeing.

Conclusion

Volunteering can support peoples[grammar?] subjective wellbeing, but its effects are not uniform
psychology helps us to explain how and why volunteering can improve wellbeing
the benefits of volunteering depend on an individuals experience in the role
volunteerings effects are a complex interaction between the volunteer, their individual motivations and the environments they are volunteering in.

Take home message

Volunteering can be a strong source of wellbeing for people that feel they have choice in their role, find their contribution meaningful, feel supported and have a sustainable amount of responsibility. When these factors are missing, volunteering can become a source of stress and poor wellbeing.

Together, the Overview and Conclusion should summarise the problem, its significance, and how psychological science contributes to understanding and addressing this problem
Recommended length: 150 to 330 words

References

Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Contemporary Sociology, 17(2).

Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95(3), 542–575. https://doi.org/https://doi.org/10.1037/0033-2909.95.3.542

Holmes, K., Lockstone-Binney, L., Davies, A., O’Halloran, M., & Janowski, I. (2026). Managing burnout among rural volunteers in Australia. International Journal of Voluntary and Nonprofit Organizations, 1–9. https://doi.org/10.1017/S0957876526000161

Jongenelis, M. I., Jackson, B., Newton, R. U., & Pettigrew, S. (2021). Longitudinal associations between formal volunteering and well-being among retired older people: Follow-up results from a randomized controlled trial. Aging & Mental Health, 26(2), 1–8. https://doi.org/10.1080/13607863.2021.1884845

Kim, E. S., Whillans, A. V., Lee, M. T., Chen, Y., & VanderWeele, T. J. (2020). Volunteering and subsequent health and well-being in older adults: An outcome-wide longitudinal approach. American Journal of Preventive Medicine, 59(2), 176–186. https://doi.org/10.1016/j.amepre.2020.03.004

Lubics, O., Magyaródi, T., & Nagy, H. (2026). Basic psychological needs and beneficence in the volunteer experience: Exploring satisfaction, frustration, and their links to well-being and ill-being. Nonprofit and Voluntary Sector Quarterly. https://doi.org/10.1177/08997640261453280

Magrone, M., Montani, F., Emili, S., Bakker, A. B., & Sommovigo, V. (2024). A new look at job demands, resources, and volunteers’ intentions to leave: The role of work–home interference and burnout. VOLUNTAS International Journal of Voluntary and Nonprofit Organizations. https://doi.org/10.1007/s11266-024-00679-y

Meneghini, A. M., & Colledani, D. (2022). “Doing well by doing good”: When and how volunteering fosters hedonic and eudaimonic well-being. The Humanistic Psychologist. https://doi.org/10.1037/hum0000303

Nichol, B., Wilson, R., Rodrigues, A., & Haighton, C. (2023). Exploring the effects of volunteering on the social, mental, and physical health and well-being of volunteers: An umbrella review. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 35(1). https://doi.org/10.1007/s11266-023-00573-z

Ryan, R., & Deci, E. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 52(1), 141–166. https://doi.org/https://doi.org/10.1146/annurev.psych.52.1.141

Son, J., & Wilson, J. (2012). Volunteer work and hedonic, eudemonic, and social well-being. Sociological Forum, 27(3), 658–681. https://doi.org/10.1111/j.1573-7861.2012.01340.x

Wu, Y., & Li, C. (2018). Helping others helps? A self-determination theory approach on work climate and wellbeing among volunteers. Applied Research in Quality of Life, 14. https://doi.org/10.1007/s11482-018-9642-z

External links

External links to highly relevant resources such as podcasts and videos, news articles, and professional sites. Use sentence casing and alphabetical order. For example:

Six top tips for writing a great essay (University of Melbourne)
The importance of structure (skillsyouneed.com)

Suggestions for this section:

Link to the most relevant external resources about the topic
Include the source in parentheses after the link

	Increase his responsibilities so he feels more important in the club .
	Discuss his workload with him, provide greater flexibility, clarify expectations, and recognise his contribution .
	Reduce communication with him so that he can manage his role independently .
	Remind him that other volunteers depend on him and that leaving would create extra work .

	Competence.
	Relatedness.
	Personal Growth.
	Autonomy.