López-Cabrera Rocío, Medina Francisco J, Euwema Martin, Arenas Alicia
Department of Social Psychology, University of Seville, Seville, Spain.
Occupational and Organizational Psychology and Professional Learning, Katholieke Universiteit Leuven (KU Leuven), Leuven, Belgium.
Front Psychol. 2023 Jul 11;14:1042722. doi: 10.3389/fpsyg.2023.1042722. eCollection 2023.
Non-profit organizations (NPOs) are a complex working context whose main characteristic resides in the dichotomy between paid staff and volunteers. Despite its benefits for goal achievement, this circumstance can be also a challenge, for both groups' interaction, for their comprehension of their own role and to HR management. The aim of this study was to explore factors that may contribute to promote job satisfaction among NPOs' members.
Combining two different data analyses, serial multiple mediation analyses and cluster analyses, first we analyze whether there are differences between paid staff and volunteers in perceived intrapersonal conflict and performance and its effect on job satisfaction, and second, we analyze whether there is an additional profiles distribution that reflects more adequately the reality of NPOs, despite the formal roles that coexist in these organizations (paid staff and volunteers).
Results confirm that paid staff and volunteers differ on their perceived job satisfaction level, with volunteers being more satisfied. This relationship is serially mediated by role conflict, role ambiguity, and performance. Another characteristic of the NPOs is that the dichotomy between paid staff and volunteers does not capture well the reality of the labor relations between members of both groups and the organization. To explore this phenomenon, we perform a cluster analysis based on paid staff and volunteers' perceptions. Cluster analyses demonstrate the existence of three rather homogenous profiles.
Additionally, practical implications for HR management in NPOs and future research lines to understand this organizational context dynamics are also discussed.
非营利组织（NPO）是一个复杂的工作环境，其主要特征在于有偿工作人员和志愿者之间的二分法。尽管这有利于目标的实现，但这种情况对于两组人员的互动、他们对自身角色的理解以及人力资源管理而言，也可能是一项挑战。本研究的目的是探索可能有助于提高非营利组织成员工作满意度的因素。
结合两种不同的数据分析方法，即序列多重中介分析和聚类分析，首先我们分析有偿工作人员和志愿者在感知到的人际冲突和绩效方面是否存在差异及其对工作满意度的影响，其次，我们分析是否存在一种额外的概况分布，能更充分地反映非营利组织的实际情况，尽管这些组织中存在正式角色（有偿工作人员和志愿者）并存的情况。
结果证实，有偿工作人员和志愿者在感知到的工作满意度水平上存在差异，志愿者的满意度更高。这种关系由角色冲突、角色模糊和绩效依次介导。非营利组织的另一个特点是，有偿工作人员和志愿者之间的二分法并不能很好地反映两组成员与组织之间劳动关系的实际情况。为了探究这一现象，我们基于有偿工作人员和志愿者的认知进行了聚类分析。聚类分析表明存在三种相当同质的概况。
此外，还讨论了非营利组织人力资源管理的实际意义以及未来研究方向，以了解这种组织环境动态。
