Numerous studies have shown that there is a relationship between volunteers’ satisfaction and their permanence in volunteer activities over time. However, there is less knowledge about whether this relationship is mediated by personal factors of the volunteers. This document analyzes the potential mediating role of nine of these factors: gender, age, marital status, childbearing, educational level, adherence to a religion, position within the company, year in which they began to participate, and participation in other volunteer activities outside the company framework. The information provided by a non-probabilistic sample of 184 volunteers that participate in corporate volunteering activities implemented by 13 companies in Uruguay is considered. A structured questionnaire was used, which included 25 indicators on satisfaction and a general indicator on permanence. It was found that, with the exception of adherence to a religion, all the other factors considered mediate, to a greater or lesser extent, in the relationship between satisfaction and permanence. This relationship is stronger among men, youngsters, single people, less educated people, people with children, those who have a lower hierarchical position in the company, those who have participated in CV for less time, and those who carry out other volunteer activities outside the company. These results contribute to the theoretical discussion on the relationship between satisfaction and permanence in employee volunteering, while contributing to improve the management of this type of volunteering, since they constitute useful information for the design of segmented strategies for recruitment and retention of volunteers.

大量研究表明，随着时间的推移，志愿者的满意度与其在志愿活动中的持久性之间存在关系。然而，关于这种关系是否由志愿者的个人因素介导的知识较少。本文件分析了以下九个因素的潜在中介作用：性别、年龄、婚姻状况、生育情况、教育程度、宗教信仰、在公司内的职位、他们开始参与的年份以及参与其他外部志愿者活动。公司框架。考虑了参与乌拉圭 13 家公司实施的企业志愿活动的 184 名志愿者的非概率样本提供的信息。使用结构化问卷，其中包括 25 个关于满意度的指标和一个关于持久性的一般指标。研究发现，除了信仰宗教之外，所有其他被考虑的因素都或多或少地调节了满意度和持久性之间的关系。这种关系在男性、年轻人、单身人士、受教育程度较低的人、有孩子的人、在公司等级较低的人、参加简历时间较短的人以及在外面开展其他志愿活动的人之间更强烈。公司。这些结果有助于对员工志愿服务满意度与持久性关系的理论讨论，同时有助于改进此类志愿服务的管理，