近年来，随着政府对公益慈善领域及社会组织的利好政策扶持，我国的志愿服务事业发展也在朝着全民化、高质量方向发展。但在发展的过程中，由于缺乏专业化、科学化管理，志愿服务的流失率呈上升趋势，为了充分发挥志愿者的价值，在充分保障志愿者服务的数量和质量的同时，相较于企业员工和高校学生组织的志愿服务，社会组织当中的志愿者不受薪资、职级、学分等因素影响，其能够持续参与志愿服务背后的原因更是我们研究的重点。为此，本研究从志愿者自身参与服务的动机、组织承诺、志愿行为意愿三者关系入手，在控制了人口学变量的情况下，科学探究志愿动机如何影响志愿行为意愿意愿，组织承诺在其中如何发挥中介作用。

文章以H组织的志愿者为样本，通过简单随机抽样的方法选取400位志愿者进行线上填答问卷，有效问卷317份。对样本进行差异性检验、相关分析、层次回归模型检验等分析方法，验证了前面提出的假设：（1）志愿动机对志愿行为意愿有显著的正向影响；（2）志愿动机对组织承诺有显著的正向影响；（3）组织承诺对志愿行为意愿有显著的正向影响；（4）组织承诺在志愿动机对志愿行为意愿的影响当中起到中介作用，效应占比为41.4%。依据分析结果，笔者从志愿者管理的岗位开发、招募和甄选、入职培训和辅导、督导和激励、离职和绩效评估等方面提出可行性建议，促进社会组织志愿者队伍的可持续性发展。

In recent years, with the government's favorable policy support for the field of public welfare and charity and social organizations, the development of China's voluntary service is also developing in the direction of universalization and high quality. However, in the process of development, due to lack professional and scientific management, the loss rate of volunteer services is on the rise. In order to give full play to the value of volunteers, while fully guaranteeing the quantity and quality of volunteer services, it is compared with the employees of enterprises. Volunteer services organized by university students and volunteers in social organizations are not affected by factors such as salary, rank, and credits. The reasons behind their continued participation in volunteer services are the focus of our research. To this end, this study starts with the relationship between volunteers' motivation to participate in services, organizational commitment, and voluntary behavior. Under the control of demographic variables, scientifically explores how voluntary motivation affects voluntary behavior, and how organizational commitment plays an intermediary role. effect.

The article uses volunteers from H organization as a sample, selects 400 volunteers to fill in the online questionnaire through simple random sampling, and 317 valid questionnaires. Analytical methods such as difference testing, correlation analysis, and hierarchical regression model testing verify the previously proposed assumptions: (1) Voluntary motivation has a significant positive effect on voluntary behavior; (2) Volunteer motivation has a significant positive effect on organizational commitment Impact; (3) Organizational commitment has a significant positive impact on voluntary behavior; (4) Organizational commitment plays an intermediary role in the impact of voluntary motivation on voluntary behavior, accounting for 41.4% of the effect. Based on the analysis results, the author puts forward feasibility suggestions in the areas of volunteer management job development, recruitment and selection, induction training and counseling, supervision and motivation, separation and performance evaluation, and promotes the sustainable development of social organizations volunteer teams.