Barbuto, Brown, Wilhite and Wheeler (2001) describe intrinsic process

 motivation as when a person is motivated to perform certain kinds of work or to engage

 in certain types of behavior for the fun of it. The work acts as an incentive and it is

 derived from immediate internal gratification. Deci and Ryan (1995) describe intrinsic

 motivation as the innate, organismic needs for self-determination and competence.

 Instrumental motivation is when individuals perceive their behavior will lead to pay,

 promotions, bonuses, or other extrinsic tangible outcomes (Barbuto et al., 2001).

 Self-concept-external motivation is based on an individual who is primarily other-

 directed and seeking affirmation of traits, competencies, and values. The individual

 behaves to satisfy reference group members to gain acceptance and then status (Barbuto

 et al., 2001). Deci and Ryan (1995) describe this type of motivation as extrinsic

 motivation, the behavior where the reason for doing it is something other than an interest

 in the activity itself. It may be due to something a person feels pressured to do.

 Self-concept-internal motivation is internally based. The individual sets internal

 standards that become the basis for the ideal self and is motivated to engage in behaviors

 that reinforce these standards (Barbuto et al., 2001). Internal motivations also are

 motivations for cooperation that flow from individuals' values and attitudes and shape

 their behavior (Tyler, 2002).

 Loyalty or commitment to the group or organization can also be a motivation of

volunteering as people in groups come to identify with those groups (Tyler, 2002). Tyler

(2002) describes social identity theory as one that individuals in groups identify with

those groups and merge their sense of identity with the groups and when people identify

with groups they put the welfare of the group above their own.