This study discusses on the effect of motivation, interpersonal relationships, and rewards on the performance, satisfaction, and sustainability of the participants. For this purpose, we conducted a survey to 106 persons of volunteer firefighter in Sejong City. They were interviewed using questionnaires. The survey data was analyzed the reliability in questionnaire design by SPSS 20.0 win program. Also, the interrelationship of each factors were confirmed by analysis of frequency, percentage and regression analysis. Further, regression analysis was performed in order to investigate effects of motivations, interpersonal relationships, and compensation on a satisfaction in activity of volunteer firefighter.

The summary in this research are as follows.
Firstly, the result showed that the motivation for activity of volunteer firefighter have not influence on active satisfaction. By the way, the two factors have meaningfully influence on active sustainability, which are ‘finding one''s unique strengths’(p-value: 0.034), and ‘understanding local communities’(p-value: 0.021)
Secondly, the factor of interpersonal relationships categorize as ‘relationships with volunteer firefighter colleague’, ‘relationships with public servants’, and ‘relationships with customer for volunteer work’. The relationships with interpersonal relationships and satisfaction/sustainability were analyzed. Among factor of interpersonal relationships, ‘relationships with colleague volunteer firefighter’ have meaningfully influence on active satisfaction(p-value: 0.21). By the way, ‘sense of duty of volunteer firefighter colleague’ have meaningfully influence on active sustainability(p-value: 0.024). Among factors of relationship with public servants, ‘attention of public servants’(p-value: 0.028) and ‘feedback of public servants’ (p-value: 0.043) have meaningfully influence on active satisfaction. By the way, feedback of public servants’ have meaningfully influence on active sustainability(p-value: 0.043). Details about the volunteers and how they interacted with one another did not effect satisfaction and sustainability.
Thirdly, the factor of recognition and rewards categorize as ‘social compensation’, ‘economic compensation’, and ‘emotional compensation’. The relationships with factor of recognition and rewards and satisfaction/sustainability were analyzed. Among the factor of social recognition and compensation, ‘compensation for good deed’ (p-value: 0.007) and ‘acknowledgment from customer’(p-value: 0.025) have meaningfully influence on active satisfaction. By the way, the factor of social recognition and compensation have not influence on active sustainability. Among the factor of economic compensation, ‘accreditation and recognition based on compensation such as transportation, meals, and allowances’ has a positive effect with p-value of 0.068 while ‘activity allowance’ provided had p-value of 0.027. Recognition, rewards, emotional factors, recognition and compensation details, and event planning invitations had a positive p-value of 0.011. The opportunity to receive invitations to official events held by the community had a p-value of 0.024.

The implications of their search and policy recommendations

I. Factors considered to improve synchronization include the consideration of individual characteristics in the department. It must be understood that it is advantageous to have specialized training.

II. Interpersonal factors to foster good relationships include improving the policy system to allow regular feedback on officials after the duty. The consultation of civil servants in charge of fire that will allow the attention and care to educate volunteer firefighters is necessary.

III. In order to increase recognition and reward factors various things must be included. Providing them invitations to events would be positive.