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Several job-related and organizational features make the work of community-based paid managers of volunteers distinctly different from conventional management practice. Based on self-verification (Swann & Brown, 1990) and exchange (Blau, 1964) theories, we tested a multidimensional measurement model of support specific to these managers. The dimensions include support gained from their coworkers, volunteers, and supervisors, and from the prosocial, value-expressive nature of the work. This model of support predicted the managers’ job satisfaction, which mediated the relationship between support and affective commitment, with value-expressive work being the strongest predictor. Both the measurement model of support and the structural predictive model were found to be invariant across managers with greater and less than 10 years of work experience. The findings spotlight the importance of sources of workplace support that shore up employees’ valued identities.