Servant Leadership, Volunteer Retention, and Organizational Citizenship Behavior in Nonprofit Organizations: Examining the Mediating Role of Job Satisfaction

Nonprofit organizations (NPOs) face great challenges in attracting and retaining volunteers due to the short-term nature of most voluntary posts. This study examines the mediating effect of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs among university students in the context of a developing nation. The Partial Least Squares-Structural Equation Modeling (PLS-SEM) approach reveals that job satisfaction is the most important predictor of volunteer retention in NPOs. Moreover, the significantly mediating effects of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs is evinced. Volunteers report being highly satisfied with the NPOs’ communication of their vision and mission and confirm that they are provided with support networks when volunteer-related problems occur and when they are autonomous in fulfilling their volunteer assignments.

Boomerang volunteers in the Finnish Fire Service

The importance of volunteers within the fire service in most countries is unquestionable. However, the retention of volunteers is problematic and finding ways to retain experienced and qualified volunteers is becoming increasingly important. While previous international research has focused on volunteer retention and understanding why volunteers leave, very little is known about ‘boomerang’ volunteers: volunteers who return to the service after a break. These ‘boomerangs’ are a valuable staffing resource, as they tend to require less socialisation, onboarding and training. The latter is particularly relevant for the fire service, as the resources required to train and develop the necessary skills are significant. This study investigated volunteers in the Finnish Fire Service who have taken a break from the service and returned. Similar to Australia and New Zealand, Finland's emergency services are highly reliant on volunteers, particularly in rural areas. This research examined the reasons why breaks were taken and what volunteers experienced most helpful on their return. Drawing on these findings, practical recommendations are made for fire service organisations for effective volunteer practices that take boomerang behaviour into account.

4-H Youth Volunteer Retention in Science Projects

Retention of volunteers and participants is a critical concern for programs that rely on their manpower, but limited empirical research exists, especially on youth volunteers. This descriptive, cross-sectional quantitative study examined the influence of volunteer motivation, participation, and science project type on the retention of 4-H youth volunteers ages 12 to 19 years participating in science projects in 3 states. An instrument was created for this study that included both existing survey scales and researcher-developed items based on combined research from the citizen science, volunteer development, and youth development fields. The research revealed that consistency and engagement were correlated with the predictors of retention, but race was not. 4-H science programs have a significantly higher likelihood of retaining youth participants than 4-H citizen science programs. Suggestions for youth educators to develop retention strategies are discussed based on the findings and future research into youth volunteer engagement is proposed.

Understanding volunteer commitment to a project: testing a conceptual model

PurposeIn Australia, it is estimated that volunteers provide over $14.6 billion of unpaid labour to not-for-profit organisations. Much of the work that volunteers undertake is within a project context, yet the impact of a project and its environment on volunteer commitment is unknown. A conceptual model proposes three categories of factors that impact volunteer commitment to a project: purposeful, emotional and contextual. The purpose of this research is to empirically explore the conceptual model of volunteer commitment with volunteers working on projects in order to seek support for, and refine, the model.Design/methodology/approachThe research design was exploratory and Q methodology was used as a framework to collect and analyse data. Forty-one Australian volunteers engaged in project-based tasks participated in the study.FindingsRefinement of the initial conceptual model of volunteer commitment is required. The three categories that influence volunteer commitment to a project should be labelled “my contribution”, “relationships” and “the project”. The revised model shows early evidence that the project itself is the main commitment building factor.Originality/valueWhilst volunteer retention is not a new field of knowledge, research such as this further informs not-for-profit organisations in their volunteer recruitment and retention practices.

A Study on Hematopoietic Stem Cell Donation Volunteer Retention between Swab Sampling Approach and Blood Sampling Approach: Evidence from Shanghai, China

The loss of hematopoietic stem cell donation (HSCD) volunteers is widespread worldwide. This study analyzed the distribution characteristics of volunteer retention between the swab sampling approach and blood sampling approach. The Shanghai branch of the China Bone Marrow Donation Program conducted a telephone follow-up with 18,963 volunteers to understand volunteer retention. Multiple logistic regression was used to analyze the distribution characteristics of volunteer retention between two different sampling approaches, and a forest plot was used to observe the distribution trend. Only 32.37% of the volunteers could be contacted, and the loss of volunteers was severe. The volunteer retention is influenced by sampling approaches and demographic characteristics, and Shanghai natives, the highly educated, and students had better retention. The volunteer retention of the swab group was better among young people and technicians, while the volunteer retention of the blood sample group was lower among public officials and workers, and the volunteer retention in the blood sample group was more significantly affected by changes in population characteristics. To enhance the stability of volunteers, managers should improve the contact channels and frequency, expand the ratio of stable volunteers, strengthen volunteer education in the process of collecting blood samples, and respect individuals’ willingness.

It’s Not All the Same: Implemented and Perceived HR Practices in the Volunteer Context

Being strategic and intentional in the management of volunteers is increasingly important to tackle volunteer retention and improve other volunteer outcomes. Drawing on strategic human resource management (SHRM), this inductive study utilizes qualitative data from interviews to explore how volunteers in a large youth organization perceive HR practices of training and recognition. Volunteer accounts are supplemented with focus group data from front-line staff to capture how HR practices are implemented. Findings indicate a disconnect between implemented and perceived HR practices in some, but not all, areas. Inconsistent and unintentional communication was the main driver for negative volunteer perceptions.