Perceived Organizational Support and Volunteer Outcomes: Evidence From a German Environmental Nonprofit Organization

Abstract

While research on organizational aspects designed to enhance volunteer attitudes has grown over time, we still lack knowledge on the mechanisms that explain these relationships and are specific to the volunteering context. In the present study, we draw on social identity theory to explore how two organizational characteristics relating to a nonprofit organization’s (NPO) nature (volunteers’ organizational vision acceptance) and nurture (volunteers’ perception of organizational support) interact to promote volunteers’ engagement and retention. Findings from a survey of 1,355 volunteers in a German environmental NPO show that the relationship between perceived organizational support and both volunteer outcomes is mediated by organizational identification and moderated by volunteers’ acceptance of organizational vision. We contribute to research on the professionalization of volunteer management by highlighting the importance of volunteers’ acceptance of their NPO’s vision for their engagement and intention to leave.

Association of Gratitude With Individual and Organizational Outcomes Among Volunteers: An Application of Broaden-and-Build Theory of Positive Emotions

“…Engaged workers are energetic and resilient when they work, associate their work with positive experiences (e.g., pride and enthusiasm), and are capable of focusing on and immersing themselves in their work. Studies have adapted this scale to the context of volunteering (e.g., the replacement of the word “work” with “volunteering work”) and used them to explore topics related to volunteering (Traeger et al, 2023; Vecina et al, 2012). The items of the adapted scale were rated on a 7-point Likert scale ranging from 1 ( never ) to 7 ( always ).…”

“…The concept of work engagement (Bakker, 2011; Schaufeli et al, 2006) has been employed to volunteer context (volunteer engagement), which refers to involving in and committing to volunteer work with dedication, work absorption, and vigor (Traeger et al, 2023; Vecina et al, 2012). Volunteers who are highly engaged in volunteering activities tend to exhibit high levels of well-being (e.g., satisfaction and relaxation) and volunteer retention (Alfes et al, 2016; Chao et al, 2022; Huynh et al, 2014).…”

Social Responsibility, Organisational Support, and Identification: An Approach to Non-profit Organisations

“…Drawing from social exchange theory [31], high POS is expected to invoke reciprocity norms, motivating employees to contribute more effectively to organisational goals and anticipating adequate recognition and rewards for their efforts [26]. In conclusion, the role of organisational support in non-profit organisations extends well beyond theoretical concepts, profoundly impacting their operational outcomes [1]. By creating and maintaining a supportive environment [2], non-profits can ensure that their staff and volunteers are committed, creative, and innovative, all vital for successfully achieving their mission.…”

“…As so, it is imperative to promote perceived organisational support (POS) [1,2] for those who support people, as it fosters a conducive environment for implementing social responsibility strategies, particularly in non-profit settings. The concept of organisational identification [3] is equally critical, as it encompasses the alignment of individual and organisational values, a phenomenon especially pertinent in the non-profit sector.…”

“…The main objectives of this research are (1) to assess the influence of social responsibility initiatives on the organisational support and organisational identification of NGO employees in Northern Portugal; (2) to verify the impact of social responsibility initiatives on the organisational identification of NGO employees in Northern Portugal, mediated by organisational support; and (3) to analyse the influence of organisational support on the organisational identification of NGO employees in Northern Portugal.…”