Predictors of turnover amongst volunteers: A systematic review and meta‐analysis

Abstract

SummaryVolunteers represent a global workforce equivalent to 61 million full‐time workers. A significant decline in volunteering has highlighted the urgency to better understand and address turnover amongst volunteers. To address this, we conducted a systematic review and meta‐analysis of turnover amongst volunteers. We also examined whether staying or leaving has different predictors. The meta‐analysis integrated and synthesized 117 studies, encompassing 1104 effect sizes across 55 335 volunteer workers, to identify and quantify relationships between turnover and the broad range of variables that have been examined in the volunteer work domain. Amongst the strongest predictors of volunteer turnover were attitudinal variables, in particular, job satisfaction (ρ = −.58), affective commitment (ρ = −.58), engagement (ρ = −.54) and organizational commitment (ρ = −.54). Contextual variables that showed the largest effects included communication (ρ = .62), organizational support (ρ = −.61) and the quality of the relationship between volunteers and their leader (leader‐member exchange, ρ = −.55). We synthesize our findings into an integrative framework delineating the predictors of volunteer turnover. In doing so, we extend turnover research to consider non‐remunerated work contexts and provide a basis for developing turnover theory that is responsive to the unique experience of volunteers.

Volunteering in community‐based sports clubs: A refined insight into the role of commitment

“…A study by Boezeman and Ellemers (2007) showed a stronger positive relation of normative commitment with volunteers' intention to remain with the organization than affective commitment. In contrast, a recent meta-analysis by Forner et al (2024) found no relation between normative commitment and a turnover estimate that combined stay/leave indicators.…”

“…Research in the volunteering (sports) sector was largely in line with the theory, revealing a positive connection between volunteers' affective commitment and job satisfaction (Bang et al, 2012), work performance (Hoye, 2007;Stephens et al, 2004), and intention to remain affiliated with the organization (see meta-analysis of Forner et al, 2024;Holtrop et al, 2024). Also normative commitment connected positively to work performance (Stephens et al, 2004), yet this relation was, as expected, less pronounced when compared to affective commitment.…”

STEMming the tide: New perspectives on careers and turnover

“…These findings are unique in their demonstration of how on-and off-the-JE exhibit dissimilar moderating effects and how on-the-JE might not always be beneficial, to the extent that it "can leave employees in a precarious position by feeling "stuck" under a looming threat of involuntary job loss (Peltokorpi & Allen, 2024, p. 423). Forner et al (2024) extend the special issue's focus to another critical sector grappling with retention issues-volunteering. Through a systematic review and meta-analysis (which includes 117 studies), they provide the most comprehensive examination of volunteer turnover to date, distinguishing between drivers of leaving and staying.…”

“…The observed differences between reasons for staying versus leaving-though limited-are nevertheless a distinguishing highlight of the paper. Forner et al (2024) advance novel understanding of employee retention and turnover, which often are considered opposite ends of a single continuum.…”