Advisor Information
Joseph A. Allen
Location
Dr. C.C. and Mabel L. Criss Library
Presentation Type
Poster
Start Date
3-3-2017 9:00 AM
End Date
3-3-2017 10:15 AM
Abstract
Retaining productive volunteers is an essential issue nonprofit organizations face, as volunteers help extend the services of their target populations. The current study examined upward and downward communication and training as important volunteer management practices with respect to facilitating volunteer engagement and commitment. Using social exchange theory as a framework, the present study investigated the reasons why organizations should stress giving volunteers training and open communication and soliciting feedback from volunteers. Doing so may initiate a social exchange relationship in which volunteers receive training and communication from organizations and in turn become more engaged and committed to the organization. As predicted, volunteer perceptions of both upward and downward communication were found to be indirectly related to organizational commitment through engagement. Additionally, results indicated that the extent to which volunteers undergo training moderated the effects of upward and downward communication on engagement and commitment, such that the mediated relationships were stronger as volunteers indicated receiving more training. The current study may help nonprofit organizations and volunteer managers know what volunteer practices are the most useful for retaining their volunteer workforce.
Included in
Industrial and Organizational Psychology Commons, Organizational Communication Commons, Quantitative Psychology Commons, Social Psychology Commons, Social Statistics Commons
Volunteer Perceptions of Upward and Downward Communication Facilitate Organizational Commitment
Dr. C.C. and Mabel L. Criss Library
Retaining productive volunteers is an essential issue nonprofit organizations face, as volunteers help extend the services of their target populations. The current study examined upward and downward communication and training as important volunteer management practices with respect to facilitating volunteer engagement and commitment. Using social exchange theory as a framework, the present study investigated the reasons why organizations should stress giving volunteers training and open communication and soliciting feedback from volunteers. Doing so may initiate a social exchange relationship in which volunteers receive training and communication from organizations and in turn become more engaged and committed to the organization. As predicted, volunteer perceptions of both upward and downward communication were found to be indirectly related to organizational commitment through engagement. Additionally, results indicated that the extent to which volunteers undergo training moderated the effects of upward and downward communication on engagement and commitment, such that the mediated relationships were stronger as volunteers indicated receiving more training. The current study may help nonprofit organizations and volunteer managers know what volunteer practices are the most useful for retaining their volunteer workforce.