Show simple item record

dc.contributor.authorHoltrop, Djurre
dc.contributor.authorSoo, C.
dc.contributor.authorGagné, Marylene
dc.contributor.authorKragt, D.
dc.contributor.authorDunlop, Patrick
dc.contributor.authorLuksyte, A.
dc.date.accessioned2024-11-06T09:33:53Z
dc.date.available2024-11-06T09:33:53Z
dc.date.issued2024
dc.identifier.citationHoltrop, D. and Soo, C. and Gagné, M. and Kragt, D. and Dunlop, P.D. and Luksyte, A. 2024. Exploring Volunteer Turnover Reasons, Intentions, and Behavior. Group and Organization Management.
dc.identifier.urihttp://hdl.handle.net/20.500.11937/96283
dc.identifier.doi10.1177/10596011241237841
dc.description.abstract

Volunteer involving organizations (VIOs) play a vital role in many societies. Yet, turnover among volunteers remains a persistent struggle and VIOs still do not have a good understanding of why volunteers leave. In response, we employed a mixed-methods approach to explore why volunteers consider leaving. By coding textual responses of Australian State Emergency Services and Scouting volunteers (n = 252 and 2235) on an annual engagement survey, we found seven overarching reasons to consider leaving these VIOs: Conflict, high demands and/or low resources, lack of fit, lack of inclusion, personal commitments and circumstances, poor communication and organizational practices, and poor leadership. When contrasted to the reasons that employees leave organizations for, the lack of inclusion and poor communication and organizational practices seem to be uniquely salient reasons that volunteers consider leaving for. Subsequently, guided by the Proximal Withdrawal States theory and using quantitative data from the Scouts sample, we investigated how reasons to consider turnover can predict turnover intentions and turnover behavior. First, volunteers in different withdrawal states cited different potential turnover reasons. For example, volunteers who ‘wanted to stay, but felt they had to leave’ cited personal commitments and circumstances more frequently than those in different withdrawal states. Second, we found that reasons to consider turnover explained little variance in turnover behavior one year later.

dc.relation.sponsoredbyhttp://purl.org/au-research/grants/arc/LP150100417
dc.rights.urihttps://creativecommons.org/licenses/by/4.0/
dc.titleExploring Volunteer Turnover Reasons, Intentions, and Behavior
dc.typeJournal Article
dcterms.source.issn1059-6011
dcterms.source.titleGroup and Organization Management
dc.date.updated2024-11-06T09:33:53Z
curtin.departmentFuture of Work Institute
curtin.accessStatusOpen access
curtin.facultyFaculty of Business and Law
curtin.contributor.orcidDunlop, Patrick [0000-0002-5225-6409]
curtin.contributor.orcidHoltrop, Djurre [0000-0003-3824-3385]
curtin.contributor.orcidGagne, Marylene [0000-0003-3248-8947]
curtin.contributor.researcheridDunlop, Patrick [K-6738-2012]
curtin.contributor.researcheridGagne, Marylene [H-4957-2013]
dcterms.source.eissn1552-3993
curtin.contributor.scopusauthoridDunlop, Patrick [7005406522]
curtin.contributor.scopusauthoridHoltrop, Djurre [56125886000]
curtin.contributor.scopusauthoridGagne, Marylene [7102489016]
curtin.repositoryagreementV3


Files in this item

Thumbnail

This item appears in the following Collection(s)

Show simple item record

https://creativecommons.org/licenses/by/4.0/
Except where otherwise noted, this item's license is described as https://creativecommons.org/licenses/by/4.0/