Management and Leadership
MANAGEMENT AND LEADERSHIP 1
Valéau, P., Mignonac, K., Vandenberghe, C., & Gatignon Turnau,A. (2013). A study of the relationships between volunteers`commitments to organizations and beneficiaries and turnoverintentions. Canadian Journal Of Behavioural Science/RevueCanadienne Des Sciences Du Comportement, 45(2),85-95.
The researchers evaluated the commitment of volunteer workers using atri-component model that considered the affective, continuance, andnormative aspects. Each of the three components was valuated bothjointly and independently to determine the impact it had on theturnover intention of the volunteer worker (Valéau, Mignonac,Vandenberghe, & Gatignon Turnau, 2013). Participation was drawnfrom a sample of 343 volunteers from distinct organizations and datafor the study was collected using questionnaires while analysis wasperformed using Confirmatory Factor Analyses, correlation, andregression analyses. The researchers found out that normativecommitment to beneficiaries and affective and normativeorganizational commitment were related to the volunteer’s turnoverintention. With a low affective organizational commitment, volunteerstend to have higher levels of normative and affective commitment tothe beneficiaries.
The research assumed a quantitative approach in determining theconsequences of affective, continuance, and normative components ofcommitment on the turnover intention. The method of data collectionutilized made it possible for the researchers to make a broad rangeof observations from differing environments and, as a result, givinga more comprehensive view of the research. Through the use of theConfirmatory Factor Analysis, the researchers easily established thefactor structure within the given set of variables, which facilitatedhypotheses testing.
The primary application of the findings from this study entails theenhancement of volunteer participation in an organization. Unlikepaid employees, volunteers do not have a strong attachment to anorganization and, as a result, they tend to leave more easily thantheir paid counterparts. According to the study, building highnormative and affective commitment to the beneficiaries can besubstitutive for affective organizational commitment. In this regard,creating a good relationship between the beneficiaries and volunteerscould result in low levels of turnover intention to the strongaffective bond.
Valéau, P., Mignonac, K., Vandenberghe, C., & Gatignon Turnau,A. (2013). A study of the relationships between volunteers`commitments to organizations and beneficiaries and turnoverintentions. Canadian Journal Of Behavioural Science/RevueCanadienne Des Sciences Du Comportement, 45(2),85-95. http://dx.doi.org/10.1037/a0027620
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