organizational change and volunteers

Introduction

Organizational change and volunteer management are critical areas of study for nonprofit organizations, as volunteers are essential to their operations. Understanding how organizational changes impact volunteer commitment, motivation, and engagement can help organizations navigate transitions more effectively.

Key Insights

Impact of Organizational Change on Volunteer Commitment:
- Organizational changes, especially formalization and restructuring, can undermine volunteer commitment by shifting responsibilities from volunteers to management, leading to decreased engagement .
- Effective volunteer management during organizational change requires understanding volunteer motivations and maintaining high engagement through strategic volunteer resource management (strategic VRM).
Factors Influencing Organizational Commitment:
- Job satisfaction, work autonomy, job involvement, and feedback are strong predictors of organizational commitment among volunteers.
- Perceived committee functioning and organizational characteristics such as size and budget also influence volunteer commitment.
Volunteer Identity and Organizational Identity:
- Conflicts between volunteer identity and managerial identity can lead to intraorganizational conflict, affecting the overall organizational identity and volunteer engagement.
- Volunteers develop their organizational identification over time, with new volunteers forming similar levels of identification as returners by the end of a program season.
Volunteer Socialization and Stages:
- The Volunteering Stages and Transitions Model (VSTM) outlines five phases of volunteer socialization, highlighting the importance of understanding transitions and the experiences involved in each phase to manage volunteers effectively.
Volunteer Motivation and Meaning:
- Volunteers negotiate the meanings of their work dynamically, balancing agency and relational aspects, which has implications for how organizations define and manage volunteer roles.
Organizational Characteristics and Volunteer Engagement:
- Organizational characteristics such as resources, capacity, and value placed on volunteers are associated with volunteer engagement, with different patterns observed for older adult participants compared to other community members.

Conclusion

Organizational change can significantly impact volunteer commitment and engagement. Effective management of volunteers during transitions involves understanding their motivations, maintaining high engagement through strategic resource management, and addressing potential conflicts between volunteer and managerial identities. Additionally, recognizing the stages of volunteer socialization and the dynamic meanings volunteers attach to their work can help organizations better support and retain their volunteer workforce.

Organizational change and volunteers

Summary

Introduction

Key Insights

Conclusion

Sources and full results

Understanding Organizational Commitment for Volunteers: Empirical and Managerial Implications

Job satisfaction, work autonomy, involvement, and feedback from work are strong predictors of organizational commitment among volunteers.

Meanings of Organizational Volunteering

Organizational volunteering has both agentic and relational meanings, and volunteers negotiate these meanings dynamically, impacting research definitions and volunteer management.

Doing Syringe Exchange: Organizational Transformation and Volunteer Commitment

Organizational transformation in Prevention Point, a syringe exchange program, led to a decline in volunteer commitment due to a shift in responsibility from members to a new management structure.

The volunteer stages and transitions model: Organizational socialization of volunteers

The Volunteering Stages and Transitions Model (VSTM) explains the five phases of organizational socialization, revealing transformations in volunteer work, emotions, attitudes, and relationships.

Volunteering Versus Managerialism: Conflict Over Organizational Identity in Voluntary Associations

Volunteering and managerialism in voluntary associations lead to conflict between volunteers and paid staff, affecting organizational identity and intraorganizational conflict.

Volunteers and Change Management

Nonprofit leaders must understand volunteers' motivations and retention to effectively manage them during change management.

Organizational Characteristics and Volunteering in Age-Friendly Supportive Service Initiatives

Organizational resources, capacity, and value placed on volunteers are associated with volunteering in age-friendly supportive service initiatives, but the impact differs for older adult participants compared to community members.

Organizational change in a community of faith

Organizational change in a community of faith with a volunteer workforce can be challenging, but the paper explores the process and its implications for voluntary organizations.

A Longitudinal Study of the Development of Organizational Commitment amongst Volunteer Sport Administrators

Organizational commitment among volunteer sport administrators is positively influenced by perceived committee functioning, age group, occupation, years of membership, and time spent in the organization.

Organizational Identity Development in Sport Volunteers

New volunteers in community sport organizations form their organizational identification over a single season, becoming similar to returning volunteers, with variations in content and evolution.

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