Turnover Intentions of Volunteer Resource Managers: The Roles of Work Motivations, Person–Organization Fit, and Emotional Labor

Abstract

Volunteer management careers and the influence of workplace factors on volunteer manager turnover intentions have received relatively little attention in the empirical research literature. This study uses original survey data collected from over 400 volunteer managers to examine relationships between turnover intention and work motivation factors, person–organization fit (P-O fit), and emotional labor. Work motivation factors includes perceptions of advancement opportunities, task significance, autonomy, and pay satisfaction. P-O fit reflects the degree of congruence between an individual’s values and goals, and the characteristics of their workplace. Emotional labor reflects the degree to which employees are engaged in the management of emotions to adhere to the emotional expectations of their jobs. Results emphasize a lack of advancement opportunities as the primary driver of turnover, and P-O fit as a main factor for retention. In addition, the ability to regulate emotions was found to result in reduced quit intentions.

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