A Moderated Mediation Model Linking perceived Organizational Support to Volunteer Outcomes

Abstract

Volunteers play a crucial role in tackling grand challenges such as climate change, the refugee crisis, and inequalities. However, little is known about the organizational practices that can be implemented to influence volunteers’ involvement in their role. In the present study, we fill this gap by exploring how and when volunteers’ perception of organizational support is associated with volunteer engagement and intention to leave. Data from 1,542 volunteers of a German environmental nonprofit organization revealed that the relationship between perceived organizational support and the volunteer outcomes is mediated by organizational identification, and that the relationship between perceived organizational support and organizational identification is moderated by organizational vision acceptance. We extend existing research on volunteer management by using an identity-based perspective to highlight the identification mechanism underpinning the relationship between perceived organizational support and positive attitudinal responses in the volunteering context. These findings have practical implications for a professional management of volunteers, as NPOs should provide volunteers with support, as well as facilitate their understanding and approval of collective goals and aspirations.