1. Volunteer Perceptions of Upward and Downward
Communication Facilitate Organizational Commitment
Kelly A. Prange, Sheridan B. Trent, & Joseph A. Allen
University of Nebraska at Omaha
Results, cont’d
Introduction
Results
Volunteerism provides nonprofit organizations (NPOs) with resources to offer more services and assistance through expanded capacity (Handy & Brudney, 2007; Wilson, 2000). NPOs rely on effective, committed volunteer workforces to achieve their missions. The decreasing trend of volunteerism in the U.S. (Bureau of Labor Statistics, 2015) prompts NPOs to examine what motivates some volunteers to quit immediately while others continue their service.
Organizational commitment drives organizational outcomes such as job satisfaction, intentions to quit, and performance in employees (Englert, 2001; Nah, 1997; Tett & Meyer, 1993), and is an outcome itself of engagement (Santos, Chambel, & Castanheira, 2016). We suggest that volunteers choose to engage at a higher degree when they participate in social exchange relationships with their organization. According to SET, social interactions between individuals and entities generate obligations that prompt each party to reciprocate (Emerson, 1990).
Providing downward and upward communication (i.e., voice) may be a way in which organizations can generate obligations from volunteers. Maintaining communication with individuals working in organizations is important (Thorne, Bultz, & Baile, 2005).
When workers feel supported by their organization, they are more likely to reciprocate, thereby developing an interdependent social exchange pattern of behavior. Volunteer training indicates organizational support (Cropanzano & Mitchell, 2005).
Hypothesis 1 & 2: Supported
The effects of upward communication (i.e., perception of voice),
r(165) = .58, SE = 0.05, p < .000, 95% CI [0.35, 0.55], and downward communication on engagement were significant, r(168) = .41, SE = 0.05, p < .000, 95% CI [0.21, 0.42].
Hypothesis 3 & 4: Supported
A significant indirect relationship was found between upward communication and volunteers’ organizational commitment through engagement, β = 0.16, SE = 0.06, 95% CI [0.04, 0.28], and between downward communication and commitment through engagement,  = 0.17, SE = 0.07, 95% CI [0.03, 0.31].
Hypothesis 5 & 6: Supported
Training moderated the mediated relationship of voice on commitment through engagement, β = 0.19, SE = 0.06, 95% CI [0.07, 0.32], as well as the mediated relationship of communication on commitment through engagement, β = 0.16, SE = 0.05, 95% CI [0.05, 0.26].
Results for Hypothesis 6
Perception of Voice (Upward communication)
Downward communication
Training
Management Practices
More fully express themselves during role performances
Engagement
Dedication
Commitment
Discussion
Summary of Results
All hypotheses were supported in the predicted direction, lending evidence for how social exchange relationships are generated in volunteers by organizations.
Theoretical Implications
Link between communication and engagement persists in volunteer literature
The degree to which organizations support their volunteers via training can strengthen the likelihood that volunteers will reciprocate social resources
Practical Implications
Volunteer managers/organizations should promote both upward and downward communication in their volunteer programs in order to keep them engaged and committed
E.g., newsletters, suggestion boxes, surveys
Continue focusing on training as a way to strengthen bonds between the organization and volunteers
Future Directions/Limitations
Test hypotheses in more diverse sets of organizations
Experimental design needed with conditions for different types of communication and training
Methods
Participants
The survey was distributed through an anonymous electronic link to volunteers from two non-profit organizations in the Midwest United States. The final sample included 171 volunteers ranging in age from 19 to 84 (M = 48.78, SD = 16.). 78.9% percent of volunteers were female.
Measures
Organizational Commitment. Adapted from Meyer and Allen (1997).
Engagement. Adapted from Utrecht Work Engagement Scale (UWES; Schaufeli & Bakker, 2002).
Perception of Voice. Adapter from Van Dyne and LePine (1998).
Satisfaction with Communication. Adapted from Spector (1994).
Volunteer Training Practices. The extent to which volunteers were provided with training by rating on a scale of 1 (strongly disagree) to 5 (strongly agree)
Results for Hypothesis 5