Autonomy, Belongingness And Competence: The ABCs Of Emergency Volunteer Retention (AUS 2020)

08/10/2020

Date of publication: July 2020

Authors: Hawa Muhammad Farid, Dr Darja Kragt, Dr Aleksandra Luksyte, The University of Western Australia; A/Prof Patrick Dunlop, Prof Marylène Gagné, Dr Djurre Holtrop, Curtin University.

Published by: Bushfire and Natural Hazards CRC, ISSUE 76 JULY 2020

Across Australia, emergency services organisations are seeking ways to improve volunteer satisfaction, wellbeing and retention. This research is providing insights and data nationally to help to develop new recruitment and retention strategies for State Emergency Services volunteers. With the research team being based in Western Australia and with the support of the Department of Fire and Emergency Services WA, the study involved a survey of 398 SES.

Previous research found that interpersonal and group cohesion factors have a significant impact on volunteer turnover (Baxter Tomkins & Wallace, 2009), thus highlighting the importance of creating an inclusive and cohesive environment to promote volunteer retention. While for-profit organisations rely on financial incentives to retain employees, not-for-profit and volunteering organisations must rely on alternative methods of encouraging people to continue volunteering.

Self-Determination Theory (SDT) argues that the satisfaction of basic psychological needs – autonomy, belongingness and competence – are essential to psychological growth and wellbeing (Deci & Ryan, 2000). The need for autonomy refers to an individual’s desire to have the freedom to carry out an activity in their chosen way; the need for belongingness refers to an individual’s need to relate and connect volunteers about their volunteer background, leadership, wellbeing and motivation.

Findings show that satisfaction of basic psychological needs (autonomy, belongingness and competence) has a positive effect on volunteer role satisfaction and wellbeing, and reduces volunteers’ intentions to leave the service. Volunteers reported feeling high levels of competence and belongingness, but lower levels of autonomy in their roles. Autonomy and belongingness were found to be the more significant drivers of retention, rather than competence.

There were also significant differences found between genders and volunteering role types. Women reported feeling less competent compared to men, and non-managers felt less competent and less connected with others compared to managers.

This study proposes several recommendations to increase needs satisfaction for specific volunteer groups. Key recommendations include skill-building activities, adequate support systems and work design changes, ensuring volunteers’ freedom and control over their tasks and responsibilities

He full report is available here.