BEST PRACTICE IN VOLUNTEER GOVERNANCE: A Rapid Literature Review

13/04/2021

BEST PRACTICE IN VOLUNTEER GOVERNANCE: A Rapid Literature Review

Published:                  2017

Authors:                     Dr Melanie Randle and Dr Samantha Reis

Published by:             Department of Family and Community Services, Inclusion and Early Intervention Directorate

Structural and organisational elements of effective volunteer governance

Models of governance of volunteers can be broadly classified as either ‘generic’ or ‘context-specific’. Generic approaches tend to offer a list of factors thought to relate to best practice. Context-specific approaches provide a more nuanced approach to volunteer governance because they can account for differences according to the size of the organisation, the number of paid staff, and the type of service being provided. Best practice is likely to involve some generic principles, modified and applied with consideration given to the factors highlighted by more flexible context-specific approaches.

Relationships and communications with and between stakeholders

Some research suggests that a ‘relationship marketing’ approach (focused on the development and maintenance of strong relationships between the organisation and stakeholders) is more effective for non-profit organisations managing competing stakeholder groups than utilising a more traditional ‘transactional marketing’ framework (where tangible benefits are emphasised, typical of commercial organisations).Results reveal that organisations tend to be perceived as more effective when they utilise consistent and well-articulated rationales and values to deal with the various stakeholders.

Perceived roles and contributions of volunteers and paid staff

The notion of ‘psychological contracts’ has been highlighted as a core factor impacting the relationships between paid staff and volunteers and perceptions of roles in them. Psychological contracts denote a reciprocal relationship based largely on trust between the volunteer and the organisation, and expectations the volunteer has about rewards for their involvement. Research from the perspective of psychological contracts indicates that both the relational dimensions (e.g., trust) and value-based dimensions, motivated by an affinity for the cause, are particularly relevant for the retention of volunteers. 

Ten recommendations were put forward; for example, ensuring that the key aspects of effective volunteer governance are included in any volunteer management framework.

The full report is available here. 

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