THE EFFECT OF MOTIVATION FULFILLMENT AND SOCIAL EXCHANGE ON VOLUNTEER'S EMPLOYEES’ OUTCOMES IN NON-PROFIT ORGANISATIONS: A CONCEPTUAL FRAMEWORK

Abstract

The impact of reduced contributions and voluntary funding has forced the non-profit organization (NPOs) community in Malaysia to face the problem of employee morale, high turnover, employee management problems, and lack of resources for beneficiaries. Therefore, this research was conducted to examine the relationship between work environment influencing volunteer employees outcomes such as job satisfaction and affective commitment in the NPO community in Malaysia. These findings will help managers in the community NPOs to plan their volunteer retention strategies, reduce high turnover rates, and attract new volunteers. Using social exchange theory (SET), this research examined the effects of perceived organizational support (POS) and leader-member exchange (LMX) on volunteer job satisfaction and affective commitment with motivational fulfillment (MF) as mediators. A model was developed that shows the relationships between the independent variables and dependent variables, with motivation fulfillment represented in the model as a mediator. Using a quantitative approach, a cross-sectional survey technique was applied to collect data from five community service NPOs in Malaysia.