Volunteers represent a global workforce equivalent to 61 million full-time workers. A significant decline in volunteering has highlighted the urgency to better understand and address turnover amongst volunteers. To address this, we conducted a systematic review and meta-analysis of turnover amongst volunteers. We also examined whether staying or leaving has different predictors. The meta-analysis integrated and synthesized 117 studies, encompassing 1104 effect sizes across 55 335 volunteer workers, to identify and quantify relationships between turnover and the broad range of variables that have been examined in the volunteer work domain. Amongst the strongest predictors of volunteer turnover were attitudinal variables, in particular, job satisfaction (ρ = −.58), affective commitment (ρ = −.58), engagement (ρ = −.54) and organizational commitment (ρ = −.54). Contextual variables that showed the largest effects included communication (ρ = .62), organizational support (ρ = −.61) and the quality of the relationship between volunteers and their leader (leader-member exchange, ρ = −.55). We synthesize our findings into an integrative framework delineating the predictors of volunteer turnover. In doing so, we extend turnover research to consider non-remunerated work contexts and provide a basis for developing turnover theory that is responsive to the unique experience of volunteers.

中文翻译：

---

志愿者流动的预测因素：系统回顾和荟萃分析

志愿者代表了全球劳动力，相当于 6100 万全职工人。志愿服务的大幅下降凸显了更好地了解和解决志愿者流动问题的紧迫性。为了解决这个问题，我们对志愿者的流动率进行了系统回顾和荟萃分析。我们还研究了留下或离开是否有不同的预测因素。该荟萃分析整合并综合了 117 项研究，涵盖 55,335 名志愿者的 1104 个效应量，以确定和量化流动率与志愿者工作领域已检查的广泛变量之间的关系。志愿者流动率最强的预测因素是态度变量，特别是工作满意度 (ρ = −.58)、情感承诺 (ρ = −.58)、敬业度 (ρ = −.54) 和组织承诺 (ρ = −.58)。 54）。显示出最大影响的情境变量包括沟通 (ρ = .62)、组织支持 (ρ = −.61) 以及志愿者与其领导者之间的关系质量（领导者-成员交换，ρ = −.55）。我们将我们的研究结果综合成一个综合框架，描述志愿者流动的预测因素。在此过程中，我们将流动性研究扩展到考虑无报酬的工作环境，并为开发适合志愿者独特经验的流动性理论提供基础。