Research Study About Factors Influencing Volunteer Retention in School Based Voluntry Organizations of Sri Lanka

COVER PAGE
RESEARCH STUDY ABOUT FACTORS

INFLUENCING
VOLUNTEER RETENTION IN
SCHOOL BASED VOLUNTRY ORGANIZATIONS OF
SRI LANKA
BY
AKALANKA N. U. WICKRAMATILAKE
STUDENT ID: M60109180076 (MBA -18 -11-87)
Project paper submitted to Asia e University in fulfillment of the

Requirements for the Master of Business Administration
STUDENT ID : M60109180076 (MBA -18 -11-87)

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ABSTRACT
The topic of “Teenage volunteering” has been studied by many researchers as a way for
developing positive attitudes, empathy, and to develop social skills in teenagers. Also, in Sri
Lanka there are many Volunteer organizations actively functioning within Schools or within
Education Systems as Extra Curricular Activities. All of these organizations have been
recognized by the Ministry of Education to conduct Extra Curricular Activities for School
Children. Retention of volunteers has been the most challenging exercise for any organization.
It is common for school based charities as well.
The models adopted volunteer transition theory, and volunteer process model for the context.
Comprehensive literature review provided the basis to identify the research gap, formulate the
research questions, aim objectives, leading to the development of the theoretical framework
and the research relationship model. The theoretical framework in turn enabled the researcher
to develop the research methodology to collect data and test the model.
The Target group chosen from St. John Ambulance Sri Lanka governed by St. John
Ambulance Association & Brigade in Sri Lanka established in 1906. This is an international
Non-Governmental Organization registered as a Social Service / Non-Governmental
Organization under Voluntary Services Organization Act No. 3 1 of 1980 as amended by the
Act No. 08 of 1998 of the Government of Sri Lanka. It is also a Government Approved Charity
Video Gazette No. 193 of 05-12—1975.
The various relationships developed in the research model were hypothesized. The model was
tested using the data collected through the research instrument developed for the purpose.
Quantitative research method was used to collect data from a sample set of volunteers using a
survey questionnaire in a context-free environment. Altogether 386 participants provided their
responses to the online questionnaire that was passed on through google forms. Usage of
printed material were being reduced on this research in order to imply environmental friendly
research activity.
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Findings of this research showed tendency that the age group had an impact on retention of
volunteers among teenagers as they face rapid behavioral changes in a very short time during
their period of volunteering. It was also observed that in such context, cultural influences can
also have an impact in minimal in a country like Sri Lanka. But considerable scale to the
retention of teen volunteer in a school based nonprofit organization.
Implementation of the findings of this research, not only the targeted organization, The St
John Ambulance Sri Lanka, and any organizations which the teen volunteers involved can
enhance their volunteering practice leading to retention of volunteers for longer periods. The
research findings contribute to theory in terms of widening the understanding of the
operationalization of organizational commitment, using the personal qualities while dealing
effectively with the social-demographic trends in order to promote integration within the
organization and promote self-satisfaction of the volunteer to retain within the organization.
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ACKNOWLEDGEMENT
I would like to express my gratitude to our most respected lecturer Dr. Mahen Muttiah for
guiding me throughout the preparation of this thesis,
Further, it is my pleasure to express my gratitude to Mr. Lewie Diasz of Cambridge College

of Business Management at Asia E University and to acknowledge Mrs. Jacqueline Diasz of
Cambridge College of Business Management at Asia E University, along with the rest of the
institute, staff and my friends who have helped me to complete this thesis.
My heartfelt gratitude to my most loving and understanding spouse Mrs. Renuka Ekanayake,
for releasing me from family responsibilities, encouraging and supporting me in every
aspects of doing this research.
I would hereby Thank Dr. Sarath Samarage the Chairman, Mr. Prasantha Lal De Alvis the
Commander, Dr. J.M. Nilam the Commissioner. Dr. Kaushila Thinakasiri, the Director
Training, Mr A.H.M. Iqbal the Provincial Commissioner Uva Province, Mr. M.A. Sarath
Kumara the District Commissioner Badulla, and all the officers of St John Ambulance Sri
Lanka for helping me on data Collection.
Also, my heartfelt gratitude goes to the sample survey group of this thesis who contribute
by completing my questionnaire with their valuable time and thoughts.
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DECLARATION AND COPYRIGHT
STUDENT’S NAME: AKALANKA NIRODANA UPUL WICKRAMATILAKE

AeU REGISTRATION NO : M60109180076
MBA 18-11-87
I certify that this research study is my own work and is in my own words. All sources have
been acknowledged and the content has not been previously submitted for assessment to
Asia e University or elsewhere. I also confirm that I have kept a copy of this dissertation.
Akalanka Nirodana Upul Wickramatilake
STUDENT ID : M60109180076 (MBA -18 -11-87)

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Table of Contents
COVER PAGE ------------------------------------------------------------------------------------------ 1

ABSTRACT ---------------------------------------------------------------------------------------------- 2
ACKNOWLEDGEMENT ---------------------------------------------------------------------------- 4
DECLARATION AND COPYRIGHT ------------------------------------------------------------- 5
Table of Contents --------------------------------------------------------------------------------------- 6
List of Figures ------------------------------------------------------------------------------------------ 10
List of Tables-------------------------------------------------------------------------------------------- 11
CHAPTER 1 INTRODUCTION ------------------------------------------------------------------- 14
1.1. Background of the Study ------------------------------------------------------------------------------------- 14
1.1.1. Universal Context ------------------------------------------------------------------------------------------- 14
1.1.2. National Context -------------------------------------------------------------------------------------------- 15
1.3. Research Question ---------------------------------------------------------------------------------------------- 17
1.4. Research Objectives -------------------------------------------------------------------------------------------- 17
1.5. Scope of study ---------------------------------------------------------------------------------------------------- 17
1.6. Significance of Study ------------------------------------------------------------------------------------------- 19
1.7. Research Method and Design -------------------------------------------------------------------------------- 20
1.8. Limitations of the Research ---------------------------------------------------------------------------------- 21
1.8.1. Age Limitation ---------------------------------------------------------------------------------------------- 21
1.8.2. Geographical Limitation ---------------------------------------------------------------------------------- 21
CHAPTER 2 - LITERATURE REVIEW ------------------------------------------------------- 22
2.1. Modern definition for Volunteering ---------------------------------------------------------------------- 22
2.2. Why do people volunteer? ----------------------------------------------------------------------------------- 22
2.3. Relevance of Volunteering with Motivation Theories ----------------------------------------------- 24
2.3.1. Interest in volunteering, according to Maslow’s Theory ------------------------------------------- 24
2.3.2. Relevance of Herzberg’s two-factor motivation theory for context of Volunteering ------ 24
2.4. Previous Studies about Retention of Volunteers. ------------------------------------------------------ 26
2.4.1. The Volunteer Socialization model -------------------------------------------------------------------- 26
2.4.2. The Volunteer Transition model and its developments -------------------------------------------- 27
2.4.3. Omoto and Snyder and Martino, The Volunteer process model -------------------------------- 29
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CHAPTER 3 – CONCEPTUAL FRAMEWORK --------------------------------------------- 32
3.1. Theoretical Framework -------------------------------------------------------------------------------------- 32
3.1.1. Adoption of Haski-Leventhal & Bargal’s Volunteer Transition model to Life Line of St
John Ambulance Cadets in Sri Lanka ------------------------------------------------------------------------- 32
3.1.2. Adoption of Omoto and Snyder (1995, p. 679) Volunteer Process Model to
Accommodation and Affiliation stages of within the Volunteer Transition model. ---------------- 33
3.2. Conceptual Framework -------------------------------------------------------------------------------------- 35
3.3 Research Hypothesis -------------------------------------------------------------------------------------------- 37
3.3.1. Relationship Between demographic factors Dependent variable Retention ------------------ 37
3.3.2. Relationship Between Independent variables between Defendant intermediate Variable
Self- Satisfaction---------------------------------------------------------------------------------------------------- 37
3.3.3. Relationship Between Independent variables between Defendant intermediate Variable
Self- Satisfaction---------------------------------------------------------------------------------------------------- 37
3.3.4. Relationship Between main dependent Variables and Dependent sub variable ------------- 38
3.4 Operationalization of Independent and dependent Variables -------------------------------------- 38
3.4.1 Operationalization of Independent Variables--------------------------------------------------------- 38
3.4.2 Operationalization of Dependent Variables ----------------------------------------------------------- 40
CHAPTER 4 – RESEARCH METHODOLOGY --------------------------------------------- 41
4.1 Methods of Research Used ----------------------------------------------------------------------------------- 41
4.2 Respondents and Sampling Procedures ------------------------------------------------------------------ 41
4.2.1. Selection of Respondents --------------------------------------------------------------------------------- 41
4.2.2. Selecting Sample Size ------------------------------------------------------------------------------------- 42
4.2.3. Confidence Interval (CI) ---------------------------------------------------------------------------------- 44
4.2.4. Selection of Sample ---------------------------------------------------------------------------------------- 44
4.2.5. Analysis of selected sample ------------------------------------------------------------------------------ 44
4.2.6. Demographic profile of respondents ------------------------------------------------------------------- 45
4.3. Research Instruments ----------------------------------------------------------------------------------------- 47
4.4. Collection of Data/Gathering Procedures--------------------------------------------------------------- 51
4.5 Statistical Treatment of Data -------------------------------------------------------------------------------- 51
4.5.1. Data Analysis Methods used ---------------------------------------------------------------------------- 51
4.5.2. Descriptive Analysis parameters used ----------------------------------------------------------------- 51
4.5.3. Factor Analysis --------------------------------------------------------------------------------------------- 51
4.5.4. Correlation Coefficient Analysis for relationships ------------------------------------------------- 52
4.5.5. Analysis of Multiple Regression ------------------------------------------------------------------------ 52
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4.5.6. The chi-square test for independence ------------------------------------------------------------------ 52
4.5.7. Statistical Significance ------------------------------------------------------------------------------------ 53
4.5.8. Reliability testing ------------------------------------------------------------------------------------------- 53
CHAPTER 5 - PRESENTATION OF DATA AND CRITICAL DISCUSSION OF
RESULTS ----------------------------------------------------------------------------------------------- 56
5.0. Overview on Data Analysis ---------------------------------------------------------------------------------- 56
5.1 Descriptive analysis of Demographic Data of Respondents. --------------------------------------- 56
5.1.1 Relationship of Age group, and retention Volunteers ---------------------------------------------- 56
5.1.2 Relationship of (Membership Level) Transition level, and retention Volunteers ----------- 61
5.1.3 Relationship of Gender, Community, Religion to Intermediary dependent variable Self-
Satisfaction, Integration, and Dependent Variable Retention. ------------------------------------------- 65
5.2. Statistical analysis to analyses relationship between main Independent Variables and
Independent sub variables to the Dependent sub variable Self- Satisfaction. --------------------- 70
5.2.1. Analysis of relationship between independent variable organizational commitments, to
dependent sub variable self-Satisfaction. --------------------------------------------------------------------- 70
5.2.2. Analysis of relationship between independent variable Personnel Qualities and Self-
Satisfaction. ---------------------------------------------------------------------------------------------------------- 71
5.2.3. Analysis of relationship between independent variable Socio Demographic Factor and
Self-Satisfaction.---------------------------------------------------------------------------------------------------- 72
5.3. Statistical analysis to analyses relationship between main Independent Variables and
Independent sub variables to the Dependent sub variable Integration ----------------------------- 73
5.3.1. Analysis of relationship between independent variable organizational commitments, to
dependent sub variable Integration. ---------------------------------------------------------------------------- 73
5.3.2. Analysis of relationship between independent variable Personnel Qualities and
Integration. ----------------------------------------------------------------------------------------------------------- 74
5.4. Statistical analysis to analyses relationship between Dependent sub variables Integration
and Self Satisfaction to retention -------------------------------------------------------------------------------- 75
5.5. Statistical analysis to analyses relationship between independent sub variables
Organizational Commitment, Personnel Qualities, Socio demographic reasons to retention 77
5.6 Observations on behavior of Demographic Factors to Intermediary dependent variables
separately when the Volunteer be Inactive or Active ----------------------------------------------------- 78
5.6.1 Other special observations on Demographic Factors to Intermediary dependent variables
related only for Inactive volunteers ---------------------------------------------------------------------------- 78
5.6.2 Other special observations on Demographic Factors to Intermediary dependent variables
related only to Active volunteers ------------------------------------------------------------------------------- 80
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CHAPTER 6 SUMMERY, FINDINGS, CONCUSSIONS AND
RECOMMENDATIONS ----------------------------------------------------------------------------- 82
6.0. Overview on Findings Concussions and Recommendations -------------------------------------- 82
6.1 Summary of the Findings ------------------------------------------------------------------------------------- 82
6.2 Discussion/Conclusions ---------------------------------------------------------------------------------------- 86
6.3 Recommendations ----------------------------------------------------------------------------------------------- 88
6.4 Further Research ------------------------------------------------------------------------------------------------ 89
APPENDIX (i) – Questionnaire ------------------------------------------------------------------ 90
Appendix (ii) – REFERANCING ---------------------------------------------------------------- 96
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List of Figures
Figure
Page
Figure 1.5.1. National Demographic Profile of Sri Lanka. ................................................. 18
Figure 1.5.2. National Demographic Profile of Badulla District. ....................................... 18
Figure 2.4.2.1. Haski-Leventhal & Bargal, 2008 Volunteer Transition Model 28
Figure 2.4.3.1. Omoto and Snyder (1995, p. 679) Volunteer Process Model .................... 30
Figure 3.1.1.1. Volunteer Transition during Life Line of St John Cadets ........................... 32
Figure 3.1.2.1. Omoto & Snider’s Volunteer Process Model .......................................... 33

Figure 3.1.2.2. Theoretically Adopted version of Volunteer Process Model .................... 34
Figure 3.2.1. Conceptual Framework for Study. ........................................................... 36
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List of Tables
Table
Page
Table 1.5.1. National Demographic Profile- Sri Lanka and Badulla District ...................... 19
Table 3.4.1.1. Operationalization of Independent variables 39
Table 3.4.2.1. Operationalization of Independent variables 40
Table 4.2.4.1. Preliminary classification of respondents for Study. ........................... 44
Table 4.2.5.1. Classification of respondents – Distribution of age groups ................ 45
Table 4.2.6.1. SPSS generated Preliminary classification of respondents – Transition

Level ................................................................................................................................ 45
Table 4.2.6.2. SPSS generated Community Vs Religion and Gender Cross
Tabulation ........................................................................................................................ 46
Table 4.3.1. Questionnaire design for Independent variables. ............................................ 50

Table 4.3.2. Questionnaire design for Dependent variables. .............................................. 50
Table 4.5.4.1. Correlation Coefficient, - Rule of relationship analysis .............................. 52
Table 4.5.8.1. Reliability test - Reliability Statistics, generated by SPSS ............... 53

Table 4.5.8.2. Reliability test - Rule of George and Mallery (2003) ............................... 54
Table 4.5.8.3. SPSS generated Reliability test - Total Statistics ................................. 55
Table 5.1.1.1. SPSS generated Frequency table Volunteer status and Age. ............... 57
Table 5.1.1.2. SPSS generated Frequency table Transition stage and Age. ................ 58
Table 5.1.1.3. SPSS generated Age vs Transition Level Percentages contribution ... 59
Table 5.1.1.4. SPSS generated Frequency table Age Group and Self-Satisfaction ...... 59
Table 5.1.1.5. SPSS generated table Correlation Age Group and self-satisfaction ... 59
Table 5.1.1.6. Frequency table Age Group and Integration ........................................... 60
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Table 5.1.1.7. SPSS generated table Correlation Age group and integration .............. 60
Table 5.1.1.8. SPSS generated Frequency table Age group and Retention .................. 61
Table 5.1.1.9. SPSS generated table Correlation Age group and Retention ................ 61
Table 5.1.2.1. SPSS generated Frequency table Transition level and integration. ...... 62
Table 5.1.2.2. SPSS generated table Correlation Transition and Integration ............... 62
Table 5.1.2.3. SPSS generated Frequency table Transition Level ( Membership
Category) level and Self-Satisfaction .............................................................................. 63
Table 5.1.2 4. SPSS generated table Correlation Transition Level (Membership
Category) and Self-Satisfaction ......................................................................................... 63
Table 5.1.2.5. SPSS generated frequency table Transition Level (Membership Category)
level and Retention........................................................................................................... 64
Table 5.1.2 6. SPSS generated table Correlation Transition and Retention ................ 64
Table 5.1.3.1. SPSS generated table Chi-Square Test Religion and Self-Satisfaction..... 65
Table 5.1.3.2. SPSS generated table Chi-Square Test Religion and Integration.............. 65
Table 5.1.3.3. SPSS generated table Chi-Square Test Religion and Retention ............... 66
Table 5.1.3.4. SPSS generated table Chi-Square Test Community and Self-Satisfaction 66
Table 5.1.3.5. SPSS generated table Chi-Square Test Community and Integration......... 67
Table 5.1.3.6. SPSS generated table Chi-Square Test Community and Integration......... 67
Table 5.1.3.7 SPSS generated table Chi-Square Test Gender and Self-Satisfaction........ 68
Table 5.1.3.8. SPSS generated table Chi-Square Test Gender and Integration................ 68
Table 5.1.3.9. SPSS generated table Chi-Square Test Gender and Integration................ 69
Table 5.2.1.1 SPSS generated Descriptive Statistics Organizational Commitment vs

Self-Satisfaction .............................................................................................................. 70
Table 5.2.1.2. SPSS generated Correlation analysis for Organizational Commitment
vs Self-Satisfaction ......................................................................................................... 70
Table 5.2.2.1. SPSS generated Descriptive Statistics Personnel Qualities and Self-
Satisfaction ........................................................................................................................ 71
Table 5.2.2.2. SPSS generated Correlation analysis for Personnel Qualities vs Self-
Satisfaction ...................................................................................................................... 71
Table 5.2.3.1 SPSS generated Correlation analysis for Socio Demographic Factor vs
Self-Satisfaction .............................................................................................................. 72
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Table 5.3.1.1 SPSS generated Correlation analysis for Organizational Commitment
vs Integration .................................................................................................................. 73
Table 5.3.2.1. SPSS generated Correlation analysis for Personnel Qualities vs

Integration ....................................................................................................................... 74
Table 5.3.3.1. SPSS generated Correlation analysis for Socio Demographic Factor vs
Integration ....................................................................................................................... 75
Table 5.4.1. SPSS generated Descriptive statistics for Integration, Self Satisfaction,
and Retention .................................................................................................................. 76
Table 5.4.2. SPSS generated Correlation for Integration, Self-Satisfaction, and
Retention .......................................................................................................................... 76
Table 5.5.1. SPSS generated Correlations of Organizational Commitment, Personnel

Qualities, Socio demographic reasons to retention ............................................................. 77
Table 5.6.1.1. SPSS generated Correlations between Organizational Commitment

Personnel Values Demographic reasons, Retention while the respondent is Inactive
volunteer ........................................................................................................................... 79
Table 5.6.2.1. SPSS generated Correlations Correlations between Organizational

Commitment Personnel Values Demographic reasons , Retention while the respondent is
Active volunteer ................................................................................................................ 80
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CHAPTER 1 INTRODUCTION
1.1. Background of the Study
1.1.1. Universal Context
Nowadays there are many School Based Charity / Non-Profit Voluntary Organizations
doing their activities globally. International Non-Profit organizations such as St John
Ambulance, Red Cross, Scout movement, which were the top organizations, operate mainly
with the majority of the members are in School age (10 to 19) in Sri Lanka at present.
Aforesaid organizations have rendered their services, since the end of the 18th Century. All
these organizations opened their missions in Sri Lanka during British Rule and are still
interconnected with their international network among the states of Commonwealth
Organization globally. The Red Cross Movement founded by Sir. Hendry Dunant in 1863,
based in Geneva - Switzerland, c urre nt l y has around 97,000,000 volunteers around the
world. The number of teenage members under the age of 18 is comparatively low. Scout
Movement youth organization, commenced in 1907, by the Sir Robert Baden Powell or
1st Barron Baden Powell, based in London- Great Britain, is currently baring memberships
of 36,000,000 volunteer’s around the world. Among this, around 25% scouts fall in the age
group of 14 to 18.
St John Ambulance having 40 commonwealth countries and territories, is currently carrying

memberships for more than 500,000volunteers. More than 90% of its memberships are
cadets who fall into the age group of 13 to 17. In Great Britain and Commonwealth (formerly
known as the British Empire) as well as in Russian service, groups of young cadets were
highly functional during the last century. They were armed and trained on volunteer military
lines. In Russia, the Cadet Movement is slightly different when compared to the British
Commonwealth. A youth with the Cadet Training named “Krusanth” was an officer-student
of the police, or a military trainee of the Russian Armed Forces which was established and
used in the Soviet Union in 1917. It was introduced in 1945 to a quite a number of countries
occupied by the Red Army. In the Soviet occupation zone of Germany. It is identifiably
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different and not to be confused by the term "cadet" of the historical Russian imperial Cadet
Corps
1.1.2. National Context

Aforesaid organizations were active in Sri Lanka from the beginning of the 20th Century.
The Red Cross movement in Sri Lanka started in 1936, and the Scout movement started in
1912. The St John Ambulance is the oldest among all and was established in 1906.
St John Ambulance started their School Divisions in 1936 and the Scout Movement
conducting their groups in the Schools since 1914 in Sri Lanka. The Red Cross was also
conducting its activities for school children during the past four decades. Retention of
volunteers has currently become a huge challenge for all three organizations. Even though
the aforesaid organizations provide initial awareness trainings for many School Children
or Adults for a whole year, only a few of them apply for the membership. Further, even
though a considerable number of people are granted with the membership, the number that
remains for the following year will always be even lesser.
St John Ambulance is an organization which is nearly 99% based on the volunteers. The
organization has a history of more than 5 centuries. Current operational model of the
organization has been originated in 1886 in England by granting royal charter under the
name of “St John Ambulance Brigade”. Further, from its total volunteer membership, more
than 95% of the members are Cadets who have not passed 18th year of age. This is the
general trend in Sri Lanka. Globally the percentage of cadet membership in any St John
Ambulance national organization is between 80% - 95%. When St John Ambulance is
considered as a Sample Organization, it has the largest percentage of volunteers relative to
the other two organizations, even though St John Ambulance is having the lowest number
of members. Also, it is significant that St John Ambulance provides the most
comprehensive and well standardized training for youth among other similar type of
organizations, operating similarly in many countries around the world.
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1.2. Statement of Problem
All the organizations are finding it difficult to retain the volunteer strength for more than
one year at a time in at a single intake. However, the St John Ambulance is only granting
its membership to a volunteer only after qualifying as a first aider. The Early Qualifying
Process initiates with a qualifying exam in first aid followed by a formal three-day first
aid training. In general, more than 10000 school children between 13 years of age and 18
years of age, sits for First Aid Exams at St John Ambulance - Sri Lanka annually. Children
in the age group called “Cadets”. It is noticed that only 25% of Cadets is retained as
volunteers in all the divisions. Considering 2018 figures, there were 12120. [ST John
Ambulance; (2018); Annual Report 2018]. Certificates were issued Island wide to the
candidates who had passed the exam and awarded the membership. But according to
official records only 2479 cadet members had been registered in all divisions. [ST John
Ambulance; (2018); Annual Report 2018]. The reports show it was 42000 members
registered in Sri Lanka as at the year end of 2018. [ST John Ambulance; (2018); Annual
Report 2018]. Considering the number of members recorded in Active Divisions, it was
only 6% of the total number of members in the organization, including 242 Adults who
were above 18 years of age, and 6403 Kitty’s who are under 13 years of age who registered
in 2018 in all divisions. [ST John Ambulance; (2018); Annual Report 2018]. It was also
significant in each district, there was no record found that a group or a division re
registered with any portion of Existing Members, or completely consisted of the members
who have granted the cadet membership in the year 2018. Therefore, the consistency and
reliability of the figures which represent retained membership is dubious. Also, the
reasons for such figures shown in statistics is also questionable.
Under this circumstance, this research study will be carried on the following topic,
“FACTORS IMPACT VOLUNTEER RETENTION IN SCHOOL BASED

VOLUNTEER ORGANIZATIONS - SRI LANKA”
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1.3. Research Question
The Research Question considered for this research is,
WHAT ARE THE FACTORS WHICH IMPACT VOLUNTEER RETENTION IN
SCHOOL BASED VOLUNTEER ORGANIZATIONS?
1.4. Research Objectives

1. To find out the factors which Impact for long term Volunteer Retention within School
Based Volunteer Organizations.
2. To ascertain short term actions which could be taken to Improve Volunteer Retention
within an organization.
3. To understand positive changes which need to be done to Management & Operational
Practice to Improve Long Term Volunteer Retention within an organization.
1.5. Scope of study

The scope of this research is to study about
“FACTORS WHICH IMPACT RETENTION OF VOLUNTEERS IN SCHOOL BASED

VOLUNTEER ORGANIZATIONS”.
The main Respondents (Target Group) of the study are the Volunteers who are in the
age group of 13 years to 18 years (Cadets) of St John Ambulance- Sri Lanka. It is
observed that the problem of difficulty to retain volunteers happens similarly in all the
district organizations in Sri Lanka not withstanding language and cultural differences.
Badulla District was selected for the study as the demographic profile of the Badulla
District is almost similar to National, Ethnic Distribution (Demographic Profile of Sri
Lanka)
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National Demograpic Profile
Sri Lanka
7.40% 0.10%
9.70%
12.60%
70.20%
Buddhists Hindus Islam Romen Catholics Other Christians
Figure 1.5.1. National Demographic Profile of Sri Lanka.
District Demographic Profile- Badulla

1.43% 0.74%
5.81%
19.39%
72.63%
Buddhists Hindus Islam Romen Catholics Other Christians
Figure 1.5.2. National Demographic Profile of Badulla District.
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National Demographic Profile- Sri Lanka and Badulla District
National Demographic Profile- District Demographic Profile- Badulla
Sri Lanka – 2011 senses 2011 senses
Buddhists 70.20% Buddhists 589,393.00 72.63%
Hindus 12.60% Hindus 157,360.00 19.39%
Islam 9.70% Islam 47,172.00 5.81%
Roman Catholics 7.40% Roman Catholics 11,630.00 1.43%
Other Christians 0.10% Other Christians 5,985.00 0.74%
Table 1.5.1. National Demographic Profile- Sri Lanka and Badulla District
1.6. Significance of Study

Almost all the youth voluntary organizations which were having a member base in school
age teens, such as St. John Ambulance, Scouts, Red Cross, NCC Cadets, are finding it
difficult to sustain their membership for several years even during their school age. This
research will be beneficial for the management of any organization in aforesaid category
and any organization which operates within schools. The findings of this study will help
the management of the above organizations to develop sustainable strategies to retain
membership and to develop more viable programs and activities for volunteers. By
having such programs the organizations may have more sustainability in their operations.
As the targeted organization, the St John Ambulance Sri Lanka may have a fair
assessment of their organizational performance, proper assessment of voluntary behavior,
methodically measure of volunteer requirements and desires, visibility of future
development of the organization in the school units.
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1.7. Research Method and Design
The quantitative research method has been conducted for this study. Factors which possibly
influence for the Volunteer Retention followed by Satisfaction for teenagers to participate in
volunteer activities in the long run. Factors which hypothetically identified Helping
Personality, Satisfaction, Duration, Motivation, Integration, Social Support.
Data collected in questionnaires taken by individually interviewing 386 teens in both genders
who are in school age. Each volunteer who is in the age group of 13 years to 18 years (Cadets)
who are on active duty for St John Ambulance- Sri Lanka with in last five years to the date
of 1st January 2020. Each factor will be analyzed on a 1 to 5 Likert Scale, findings will be
statistically reviewed for determine likelihood of influence make by each factor for volunteer
retention. It will be notified as the score 1 is strongly not agreed and score 5 will be strongly
agreed. Or else it will be strongly negative shown by score 1 and strongly positive presented
by score of 5 points.
The Target group selected according to random sampling method from the Badulla District
in consideration of multi-cultural consistence of demographic profile which almost similar
national demography. Hypothetically relationships established between each factor
considering each relationship between factors shown in Volunteer Process Model developed
by Omoto and Snyder (1995, p. 679) mentioned in Literature review.
Data analysis was done by Hypothesis based on Independent Variables which are Helping
Personality, Motivation, Social Support, and Intermediate Variables which becomes
immediate dependent variables of aforesaid independent variables. Duration or on the other
hand intent for volunteer retention as the prime Independent Variable for the study.
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1.8. Limitations of the Research
1.8.1. Age Limitation
1.8.1.1.St John Ambulance will be taken as a target organization due to the considerable
reputation that the St John Ambulance has earned during the last century as an
International Voluntary youth organization operated in Sri Lanka. Target group selected
those who have obtained membership within 5 years from the date of 1st January 2020.
1.8.1.2. School Children under 18th year of age and over 13years. On the other hand the
target group limited to St John Ambulance Volunteers those who have passed their 13th
Birthday and also who has not reached their 18th Birthday which were named as “Cadets”.
Therefore cadets who passing their 14th, 15th, 16th, 17th and 18th of age has been
considered as the target group.
1.8.1.3. School Children who are sitting for A d v a n c e d Level Examinations being
excluded as there will be less than one year left for them to do school volunteering. GCE
AL students who are above the age of 18 considered having less interest for the Volunteer
activities during preparation period for examination.
1.8.2. Geographical Limitation
1.8.2.1. Research is limited to Badulla District. The reason was that the ethnic diversity of
the Badulla district is very much closer to National Demographic profile of Sri Lanka.
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CHAPTER 2 - LITERATURE REVIEW
2.1. Modern definition for Volunteering
The Australian bureau of Statistics defines volunteering as "The provision of unpaid help
willingly undertaken in the form of time, service or skills, to an organization or group,
excluding the work done overseas and a volunteer as “someone who willingly gives unpaid
help in the form their time and labor, service or skills through an organization or group within
a formal structure” (Cat no 4441.0, 2001: 1). Pearce (1993) defines a volunteer as a person
who does not receive monetary payment for their work. However, this definition is quite broad
and does not exactly describe the characteristics that defines a volunteer. Cnaan, Handy &
Hadsworth (1996) provided a conceptual framework using volunteer experiences to define
volunteers (Mesch, Tschirhart, Perry & Lee, 1998). After analyzing 11 definitions of
volunteers, Cnaan, Handy & Hadsworth (1996) found that there are four common dimensions
that defines a volunteer. These dimensions are free choice (ranging from free will to obligation
to volunteer), remuneration (from no pay, expense payments to stipends), a structure in which
the volunteer participates (informal to formal) and beneficiaries (strangers, friends/relatives,
oneself) of the volunteer’s actions (Cnaan et al, 1996: 371). These dimensions are important
to be understood as they constrain the basis in which the key processes operates in motivating
individuals (for further reading into the conceptual dimensions of volunteers see Canaan,
Handy & Hadsworth, 1996; Arai, 1997; Cnaan et al 1998; Paull, 1999; Cordingley, 2000).
Unlike Brosnan & Cuskelly (2001) who simply put the definition of a volunteer as the giving
of one’s time for the benefit of others, our definition explicitly addresses each conceptual
component.
2.2. Why do people volunteer?

It is very limited research has been conducted into the motivation of unpaid volunteers. Most
researches have focused on volunteers in social services (Kemp, 2002). Less research has
taken a sporting or emergency services context as the basis for study. However, the main
problem with generalizing the relatively large contributions made by those such as Maslow
and Herzberg and others is the focus on paid workers (e.g. Herzberg used accountants and
engineers) to determine motivation in a work context (Wilson 1976; Chedalluarai, 1999).
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Despite this limitation, in this section of the paper, we examine the major contributors to
motivation theory.
A person’s motivates to volunteering is strongly based on his/her personality to help which

is called altruistic behavior. Considering personal norms, values and personality
dispositions, all have been proposed in a way of addressing the research question. According
to Callero, Howard and Piliavin (1987, p. 248) noted the “prediction of serving to
behavior is usually thought of very personal decision and always attached with situational
factors”. Schwartz and Howard (1981) argued that non-public norms, representing
internalized values of helping, are one of the significant determinants of altruism.
Darley and Latane, 1970, p. 99) noted, however, that “a person’s helping behavior is too
complexly determined by situational factors to be accounted by norms”. In respect
to temperament factors, Rushton (1981) thought-about that there was a homogenous “trait”
of selflessness across things. The ‘altruistic personality’ concept has been tested to
determine in which contexts, it is apparent (Carlo et al. 1991; Eisenberg, miller, Schaller,
Fabes, Fultz, Shell and Shea 1989) and the motivations underlying the trait (Batson,
Bolen, Cross and Neuringer-Benefiel 1986).
Empathy (experiencing the emotional state of another) comprised one of the underlying
drivers of the altruistic personality as proposed by Rushton (1981). Batson et al. (1986)
found that empathetic concern together with the variables of self-esteem and ascription of
responsibility were associated with increased helping, however, the underlying motivation
was egoistic (to avoid shame and guilt for not helping) as opposed to altruistic. These
findings provide a disciplinary foundation for the study of volunteering. The retention of
such person in an organization totally depends on reward and recognition for his / her deeds.
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2.3. Relevance of Volunteering with Motivation Theories
2.3.1. Interest in volunteering, according to Maslow’s Theory
Maslow argued that there were five basic levels of needs (physiological, safety, social, esteem
and self-actualization) arranged in a hierarchy of importance (Stone, 1998). According to the
Maslow’s theory of hierarchy of needs, “an individual cannot devote energy towards the
satisfaction of needs at one level to the needs at the levels below are satisfied to a reasonable
extent” (cited in Knowles, 1972: 27). Despite being widely used and the best known theory
about motivation, Maslow’s hierarchy approach has attracted criticism. For example, there is
little research evidence to support five distinct levels of needs (Steers, Porter & Bigley, 1996;
Stone, 1998). Regardless, Maslow’s hierarchy of needs remains a theory that is consistently
cited in major texts that cover motivation.
The hierarchy of needs has been used to explain the motivation behind volunteers. Yet a
fundamental problem with the application of Maslow’s hierarchy to volunteers is that the
physiological level is somewhat redundant. This aspect of Maslow’s hierarchy of needs
primarily concentrates on safety, belonging and esteem needs (Knowles, 1972). Mesch et al,
(1998) argues that volunteers, as a service to others, appeals to the esteem needs of a volunteer.
They argue that self-esteem was an important variable when it comes to retention (Mesch et
al, 1998). While the relevance of Maslow’s lower level needs of our study of volunteers are
debatable, there is a clear sign of higher level needs such as self-actualization.
2.3.2. Relevance of Herzberg’s two-factor motivation theory for context of

Volunteering
Herzberg’s two factor model is divided into hygiene and motivators. Hygiene factors result
from extrinsic, non-job related factors that include policies, administration, interpersonal
relations, status, security, and money (Wilson, 1976; Steer et al, 1996). Hygiene factors relate
to dissatisfaction due to the context where work is carried out (Chelladuarai, 1999).
Motivators, on the other hand, are satisfying factors and are intrinsic to the content of the job
itself. These include achievement, recognition, challenging work, responsibility, growth and
development (Wilson, 1976; Steer et al, 1996).
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The terminology of intrinsic and extrinsic motivation differs across studies. In volunteer
studies, they can be referred to as altruistic (motivators) and instrumental (hygiene) motivation
respectively. Altruistic motivation is also an intrinsic motive in Herzberg’s two-factor
motivation theory (Mesch, Tschirhart, Perry & Lee, 1998). It involves a desire to help others,
an opportunity for emotional association with others and to serve the community (Mesch et
al, 1998; Phillip 1982). As noted by Henderson (1981), volunteers are marked by the provision
of a service to others and the appreciation of personal growth. In the context of volunteering,
altruistic motivation appears to be an important intrinsic motivating factor.
The role of instrumental motivation, or extrinsic hygiene factors, is not as easily applied.
Instrumental motivation relates to the hygiene factors and egoistic motives and primarily
focuses on the self-interests of the volunteer (Horton-Smith, 1981; Mesch et al, 1998).
Instrumental motivations include “learning new skills, preparing for employment, obtaining
compensation, gaining an opportunity to socialize and make friends, and ensuring a
constructive way to use leisure time” (Mesch et al, 1998: 4). While volunteers do not gain
compensation, the potential for socializing and meeting new friends are consistent with Mesch
et al’s outline of instrumental motivation. However, socialization and learning new skills
might also reflect altruistic motives among volunteers (for a more detailed discussion see
Brockman 1971).
Considerations for volunteering are mostly based on necessities or wants of volunteers.

These considerations will mainly be perceivability of the future improvement of a
volunteer base organization. It will likewise open approach to support, enthusiasm,
responsibility, constructive feelings, Current status and improvement of relational
connections, feeling of accomplishment, and smugness. Ensuring above necessities will be
the prime motive for a volunteer to retain within an organization for longer period.
It is an exceptionally regular issue that non-beneficial / Charity asso ciat ions face h i g h
volunteer turnover. Volunteer turnover happens when volunteers leave an association and
should be supplanted (Skoglund, 2006). Voluntary turnover is a result of having a volunteer
workforce, yet the high places of turnover can be inconvenient to the association by
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obstructing the opportunity to give quality administrations. So as to balance the impacts
of turnover, an association must know the wellsprings of turnover. One of the prompt
forerunners to volunteer turnover, which is the focal point of this study, is volunteers' goal
to stop (Elangovan, 2001). There is a lot of research supporting the thought that expectation
to stop is one of the most significant forerunners of turnover (Mobley, Griffeth, Hand, and
Meglino, 1979; Jaros 1997). Aim to stop is characterized as the intellectual appearance of
the social choice to stop (Elangovan, 2001). Steel and Orvalle (1984) found that the aims
of people will in general be great indicators of their genuine conduct. In view of this
announcement, if an individual puts a decent measure of idealism into discontinuation the
service.
2.4. Previous Studies about Retention of Volunteers.

2.4.1. The Volunteer Socialization model
Considering the targeted organization St John Ambulance, and other similar organizations
mentioned in section 1.1.1 of this paper, the pattern of operation, Socialization becomes one
of a suitable model to practice for enhancing motivation of Volunteers. Socialization is also
an important factor in volunteer retention. According to the studies done by Hidalgo &
Moreno in 2009, Jordan in 2010, Kramer in 2011, McComb in 1995, it is proven how the
volunteers of an organization communicate socialization and training goals for new
volunteers and what impact that had on them. McComb (1995) founded that socialization
worked to not only in training new volunteers how to make their contribution well. It also
allowed them to see the enjoyment in doing the task they volunteered for, without fear to
make any mistake while they are performing.
Hidalgo and Moreno (2009) examined the impact that the level of integration within the
organization had on volunteers, and their intention to continue volunteering. The factor
which they have focused was, how much the organization integrated volunteers into the
daily life of the organization. Four criteria that the researchers found that predicted a
volunteer’s intention to remain within the organization, social networks, organizational
support, understanding, and the training received to perform his/her tasks.
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Social networks referred to any type of relationships built up among the volunteers have
had with others in the organization, organizational support referred to the support fell from
the other volunteers and organization officials, understanding occurs when volunteers
performed his or her role within the organization.
2.4.2. The Volunteer Transition model and its developments

Haski-Leventhal, and Bargal (2008) introduced a model of volunteer stages and transitions.
Examining proposed volunteer models of socialization is valuable in understanding the
volunteer socialization process and what elements contribute to building a volunteer’s
identity with a nonprofit organization, focuses more on the psychological aspects of
volunteering and “portrays the process of volunteering, its stages and transitions that occur
during the organizational involvement of volunteers” (Haski-Leventhal & Bargal, 2008).
The Model describes the stages of transition include nomination phase, and so on selected,
trained, and then s/he begins to volunteer. Accommodation becomes the next step when the
newcomer becomes emotionally involved, skilled at what they do and effective emotionally,
and the volunteer has adjusted himself or herself to the identity reality of the organization.
Transition to affiliation follows and is the part of the model where volunteers become senior
volunteers. According to the Haski-Leventhal & Bargal, there is a phase where volunteers
are established and the “work becomes an established part of one’s life” (Haski-Leventhal
& Bargal, 2008). Alternatively, volunteers either lead to burnout or a possible transition to
“self-renewal” where volunteers may reflect on their work and end up feeling more
committed to it than ever.
When the volunteer reached to the climax of transition, will lead for exiting in their model
and explain it as “the accumulation of the different reasons for leaving and the emotional
detachment that now reaches its peak” (Haski-Leventhal & Bargal, 2008).
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Figure 2.4.2.1. Haski-Leventhal & Bargal, 2008 Volunteer Transition Model
Kramer (2011), builds on existing research to propose a multilevel communication-based

socialization model of voluntary membership as a development to the Haski-Leventhal &
bagels transitional model. The Model consists with three levels of transitions. The first level
of the model recognizes the importance of communication experiences and how they have an
influence on the socialization process as volunteers
The second level places an emphasis on the socialization experiences of volunteers in an

organization who are influenced by their membership in other groups and organizations, for
example, “family, work, and other volunteer positions” (Kramer, 2011, p. 250).
In the third level Kramer (2011) argues that the Co-occurring memberships of multiple
volunteers across several organizations can influence the volunteer’s socialization experiences
in certain volunteer organizations (2011). Transition through the different statuses. The second
level places an emphasis on the socialization experiences of volunteers in an organization who
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are influenced by their membership in other groups and organizations, for example, “family,
work, and other volunteer positions” (Kramer, 2011, p. 250).
Kramer (2011) was establishing a relationship with different volunteers and when they were
all volunteering together or separately in different organizations, and also known to each other
that they are volunteering, and when they saw each other at work, they would discuss
volunteer related topics. He explains how a senior volunteer transitioned from newcomer
volunteer to established member and also experienced further socialization in the workplace
because of the multiple connections. Kramer (2011) explains, “the proposed multilevel model
should be viewed as a step in the development of a socialization model for voluntary
membership
2.4.3. Omoto and Snyder and Martino, The Volunteer process model
According to Omoto and Snyder and Martino, 2000, Definitions and measurements of
volunteers will be individual manner. Which the commitment includes committing individual
time, vitality, learning, and abilities towards the upsides of others, bunch or causes
(Omoto and Snyder and Martino, 2000; Wilson, 2000 referred to in Chelladurai, 2006b).
Crafted by Chelladurai (2006) affirm that voluntarism is a one of a kind sort of preschool
conduct that commonly happen in hierarchical setting.
Moreover, aside from the past clarifications Freeman (1997) has characterized that
volunteering movement as a type of work that is done regardless of any monetary return. In
a piece by Brown (1999) illustrated that volunteering could be an intentional action that has
no power or gainful cost to the volunteers Omoto and Snyder (1995, p. 679) describes a model
behavior. For volunteering called volunteer process model, which is defined under unique
factors which are, Altruism (Helping Personality), Satisfaction, Duration, Motivation,
Integration, Social Support. Same factors will mainly influence volunteer retention and
which has been taken as the base theory in this research.
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Figure 2.4.3.1. Omoto and Snyder (1995, p. 679) Volunteer Process Model
Pinner and Finkelstein (1998) later used the t h e o r y o f Volunteer Process Model (Omoto
and Snyder 1995) to look at the disposition and structural determinants of volunteerism. In
predicting volunteer-related behaviors, however, the authors applied another model,
namely the Role Identity Model of Volunteerism (Callero et al. 1987). The Role Identity
Model argues that as people continue to volunteer, their commitment will increase until the
volunteer role eventually becomes part of their personal identity. This transition, then
directly motivates as volunteers strives to match their behavior. To their volunteer role
identity (Penner and Finkelstein 1998).
The four volunteer behaviors predicted in the study by Pinner and Finkelstein (1998)
included length of service, amount of time spent volunteering, attendance at organizational
meetings and contact with the primary beneficiaries of the 16 organization’s services. For
this purpose, a three-wave panel methodology was employed with decreasing response
rates recorded for each subsequent wave of the study. According to Omoto & Snyder, 1995
volunteers, like any reasonably long-term process within life, is a dynamic process (Omoto
& Snyder, 1995). The variables which influence a person’s decision to become a volunteer
are not necessarily those that lead to a person’s continuing to be a volunteer a year later,
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and these may be very different from those that convince him or her to continue when
five or ten years have passed. The experience of volunteers always changing volunteers’
initial motivations, their support network, their self- concept, and so on (Snyder & Omoto,
1999). As Penner argues: “a full understanding of volunteering and sustainability of
volunteering requires a consideration of situational, dispositional, and structural variables
and must have a temporal and dynamic component as well” (Penner, 2004, p. 648).
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CHAPTER 3 – CONCEPTUAL FRAMEWORK
3.1. Theoretical Framework
3.1.1. Adoption of Haski-Leventhal & Bargal’s Volunteer Transition model
to Life Line of St John Ambulance Cadets in Sri Lanka
Organizational process named Volunteer Stages and Transition Model (VSTM) was
portrayed by Haski-Leventhal & Bargal (2008) has taken as one of two major theories
which adopted to this research. The research studies about the factors impacting on a
group of volunteers who have passed their 13th birthday and at the same time who have
not reached their 18th birthday. The Volunteering life line according to the Transitions
Model (VSTM) presented during this article indicates five completely different
subsequent phases in volunteers' socialization. Those five phases are, Entry
level volunteer (Trainee), New volunteer (Fresh Member), Emotional involvement or
affiliation volunteer (Active Member), Established member (Senior Cadet) and Exit from
a life cycle (After 18th birthday). The model lies in the way it explains transitions of
Volunteer between the phases and details the process, experiences, and emotions involved
in each phase during five years until passing 18th Birthday as a Cadet. The transformation
is reflected in numerous aspects associated with volunteer work, activity and coaching,
emotions and perceptions, attitudes and behavior, perceived benefits and costs, and
relationships with the organization, peers and recipients. A transition model adopted in
the context which suits to target group is shown below. Retention of volunteers during
the processes of Accommodation and Affiliation was studied during this research.
Figure 3.1.1.1. Volunteer Transition during Life Line of St John Cadets
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3.1.2. Adoption of Omoto and Snyder (1995, p. 679) Volunteer Process
Model to Accommodation and Affiliation stages of within the Volunteer
Transition model.
Omoto and Snyder (1995, p. 679) Volunteer Process Model is being adopted for this research
in order to determine the motive of a volunteer to hold his / her membership within the
organization during five-year life span between 14th Birthday and 18th birthday of a teenager.
Possible hypothetical factors were studied, as they may have an impact to retain a longer
duration as a volunteer. The volunteer should have unique personal values which are
favorable for volunteering. These values allow that person to enter the volunteer world and
sustain in the field. The organizational Commitment itself should be motivated by taking its
own certain strategies and methods to keep volunteers happy and satisfied with the
organizational commitment. Social support includes the support granted from the (Family,
Community, Religion, Law, Economy, Occupation, Education, Other Organizations involved)
Figure 3.1.2.1. Omoto & Snider’s Volunteer Process Model
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It was assumed that the integration and self-satisfaction were product influenced by all
independent variables. Further, it was considered as an arrangement of the environment for
volunteering. It was expected that it will not change the result of dependent variable which
was originally expected to happen in the favorable or unfavorable trending of independent
variables. The adopted version of Moto and Snyder (1995, p. 679) Volunteer Process Model
for this research is shown below.
It is also considered that the negative organizational commitment and socio demographic
influences happened on each main independent variable also made impact directly on the
dependent variable - the retention of volunteers.
Figure 3.1.2.2. Theoretically Adopted version of Volunteer Process Model
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3.2. Conceptual Framework
Factors which may make impact on volunteer retention were grouped into three independent
variables, which could be identified as main (independent) variables. Those were
1. Organizational Commitment
2. Personnel Variables
3. Social Variables
Organizational Commitment considered factors which was set up by the organization itself
included sub variables, such as Appreciation, Recognition, Rewards, Awards, Delegation of
Responsibilities, Socialization, and Opportunity to develop.
Personnel qualities of her / him include sub variables such as Helping behavior, Empathy,
Fearlessness, Infinite Patience, Creativity, and Initiating, Humbleness, Passion, Teamwork.
The Socio-Demographic variable considers sub variables of Influence from Family,

Community, Religion, Law, Economy, Occupation, Education and Other Organizations
involved.
It was considered that in order to make a decision to retain within the organization is based on
self-satisfaction combined with integration within organization’s culture. Therefore, the
dependent variable Retention will become a composite variable made up by sub variables Self
Satisfaction and Integration. Graphical view of independent and dependent variables are
shown below.
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Figure 3.2.1. Conceptual Framework for Study.
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3.3 Research Hypothesis
Following hypothesis were formulated to determine the factors which make an impact to the
dependent variable Volunteer Retention. Relationships were assumed between independent
and dependent variables as follows.
3.3.1. Relationship Between demographic factors Dependent variable

Retention
 H(a). There is a positive relationship between independent demographic factors, to
dependent variables.
3.3.2. Relationship Between Independent variables between Defendant

intermediate Variable Self- Satisfaction
 H2. There is a positive relationship between independent variable Organizational
Commitment to Self-Satisfaction
 H3. There is a positive relationship between independent variable Personnel Qualities to
Self-Satisfaction
 H4. There is a positive relationship between independent variable Socio-demographic factor
to Self Satisfaction
3.3.3. Relationship Between Independent variables between Defendant

intermediate Variable Self- Satisfaction
 H5. There is a positive relationship between independent variable Organizational
Commitment to Integration
 H6. There is a positive relationship between independent variable Personnel Qualities to
Integration
 H7. There is a positive relationship between independent variable Socio-demographic factor
to Integration
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3.3.4. Relationship Between main dependent Variables and Dependent sub
variable
 H8 There is a positive relationship between dependent variable Self Satisfaction to main
dependent variable Volunteer Retention
 H9 There is a positive relationship between dependent variable Integration to main
dependent variable Volunteer Retention
3.4 Operationalization of Independent and dependent Variables

Data collection has been classified mainly for three composite independent variables, and one
dependent variable. Independent variable consists of its own sub variables directly related to
research questionnaire. Dependent variable consists of two major composite sub variables
and those sub variables have been divided into their own four preliminary sub variables. The
data gathered for four main variables were non-numeric and classified as Ordinal type.
Other independent variables such as Age group, Gender, Community, and Current Volunteer
status, Level of Transition, were nominal type of data.
3.4.1 Operationalization of Independent Variables

Operationalization of Independent variables are shown in following table.
Operationalization of Independent variables

Operational Component Type of data Type of Analysis
Concept Variable
Demographic Gender (Nominal Type Descriptive
Data Age data) Dichotomous analysis, used to
Member Category data categorize the
sample.
Religion
Community
Volunteer Status
Organizational Organizational Commitment Descriptive
reasons analysis, used to
Ratio type Data
determine
tendency.
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Organization Ordinal type data Descriptive
Appreciation analysis, used the
Recognition level of responses
to determine
Rewards
tendency.
Awards
Deligation_of_Responcibilities
Socialization
Opportunity_to_develop
Personnel Personal Qualities Descriptive
reasons analysis, used to
Ratio type Data
determine
tendency.
Helping_Behavior Ordinal type data Descriptive
Empathy analysis, used the
Fearlessness level of responses
to determine
Infinite_Patience
tendency.
Creativity
Initating
Humbleness
Passion
Teamwork
Flexibility
Socio Socio-demographic Descriptive

Demographic analysis, used to
Ratio type Data
Reasons determine
tendency.
Influence_from_Family Ordinal type data Descriptive
Influence_from_Community analysis, used the
Influence_of_Religion level of responses
to determine
Law
tendency.
Economy
Education
Other_Organizations_involved
Table 3.4.1.1. Operationalization of Independent variables
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3.4.2 Operationalization of Dependent Variables
Operationalization of Dependent variables are shown in following table.
Operationalization of Dependent variables

Operational Component Level of Type of Analysis
Measurement
Concept Variable
Tendency to Retention Ordinal type Descriptive
retain Self Saticefaction data analysis, used the
Membership level of responses
Felling_value_for_time_spent to determine
Expectation_to_continue tendency.
Becomes_hobby
Self_esteem
Integration
Knowledge_contribution
Expand_organization
Taking_Responcibilities
Contributing_Leadership
Life_long_membership
Table 3.4.2.1. Operationalization of Independent variables
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CHAPTER 4 – RESEARCH METHODOLOGY
4.1 Methods of Research Used
Research carried out using questionnaire which consists of 6 nominal type questions on
demographic information for classification of target group. 25 on ordinal type questions to
determine occurrence level of Independent Variables on the sample. 08 on ordinal type
questions to determine tendency for retain volunteers. Both current volunteers and the former
volunteers who left the organization recently were considered. The questionnaire formulated
to comply with the question formation methods, accordingly with Rosenberg and Daly (1993).
The survey which is one of the techniques for exploring the nature of personal characteristics
and perceptions, by analyzing the answers to a set of carefully composed questions under each
sub variable.
Research method used in this research, was much versatile in its greatest strength being the
only practical way to gather various types of information an the most economical way in many
situations (Emory, 1980). Method was found to be more suitable to collect required original
data because of its advantages in terms of time and cost. The present study involved
formulation and testing of hypotheses with a view to establish the correlations between
dependent variable and the independent variables.
4.2 Respondents and Sampling Procedures
4.2.1. Selection of Respondents
Target Group was Cadet Members at Badulla District of St John Ambulance Sri Lanka.
Considering national context, the cadet entry level member population engaging in the training
yearly around 10,000 candidates according to the ST John Ambulance Annual Report (2018).
Out of that only 2479 cadets registered as new members in year 2018.
Cadets from entry level to established volunteer level have been considered for this study.
In the particular consideration it was officially recorded that 10000 teenagers were gone
through the entry level during the year of 2018, according to the year book of St John
Ambulance. Total count of 10000 has been considered as the population for this study
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4.2.2. Selecting Sample Size
Sample calculation has been done according to the Sloven’s Formula, and many other
methods. The Sloven’s Formula is as follows.
N = N
1 + Ne2
Where -:
Population N
Confidence interval e
In general the researches use confidence level between 99% – 80% in their studies. Here the
95% confidence level is permissible to be considered according to the J Gosling (1995).
Sample size was calculated according to Sloven’s Formula.
Here -:
Population N 10000
Confidence Interval e 0.05
n = N
1+Ne2
n = 10000
1 + 10000x0.0025
n = 10000
1 + 25
n = 10000
26
n = 384.61
When the answer rounded off
Sample size n 385
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It has also been tested using Cochran’s Sample Size Formula. The Confidence level
considered 95% and the Z value for 95% was 1.96 taken from Z table. The Cochran’s Formula
is as follows
Where
Margin of Error e
Z Value Z
Estimated Proportion of population p
(1 – p) q
Therefore applying Cochran’s Formula,
Z values n0 = 3.8416 x 0.5 x 0.5
Confidence z-score
Level (±) 0.0025
0.7 1.04 n0 = 0.9604
0.75 1.15 0.0025
0.8 1.28
0.85 1.44 n0 = 384.016
0.90 1.64
Rounded off
0.92 1.75
0.95 1.96 n0 = 384
0.96 2.05
0.98 2.33
0.99 2.58
0.999 3.29
0.9999 3.89
0.99999 4.42
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4.2.3. Confidence Interval (CI)
There is no liner measures used in any of the variables on the questionnaire. First six variables
were nominal and other variables were set as ordinal. Also the data processed on this research
was almost demographic and based on fix ordinal answers. To be matched with the sample,
having 95% of confidence level and sufficient sample of 386 was taken.
4.2.4. Selection of Sample

Sampling method referred random sampling according to Anderson’s (1996) Table sampling.
Further, the calculations were done accordingly with Sloven’s Formula and Cochran’s
Formula the sample size was taken from the target population of 386 teenagers who had
membership of St. John Ambulance within past five years to the date of 1st January 2020. It
was observed that 269 of them were currently active and 117 of them were inactive for more
than 1 year at the time of data collection.
Gender Vs Status of Volunteering Cross Tabulation Count
Status of Volunteering
Active Volunteer Active Volunteers Total
Gender Male 167 58 225
Female 102 59 161
Total 269 117 386
Table 4.2.4.1. Preliminary classification of respondents for Study.
4.2.5. Analysis of selected sample
Sample has been taken from five different age groups of teenagers between 13 and 18 years
of age. All the respondents who were invited to the research have been granted the
membership of St john ambulance Sri Lanka within five years to the date of 1st January 2020.
There were 225 Male and 161 females among respondents and classified into age groups as
below.
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Gender Vs Age Groups Cross Tabulation Count
Age Groups Total

13 Year 14 Year 15 Year 16 Year 17 Year
old old old old old
Gender Male 22 50 47 56 50 225
Female 7 32 50 38 34 161
Total 29 82 97 94 84 386
Table 4.2.5.1. Classification of respondents – Distribution of age groups
4.2.6. Demographic profile of respondents

The type of community that the respondents coming from being assessed from the
questionnaire. Observations were listed below. It is shown that the majority of the respondents
were participated from urban communities.
Demographic data Cross Tabulation Count
Age Groups
13 Year 14 Year 15 Year 16 Year 17 Year
Gender old old old old old Total
Male Community Urban 8 28 32 52 44 164
Rural 14 22 15 4 6 61
Total 22 50 47 56 50 225
Female Community Urban 3 20 20 20 20 83
Rural 4 12 30 18 14 78
Total 7 32 50 38 34 161
Total Community Urban 11 48 52 72 64 247
Rural 18 34 45 22 20 139
Total 29 82 97 94 84 386
Table 4.2.6.1. SPSS generated Preliminary classification of respondents – Transition

Level
Population spectrum of the sample shows below which shows the community data of sample
and the social background which they come from.
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Community Vs Religion and Gender Cross Tabulation
Religion
Gender Buddhism Hinduism Islam Catholic Total
Male Community Urban 164 0 0 0 164
Rural 11 19 16 15 61
Total 175 19 16 15 225
Female Community Urban 83 0 0 0 83
Rural 28 13 28 9 78
Total 111 13 28 9 161
Total Community Urban 247 0 0 0 247
Rural 39 32 44 24 139
Total 286 32 44 24 386
Table 4.2.6.2. SPSS generated Community Vs Religion and Gender Cross Tabulation
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4.3. Research Instruments
Research instrument used was a questionnaire which consisted of Six (6) nominal questions
to gather demographic data of respondent, and Thirty four (34) ordinal type questions which
planned to gather data on Likert’s scale method. The responses which expected to be given to
the questionnaire was done accordingly with the following Likert’s scale.
Response Likert Scale

Strongly Disagree / Strongly not satisfied /Unhappy at all 1 2 3 4 5
Disagree / Somewhat Not Satisfied / Somewhat unhappy 1 2 3 4 5
Neutral / Somewhat Satisfied / Somewhat happy 1 2 3 4 5
Agreed / Satisfied / Happy 1 2 3 4 5
Strongly Agree / Very satisfied/ Very much Happy 1 2 3 4 5
34 Questions on Questionnaire was designed accordingly to the following framework
Questionnaire design for Independent variables.
Operational Component Purpose

( Independent Variables)
Concept Variable
Demographic Gender Gender of respondent which will be
Data used as a demographic variable.
Age Identification and classification of
the respondents into specific age
group.
Member Category Identification and classification of
the point of transition or level of
membership of the respondent
Religion Identification and classification of
eternity and population data of the
respondent
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Community Identification and classification on
access to public facilities that the
respondent enjoy.
Volunteer Status To determine whether the respondent
is actively involved or not in
activities in the organization
Organizational Organizational Commitment Composite Variable which produces
Commitment the mean of responses derived by an
organizational commitment varies
Organization To determine the type and how strong
the of the feeling that the respondent
about the structure, culture and
leadership of the organization.
Appreciation To determine the type and how strong
about how the organization
appreciates the volunteers.
Recognition To determine the type and how strong
about how the organization
recognizes skills and career upgrades
of volunteers
Rewards To determine about any mechanism
to offer rewards to the volunteers for
being a member
Awards To determine respondents'
satisfaction level about any
mechanism of any regular awards,
decorations and medals for
achievements of volunteers
Deligation_of_Responcibilities To determine respondents'
satisfaction level about any
mechanism of delegation of
responsibilities among volunteers
Socialization To determine respondents'
satisfaction level about the
entertainment, social interaction
opportunities that the organization
provides for volunteers
Opportunity to develop To determine respondents'
satisfaction level about career
development, personal development
arrangements that the organization
provides
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Personnel Personal Qualities
Qualities Helping Behavior To determine the respondents' level
of tendency to help another human
being as a human
Empathy To determine the respondents' level
of kindness
Fearlessness To determine the respondents' level
of tendency to hold any risk at work.
Infinite Patience To determine the respondents' level
of tolerance.
Creativity To determine the respondents skill to
get decisions out of the box
Initiating To determine the respondents
tendency to start things before
others.
Humbleness To determine the respondent's ability
to maintain a low profile when it's
necessary
Passion To determine the respondents
emotional attachment to
volunteerism
Teamwork To determine the respondent's ability
to work with a team for a corporate
goal
Flexibility To determine the respondent's ability
to adjust to any condition.
Socio Socio-demographic
Demographic Influence from Family Any influence from family or
influence belongness for volunteering
Influence_from_Community Any influence from neighborhood,
school, or any other subculture,
Influence_of_Religion Any influence from religious
teachings and religious beliefs for
regular activities and behavior
Law Any influence from legal situation
or legislation.
Economy Any influence due to financial
difficulties
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Education Any influence due to lack of time
or concentration due to education
Other_Organizations_involved Any influence happen for other
organizations which involved (ex:
Politics)
Table 4.3.1. Questionnaire design for Independent variables.
Questionnaire design for Dependent variables.
Operational Component Purpose

( Dependent Variables)
Concept Variable
Tendency to Retention
retain
Membership
Self-satisfaction
Felling_value_for_time_spent Level of feeling about spending
time for volunteering
Expectation_to_continue Likelihood to continue
volunteering in the future
Becomes_hobby Level of feeling, of enjoying
volunteering
Self_esteem Level of self-esteem to be a
volunteer
Integration
Knowledge_contribution Level of satisfaction in sharing
knowledge
Expand_organization Level of feeling to expand the
organization
Taking_Responcibilities Ambition to assume

responsibilities
Contributing_Leadership Ambition to provide leadership to
organization
Life_long_membership Likelihood to hold membership of
organization for long time
Table 4.3.2. Questionnaire design for Dependent variables.
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4.4. Collection of Data/Gathering Procedures
Total of 386 prospective respondents were invited to the survey. All of them were in the age
group of 13 to 18 years and had passed the first aid examination within 5 years to the date of
1st January 2020. Data collection was done through the Divisional officer in-charge of St John
ambulance Badulla District. Initial briefing was made to the respondents through officials.
Especially the ex-volunteers those who were not actively participating in the organizational
meetings were visited personally and contacted through email, phone, WhatsApp, and Viber.
As the primary source, printed questionnaires and Google forms shared with 386 mixed group
of currently active St John Cadets and those who have got through the St John Ambulance
First Aid Test recently with in last five years. Results have been taken into a MS Excel
spreadsheet which was prepared accordingly with the settings made on the SPSS interface for
the project. Data was entered into MS Excel spreadsheet and imported to the SPSS interface
for analysis with minimal settings.
4.5 Statistical Treatment of Data

4.5.1. Data Analysis Methods used
Data collected from primary (questionnaire) source was analyzed using the computer based
statistical data analysis package, SPSS Statistics (version 26) for validity, reliability, and
relationship testing. The data analysis included descriptive analysis, bivariate and multivariate
analysis.
4.5.2. Descriptive Analysis parameters used

Analysis of descriptive statistical parameters of mean, median, standard deviation, number of
samples, etc. were considered for assessing each factor.
4.5.3. Factor Analysis

Factor analysis was mainly used to enhance the validity and reliability of the study. It is an
analytical tool which identifies underlying variables and explains the pattern of correlations
within a set of observed variables. Factor analysis is used in data reduction to identify a small
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number of factors that explain most of the variance that is observed in a much larger number
of manifest variables. Factor analysis can also be used to generate hypotheses regarding causal
mechanisms or to screen variables for subsequent analysis. Output of factor analysis will
support this study to come to a decision regarding the factors and its influence on job
satisfaction.
4.5.4. Correlation Coefficient Analysis for relationships

Correlation analysis is used to determine extent or magnitude and direction of the relationship
between two variables. The correlation coefficient denoted by “r” measures the degree of
association between two dimensions and variables. The level of relationship being determined
according to the following rule.
Correlation Coefficient Level of relationship

-1 > - 0.7 Strong Negative
- 0.7 > - 0.3 Moderate Negative
- 0.3 > 0 Weakly Negative
0 > 0.3 Weakly Positive
0.3 > 0.7 Moderately Positive
0.7 > 1 Strong Positive
Table 4.5.4.1. Correlation Coefficient, - Rule of relationship analysis
4.5.5. Analysis of Multiple Regression

Regression analysis is a major statistical tool to find the level of association of independent
variables on specific dependent variable in a linear method. Multiple regression analysis is
also used in this study to analyze the data.
4.5.6. The chi-square test for independence

Chi-square test for independence, which is called Pearson's chi-square test alternatively or
the chi-square test of association, is used to discover if there is a relationship between two
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categorical variables. Relationship of Nominal variables with ordinal variables in this
research were assessed using the Chi-Square test for independence.
4.5.7. Statistical Significance

Range of correlation coefficient values along with their corresponding p-values denoted by
the letter p and a decimal number for one-tailed and two-tailed test. The p-value is the one that
really matters when trying to judge whether there is a statistically significant relationship
between two variables.
4.5.8. Reliability testing
In order to verify the reliability requirements in this study, from total sample 10 respondents
selected in random basis and collected data through questionnaire method and it ensured the
reliability alpha value in accordance with literature. This study focuses on satisfying the
requirements of reliability in the beginning. According to the Hair et al, (2008) the generally
agreed upon lower limit for Cronbach’s alpha is 0.7
Cronbach's alpha reliability coefficient normally ranges between 0 and 1. The closer the
coefficient is to 1.0, the greater is that the internal consistency of variables within the scale.
Cronbach's alpha coefficient increases if the number variables increases, or because
the average inter-item correlations increase, such as when the amount of variables is held
constant. The results of reliability test was displayed below.
Reliability Statistics
Cronbach's Alpha N of Items
.982 34
Table 4.5.8.1. Reliability test - Reliability Statistics, generated by SPSS
Reliability of the instrument was measured using Cronbach’s alpha analysis to measure the
internal consistency of the instrument as applicable to the research problem. Internal reliability
of all instruments is satisfactory as per the reliability test.
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Rule of George and Mallery (2003), the result categories displayed with reference to the each
range of Cronbach’s alpha value in the below mentioned table.
Level of
Range of Alpha Reliability
0.9 > Excellent

0.9 > 0.8 Good
0.8 > 0.7 Acceptable
0.7 > 0.6 Questionable
0.6 > 0.5 Poor
> 0.5 Unacceptable
Table 4.5.8.2. Reliability test - Rule of George and Mallery (2003)
Total statistics of all independent and dependent variables are shown in the below table
Reliability test - Total Statistics

Cronbach's
Corrected Alpha if
Scale Mean if Scale Variance if Item-Total Item
Item Deleted Item Deleted Correlation Deleted
Organization 129.90 1225.263 .781 .983
Appreciation 129.55 1219.354 .901 .982
Recognition 129.54 1227.158 .819 .982
Rewards 129.67 1218.160 .822 .982
Awards 129.83 1217.709 .852 .982
Deligation_of_Responcibilities 129.63 1226.873 .873 .982
Socialization 129.67 1234.501 .820 .982
Opportunity_to_develop 129.78 1224.759 .840 .982
Helping_Behavior 129.44 1225.702 .841 .982
Empathy 129.76 1233.136 .811 .982
Fearlessness 129.66 1237.409 .839 .982
Infinite_Patience 129.76 1219.494 .856 .982
Creativity 129.67 1233.911 .810 .983
Initativeness 129.70 1229.092 .841 .982
Humbleness 129.71 1219.161 .881 .982
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Passion 129.77 1229.222 .866 .982
Teamwork 129.42 1250.628 .178 .990
Flexibility 129.69 1225.229 .854 .982
Influence_from_Family 129.76 1226.695 .844 .982
Influence_from_Community 129.82 1212.220 .903 .982
Influence_of_Religion 129.71 1227.130 .863 .982
Law 129.61 1208.982 .913 .982
Economy 129.54 1223.714 .819 .982
Education 129.78 1230.307 .839 .982
Other_Organizations_involved 129.41 1225.656 .909 .982
Felling_value_for_time_spent 129.53 1214.270 .882 .982
Expectation_to_continue 129.49 1212.323 .922 .982
Becomes_hobby 129.38 1226.516 .898 .982
Self_esteem 129.43 1213.986 .906 .982
Knowledge_contribution 129.07 1243.834 .732 .983
Expand_organization 129.39 1213.554 .926 .982
Taking_Responcibilities 129.36 1219.863 .855 .982
Contributing_Leadership 129.32 1217.086 .932 .982
Life_long_membership 129.41 1214.133 .908 .982
Table 4.5.8.3. SPSS generated Reliability test - Total Statistics
As shown in the Table 4.5.8.1 Reliability test, - Reliability Statistics, the Cronbach’s
alpha value for overall data collection which consists of 34 items was 0.982. And also
according to the Table 4.5.8.3. Reliability test - Total Statistics, all the items
Cronbach’s alpha value was well over 0.9, which falls into the category Excellent, according
to rule of George and Mallery (2003)
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CHAPTER 5 - PRESENTATION OF DATA AND CRITICAL
DISCUSSION OF RESULTS
5.0. Overview on Data Analysis

The basic idea of evaluating data using analytical and logical reasoning is to examine each
component of the data provided. In a research study, this form of analysis is just one of the
many steps that must be completed when conducting a research experiment.
The prime and basic concern of this research is to find out and analyze the “FACTORS
WHICH IMPACT VOLUNTEER RETENTION IN SCHOOL BASED VOLUNTEER
ORGANIZATIONS”, studied under three parameters, which identified as main independent
variables.
Descriptive analysis and relationships among Independent and Dependent variables were
assessed in this chapter accordingly with the hypothesis made.
There were 10 Hypothesis made on the possible relationships between independent and
dependent variables and those relationships were been statistically assessed on this chapter.
Data which have been collected through questionnaire, being processed using SPSS Statistics
Version 26 software and all the necessary analysis parts done through the same software.
5.1 Descriptive analysis of Demographic Data of Respondents.

Hypothesis – H (a) made as there is positive relationship between independent demographic
factors, to main dependent variable retention. This section is to analyze is the Hypothesis H(a)
is true for all the demographic factors.
5.1.1 Relationship of Age group, and retention Volunteers

Frequency distribution and statistical data in terms of Age against the Active / Inactive status
of Volunteering is displayed below.
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Status of Volunteering * Age Groups * Gender Cross Tabulation Count
Age Groups
13 14 15 16 17
Gender Years Years Years Years Years Total
Male Active 22 31 28 40 46 167
Volunteer
Inactive 0 19 19 16 4 58
Volunteer
Total 22 50 47 56 50 225
Female Active 7 20 26 18 31 102
Volunteer
Inactive 0 12 24 20 3 59
Volunteer
Total 7 32 50 38 34 161
Total Active 29 51 54 58 77 269
Volunteer
Inactive 0 31 43 36 7 117
Volunteer
Total 29 82 97 94 84 386
Table 5.1.1.1. SPSS generated Frequency table Volunteer status and Age.
There were inactive volunteering students found under Non volunteer category. It had
happened because of that the students start their Cadet training at St John Ambulance in their
age of 13 years.
The criteria to fall under inactive member category, is to be non-participating consecutively

volunteering activities for about more than one-year period.
Inactive volunteers were observed among age groups 14, 15, and 16. Therefore it shows a
tendency of quitting volunteers among the age group of 14, 15, and 16. This may become
another research topic on volunteerism which should be studied with a different sample. There
was very little tendency shown that being inactive volunteer among the school children who
were in their 17 year of age. It was also observed that those who were established members
by contributing more than 3 years of volunteering are all fall under age category of 17 years.
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It was also observed that most of the 17 year old school volunteers participated in the survey,
were currently holding some responsibilities of the organization and holding cadet ranks such
as Corporal, Sergeant, and Cadet Leader in the organization.
Membership Category * Age Groups * Gender Cross Tabulation

Age Groups
Gender 13 14 15 16 17 Total
Male Not an active 0 19 19 16 4 58
Volunteer
Entry Level 22 23 8 0 7 60
New Volunteer 0 8 8 12 4 32
Completed 1st year 0 0 12 28 4 44
Competed 3 years 0 0 0 0 31 31
Total 22 50 47 56 50 225
Female Not an active 0 12 24 20 3 59
Volunteer
Entry Level 7 12 8 4 7 38
Total 7 32 50 38 34 161
Total Not active 0 31 43 36 7 117
Volunteer
Entry Level 29 35 16 4 14 98
Total 29 82 97 94 84 386
Table 5.1.1.2. SPSS generated Frequency table Transition stage and Age.
Relationship between Age and intermediate dependent variables Integration, Self -Satisfaction
and main dependent variable Retention being analyzed using Correlation Coefficient method.
Descriptive statistics between intermediate intermediary variable Self –Satisfaction and
independent variable age group shown below.
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Descriptive Percentages contribution – Age vs Transition Level
15 16 17
Age 13 years 14 years Total
years years years
Inactive Volunteer 0% 38% 44% 38% 8% 30%
Entry Level 100% 43% 16% 4% 17% 25%
New Volunteer 0% 20% 19% 13% 5% 13%
Completed 1st year 0% 0% 21% 45% 5% 17%
Competed 3 years 0% 0% 0% 0% 65% 14%
Total 100% 100% 100% 100% 100%
Table 5.1.1.3. SPSS generated Age vs Transition Level Percentages contribution
Descriptive Statistics Self –Satisfaction and

independent variable age group
Std.
Mean Deviation N
Age Groups 3.32 1.237 386
Self-Satisfaction 4.0628 1.20689 386
Table 5.1.1.4. SPSS generated Frequency table Age Group and Self-Satisfaction
Pearson Correlation analyzed the demographic factor age with the intermediary variable self-
satisfaction Results shown below.
Correlations Self –Satisfaction and independent variable age group

Age Groups Self-Satisfaction
Age Groups Pearson Correlation 1 .104*
Sig. (2-tailed) .041
N 386 386
Self-Satisfaction Pearson Correlation .104* 1
N 386 386
*. Correlation is significant at the 0.05 level (2-tailed).
Table 5.1.1.5. SPSS generated table Correlation Age Group and self-satisfaction
It was observed that the Pearson Correlation 0.104 is between 0.00 and + 0.3, and therefore
there was Weak but Positive relationship with the age and the intermediary variable self-
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satisfaction. Two tailed p-value shown 0.041. As the Hypothesis H(a) taken directional, the
one tailed p=0.041/2 , p= 0.0070. Which is lower than 0.01 and could be considered as
significant.
Descriptive statistics between intermediate dependent variable Integration and independent

variable Age Group shown below.
Descriptive Statistics
Mean Std. Deviation N
Age Groups 3.32 1.237 386
Integration 4.2093 1.14421 386
Table 5.1.1.6. Frequency table Age Group and Integration
Pearson Correlation analyzed the demographic factor age with the intermediary variable
integration. Results shown below.
Correlations Between Age group and integration

Age Groups Integration
Age Groups Pearson Correlation 1 .091
N 386 386
Integration Pearson Correlation .091 1
N 386 386
Table 5.1.1.7. SPSS generated table Correlation Age group and integration
It was observed that the Pearson Correlation 0.091 is between 0.00 and + 0.3, and therefore
there was Weak but Positive relationship with the age group and the intermediary variable
integration. Two tailed p-value shown 0.073. As the Hypothesis taken directional, the one
tailed p=0.073 /2, p= 0.0365. Which is 0.05< p < 0.01 and could be considered as significant.
Descriptive statistics between main dependent variable Retention and independent variable
Age Group shown below.
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Descriptive Statistics Age group and Retention
Age Group 3.32 1.237 386
Retention 4.1361 1.15353 386
Table 5.1.1.8. SPSS generated Frequency table Age group and Retention
Pearson Correlation analyzed the demographic factor age group with the dependent variable
retention. Results shown below.
Correlations Age group and Retention

Age Groups Retention
Age Groups Pearson Correlation 1 .100
N 386 386
Retention Pearson Correlation .100 1
N 386 386
Table 5.1.1.9. SPSS generated table Correlation Age group and Retention
It was observed that the Pearson Correlation 0.1 is between 0.00 and + 0.3, and therefore there
was Weak but Positive relationship with the age group and the dependent variable Retention
Two tailed p-value shown 0.05. As the Hypothesis taken directional, the one tailed p=0.05 /2,
p= 0.0250. Which is 0.05< p < 0.01 and could be considered as moderately significant.
5.1.2 Relationship of (Membership Level) Transition level, and retention

Volunteers
Relationship between Transition stage and intermediate dependent variables Integration, Self
-Satisfaction and main dependent variable Retention being analyzed using Correlation
Coefficient method.
Descriptive statistics between intermediate dependent variable Integration and independent

variable Transition Level shown below.
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Descriptive Statistics
Membership Category 2.60 1.432 386
Integration 4.2093 1.14421 386
Table 5.1.2.1. SPSS generated Frequency table Transition level and integration.
Correlations between Membership Category and Integration

Membership
Category Integration
Membership Pearson Correlation 1 .720**
Category Sig. (1-tailed) .000
N 386 386
Integration Pearson Correlation .720 ** 1
N 386 386
**. Correlation is significant at the 0.01 level (1-tailed).
Table 5.1.2.2. SPSS generated table Correlation Transition and Integration
It was observed that the Pearson Correlation 0.720 is between +1.00 and + 0.7, and therefore
there was Strong Positive relationship with the transition level and the intermediate variable
integration. As the Hypothesis taken directional, the one tailed p indicated as 0.0000 which is
a rounded figure shown in SPSS for very smaller number. The p value which is well lower
than 0.01 and could be considered as significant.
Descriptive statistics between intermediate dependent variable Self Satisfaction and

independent variable Transition Level ( Membership Category) shown below.
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Descriptive Statistics Transition Level ( Membership Category) Vs Self
Satisfaction
Std.
Mean Deviation N
Membership Category (Transition) 2.60 1.432 386
Self-satisfaction 4.0628 1.20689 386
Table 5.1.2.3. SPSS generated Frequency table Transition Level ( Membership

Category) level and Self-Satisfaction
Correlations Transition Level ( Membership Category) Vs Self Satisfaction

Membership Self
Category Satisfaction
Membership Category Pearson Correlation 1 .718**
( Transition) Sig. (1-tailed) .000
N 386 386
Self-Satisfaction Pearson Correlation .718 ** 1
N 386 386
Table 5.1.2 4. SPSS generated table Correlation Transition Level (Membership

Category) and Self-Satisfaction
self-satisfaction. As the Hypothesis was taken directional, the one tailed p indicated as 0.0000
which is a rounded figure shown in SPSS for very smaller number. The p value which is well
lower than 0.01 and could be considered as significant.
Descriptive statistics between dependent variable Retention and independent variable

Transition Level shown below
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Descriptive Statistics Transition Level ( Membership Category) level and Retention

Membership Category 2.60 1.432 386
Retention 4.1361 1.15353 386
Table 5.1.2.5. SPSS generated frequency table Transition Level (Membership

Category) level and Retention
Correlations
Membership
Category Retention
Membership Pearson Correlation 1 .732**
Category Sig. (1-tailed) .000
N 386 386
Retention Pearson Correlation .732** 1
N 386 386
Table 5.1.2 6. SPSS generated table Correlation Transition and

Retention
there was Strong Positive relationship with the Transition Level and the Dependent Variable
Retention. As the Hypothesis taken directional, the one tailed p indicated as 0.0000 which is
a rounded figure shown in SPSS for very smaller number. The p value which is well lower
than 0.01 and could be considered as Significant.
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5.1.3 Relationship of Gender, Community, Religion to Intermediary dependent
variable Self-Satisfaction, Integration, and Dependent Variable Retention.
1. Relationship between Religion to self-satisfaction and integration analyzed by using Chi
Square. Result of the test mentioned below
Chi-Square Test _ Religion / Self-Satisfaction

Asymptotic Significance
Value df (2-sided)
Pearson Chi-Square 167.815 36 .000
Likelihood Ratio 138.149 36 .000
N of Valid Cases 386
38 cells (73.1%) have expected count less than 5. The minimum expected count
is .25.
Table 5.1.3.1. SPSS generated table Chi-Square Test Religion and Self-Satisfaction
According results of the "Pearson Chi-Square" row. Chi Square Value is

167.815and, p =0.000 which is rounded off figure generated by SPSS, it will be between
0.00<p<0.01 which is significant. According to the table there is no Correlation between
Religion and Self-Satisfaction
Chi-Square Tests Religion and Integration

Asymptotic Significance
Value df (2-sided)
42 cells (75.0%) have expected count less than 5. The minimum expected
count is .19.
Table 5.1.3.2. SPSS generated table Chi-Square Test Religion and Integration
According results of the "Pearson Chi-Square" row. Chi Square Value is 153.551
and, p ≈0.000 p =0.000 which is rounded off figure generated by SPSS, it will be between
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0.00<p<0.01 which is significant. According to the table there is no Correlation between
Religion and Integration
Chi-Square Tests Religion and Retention

Asymptotic Significance (2-
Value df sided)
Pearson Chi-Square 272.248 a 87 .000
a. 100 cells (83.3%) have expected count less than 5. The minimum expected count is
.19.
Table 5.1.3.3. SPSS generated table Chi-Square Test Religion and Retention
According results of the "Pearson Chi-Square" row. Chi Square Value is 272.248a
and, p =0.000 which is rounded off figure generated by SPSS, it will be between 0.00<p<0.01
which is significant. According to the table there is no Correlation between Religion and
Retention
2. Relationship between Community to self-satisfaction and integration analyzed by using Chi

Chi-Square Test Community and Self-Satisfaction

Value df sided)
8 cells (30.8%) have expected count less than 5. The minimum expected count is 1.44.
Table 5.1.3.4. SPSS generated table Chi-Square Test Community and Self-
Satisfaction
which is significant. According to the table there is no Correlation between Community and
Self-Satisfaction
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Chi-Square Tests Community and Integration
Value df sided)
14 cells (50.0%) have expected count less than 5. The minimum expected count is 1.08.
Table 5.1.3.5. SPSS generated table Chi-Square Test Community and

Integration
Integration
Chi-Square Tests Community and Retention

Value df sided)
39 cells (65.0%) have expected count less than 5. The minimum expected count is
1.08.
Table 5.1.3.6. SPSS generated table Chi-Square Test Community and Integration
Retention
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3. Relationship between Gender to self-satisfaction and integration analyzed by using Chi
Chi-Square Tests Gender and Self-Satisfaction

Asymptotic
Value df Significance (2-sided)
1.67.
Table 5.1.3.7 SPSS generated table Chi-Square Test Gender and Self-
Satisfaction
which is significant. According to the table there is no Correlation between Gender and Self-
Satisfaction
Chi-Square Tests Gender and Integration

Value df sided)
Pearson Chi-Square 10.353 a 13 .665
1.25.
Table 5.1.3.8. SPSS generated table Chi-Square Test Gender and Integration
According results of the "Pearson Chi-Square" row. Chi Square Value is 10.353a
which is significant. According to the table there is no Correlation between Gender and
Integration
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Chi-Square Tests Gender and Retention
Value df sided)
1.25.
Table 5.1.3.9. SPSS generated table Chi-Square Test Gender and Integration
which is significant. According to the table there is no Correlation between Gender and
Retention
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5.2. Statistical analysis to analyses relationship between main
Independent Variables and Independent sub variables to the Dependent
sub variable Self- Satisfaction.
Hypothesis – H (b), H(c), H (d), made as there is positive relationship between main
Independent Variables and Independent sub variables to the Dependent sub variable Self-
Satisfaction This section is to analyze whether the Hypothesis made is true.
5.2.1. Analysis of relationship between independent variable organizational

commitments, to dependent sub variable self-Satisfaction.
Descriptive statistics between independent variable organizational commitments, to
dependent sub variable self-Satisfaction has shown below.
Descriptive Statistics Organizational Commitment vs Self-Satisfaction

Organizational Commitment 3.8242 1.09606 386

Self-Satisfaction 4.0628 1.20689 386
Table 5.2.1.1 SPSS generated Descriptive Statistics Organizational Commitment

vs Self-Satisfaction
Correlations Organizational Commitment and self-satisfaction.

Organizational
Commitment Self-Satisfaction
Organizational Pearson Correlation 1 .918
Commitment Sig. (1-tailed) .000
N 386 386
Self-satisfaction Pearson Correlation .918 1
N 386 386
Table 5.2.1.2. SPSS generated Correlation analysis for Organizational

Commitment vs Self-Satisfaction
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Pearson Correlation Organizational Commitment and self-satisfaction shown 0.918 is
between +1.00 and + 0.7, and therefore there was Strong Positive relationship with the
transition level and the intermediate variable integration. As the Hypothesis taken directional,
the one tailed p indicated as 0.0000 which is a rounded figure shown in SPSS for very smaller
value for p. The p value which is well lower than 0.01 and could be considered as Significant.
5.2.2. Analysis of relationship between independent variable Personnel Qualities

and Self-Satisfaction.
Descriptive Statistics Personnel Qualities and Self-Satisfaction
Self_Satisfaction 4.0628 1.20689 386

Personnel_Values 3.8627 1.02263 386
Table 5.2.2.1. SPSS generated Descriptive Statistics Personnel Qualities and Self-
Satisfaction
Correlation taken among Self-Satisfaction and Personnel Qualities to determine the level of
relationship between two variables.
Correlations between Personnel Qualities and Self-Satisfaction

Personnel_Values Self_Saticefaction
Personnel_ Pearson Correlation 1 .898**
Values Sig. (2-tailed) .000
N 386 386
Self_Satice Pearson Correlation .898 ** 1
faction Sig. (2-tailed) .000
N 386 386
Table 5.2.2.2. SPSS generated Correlation analysis for Personnel Qualities vs Self-
Satisfaction
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Pearson correlation between Personnel Qualities and the intermediary dependent variable
self-satisfaction was, 0.898. Which was falling between +1.00 and + 0.7, and therefore there
was Strong Positive relationship with the transition level and the intermediate variable
a rounded figure shown in SPSS for very smaller value for p. The p value which is well lower
5.2.3. Analysis of relationship between independent variable Socio

Demographic Factor and Self-Satisfaction.
Correlation taken among Self-Satisfaction and Socio Demographic Factor to determine the
level of relationship between two variables.
Self-Satisfaction and Socio Demographic Factor

Socio_Demographi
c_reasons Self-Satisfaction
Socio_Demographic_ Pearson Correlation 1 .945**
reasons Sig. (2-tailed) .000
N 386 386
Self Saticefaction Pearson Correlation .945 ** 1
N 386 386
Table 5.2.3.1 SPSS generated Correlation analysis for Socio Demographic Factor vs
Self-Satisfaction
Pearson correlation between Socio Demographic and the intermediary dependent variable
self-satisfaction was, 0.945. The value was falling between +1.00 and + 0.7, and therefore
integration. . As the Hypothesis taken directional, the one tailed p indicated as 0.0000 which
is a rounded figure shown in SPSS for very smaller value for p. The p value which is well
lower than 0.01 and could be considered as Significant.
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5.3. Statistical analysis to analyses relationship between main Independent
Variables and Independent sub variables to the Dependent sub variable
Integration
Hypothesis – H(e), H(f), H(g) made as there is positive relationship between main Independent
Variables and Independent sub variables to the Dependent sub variable Self- Satisfaction This
section is to analyze whether the Hypothesis made is true.
5.3.1. Analysis of relationship between independent variable organizational

commitments, to dependent sub variable Integration.
Correlations between Organizational Commitment & Integration

Organizational
Integration Commitment
Integration Pearson Correlation 1 .904**
N 100 386
Organizational Pearson Correlation .904 ** 1
Commitment Sig. (2-tailed) .000
N 100 100
Table 5.3.1.1 SPSS generated Correlation analysis for Organizational Commitment

vs Integration
It was observed that the Pearson Correlation 0.904 . The value was falling between +1.00 and
+ 0.7, and therefore there was Strong Positive relationship with the transition level and the
intermediate variable integration. . As the Hypothesis taken directional, the one tailed p
indicated as 0.0000 which is a rounded figure shown in SPSS for very smaller value for p. The
p value which is well lower than 0.01 and could be considered as Significant.
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5.3.2. Analysis of relationship between independent variable Personnel Qualities
and Integration.
Correlation taken among Integration and Personnel Qualities to determine the level of
relationship between two variables.
Correlations Personnel Qualities vs Integration

Personnel_Values Integration
Personnel_Values Pearson Correlation 1 .882**
N 386 386
Integration Pearson Correlation .882** 1
N 386 386
Table 5.3.2.1. SPSS generated Correlation analysis for Personnel Qualities vs

Integration
Pearson correlation between Personnel Qualities and the intermediary dependent variable
Integration was, 0.882. It was falling between +1.00 and + 0.7, and therefore there was
Strong Positive relationship with the transition level and the intermediate variable
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5.3.3. Analysis of relationship between independent variable Socio
Demographic Factor and Integration.
Correlations Demographic Factor vs Integration
Integration Socio_Demographic_reasons
Integration Pearson Correlation 1 .935**
N 386 386
Socio_Demographic_rea Pearson Correlation .935 ** 1
sons Sig. (2-tailed) .000
N 386 386
Table 5.3.3.1. SPSS generated Correlation analysis for Socio Demographic Factor vs
Integration
Pearson correlation between Socio Demographic and the intermediary dependent variable
5.4. Statistical analysis to analyses relationship between Dependent sub

variables Integration and Self Satisfaction to retention
Hypothesis – H(i) and H(j) made as there is positive relationship between main Independent
Variables and Independent sub variables to the Dependent sub variable Self- Satisfaction This
section is to analyze whether the Hypothesis made is true.
Descriptive statistics between independent variable organizational commitment, to dependent

sub variable Integration has shown below.
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Descriptive Statistics Integration, Self Satisfaction, and Retention
Std.
Mean Deviation N
Integration 4.2093 1.14421 386
Self_Satisfaction 4.0628 1.20689 386
Retention 4.1361 1.15353 386
Table 5.4.1. SPSS generated Descriptive statistics for Integration, Self Satisfaction,
and Retention
Correlations Integration, Self-Satisfaction, and Retention
Integration Self-Satisfaction Retention

Retention Pearson Correlation .980** .982** 1
Sig. (1-tailed) .000 .000
N 100 100 100
Table 5.4.2. SPSS generated Correlation for Integration, Self-Satisfaction, and

Retention
1. Pearson correlation between Retention and the intermediary dependent variable

integration. As the Hypothesis taken directional, the one tailed p indicated as 0.0000 which
2. Pearson correlation between Retention and the intermediary dependent variable Self
Satisfaction was, 0.982 It was falling between +1.00 and + 0.7, and therefore there was
integration. As the Hypothesis taken directional, the one tailed p indicated as 0.0000 which
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5.5. Statistical analysis to analyses relationship between independent sub
variables Organizational Commitment, Personnel Qualities, Socio
demographic reasons to retention
Correlations of Organizational Commitment, Personnel Qualities, Socio demographic

reasons to retention
Socio_Demo
Organizational Personnel graphic_reaso
Commitment Values ns Retention
Organizational Pearson Correlation 1 .911 ** .920 ** .928**
Commitment Sig. (1-tailed) .000 .000 .000
N 386 386 386 386
Personnel Values Pearson Correlation .911 ** 1 .903 ** .907**
Sig. (1-tailed) .000 .000 .000
N 386 386 386 386
Socio- Pearson Correlation .920 ** .903 ** 1 .958**
Demographic- Sig. (1-tailed) .000 .000 .000
reasons N 386 386 386 386
Retention Pearson Correlation .928 ** .907 ** .958 ** 1
Sig. (1-tailed) .000 .000 .000
N 386 386 386 386
Table 5.5.1. SPSS generated Correlations of Organizational Commitment, Personnel

Qualities, Socio demographic reasons to retention
1. Pearson correlation between Retention and the Organizational Commitment was,

0.928. It was falling between +1.00 and + 0.7, and therefore there was Strong Positive
relationship with the transition level and the intermediate variable integration. As the
Hypothesis taken directional, the one tailed p indicated as 0.0000 which is a rounded figure
shown in SPSS for very smaller value for p. The p value which is well lower than 0.01
and could be considered as Significant.
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5.6 Observations on behavior of Demographic Factors to Intermediary

dependent variables separately when the Volunteer be Inactive or Active
5.6.1 Other special observations on Demographic Factors to Intermediary

dependent variables related only for Inactive volunteers
It was observed that 117 respondents were not attending voluntary events organized by the
organization. Percentage wise 117 respondents represents 30% of the sample which is
considerable factor. Correlation of dependent variables being analyzed against independent
variables while volunteer status being inactive.
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Correlations between Organizational Commitment Personnel Values Demographic
reasons , Retention while the respondent is Inactive volunteer
Socio_D
emograp
Organizationa Personne hic_reas
Retention l Commitment l Values ons
Pearson Retention 1.000 -.398 -.140 .086
Correlation Organizational Commitment -.398 1.000 .357 -.351
Personnel Values -.140 .357 1.000 -.103
Socio Demographic Reasons .086 -.351 -.103 1.000
Sig. (1-tailed) Retention . .000 .066 .179
Organizational Commitment .000 . .000 .000
Personnel Values .066 .000 . .134
Socio_Demographic_reasons .179 .000 .134 .
N Retention 117 117 117 117
Organizational Commitment 117 117 117 117
Personnel Values 117 117 117 117
Socio_Demographic_reasons 117 117 117 117
a. Selecting only cases for which Status of Volunteering = Inactive Volunteer
Table 5.6.1.1. SPSS generated Correlations between Organizational Commitment

Personnel Values Demographic reasons, Retention while the respondent is Inactive
volunteer
While the respondent be an inactive volunteer,
1. Pearson Correlation Organizational Commitment and Retention, -0.398 and its was fallen
in to the interval - 0.07 and - 0.3, which is having Moderate Negative relationship. One
tailed p indicated as 0.000 a rounded figure which is lower than 0.01 therefore the
correlation could be considered as significant.
2. Pearson Correlation Personnel qualities and Retention, -0.140 and its was fallen in to the
interval - 0.00 and - 0.3, which is having Weak Negative relationship. One tailed p
indicated as 0.066 which is higher than 0.05 Therefore the correlation could be considered
as Non-significant.
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3. Pearson Correlation Socio-demographic variables and Retention, 0.086 and its was fallen
in to the interval 0.00 and 0.3, which is having Weak Positive relationship. One tailed p
indicated as 0.179 which is Higher than 0.05 Therefore the correlation could be considered
as Non-significant.
5.6.2 Other special observations on Demographic Factors to Intermediary

dependent variables related only to Active volunteers
It was observed that 269 respondents were not attending voluntary events organized by the
organization. Percentage wise 269 respondents represents 70% of the sample which is
considerable factor. Correlation of dependent variables being analyzed against independent
variables while volunteer status being inactive.
Correlations between Organizational Commitment Personnel Values Demographic

reasons , Retention while the respondent is Active volunteer
Organizat Socio_Dem
Retentio ional_Co Personnel_Val ographic_r
n mmitment ues easons
Pearson Retention 1.000 .221 .154 .091
Correlation Organizational_Commitment .221 1.000 .051 .033
Personnel_Values .154 .051 1.000 .080
Socio_Demographic_reasons .091 .033 .080 1.000
Sig. (1-tailed) Retention . .000 .006 .067
Organizational_Commitment .000 . .201 .296
Personnel_Values .006 .201 . .096
Socio_Demographic_reasons .067 .296 .096 .
N Retention 269 269 269 269
Organizational_Commitment 269 269 269 269
Personnel_Values 269 269 269 269
Socio_Demographic_reasons 269 269 269 269
a. Selecting only cases for which Status of Volunteering = Active Volunteer
Table 5.6.2.1. SPSS generated Correlations Correlations between Organizational

Commitment Personnel Values Demographic reasons , Retention while the respondent is
Active volunteer
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While the respondent be an Active volunteer,
1. Pearson Correlation Organizational Commitment and Retention, 0.221 and its was fallen
in to the interval 0.00 and 0.3, which is having Weak Positive Relationship. One tailed p
indicated as 0.000 a rounded figure which is lower than 0.01 therefore the correlation could
be considered as significant.
2. Pearson Correlation Personnel qualities and Retention, 0.154and its was fallen in to the
interval 0.00 and 0.3, which is having Weak Positive Relationship.. One tailed p
indicated as 0.006 which is lower than 0.05 Therefore the correlation could be considered
as Significant.
3. Pearson Correlation Socio-demographic variables and Retention, 0.091 and its was fallen
in to the interval .00 and 0.3, which is having Weak Positive Relationship. One tailed p
indicated as 0.067 which is Higher than 0.05 Therefore the correlation could be considered
as Non-significant.
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CHAPTER 6 SUMMERY, FINDINGS, CONCUSSIONS AND
RECOMMENDATIONS
6.0. Overview on Findings Concussions and Recommendations

This Chapter contains the findings and application of the research. Nine hypotheses being
tested in this research and checked whether the independent variables and dependent variables
are correlated. Reliability tested for all data examining Cronbach's alpha value.
Statistical indications and frequency readings for each Hypothesis being summarized in this
chapter accordingly with the Conceptual Framework.
6.1 Summary of the Findings
This section included the summary of findings from the research and listed in brief statements.
Findings based on based on the problems and hypotheses which were specific answer to each
of the questions and hypotheses posed in the earlier chapters of this study.
1. Hypothesis H (a) was made on assuming that there were positive. In the section 5.1 of
this thesis following observations being made.
a. Age Group had a weak positive relationship to the dependent variable retention, and no
significant difference of probability
b. Gender of respondents had no relationship to the dependent variable retention and having
significant relationship.
c. Community of respondents had no relationship to the dependent variable retention and

having significant relationship.
d. Member Category of Organization had Strong positive relationship to the dependent

variable retention and having significant relationship.
e. Religion of respondents had no relationship to the dependent variable retention and

having significant relationship.
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f. Volunteer status being studied for two separate groups Active and Inactive relationships
between each independent and relationships between dependent variables shown many
different observations while the volunteer status been changing from active to inactive
g. There were no Inactive volunteers reported in age of 13 years. And all the cadets who
were in their 13th year of age were in the entry level of the transition. Other transition
levels are not reported in age of 13.
h. Children who are in their 17th year consists of volunteers in every category and non-
volunteers. 14% Percent of total samples were established members.
2. H (b) It was observed that Organizational Commitment has a Strong Positive significant
relationship to Self-Satisfaction.
3. H (c) Statistically observed that there is Strong positive and significant relationship
between Personnel Qualities and Self-Satisfaction.
4. H (d) statistically proved that a Strong Positive and Significant Relationship between
Socio-demographic variables Self Satisfaction.
5. H (e) Statistically proved that a Strong Positive and Significant Relationship between
Organizational Commitment Integration
6. H (f) Statistically proved that a Strong Positive and Significant Relationship between
Personnel Qualities Integration
7. H (g) Statistically proved that a Strong Positive and Significant Relationship between
Socio-demographic variables Integration
8. H (I) Statistically proved that a Strong Positive and Significant Relationship between
Self Satisfaction Retention
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9. H (j) Statistically proved that a Strong Positive and Significant Relationship between
Integration and Retention
10. Relationship between Main independent variables and main dependent variable
Retention being analyzed for whole 386 sample while the volunteers were Active or
Inactive. Results obtained as follows.
a. Statistically confirmed that there is Strong positive and significant relationship

between Organizational Commitment and Retention.
b. Statistically confirmed that there is Strong positive and significant relationship
between Personnel Qualities and Retention.
c. Statistically confirmed that there is Strong positive and significant relationship
between social-demographic variables and Retention.
11. Relationship between Main independent variables and main dependent variable Retention
being analyzed while the respondent is no more an active volunteer. The sample size (N)
for the condition was 117 and following results obtained.
a. Organizational Commitment and Retention correlated with Significant, Moderate

Negative Relationship while the volunteer was inactive.
b. Personnel qualities and Retention correlated with, Weak Negative relationship with
No Significant correlation, while the volunteer was inactive.
c. Socio- Demographical reasons and Retention correlated with Weak Negative

relationship with No Significant correlation while the volunteer was inactive.
12. Relationship between Main independent variables and main dependent variable Retention
being analyzed while the respondent was only an active volunteer. The sample size (N)
for the condition was 269 and following results obtained.
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a. Organizational Commitment and Retention correlated with Significant, Weak positive
Relationship while the volunteer was inactive.
b. Personnel qualities and Retention correlated with, Weak Positive relationship with
significant correlation, while the volunteer was inactive.
c. Socio- Demographical reasons and Retention have a Weak Positive relationship with
No Significant correlation while the volunteer was inactive.
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6.2 Discussion/Conclusions
In this study it was observed the influence of three main independent variables at every stage
of volunteer transition as a Cadet of St John Ambulance. Considering the observations, it could
be clearly determined that the behavior pattern of the data will lead to an observation of it will
be getting harder and harder to retain millennial. As hypothetically expected on this directional
research, all the Independent variables Organization Commitment, Personnel Qualities, and
Socio- demographic Factors and all relevant sub variables shown strong positive relationship
to the main dependent variable Retention, also to intermediary or dependent sub variables
Integration and Self Satisfaction. This is theoretically true in any general condition and it was
also proven in this research when the total sample taken into consideration.
But it was also observed that there is a declination of influence which occurs by aforesaid
factors while considering the observations made only in the Active and Inactive volunteers
separately.
Certainly Inactive Volunteers were whom once been active in the organization and had stopped
their participation for a certain reason. Looking at the findings, it was observed that there is
some disappointment has been reasoned for them to leave organization as the relationship
between the Retention and Organizational Commitment is more negative bias than the
relationship between two other independent variables. Further, it was also possible to assume
that the personnel miss matching to the existing culture of the organization would not be the
prime reason for a volunteer to leave the organization. Though there is a weak negative
correlation exists between Retention and Personnel qualities it is shown that there is no
significant probability variance exists between two variables. Therefore, it is also generating
the possibility to reinstate the membership of those who have left the organization.
Socio- demographic factors play a considerable role in Volunteer retention. It was also proven
in this research as well. As the target sample is dependents on any Parent/s or a Guardian,
hypothetically when an unfavorable socio-demographic influence may affect adversely to
retain the volunteer. But as on this research, it was observed that the relationship of the Socio-
Demographic factors to the Retention is not significant.
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On the other hand, considering the isolated sample of Active volunteers, it was observed that
the results are drastically different from what it was expected on the hypothesis. The positive
relationship which was shown when considering 386 population samples, included Inactive
Volunteers, has become a weak positive relationship with the sample become bias.
This indicates there is a tendency of losing interest in the organization among the current active
volunteers. As Organizational Commitment and Personnel qualities showing significance to
the retention and Socio- Demographic reasons have no significance at the same. Therefore, it
could be assumed that the volunteers who have chosen for this research are somewhat
negatively influenced due to their unhappiness on Organizational reasons, or the change of
their own attitudes on volunteering themselves.
Change of attitudes may happen when the teens grow in age. Their desires become more adult
than being childish. It was also observed that the
In general, it is a fact that the Organization has barely changed its policies, procedures and type
of approaches during the last few decades. In the sample it could be considered as
representative of 5 years membership plot. According to the table 5.1.1.10. It was shown that
the percentage of membership who are entering to the organization was declined with
the age. Also, it was shown that cadet’s fall inactive between ages 14 to 16 is higher
at 40%. The explanation which the percentage fall inactive was lower at 8% in the age
of 17 could be assumed as in the age of 17 years the cadet has passed two levels of
transition and become more established in the organization.
Considering these facts and figures, it could be assumed that the unsuitability of
retaining methods, obsolete programs, and mismatch with the generations of operators
which come across to conduct the programs or any other organizational reason may
lead to the declination of the effect of organizational commitment to retaining the
volunteers.
Declination of personnel qualities and attitudes among the active volunteers also could be
considered as a fault of the organization itself. Which indicates there is less contribution done
to develop self-satisfaction and integration among the volunteers which should have done by
the organization. Even though the rewards and awards offered it will be not attractive to the
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cadets in age between 14-16 years of age. Sometimes such strategy will work for those who
are in 13th and 17th year of their age respectively to their desires. For those who are in 13th year
of their age, a small gifts may work. On the other hand for those who are in age of 17, a
scholarship, a youth activity may match as they have a value for those offers as thinking pattern
of them near to an adult. But for those who are in between, there should be somewhat joyful
interesting things to be adopted to the programmes conducted for teenagers.
6.3 Recommendations
Considering the findings of this research it is indicating that there is a growing unhappiness
among the volunteers and mismatching of the organizational behavior with the millennial
generation. Therefore it is recommended to review deeply in to the problem with directional
studies to identify the behavior of volunteer turnover. Also some more studies should be carried
out in other districts to identify district pattern of volunteer turnover.
Further it is recommended to adopt new technology and new cross cultural values to be suit
with the millennils. Systems to be updated and make them more efficient to attract more
volunteers. New programmes and activities should be introduced which to me matching with
the era and social parameters. Culture should be more in to sharing thoughts and to be based
on emotional intelligence rather than imposing obsolete thought and sub cultural rituals
especially to the millennial generation.
More flexible and adoptable SOP’s should be implemented in each and every activity rather
than making events accordingly with the personnel choices and. All approaches and
management decisions which make impact to the majority of grass root level volunteers should
be carefully assessed through a proper data collection.
In general it is recommended for a change of system which practiced throughout decades with
declining the possibility to adopt in a more practical way to be suit and benefitted the majority
of volunteers. More technology to be adopted in operations. New trends and gathering concepts
to be adopted to attract the volunteers and make them interested to retain.
The Organization should take effective steps and mechanisms to accommodate and affiliate
volunteers at the right age and transition level, which is mostly un-available in many
organizations
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6.4 Further Research
This research only conducted to the present and past cadets of St John Ambulance in Badulla
District. Other organizations such as Scout Movement, National Cadet Corps, Interact Club,
Red Cross movement may also conduct researches for their own context.
For St John Ambulance itself, this may open for further research to study the volunteer retention
pattern in other districts or else national wide.
Also it may open for study further to personality patterns, organizational behavior, to study
Pattern of Volunteer turnover, Behavioral development methods of teenagers could be
developed and researched.
Also this research may referred for further development of Volunteer Integration methods,
further research about integration in various organizational contexts.
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APPENDIX (i) – Questionnaire
Questionnaire on Factors which may impact on Volunteer Retention in
School Based Organizations
The following questionnaires’ intention is to review various factors which may impact on
Volunteer Retention in School Based Organizations. The results of the answered questionnaire
will be used in an MBA Thesis which is a part and partial requirement of the aforesaid MBA
titled “which may impact on Volunteer Retention in School Based Organizations”.
The questions concern various conceptions about the Organizational commitment, Personnel
Qualities, Socio-Demographic Factors
Answer by crossing the button which best corresponds your opinion. There are no right
answers. Read the questions carefully and consider that your chosen number corresponds with
your opinion.
We appreciate your contribution and thank you very much in advance.
Your Gender
Male Female
Your Age
Passed 13th Birthday Passed 16th Birthday
Passed 14th Birthday Passed 17th Birthday
Passed 15th Birthday
What explains about your membership category / Transition Level that you have been volunteer
life recently?
I’m currently not a Volunteer I have completed 1 year of volunteering
Entry Level I have completed 3 years of volunteering
New Member
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Religion
Buddhism Catholic or Christian
Hindu Other
Islam
Community that you live

I live in an Urban Community within City Limits
I live in a Rural Community away from
City
Your current status of Volunteer Membership

Currently I'm an active volunteer of the organization
Currently I'm not an active volunteer ( Inactive Volunteer) of the organization
Response Likert Scale

Strongly Disagree / Strongly not satisfied /Unhappy at all 1 2 3 4 5
Disagree / Somewhat Not Satisfied / Somewhat unhappy 1 2 3 4 5
Neutral / Somewhat Satisfied / Somewhat happy 1 2 3 4 5
Agreed / Satisfied / Happy 1 2 3 4 5
Strongly Agree / Very satisfied/ Very much Happy 1 2 3 4 5
What is your response for following quotes?

Likert's Scale
A Organizational Commitments 1 2 3 4 5
A.1 Organization I feel privileged to volunteer for the
organization because it is one of the leading
voluntary organizations in Sri Lanka as well
as in the world. I would love to serve under
the current leadership structure of the
organization in all the events that I have
practiced so far.
A.2 Appreciation The Organization has assessed evaluated
and appreciated my volunteer service
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annually/quarterly/ etc. and granted me the
official appreciations. Also, my service is
always appreciated by my immediate
seniors and other officers within my group
and the division.
A.3 Recognition I feel I'm more recognized among my
friends, as a special person, by being a
member of the organization. within the
organization my Rank was also upgraded at
the right time, recognizing my suitability
for the position.
A.4 Rewards My organization offers members regular
participation of in the country ex-country
events. For being a member using a fair
selection I may also granted scholarships,
special rewards or any other opportunity
available for members
A.5 Awards My organization grants me the regulated
decorations, awards, international awards
and medals offered from the organization
and other affiliated institution with no
unnecessary delays.
A.6 Delegation of My senior officers always trust me and
Responsibilities allow me to take the ownership and
responsibilities in organizing events, rather
than they take those themselves. Also, I am
productively advised to do it precisely,
rather than criticizing or blaming for faults
at the end.
A.7 Socialization I have felt so exciting that my organization
has organized regular internal events, public
events, within the area, nationwide as well
as internationally
A.8 Opportunity to My organization is encouraging and giving
develop the opportunity to learn and gain skills,
providing local and international trainings.
Likert's Scale
B Personnel Qualities 1 2 3 4 5
B.1 Helping Volunteering is very rewarding. Spending
Behavior time helping my community or school
groups without expecting any benefit in
return makes me happy.
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B.2 Empathy I tend to see things in others' point of view
even though I disagree to the same. But, I
always be sure to consider their
circumstances before delivering my
opinion.
B.3 Fearlessness When I volunteer in an emergency, I
normally do not get anxious / sudden fear
or get panicked
B.4 Infinite I don't mind waiting for longer periods at
Patience all to get things done for people. Neither do
hesitate to bear up difficulties, nor get hurt
accepting criticism on my voluntary work.
B.5 Creativity For me, I find it easier to compose my own
methods to solve problems rather than
sorting it out in the traditional way.
B.6 Initativeness I have no hesitation to initiate things on my
own before someone asks on the same.
B.7 Humbleness In generally, I just do my part at my best
without expecting a false pride on it.
B.8 Passion I'm very much passionate to wear the
organization uniform and very much proud
of engaging in voluntary work
B.9 Teamwork I'm much more confident in doing things
together with my team than performing
individual activities
B.10 Flexibility I always try to accommodate the other
person's desire in my own work. Any
positive or negative comments made are
accepted as complements. I always try to
get myself complied.
Likert's Scale
C Socio-demographic factors 1 2 3 4 5
C.1 Influence from There is no restriction in engaging in
Family Volunteering or traveling through the island
for volunteer activities at any time of the
day.
C.2 Influence from Neither anyone in my village or school, nor
Community my friends, those who have been known to
me, talks bad about my volunteering and
such influences will not affect my service at
all
C.3 Religion There is no restriction from my religion to
engage in Volunteering at any time of the
day, and travel through the Island for
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Page 93 of 98
volunteer activities, gathering with opposite
genders and wear any dress as I wish.
C.4 Law There is no restriction from the law to be
engaged in volunteer work at any time of
the day, and travel through the Island, for
volunteer activities in this organization
other than Educational regulations in Sri
Lanka
C.5 Economy Economic and Income situation of my
family and I do not affect my volunteer
work.
C.6 Education My volunteer work is not disturbed by my
school studies, extra classes, tuition or
home
study. Also, there is no restriction from my
teachers in participating in volunteer
activities
C.7 Other There is no restriction from me to do
Organizations volunteering in this organization from other
involved. groups or organizations which I'm holding
membership.
Likert's Scale
C Retention 1 2 3 4 5
C.1 Self-Satisfaction
C.1.1 Felling value I feel my time that contributed for
for time spent volunteering in this organization used for
valuable work.
C.1.2 Expectation to I will participate in volunteer work by this
continue organization in next year too
C.1.3 Volunteering Volunteering with this organization has
becomes become my hobby that I spend my leisure
hobby time happily
C.1.4 Self esteem I feel that I'm more valuable and
resourceful person to my Family, School,
and to the society
Likert's Scale
C Integration 1 2 3 4 5
C.2.1 Knowledge I'm very much interested in sharing the
contribution knowledge and skills I gained, to the new
comers of the organization in the future
C.2.2 Expand I will contribute to make new volunteer
organization groups for the organization in the future.
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Also I’ll recommend organization to
others for volunteering.
C.2.3 Taking I'm very much expecting to take
responsibilities responsibilities of assuming official ranks
of the organization
C.2.4 Contributing One day I'll give leadership in the
Leadership Division, District, Provincial and to
National level of the organization
C.2.5 Lifelong I will continue my membership in the
membership organization as an adult even after I
complete my school education.
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Appendix (ii) – REFERANCING
Allen, N., & Rushton, J. P. (1983). Personality characteristics of community mental

health volunteers. Journal of Voluntary Action Research, 12, 36-49.
Benson, P., Dohority, J., Garman, L., Hanson, E., Hochschwender, M., Lebold, C., Rohr,
R.,& Sullivan, J. (1980). Intrapersonal correlates of spontaneous helping behavior. Journal
of Social Psychology, 110, 895.
Bussel, H., & Forbes, F. (2002). Understanding the volunteer market: The what, where,
who and why of volunteering. International Journal of Nonprofit and Voluntary Sector
Marketing,7(3), 244-257.
Chaan, R. A., & Goldberg-Glen, R. S. (1991). Measuring motivation to volunteer in

human services. Journal of Applied Behavioral Science, 27, 269-284.
Clary, E. G., & Miller, J. (1986). Socialization and situational influences on sustained
altruism. Child Development, 57, 1358-1369.
Clary, E. G., & Orenstein, L. (1991). The amount and effectiveness of Help: The
relationship of motives and abilities to helping behavior. Personality and Social Psychology
Bulletin, 17(1),58-64
Clary, E. G., & Snyder, M. (1991). A functional analysis of altruism and prosaically
behavior: The case of volunteerism. In M. Clark (Ed.), Review of personality and social
psychology (Vol.12, pp. 119-148).
Newbury Park, CA: Sage. Clary, E. G., Snyder, M., Ridge, R., Miene, P., & Haugen, J.
(1994). Matching messages to motives in persuasion: A functional approach to promoting
volunteerism. Journal of Applied Social Psychology, 24, 1129-1149
Clary, E., Snyder, M., & Stukas, A. A. (1998). Volunteer motivations: Findings from a
national survey. Nonprofit and Voluntary Sector Quarterly, 25(4), 485- 505
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Farmer, S. M., & Fedor, D. B. (2001). Changing the focus on volunteering: an investigation
of volunteers’ multiple contributions to a charitable organization. Journal of Management,
27,191-211.
Independent Sector (1994). Giving and volunteering in the United States: Findings from
a national survey, 1994.
Omoto, A., & Snyder, M. (1995). Sustained helping without obligation: Motivation,
longevity of service, and perceived attitude change among AIS volunteers. Journal of
Personality and Social Psychology, 68, 671-687.
Penner, L. A., & Finkelstein, M. A. (1998). Dispositional and structural determinants

of volunteerism. Journal of Personality and Social Psychology, 74(2), 525-537.
Rosenhan, D. L. (1970). The natural socialization of altruistic autonomy. In J. Macauley &

L. Berkowitz (Eds.). Altruism and helping behavior (pp.251-268).
Orlando, FL: Academic Press. Unger, L. S. (1991). Altruism as a motivation to volunteer.

Journal of Economic Psychology,12, 71-100.
Bradbury, B. (2001). The Oregon blue book. Salem, OR: Office of the Secretary of State.
Braker, M., Leno, J., Pratt, C., & Grobe, D. (2000), Oregon Extension volunteers:
partners in action. Journal of Extension [On-line], 38(2). Available at:
http://www.joe.org/joe/2000april/rb3.html
Clary, E. G., Snyder, M., Ridge, R. D., Copeland, J., Stukas, A. A., Haugen, J., & Miene, P.
(1998). Understanding and assessing the motivations of volunteers: A functional
approach. Journal of Personality and Social Psychology, 74(6), 1516-1530.
Community Youth Connection Survey (2001). Bend, OR: Chandler Center for
Community Development. Deschutes County Resource Profile (2000).
Redmond, OR: Deschutes County Extension Office. Maehr, M., & Braskamp, L. (1986).
The motivation factor (Lexington Books: Lexington, MA.
Rouse, S., & Clawson, B. (1992). Mot ives and incentives of older adult volunteers.
Journal o f Extension [On-line] 30(3). Available at: http://www.joe.org/joe/1992fall/a1.html
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Wolford, M., Cox, K., & Culp, K. (2001). Effective motivators for Master Volunteer
program development. Journal of Extension [On-line] 39(2).
http://www.joe.org/joe/2001april/rb4.html
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Research Study About Factors Influencing Volunteer Retention in School Based Voluntry Organizations of Sri Lanka

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COVER PAGE

RESEARCH STUDY ABOUT FACTORS

Project paper submitted to Asia e University in fulfillment of the

STUDENT ID : M60109180076 (MBA -18 -11-87)

STUDENT ID : M60109180076 (MBA -18 -11-87)

STUDENT ID : M60109180076 (MBA -18 -11-87)

Further, it is my pleasure to express my gratitude to Mr. Lewie Diasz of Cambridge College

STUDENT ID : M60109180076 (MBA -18 -11-87)

STUDENT’S NAME: AKALANKA NIRODANA UPUL WICKRAMATILAKE

Akalanka Nirodana Upul Wickramatilake

STUDENT ID : M60109180076 (MBA -18 -11-87)

COVER PAGE ------------------------------------------------------------------------------------------ 1

STUDENT ID : M60109180076 (MBA -18 -11-87)

STUDENT ID : M60109180076 (MBA -18 -11-87)

STUDENT ID : M60109180076 (MBA -18 -11-87)

STUDENT ID : M60109180076 (MBA -18 -11-87)

Figure 2.4.2.1. Haski-Leventhal & Bargal, 2008 Volunteer Transition Model 28

Figure 3.1.2.1. Omoto & Snider’s Volunteer Process Model .......................................... 33

Figure 3.2.1. Conceptual Framework for Study. ........................................................... 36

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Table 3.4.1.1. Operationalization of Independent variables 39

Table 3.4.2.1. Operationalization of Independent variables 40

Table 4.2.4.1. Preliminary classification of respondents for Study. ........................... 44

Table 4.2.5.1. Classification of respondents – Distribution of age groups ................ 45

Table 4.2.6.1. SPSS generated Preliminary classification of respondents – Transition

Table 4.3.1. Questionnaire design for Independent variables. ............................................ 50

Table 4.5.4.1. Correlation Coefficient, - Rule of relationship analysis .............................. 52

Table 4.5.8.1. Reliability test - Reliability Statistics, generated by SPSS ............... 53

STUDENT ID : M60109180076 (MBA -18 -11-87)

Table 5.2.1.1 SPSS generated Descriptive Statistics Organizational Commitment vs

STUDENT ID : M60109180076 (MBA -18 -11-87)

Table 5.3.2.1. SPSS generated Correlation analysis for Personnel Qualities vs

Table 5.5.1. SPSS generated Correlations of Organizational Commitment, Personnel

Table 5.6.1.1. SPSS generated Correlations between Organizational Commitment

Table 5.6.2.1. SPSS generated Correlations Correlations between Organizational

STUDENT ID : M60109180076 (MBA -18 -11-87)

St John Ambulance having 40 commonwealth countries and territories, is currently carrying

STUDENT ID : M60109180076 (MBA -18 -11-87)

1.1.2. National Context

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“FACTORS IMPACT VOLUNTEER RETENTION IN SCHOOL BASED

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1.4. Research Objectives

1.5. Scope of study

“FACTORS WHICH IMPACT RETENTION OF VOLUNTEERS IN SCHOOL BASED

STUDENT ID : M60109180076 (MBA -18 -11-87)

Buddhists Hindus Islam Romen Catholics Other Christians

Figure 1.5.1. National Demographic Profile of Sri Lanka.

District Demographic Profile- Badulla

Buddhists Hindus Islam Romen Catholics Other Christians

Figure 1.5.2. National Demographic Profile of Badulla District.

STUDENT ID : M60109180076 (MBA -18 -11-87)

Buddhists 70.20% Buddhists 589,393.00 72.63%

Hindus 12.60% Hindus 157,360.00 19.39%

Islam 9.70% Islam 47,172.00 5.81%

Roman Catholics 7.40% Roman Catholics 11,630.00 1.43%

Other Christians 0.10% Other Christians 5,985.00 0.74%

1.6. Significance of Study

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1.8.2. Geographical Limitation

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2.2. Why do people volunteer?