The Influence of Leadership Style and Organizational Culture on Retention of Volunteers in Non-Governmental Organizations in Kenya: A Case Study of Kenya Redcross Society
- October 4, 2019
- Posted by: RSIS
- Categories: IJRISS, Social Science
International Journal of Research and Innovation in Social Science (IJRISS) | Volume III, Issue IX, September 2019 | ISSN 2454–6186
Patricia Chemutai*, Janet Wanja
Management University of Africa, P.O Box 29677-00100, Nairobi Kenya
Abstract:-Modern societies share a common value of helping each other; not only do volunteer acts assist others but they also benefit the individual on a personal level. NGO’s have had an increasing role in international development, particularly in the fields of humanitarian assistance and poverty alleviation.The role of leadership style and organizational culture in managing and retaining volunteers is, therefore, essential. This study aimed at determining the influence of leadership style and organizational culture on retention of volunteers in non-governmental organizations in Kenya. The specific objectives were; to establish the effect of leadership style and organizational culture on retention of volunteers in non-governmental organizations in Kenya. A descriptive research design was used with a target population of 65 employees. Quantitative data was collected using a structured questionnaire. Data obtained was analyzed using SPSS and presented using tables, figures and charts. The results indicated that leadership style influencesretention of volunteers at a rate of 65%. Accordingly, 35% of the respondents agreed that creation of an enabling environment for proactiveness influences retention of volunteers to very great extent, 33% to a great extent, 10% to a moderate extent,5% to a low extent and15% to a very low extent. On the other hand, 79% of the respondents felt that organizational culture affect retention of volunteers in non-governmental organizations. Additionally, 42% of the respondents agreed that a culture that put emphasis on team-orientation ensures retention of volunteers to a very great extent, 19% to a great extent, 12% to a moderate extent, 5% to a low extent and 21% to a very low extent. The study recommends adoption of good leadership styles that encourage employees and volunteers to take self-initiatives while embracing an organizational culture that fosters teamwork in non-governmental institutions.
Keywords: leadership style, organizational culture, volunteer retention
I. INTRODUCTION
Employee retention is key to the success of organizations; where employee knowledge and service quality are priorities. Retaining of volunteers in any organizations is not only fundamental in realizing stipulated goals but also an indication of satisfaction (Vecinaet al., 2012).
