| Summary: | 碩士 === 國立中興大學 === 企業管理學系研究所 === 93 === The NPOs (nonprofit organizations) were developed to facilitate, through social welfare system, equity and justice in commonwealth. The key factor of an NPO sometimes is decided by its utilization of human resource, more specificity, the development between its regular employees and its volunteering work force. It was the volunteers that this study was interesting in.
The management of volunteers will face more and more challenges in the future. Concern raised on the management of volunteers such as their insufficient know-how, low quality of labor usage and high turn over rate. All those factors contribute to volunteers’ low-passion, low job involvement and low organizational commitment. The purpose of this research is to study whether training and education and leadership style of the managers in NPOs will influence job involvement and organizational commitment among volunteers.
In this study, data collection was conducted by questionnaires. The subjects were from one nonprofit of social welfare foundation in Taiwan. The study collected 300 volunteers from this organization from Taipei, Taichung and Kaohsiung. The total effective questionnaires are 107(35.7%).
The study discovered the following:
1. Different characteristics of volunteers have partial differences on the job involvement and organizational commitment.
2. There is a positive, significant relationship between transformational leadership and organizational commitment, but a no significant relationship between transformational leadership and job involvement. There is a positive, significant relationship between training & education and organizational commitment, and a positive, significant relationship between training & education and job involvement.
3. There is a positive, significant relationship between job involvement and organizational commitment.
4. The transformational leadership has no significant influence on the job involvement. However the transformational leadership has a positive, partial influence on the organizational commitment. Training and education has a positive, significant influence on the job involvement and organizational commitment.
5. Job involvement has a positive, significant influence on the organizational commitment.
This study suggests that the NPOs shall establish a systematic training & education model. With such a system encourage supervisors, through appropriate interactions and communications with volunteers, it can increase socialization of volunteers and their organizational commitment. At last, this study suggests the NPOs shall manage volunteers in an institutional way to connect volunteers with NPO’s training and education model. It can systematically not only increase job involvement and organizational commitment among volunteers, but also help future the development of human resources in the NPOs.
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