The Effect of Volunteer and Servant Leadership Motivation on Organizational Commitments Mediated by Volunteer Satisfaction: Evidence from Indonesian Sports Student Activity Unit
DOI: 10.46988/IJIHRM.01.02.2020.001
Abstract
Student Activity Unit (SAU) is a student organization where students having similar interests, passion, creativity, and activity orientation of extracurricular activities gather on the campus. SAU serves as a non-profit sports organization that requires volunteers and requires implementing basic management and administrative duties including ensuring organizational sustainability through HRM processes. This study focuses on the research on the effect of volunteer motivation involved and servant leadership conducted by the chairman on organizational commitment of members mediated volunteer satisfaction in work. This research sampling the members of the sports of SAU of 153 respondents in one of the biggest universities in East Java, Indonesia. The rationale for choosing this university is based on the fact that they won the national medal in student creativity competition nationally in three consecutive years indicating that the organization is active. The method used is the positivism approach with a quantitative method and the hypotheses are tested using WARP PLS. Based on the result of the research, it is found that there is a direct effect between volunteer motivation and affective commitment but does not have a significant effect. The study also reveals that servant leadership does not affect volunteer satisfaction. Meanwhile, servant leadership does affect affective commitment. Important findings uncover that volunteer motivation and volunteer satisfaction are interrelated thus can be predicted that leadership plays an important part in ensuring the volunteers' affective commitment. With the results of this research, sports SAU officials can also find out if the leadership style of servant leadership is suitable to be applied among students and can increase commitment to the organization but the leadership style does not necessarily make them satisfied with their work.
