Many nonprofit and voluntary organizations rely primarily on volunteers to deliver their services. However, they often struggle to retain their volunteers. Leadership within these organizations plays a pivotal role in addressing this issue. Therefore, this study adopted self-determination theory as a guiding framework to investigate the role of leaders in volunteers' turnover intentions (i.e., intentions to leave the organization). Specifically, in a sample of 355 Flemish sports club volunteers, this study examined the associations between volunteers' perceptions of their leaders' autonomy-supportive and chaotic style and their turnover intentions. Furthermore, it studied whether experiences of need satisfaction and need frustration could explain these relations. Structural equation modeling pointed toward the unique roles of a chaotic leadership style and experiences of need frustration in turnover intentions. Cluster analyses further confirmed that those volunteers who perceived their leaders as moderately to highly chaotic tend to report greater levels of need frustration and heightened turnover intentions. In addition, these analyses underscored the potential challenge faced by nonprofit leaders as they strive to maintain an autonomy-supportive style without inadvertently slipping into chaotic behavior. This study lays the foundation for a new research agenda which prioritizes a systematic exploration of the relation between maladaptive leadership styles and dark side variables such as experiences of need frustration and turnover.

中文翻译：

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从自我决定理论角度探讨自主支持和混乱领导如何与志愿者基于需求的经验和离职意向相关：以变量为中心和以人为中心的方法

许多非营利组织和志愿组织主要依靠志愿者来提供服务。然而，他们常常很难留住志愿者。这些组织内的领导层在解决这一问题方面发挥着关键作用。因此，本研究采用自我决定理论作为指导框架，探讨领导者在志愿者离职意向（即离开组织的意向）中的作用。具体而言，本研究以 355 名佛兰德斯体育俱乐部志愿者为样本，考察了志愿者对其领导者支持自主和混乱风格的看法与其离职意图之间的关联。此外，它还研究了需求满足和需求受挫的经历是否可以解释这些关系。结构方程模型指出了混乱的领导风格和需求挫败经历在离职意向中的独特作用。聚类分析进一步证实，那些认为领导者中度至高度混乱的志愿者往往会报告更大程度的需求挫败感和更高的离职意向。此外，这些分析强调了非营利组织领导者在努力保持自治支持风格而不无意中陷入混乱行为时所面临的潜在挑战。这项研究为新的研究议程奠定了基础，该议程优先系统地探索适应不良的领导风格与阴暗面变量（例如需求挫折和离职经历）之间的关系。