The issue of volunteer retention is of central interest to academics and practitioners given that non-profit organizations depend on volunteers while, at the same time, many non-profits surprisingly lack a formal retention strategy. Existing studies on volunteer retention also tend to focus on only a few isolated aspects of retaining volunteers such as commitment, motivation, personal growth in a career path, work engagement, learning opportunities, job satisfaction, incentives, or other factors. Within the context of faith-based organizations (FBOs), this dissertation thus aims to unravel how individual perspectives and management practices interact with each other and how both relate to volunteer retention in FBOs. This dissertation seeks to contribute to volunteer retention literature in three main ways. First, it introduces a perspective that centers on the interaction of personal aspects and management practices in the study of volunteer retention. Second, it seeks to contribute new crucial concepts at both individual (i.e., calling, connectedness, and volunteering career) and organizational levels (i.e., management of calling, religious HRM, and the paradox of transcendental rewards) to current literature. Third, it develops a link between individual perspectives, management practices, and religious values. This dissertation integrates the theme of religion into current theories of volunteer retention.