To meet the growing social service needs of our societies, the social services and other Volunteer organizations need to understand the needs and motives of their volunteers to keep them retained. Although volunteer motivation scales are available and tested, different organizations have to amend and add volunteering motives to best fit their organization and environment. Furthermore, not much guidance is available to volunteer organizations to understand or measure motivation of their volunteers raising a need for a unified model that can be a guideline for managers. This study discusses different approaches to volunteering motivation and links them into four areas of affiliation using an ABCE model: affiliation (A), beliefs, (B) career development, (C) and (E) egoistic. Participants were 496 volunteers from a variety of NGOs including 239 (48.2%) from an international Faith Based Organization (FBO). Findings show that although differences exist in volunteering motivation the actual best fit was an ABCE model. Future research is needed on testing the scale with different cultures and different organizations. A deeper knowledge of volunteer motivations will enable organizations to prosper and utilize the continuous experience of the volunteers and their engagement, thereby ensuring enhanced quality social service delivery.

Purpose – The main objective of this study is to examine the effect of perceived organizational support and proactive personality on prosocial motivation. Furthermore, it looks upon the influence of prosocial motivation on affective commitment. The indirect effect of perceived organizational support and proactive personality on affective commitment through prosocial motivation is also examined. Research methodology – The self-administered survey questionnaires are utilised for collecting the data from the service sector employees. Data were analyzed by using Process Macros on an actual sample of 221. Findings – Results indicate that perceived organizational support and proactive personality are the drivers of prosocial motivation. Likewise, prosocial motivation is positively associated with affective commitment. Besides, the indirect effect of perceived organizational support and proactive personality on affective commitment through prosocial motivation is significant. Research limitations – This study is conducted in the specific culture and the organizational context of Pakistan (Lahore). Data of all study variables are collected from the employees (single source) and at one point in time. Practical implications – The study findings suggested that organizations should always provide support to their employees that encourage them to show more desire to help their colleagues in the working environment and fosters their commitment towards their organization. Originality/Value – It is the first study that examines the indirect impact of POS and proactive personality on affective commitment via prosocial motivation.

The strategies that non-profit organizations choose for volunteer engagement and financial sustainability are of the utmost importance for successful work. The main purpose of this study was to investigate feasible strategies for volunteer engagement and financial sustainability. Interviews were conducted to obtain data on the experience of volunteer managers in dealing with volunteers and financial matters together. Qualitative data analysis methods were used to code and analyze the data. Significant themes emerged from the data gathered through interviews that highlighted the strategies for volunteer engagement and financial sustainability chosen by the managers of non-profit organizations. From the manager’s perspective, the following strategies were considered important for engaging volunteers at non-profit organizations (NPOs): ‘building the skill sets of volunteers’, ‘fulfilling ulterior motives’, and ‘administering a culture of administrative support’. Moreover, ‘local fundraising preference’, ‘transparency’, and ‘building trust’ were regarded as successful strategies for maintaining financial sustainability. The findings of this study showed that, to function smoothly, non-profit organizations need to follow certain strategies to be cautious about volunteers as well as finance. The findings provide fruitful implications for practitioners and policy makers, and these are discussed in the paper. Furthermore, the limitations addressed in the study suggest a future direction for research in terms of study design and more focus on study informants.

Researchers have found that high-performance human resource practices (HPHRP) are positively related to good firm performance and sustainable competitive advantage; however, there is not substantial evidence about their effect on individual creativity. We examined the relationship between HPHRP and individual creativity with a sample of 466 employees of high-tech industries in China. Findings showed that HPHRP had an inverse U-shaped relationship with individual creativity, which was positively moderated by proactive personality. When the employee had a very proactive personality, the positive relationship between human resource practices that were not high performance and individual creativity, and the negative relationship between HPHRP and individual creativity escalated. Evidence also supported a mediation effect of intrinsic motivation on the interaction effect of HPHRP, proactive personality, and individual creativity.

Purpose: This paper not only draws conclusions from the available literature but also offers some new factors as well, which are not included in the existing literature. To be more precise, the purpose of this paper is to ascertain factors behind the clustering of the motorcycle industry, a low-tech and low investment industry. This paper weighs the government’s policies, role of factors of production, infrastructure, geography and other drivers for the subject industry and associated industries in the geographic location of Hyderabad. Design/methodology/approach: For collection of data, a questionnaire was designed to survey the cluster (n=250) after reviewing the literature and conducting interviews of experts of the motorcycle manufacturing industry, i.e. owners, managers, auditors, suppliers, etc.; a component matrix was developed to reduce the dimension of factors and measure the correlation, which helped to weigh the influence of factors. A confirmatory factor analysis proposed four factors as the best fit. Findings: The study conjectured a new viable factor for industrial clustering: “ethnic community,” as it acts as a catalyst to diffuse knowledge, experience and skills within the industrial cluster. Research limitations/implications: This research does not find the weightage of the factors for industrial clustering, i.e. it does not calculate the influence of factors behind the industrial clustering. Practical implications: The above findings aim to stimulate policy makers and researchers alike to further pursue the line of inquiry developed in this paper. Originality/value: A first-time confirmatory factor analysis is used to find the reasons of industrial clustering. Root mean square error of approximation is used to test the model fit. Most importantly, it is the research about an emerging industrial cluster.