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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.

Objective of this article is to investigate the success (by determining citizen’s intention to use and satisfaction) of Land Record Information Systems (LRMIS) from perspective of Pakistan. The success of this egovernment information system is investigated using an incorporated IS success model. Model formulated here features constructs such as System Quality, Service Quality, and Information Quality, Perceived Risk, Perceived Ease of Use, Perceived Satisfaction, Perceived Usefulness, Awareness, Trust, Information Security and Behavioral Intention. The suggested incorporated research model of IS was validated using feedbacks taken from 250 citizens across different cities of Pakistan. Verifiable findings showed the positive and substantial linkage between all 17 hypothesized associations of 10 different constructs. Validated data-based outcomes and argumentations provided in this research can help government to enrich upon and to completely avail the potentiality of LRMIS as serviceable and an effective computer system toward a digital, secure, lucid and uncorrupted society.

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.

PurposeDrawing on expectancy theory, this research explores how and when volunteers’ motivational drives for volunteering relate to organizational policies and practices. The paper analyses four areas of motivational association – affiliation, beliefs, career development and egoistic motives – together with organizational human resource (HR) policies and practices.Design/methodology/approachThe study used a qualitative approach and through 17 interviews of the volunteer managers associated with 13 non-profit organizations (NPOs) examined that how through HR policies and practices, an NPO efficiently taps motivational drives of volunteers and maintains their spirit of volunteering.FindingsThe findings of the study indicated that the same behaviour may serve different functions for different individuals. Most of the motivational drives need to be tapped with specific tasks and events to become a source of fulfilment for volunteers, this plays a vital role in their decisions to continue volunteering. NPOs’ HR practices without volunteers’ motivation cannot serve any purpose. In the same vein, volunteers’ motivation cannot sustain for a longer period if it is not properly linked with organizational HR practices.Research limitations/implicationsThe research findings may lack generalizability because of the selected research approach.Originality/valueA great part of existing research, not previously captured in literature, is focussed on the assessment of the motivational underpinnings with respect to HR policies and practices.