A moderated mediation model was developed to explain the variation in the amount of time volunteers dedicate to their chosen voluntary cause. Data from 534 volunteers of an international aid and development agency in the United Kingdom revealed a positive relationship between prosocial values and time spent volunteering. The results also show that volunteer engagement fully mediated the relationship between the value motive and time spent volunteering, and the strength of the mediated effect varied as a function of volunteers' commitment to beneficiaries. These findings provide a new perspective on the link between volunteers' motivation and active participation in volunteer activities. Implications for practice and future research directions are discussed.

Building on Murphy's (2012) model of reverse mentoring, we examine the psychological processes that contribute to skill development in initiatives where knowledge is transferred from younger to older individuals. We employ a sample of younger mentors (n = 457) and older learners (n = 293) participating in a digital skills initiative to test parallel moderated mediation models. Our findings show extrinsic motivation plays a dominant role in the development of younger groups' mentoring skills, while older learners' digital skills development is primarily driven by intrinsic motivation. We also find positive affect and self‐efficacy can serve as personal resources in this context, but only for mentors. Taken together, our results suggest motivational processes in reverse mentoring unfold differently for the two groups involved in the exchange. Recommendations for human resource practice, including specific guidelines for developing intergenerational learning initiatives, are discussed.

This study presents a framework for understanding the processes through which volunteers' perception of relational job design influences their turnover intentions and time spent volunteering. Data sourced from an international aid and development agency in the United Kingdom (n = 534 volunteers) show that volunteers who perceive that their roles are relationally designed (1) report lower intentions to leave their voluntary organization due to their commitment to the voluntary organization; and (2) dedicate more time to volunteering because they are more committed to the beneficiaries of their work. These findings make a theoretical contribution by uncovering two mechanisms that explain how the positive consequences of relational job design unfold. RELATIONAL JOB DESIGN; FOCI OF COMMITMENT 2Keywords: relational job design, foci of commitment, turnover intentions, volunteer time

Although the literature on human resource management (HRM) has provided compelling evidence that certain HRM practices can help employees attain the competence and confidence to carry out their role, less is known about the potential impact of HRM practices on volunteers in the context of non-profit organisations. This study addresses this gap by presenting a model that situates role mastery -operationalised as role clarity and self-efficacy -as its centrepiece.Our model suggests that role mastery leads to commitment to the volunteer organisation and that role mastery can be achieved through training and supportive relationships with paid staff. A dual-mediation analysis of survey data from a humanitarian non-profit organisation in the United Kingdom (n=647) supported our theoretical model. We contribute to volunteering theory and practice by identifying tools that non-profit organisations can employ to maximise the role mastery and commitment of volunteers.

Our study examines youth attitudes towards unions over a 40-year period to try and understand whether today's young workers might be the 'hero' or the 'villain' in the tale of declining union membership rates in the United States. Using nationally representative time-lag data from high-school seniors (N = 104,742) spanning 1976-2015, we conducted time trend, birth cohort and generational analyses to provide an 'apples to apples' comparison of how youth have felt about unions at different points in time. We found that contemporary youth (or Millennials) hold similar union attitudes to those who came before them, though what predicts those attitudes has changed over time. Strikingly, we also found that the proportion of young people who hold no opinion about unions has more than doubled over the period under study, steadily rising from 14 per cent in 1976 to 33 per cent in 2015. This sizeable proportion of 'agnostic' youth should be alarming to unions, yet it also provides them with opportunities to shape youth attitudes through targeted outreach efforts.