Extensive research has examined sources of influence on employee turnover in the full-time work context. Far less research attention has been given to addressing sources of influence on turnover in the part-time work scenario. The aim of this study was to examine sources of influence on turnover among part-time employees. Survey data were collected from 412 part-time employees in the military reserves. The results of this study draw attention to a number of important sources of influence on turnover among parttime employees. The findings suggest that the same set of factors that influence turnover among fulltime employees may not equally influence part-time employees.

Exploiting the diversity of expertise in a work team is a critical factor in maximizing group performance. This article attempts to assess several sources of influence on group member perceptions regarding the value of their input to the group as well as the level of member involvement in group activity. The participants selected for this study were 216 university students (108 men, 108 women) who were randomly assigned to 36 mixed-gender groups. Groups were required to generate a negotiation strategy for two business-related cases. Measures of individual interaction styles were provided by expert judges who viewed videotapes of the group discussions and observed member behavior. Participants completed questionnaires that assessed selfevaluations of their contributions to the group’s efforts. The findings of this study offer striking evidence that imputed expertise can clearly affect group member perceptions and behavior.

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For many years, the Pygmalion effect has served as a colourful, conceptual reminder of the power of supervisory expectations in enhancing subordinate performance. However, regardless of the myriad of studies that have sought to replicate this effect and identify its parameters, little attention has actually been paid to the processes underlying this phenomenon. Rather, the existing model implies that the subordinate is an 'always-willing', yet somewhat 'passive' recipient of Pygmalion-oriented leader efforts. Our theoretical paper unpacks the role of subordinate perceptions of the leader and considers how it can influence receptiveness to the leader's Pygmalion-oriented efforts. By revisiting and building upon the original Pygmalion model, we attempt to enrich our understanding of this phenomenon, as well as to offer insight into why not all Pygmalion leader efforts are equally successful.

Purpose The purpose of this paper is to empirically examine the impact of perceived organizational support (POS) on organizational commitment in the voluntary and not-for-profit sector. The study extends the work done so far on the mediating roles of self-expression and perceived influence. Design/methodology/approach This paper reports an empirical research study which examined the impact of POS on organizational commitment in the voluntary and not-for-profit sector. Survey data were collected from a sample of health services workers (n=275) from a large not-for-profit organization. Findings Analyses showed that perception of organizational support positively influenced self-expression. In addition, self-expression mediated the relationship between perception of organizational support and organizational commitment, and both self-expression and perceived influence were statistically significant in their relationship with organizational commitment. Research limitations/implications First, because of the cross-sectional nature of the authors’ design, it is difficult to establish the direction of causality. For example, POS and organizational commitment may be reciprocally related. It is possible that volunteers who are committed may perceive themselves as being valued and contributing members of the organization. Second, the measures used in this study were based on self-report, suggesting therefore that method variance could possibly influence the results. Because the measures reflect individual perceptions, it was not possible to obtain data from sources other the participants. However, preliminary CFA analysis showed that each measure was distinct which should minimize concerns about method variance. Further, some scholars argue that common method variance may be overstated and not as severe as is generally claimed (Lindell and Whitney, 2001). Practical implications Given the need to maintain adequate levels of volunteerism, it is of critical importance for volunteering organizations to understand how to retain their volunteers for the long-term, particularly because volunteer turnover can be very costly in terms of decreased organizational morale, recruitment and training, and decreased ability to effectively serve the public. The authors’ study serves to underscore the fact that those organizations needs to be mindful that volunteers need to perceive adequate organizational support and feel the opportunity for self-expression if those volunteers are to remain committed. Social implications The authors’ study extends the work done so far on the mediating roles of self-expression and perceived influence in the relationship between POS and organizational commitment in voluntary and other not-for-profit organizations. The results suggest that POS positively influenced self-expression but not perception of influence. It also suggests that self-expression mediated the relationship between POS and organizational commitment, and both self-expression and perceived influence are statistically significantly related to organizational commitment. Even though prior research has examined POS as an antecedent, outcome, and a mediator, there is a paucity of research that has examined the proposed model within the context of voluntary and other not-for-profit sectors. Given the current rate of expansion in the voluntary sector, it is the authors’ hope that the present study will provide an impetus for additional research in this area. Originality/value Few studies have examined the impact of POS on self-expression and perceived influence, and the resulting impact on organizational commitment in the voluntary sector. This paper makes a notable contribution to the literature by empirically exploring this understudied relationship.