Volunteering can be a catalyst for career development, yet little is known about the specific skills event volunteers acquire or the personal and situational factors that shape these outcomes. This research assessed skill development in 545 volunteers at a major sporting event in North America. Using a mixed-methods approach, we analyzed qualitative and quantitative survey data. Qualitative analyses identified 12 skill themes divided equally into ‘soft skills’ (adaptability, communication, thinking, relationship building, work ethic/professionalism, and work management) and ‘hard skills’ (professional expertise, specific language and communication proficiency, knowledge of sport, management and operations, innovation and technology, and manual labor). Quantitative analyses revealed the total number of skills developed depended on volunteers' motives and levels of supervisor support. High supervisor support offset the effects of low motives on volunteer skill development.

The purpose of this paper is to explore factors that have an impact on information technology (IT) specialists' concealment of knowledge from their supervisors. A survey questionnaire was used to collect data from 118 IT specialists from a large Polish software company. The data analyses were conducted using partial least-squares path modelling. The results revealed that perceived work overload (PWO) is positively related to perceived job insecurity (PJI), and that PJI is positively related to vertical knowledge withholding (VKW). Contrary to expectations, no significant relation was found between PWO and VKW. Moreover, there is a negative relationship between supervisor support (SS) and VKW. This study introduces the concept of VKW and places it in the context of the relationship between subordinates and superiors. Managers can use the results to limit knowledge withholding among IT specialists. To confirm achieved results, future research can use larger samples and be conducted in different sectors.

This article examines work-related factors and their impact on the retirement decision-making process. We particularly focus on organisational human resources policies and normative climate regarding retirement. Organisations create opportunities and conditions for career extension via their personnel instruments. The normative climate may encourage or discourage retirement. We use a ten-year follow-up study among 1,458 older employees in the Netherlands aged 50–59 at baseline. Results reveal that older workers are sensitive to social approval earned from their co-workers and supervisor. A social climate that supports working up to higher ages is an important requisite for reducing the attractiveness of the early retirement option. Retirement intentions, formed in the years prior to retirement, are shaped by workplace norms and supervisors' attitudes. Results indicate that in order to delay retirement, policy initiatives cannot be reduced to altering financial restrictions surrounding retirement but need to address the forces at the organisational level that channel workers out of employment.