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Career crafting has emerged as a significant construct in the field of career development, with the potential to significantly boost individuals' overall work satisfaction. This study aimed to examine whether career crafting could improve individual's subjective career success and perceived employability. Career crafting is an inevitable course of career-related actions to achieve career satisfaction. Based on proactive behavior theory, it is hypothesized that career crafting would have an impact on individuals' subjective career success and perceived employability through the moderating role of job autonomy. Using cross-sectional study design, data were collected via Google Forms survey from 224 employees working in various fields in Pakistan and data were analyzed using structural equation modeling (SEM) via AMOS. The results indicate that career crafting has a significant positive relationship with subjective career success and perceived employability. Furthermore, job autonomy also has significant positive relationship with subjective career success and perceived employability. However, the moderation of job autonomy was not supported. This study provides robust insights to career practitioners, academicians, and individuals. Overall, the study expands the literature of the novel notion of career crafting and career outcomes; additionally, the study advocates organizations to include career crafting in HR policies and helping them to enhance the well-being of employees in their career development. [ABSTRACT FROM AUTHOR]

The study intends to investigate the impact of servant leadership on pro-social rule-breaking directly and through the intervening mechanism of psychological safety. More, the study also plans to investigate whether compassion at work moderates the effect of servant leadership on psychological safety and pro-social rule-breaking and the indirect intervening effect of psychological safety between servant leadership and pro-social rule-breaking. Responses were collected from 273 frontline public servants in Pakistan. Using social information processing theory, the results revealed that servant leadership positively influences pro-social rule-breaking and psychological safety and that psychological safety influences pro-social rule-breaking. Results also revealed that psychological safety acts as an intervening mechanism in the relationship between servant leadership and pro-social rule-breaking. Moreover, compassion at work significantly moderates the relationships of servant leadership with psychological safety and pro-social rule-breaking, and that compassion at work ultimately alters the size of the intervening effect of psychological safety between the connection of servant leadership and pro-social rule-breaking. [ABSTRACT FROM AUTHOR]

The objective of the research study is to investigate the brand love‐hate transition to predict brand avoidance via a mediating role of brand jealousy among rural customers in Pakistan. The data are collected through a survey, administered among 342 rural customers living in Pakistan. The data analysis is performed through structural equation modeling (SEM) technique. The results found mediation of brand jealousy to predict brand love–hate transition. The study of a transition in consumer emotions via a mediating role of brand jealousy in the context of customers living in rural areas provides an important perspective to the study of rural marketing and branding. [ABSTRACT FROM AUTHOR]

Objective:To evaluate the effect of despotic leadership and occupational stress on job satisfaction through burnout among public hospital nurses in Pakistan. Participants and Methods: 265 nurses were surveyed through a self-administered questionnaire in 24 district public hospitals in Sindh. Where participants were randomly selected from stratified hospitals as per number of beds available in each hospital. Results: Based on COR theory the concepts of despotic leadership and occupational stress, directly and indirectly relations, on job satisfaction among nurses through burnout mediation were hypothesised. The relevant hypothesized relations were in line with COR theory assumptions and fulfils identified gaps in literature. Conclusion: This study provides sound implications for HR managers and stakeholders to ground their policies in line with the findings of this study. Such as arranging training programs for supervisors to develop leadership emotional skills. Likewise, practices must be devised for flexible work settings to enhance work rather stress among employees that results in burnout and job dissatisfaction. [ABSTRACT FROM AUTHOR]

This study investigates the effect of empowering behavior of leader on followers' proactive behavior. It was also proposed that such an effect will be mediated by psychological empowerment, whereas, leader-follower distance was proposed to inversely moderate the direct effect of empowering leadership. The setting for this study was the Hospitality industry in Pakistan. Survey data was collected from managerial level employees working in hotels in Islamabad and Lahore, Pakistan. Dyadic data were gathered from 311 1-1 supervisor-subordinate dyads. Data were analyzed in two steps. First, the measurement model was assessed for reliability and validity. Common method variance was assessed with the help of common latent factor method. Second, direct and indirect effects were tested using structural regression. Test of moderation was performed using Process Macro in SPSS. Results show that empowering leadership had a significant effect on proactive behavior. The effect of empowering leadership was partially mediated by psychological empowerment. It was found that leader-follower distance had an inverse moderating effect. In the end, implications for theory and practice have been discussed. [ABSTRACT FROM AUTHOR]

This study investigates the sequential mediating effects of threats to efficacy needs and defensive silence between supervisor ostracism and emotional exhaustion, explained through need-threat/need-fortification framework. We collect time-lagged data at two measurement points from 300 employees working in service sector organizations in Pakistan. We find that supervisor ostracism threatens employees’ efficacy needs which results in reduced evaluation of resources. Consequently, employees seek to fortify these endangered needs through defensive silence, a proactive and self-protective behaviour. However, defensive silence affects employees’ trust, morale, motivation and eventually elicits emotional exhaustion. Our results show that supervisor ostracism, threat to efficacy needs and defensive silence contribute towards emotional exhaustion, and we offer several corrective options. We believe that one direct path involves actions that discourage supervisor ostracism through training and role plays. Another indirect step highlights competence of firm to create a perception of high status and influence. It may even involve managers to improve employees’ perception of work control through job redesign. Finally, we propose that supervisors may anticipate motives for defensive silence and plan targeted strategies to facilitate employees’ psychological safety. [ABSTRACT FROM AUTHOR]

The paper focuses on determining the impact of employee empowerment on service quality and customer satisfaction in the banking sector of Pakistan. The data was collected from a random sample of middle and lower management staff and the customers of the banks through questionnaires. Statistical techniques such as factor analysis and correlation analysis were employed for data analysis. The study suggests a positive relationship between employee empowerment, service quality and customer satisfaction. This implies that employee empowerment results in higher level of service quality and customer satisfaction in Pakistani banks. [ABSTRACT FROM AUTHOR]