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Emotional intelligence (EI) has been a popular topic in the field of organizational behaviour. Research shows that emotional intelligence successfully predicts job performance and leadership skills. Based on these reasons, this study attempts to evaluate the impact of emotional intelligence on academic performance of business students. It also aims to analyze if business schools contribute to the development of emotional intelligence in students. Data was collected from 325 business students studying in three business-related institutions. This study measures emotional intelligence by employing Trait Emotional Intelligence Questionnaire Short Form (TEIQue SF) and academic performance through grade point average (GPA). Hierarchical regression analysis was conducted to ascertain the effect of emotional intelligence on academic performance of business students. Findings suggested that the relationship between emotional intelligence and academic performance was weak. However, the relationship between emotional intelligence and academic performance improves considerably over the years. These results imply that the curriculum and evaluation system in our business schools needs to be designed adequately in order to reflect the emotional intelligence of our students, as emotional intelligence is a key capability for managerial success.

Employing conservation of resources (COR) theory, this research examined how emotional labor influences employees' job performance by testing a serial mediation moderation model. We propose job anxiety and quality of work-life (QoWL) as explanatory mechanisms in the emotional labor–job performance relationship, and Islamic work ethic as a coping mechanism between job-related anxiety and quality of work-life. To test our proposed hypotheses, the data was collected from 211 service sector supervisor-subordinate dyads in a three waved time-lagged study. Results elaborate that service employees who suffer from resource depletion due to emotional labor and job-related anxiety can still enjoy a better quality of work-life and deliver well at their workplace when they possess a stronger Islamic work ethic. [ABSTRACT FROM AUTHOR]

Drawing from job demands- resources model (JD-R), we examine how patient incivility (PI) is linked with nurses' unethical behavior (UB) and patient-oriented organizational citizenship behavior (POCB) through surface acting. Further, we introduced receiving help from colleagues as a boundary condition in the surface acting–unethical behavior and surface acting–POCB relationships. Two- wave multi source data gathered from 339 nurses and their colleagues working in various private hospitals of Lahore, Pakistan. We found support for the two contrasting hypotheses that patient incivility (PI) is positively associated with nurses' unethical behavior (UB) and negatively associated with patient-oriented organizational citizenship behavior (POCB) with the mediating role of surface acting. Receiving help from colleagues moderates surface acting–unethical behavior relationship such that it mitigates the negative effects of surface acting on unethical behavior whereas no moderation was found for surface acting–POCB relationship. [ABSTRACT FROM AUTHOR]

The literature on destructive styles of leadership usually suggests the negative consequences at the individual and firm level, whereas the combined effect of dark dyads with susceptible followers lacks attention. Drawing on the cognitive appraisal theory, we examined the underlying psychological mechanism through which tyrannical leadership undermines employees' task performance via work withdrawal behaviors in construction projects. Moreover, the moderating effect of subordinates' Machiavellian personality trait on the relationship between tyrannical leadership and supervisor-rated subordinates' task performance was investigated. We collected data using questionnaires from 215 leader-subordinate dyads working in the construction industry. The results supported the negative effect of tyrannical leadership on task performance as well as the mediating effect of work withdrawal. This study provides evidence that tyrannical leadership induces work withdrawal behaviors, which in turn reduces subordinates' task performance. Moreover, the interactive effect of subordinates' Machiavellian personality trait with tyrannical leadership style positively impacts the subordinate's task performance, confirming the effectiveness of leaders-follower dark dyads in construction projects. The study expands theoretical as well as empirical evidence on destructive leadership in construction projects and demonstrates the relationship among psychological variables and their effects on task performance through the unique dynamics of the follower's personality trait in the construction industry. [ABSTRACT FROM AUTHOR]

Employing self-determination and social identification theories, we examined how servant leadership, which focuses on employees' needs, influences project success. Based on 453 responses from project team leader-project team member dyads working in a single organization, our findings suggest that servant leadership enhances project success predominantly by mitigating project work withdrawal, rather than accentuating work engagement. Additionally, when team members' project identification is high, the servant leadership-work engagement relationship is weakened, whereas the servant leadership-project work withdrawal relationship is strengthened. We contribute to the nascent literature that positions servant leadership as an effective style in the project context. [ABSTRACT FROM AUTHOR]

Information and communication technologies (ICT) have become a part of daily activities in the higher education institutions. The use of these technologies has become not only a necessity for students and other people, its use is growing at a rapid pace. The academic use of ICT is the necessity for online students. The students of conventional universities are also using these technologies for various purposes. These digital modes are also being used for bullying known as cyber bullying which is making its way into the higher education institutions as well. The purpose of this survey research was to compare the cyberbullying experiences of online and conventional universities' students, and to explore gender differences in such experiences. A self-developed questionnaire was used to collect data. The population of the study consisted of all students (1809) enrolled in Spring Semester 2019 at the Institute of Education and Research, University of the Punjab as conventional participants whereas, all students (1139) enrolled in the Department of Education, Virtual University of Pakistan as online participants. Sample was selected using random sampling technique. It was found that more than 58.7% of the students had experienced cyber bullying in different forms. Exclusion and Flaming were the two topmost forms of cyberbullying. It was more common among the students of conventional university as compared with their counterparts in the virtual university. Impersonation was the least prevalent form of cyberbullying. No significant differences were observed between the experiences of male and female students. [ABSTRACT FROM AUTHOR]

Drawing on conservation of resources (COR) theory, this study examined the underlying mechanism through which workplace bullying (WB) affects employees' life satisfaction via job-related anxiety and insomnia. Time-lagged data were collected at two points in time from 211 doctor interns working in various hospitals in Pakistan. Our results fully supported a proposed serial multiple-mediator model. Workplace bullying was indirectly related to life satisfaction via job-related anxiety and insomnia. This study provides evidence of a spillover effect as to how workplace bullying increases employees' job-related anxiety which in turn leads to insomnia resulting in reduced employees' life satisfaction. The present study extends research on workplace bullying to display its theoretical as well as empirical effects on life satisfaction. It demonstrates that workplace bullying as an occupational and psychological stressor has multiple effects on employees' life satisfaction through a serial mediation model in the context of a developing country. It further explains that workplace bullying not only affects an employee's workplace behaviors but also extends to the employee's overall life satisfaction. [ABSTRACT FROM AUTHOR]

An increasing emphasis on morality and ethics in the business environment has called for an enhanced focus on virtue-based phenomenon in organizational research. This study explores a recently conceptualized phenomenon of organizational virtuousness and tests its relationship with organizational citizenship behavior (OCB) directly and through mediating role of perceived organizational support (POS). An empirical study was conducted on a sample of 250 employees in four banks of Pakistan to test the relationship between these constructs through Hierarchical Multiple Regression. Organizational virtuousness has significant positive relationship with organizational citizenship behavior. Further, perceived organizational support is a partial mediator of organizational virtuousness and organizational citizenship behavior. The findings make an important contribution to positivity literature and suggest that organizations should adopt practices and procedures which help in building the climate of virtuousness in organizations. [ABSTRACT FROM AUTHOR]

Maintaining employees' commitment to their workplace is a major challenge faced by many organizations. This study examines the impact of perceived organizational support (POS) on different dimensions of organizational commitment among medical doctors working in healthcare organizations in Pakistan. It also compares the level of POS and organizational commitment between doctors working in the public and private sectors. Based on a 32-item questionnaire administered to a sample of 160 respondents working at two private and two public hospitals, we find a significant, positive relationship between POS and affective as well as normative commitment, and an insignificant relationship between POS and continuance commitment. This suggests that the management should take measures to increase organizational support among employees in order to raise their level of organizational commitment. [ABSTRACT FROM AUTHOR]

Employees are assets for an organization and to keep them committed to their workplace is a major challenge faced by many organizations. This study attempts to examine the impact of perceived organizational support (POS) on dimensions of organizational commitment among medical doctors working in healthcare organizations in Lahore. The study also compares the level of POS and organizational commitment between doctors working in public and private sector. A questionnaire consisting of 32 items was employed as the survey instrument. Data was collected from 160 respondents working in two private and two public hospitals. Data was analyzed through various statistical techniques such as, internal consistency reliability; correlation analysis; regression analysis; and t-test. Results suggest that there is significant positive relationship between POS and affective as well as normative commitment and insignificant relationship between POS and continuance commitment. It is suggested that management should take various measures to increase organizational support among employees thereby increasing organizational commitment. [ABSTRACT FROM AUTHOR]

The importance of positive and high quality relationships has been established in literature, particularly in recent positivity debates. There are many dimensions of positive relationships, one of which is their ability to create energy in the participants. Energy created through such interaction enhances the available resources of an individual. In this study, we propose that energizing connections positively affects goal commitment, which is an important work attitude and essential for successful performance, particularly in a performance-based rewards system. We examine this relationship in academics working in UK universities, where performance is significantly related to setting clear goals and meeting them effectively. We also propose that energizing connections enhance an individual's level of energy and vitality which in turn affect their motivation towards goals and targets. Therefore, we also explore the mediating effect of subjective vitality on the relationship between energizing connections and goal commitment. All the scales were tested for their construct validity through Confirmatory Factor Analysis and reliability statistics. A total of 365 academics completed a questionnaire from fourteen top ranking UK universities. Hierarchical multiple regression was performed to test the direct and mediation effects on the dependent variable. Results confirm that energizing connections significantly contribute towards goal commitment directly (R² = .216, F = 9.110, p < 0.01) and through the mediating effect created by subjective vitality (R² = .255, ΔR² = .038, F =10.112, p < 0.01). Implications for administrators in higher education institutions and future research are discussed. [ABSTRACT FROM AUTHOR]

Change has become a wide-spread and rapid phenomenon in the present organizational context. Managers, therefore, need to understand the process of change and factors that are associated with its success and failure. Change, whether it is incremental or transformational, requires an organization to define and clarify strategic direction. Thus, the strategy of an organization plays the most important role in guiding the process of change. This paper explores the process of change from a strategic perspective. It integrates the literature on corporate strategy and the entrepreneurial paradigms of public service management. Burgleman's (1983) concept of autonomous strategic behaviour is employed to analyse the change process in a public sector university of Pakistan. The higher education sector in Pakistan went through a significant reform process in the previous two decades. One of the strategic educational reforms included introduction of compulsory and standardized admission tests conducted by the National Testing Service. However, universities had the choice to formulate their own admission policies. This change initiative was met with a considerable opposition and universities were reluctant to adopt the new system of admissions. This study proposes that success of change initiatives is associated with the Burgleman's concept of autonomous strategic behaviour. The three components of Burgleman's concept are Top Management Support, Entrepreneurial Organizational Spirit and Project Champion. A qualitative study was conducted to analyse the change process and confirm the applicability of Burgleman's concept. Interviews were conducted with key organizational members related to the process of developing and setting the admissions criteria. Archival data and published documents were also consulted for in-depth analysis. The study finds significant evidence of the presence of the three components of Burgleman's concept and confirms that it is significantly related to successful change initiatives. [ABSTRACT FROM AUTHOR]

Most organizational structures determine that 99% of employees will reach career plateau before retirement. There is a critical need to take note of this alarming state in Pakistan Higher Education Sector since the number of academics perceiving they are career plateaued will only escalate in future as more exceptionally competent, qualified and experienced candidates will be competing for a decreasing number of positions ultimately leading to frustration and several negative outcomes. The purpose of this study is to examine how academics' level of psychological capital influences their perception of being career plateaued directly and indirectly through exploring the mediating role of work engagement. The model was tested by conducting Hierarchical Multiple Regression on 220 valid survey responses collected from academics working in two public sector and two private sector universities situated in Lahore, Pakistan. Analyses showed that relationship between psychological capital and subjective career plateau is partially mediated by work engagement. To reduce perceptions of plateau among teachers, current findings highlight the significance for Higher Education Sector to stimulate work engagement enhancing activities as well as direct their attention towards developing Psychological Capital (PsyCap) of teachers by investing in appropriate interventions and training programs. Based on findings, theoretical and practical implications, limitations and future research possibilities have been discussed. [ABSTRACT FROM AUTHOR]