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BACKGROUND: Higher education industry has seen a dramatic shift in the new normal. Given that, the present study proposes learning organization as a predictor of happiness of teachers and the academic administrators because happiness is vital to enhancing performance during unprecedented times. OBJECTIVE: Drawing on the resource based view (RBV) and ability, motivation and opportunity (AMO) framework, this research aims to investigate workplace happiness of university-level educators in the post-pandemic era. It proposes learning organization as a determinant of happiness at work through indirect path of perceived organizational support. Furthermore, it also proposes moderation of achievement motivation between learning organization and workplace happiness. METHODS: Using simple random sampling, data were collected through survey questionnaire from 172 staff and faculty members of universities/HEIs in Sindh, Pakistan. The study employed structural equation modeling through SmartPLS for data analysis. RESULTS: The study findings suggest that learning organization indirectly predicts happiness at work through perceived organizational support. However, moderation of employee achievement motivation could not be supported. CONCLUSION: Applying learning organization model and utilizing AMO and RBV theories, the study offers implications from theoretical and managerial perspectives. It proposes a holistic framework for achieving workplace happiness amidst post-COVID era. The study recommends that during times of uncertainty, the universities/HEIs may implement the model of learning organization as a strategic tool to foster happiness at work. It could result in a satisfied, committed and engaged workforce. Limitations and future research areas are discussed. [ABSTRACT FROM AUTHOR]

Academic research consistently emphasizes the significance of leadership style in driving performance outcomes within organizations. However, there remains a notable dearth of studies examining the association between servant leadership (SL) and employees' objective innovative performance. To bridge this research gap, this study adopts a dual theoretical lens, integrating the Conservation of Resource Theory and Social Exchange Theory, to explore the impact of SL on innovative performance specifically in the context of higher education institutions. In addition, this research endeavors to elucidate the mediating roles of subjective well‐being and knowledge sharing in the relationship between SL style and innovative performance. To this end, data were collected from employees and their peers in higher education institutions, and a partial least square (PLS)‐based structural equation modeling technique was used for analysis. The findings reveal a positive association between SL and employees' innovative performance. Furthermore, subjective well‐being significantly mediates the relationship between SL and innovative performance, while knowledge sharing has a trivial mediating effect. This study contributes to the literature by addressing the research gap in understanding the role of SL in enhancing innovative performance in higher education. The insights gained from this research can provide managers with valuable guidance on leveraging SL to foster employees' innovative performance. [ABSTRACT FROM AUTHOR]

Current study is a qualitative (inductive) attempt where we have approached abusive supervision in the light of paranoid state for thorough understanding of the process that how and why employees opt for safety behaviors at workplace. Using the sample of two educational institutes, we have adopted triangulation hence data collected from the lecturers and assistant professors first through semi-structured interviews and then after confirmed by participant observation. Data analyzed manually using grounded theory and later on it was summarized into three categories as empirical themes, theoretical concepts and theoretical dimensions. Our analysis brings into focus the negative environmental influences that foster the climate of abusive supervision and end up on the bureaucratic approach (one of the main contribution as well as emergent theme of this research) followed by employee safety behaviors. Following this lead, current study arrives on a data structure and theorizing model that provides clear understanding of how and why employees adopt safety behaviors and opt for bureaucratic approach at workplace and summed up on the contribution and future directions. [ABSTRACT FROM AUTHOR]

This research investigates the simple and conditional indirect effects of emotional and instrumental family related social support from coworkers on relationship and task family performance. Work to family enrichment is incorporated as mediator and family role salience as the conditional moderator. Primary data were collected through the Likert type of survey questionnaire from the employees working in banking sector of Pakistan (N = 401). It was found that emotional and instrumental family related social support from coworkers have significant effect on relationship and task family performance. Further, the effect of emotional support were more on relationship and the effect of instrumental were more on task family performance. Work to family enrichment was found as mediator in the relationship between social support types and family performance types. Family role salience was found as the conditional moderator in the indirect relationship between both types of social support and both types of family performance. This study will help managerial practitioners and researchers to understand the direct and conditional indirect effects of two specific types of social support (i.e., emotional and instrumental) on two specific types of family performance (i.e., relationship and task). [ABSTRACT FROM AUTHOR]

Drawing on the literature based on the job demand-resources model and social exchange theory, the current study aimed to investigate the indirect relationship between perceived career support at Time 1 and work engagement at Time 2 via Time 1 career self-efficacy. Further, we proposed that perceived career support moderated the relationship between career self-efficacy and work engagement. The data were collected in two waves from 303 adult employees who worked in manufacturing firms in Pakistan. The hypothesized model was tested using structural regression. The results suggest that career self-efficacy partially mediates the positive relationship between perceived career support and work engagement. Moreover, perceived career support moderated the relationship between career self-efficacy and work engagement. [ABSTRACT FROM AUTHOR]