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The exchange of tacit knowledge is made easier by socialization, which drives innovation by encouraging creativity, learning, and the ability to collaborate to solve problems in research and development (R&D) organizations. This study was conducted to discover how socialization and sharing of tacit knowledge are related. Socialization has been divided into two parts: intra-organizational socialization and extra-organizational socialization. The role of mobile technology as an advanced form of information and communication technology facilitating the relationship is also studied. A total of 18 interviews were conducted, for which the respondents were selected through purposive sampling from 24 organizations, which were first segregated into four strata. The results indicate that intra-organizational and extra-organizational socialization leads to tacit knowledge sharing, and mobile technology facilitates relationships. It is also concluded that mobile technology has changed reality and proved that virtual interaction could lead to tacit knowledge sharing. It is also concluded that mobile technology changed the socialization pattern, expanded the social circle, and changed the priority from face-to-face to virtual interaction.

The coconut is an important tropical economical crop and exhibits high tolerance to various types of salinity stress. However, little is known about the molecular mechanism underlying its salt tolerance. In this study, RNA-Seq was applied to examine the different genes expressed in four coconut varieties when exposed to a salt environment, resulting in the generation of data for 48 transcriptomes. Comparative transcriptome analysis showed that some genes involved in cutin and wax biosynthesis were significantly upregulated in salt treatment compared to the control, including CYP86A4, HTH, CER1, CER2, CER3, DCR, GPAT4, LTP3, LTP4, and LTP5. In particular, the expression of CER2 was induced more than sixfold, with an RPKM value of up to 205 ten days after salt treatment in Hainan Tall coconut, demonstrating superior capacity in salt tolerance compared to dwarf coconut varieties. However, for yellow dwarf and red dwarf coconut varieties, the expression level of the CER2 gene was low at four different time points after exposure to salt treatment, suggesting that this gene may contribute to the divergence in salt tolerance between tall and dwarf coconut varieties. Cytological evidence showed a higher abundance of cuticle accumulation in tall coconut and severe damage to cuticular wax in dwarf coconut.

Objective Workplace engagement is associated with several significant positive organisational outcomes. The COVID-19 pandemic has emphasised the importance of workplace engagement, particularly for front-line healthcare workers. Drawing on the conservation of resources theory, this study examines the impact of personal and job resources in a workplace that help in resource conservation for work engagement. In view of the high burnout rates reported among health professionals during the COVID-19 pandemic, this study aims to investigate the impact of perceived organisational support (POS) on work engagement through the mediating effect of well-being and the moderating role of employees’ resilience.Design Time-lagged, cross-sectional, split questionnaire-based survey study.Setting Data were gathered from 68 hospitals in Pakistan, of which 45 were public and 23 were private hospitals.Participants and analysis Simple random sampling techniques were used and data were collected from 345 healthcare professionals (ie, doctors, nurses and allied health professionals) using split questionnaires, in two waves with a 3-week interval, with a response rate of 80%. For analysis of data, the study used the PROCESS macro by Hayes.Results Engagement at work was positively correlated with POS, well-being and resilience. POS significantly predicted work engagement through well-being (β=0.06, SE=0.02, 95% bias-corrected CI 0.021, 0.10). Further analysis of the strong effect of resilience on subjective well-being shows the significant value of the mediated moderation index (β=0.06, SE=0.02, 95% bias-corrected CI 0.03, 0.11).Conclusion The findings suggest that well-being may be an important pathway through which healthcare workers’ POS may influence work engagement, particularly when their resilience capability is high. To maintain engagement at the workplace, hospital administrators should consider strengthening organisational and individual resources that build a supportive environment to meet the demands of challenging times.

Abstract Background Child mortality is an important social indicator that describes the health conditions of a country as well as determines the country’s overall socio-economic development. The Government of Pakistan has been struggling to reduce child mortality (67.2 per thousand live births in 2019). Pakistan could not achieve the target set for Millennium Development Goals to reduce child mortality and still working to meet the target set by the Sustainable Development Goals. This study has investigated the socio-economic determinants of child mortality in Pakistan by using household-level data. Socio-economic characteristics related to women (mothers) and households have been considered as possible determinants of child mortality. The moderating role of a household’s wealth index on the association between woman’s education and child mortality has also been investigated. Methods The comprehensive dataset of the Pakistan Demographic and Health Survey 2017–18 has been used to explore the determinants of child mortality by using multivariable logistic regression. The interaction term of women’s education and household wealth index has been used to investigate the moderating role of the household’s wealth index. Results The results indicate that the likelihood of child mortality decreases with an increase in women’s education, their empowerment, their husband’s education, the wealth status of their households, access to clean drinking water, access to toilet facilities, and exposure to mass media. Whereas, an increase in unmet need for family planning increases the likelihood of child mortality. The study also identified the moderating role of a household’s wealth index on the association between woman’s education and child mortality. Conclusions Household wealth status moderates the association between women’s education and child mortality. The absolute slope of the curve showing the association of women’s education and child mortality is higher (more negative) for richer households than poorer households. It implies that a household’s wealth status strengthens the relationship between women’s education and child mortality. With the increase in the household’s wealth status, the effect of a mother’s education on child mortality becomes more pronounced.

IntroductionIn healthcare organizations, saving patients’ lives while maintaining the staff’s wellbeing, performance and competencies were challenging during the COVID-19 pandemic. Although the complexity of healthcare settings is widely recognized, the pandemic evidenced the necessity of attending to the employees’ wellbeing in such a sector. This research aims to examine the effect of sustainable leadership on wellbeing of healthcare personnel. Furthermore, we also evaluate whether procedural knowledge and compassion act as mediators in such a relationship.MethodsThe hypothesized model was tested in healthcare organizations in a South Asian country, and the data were collected during the pandemic crisis. A total of 366 health personnel (physicians and nurses) participated in this research. With Hayes’ PROCESS macro, we examined all the direct and indirect paths, including sequential mediation.ResultsThe findings confirm the impact of sustainable leadership on wellbeing and this relationship is also mediated by procedural knowledge and compassion.Discussion/conclusionSustainable leadership fosters wellbeing among healthcare workers via the sequential mediation of procedural knowledge and compassion. Study findings suggest that sustainable leaders can trigger procedural knowledge among employees which in turn crafts the state of compassion in them that leads to their wellbeing. Theoretical and practical implications are discussed in light of study findings.

AbstractIn line with the organizational support theory, our study examined the influence of managerial support and perception of fairness on employees’ turnover intention, and the mediating influence of workplace civility. Data was collected over a period of 2 months from 935 full-time employees (manufacturing and service sector) in two waves to minimize the common method bias. Our study finds that managerial support and fairness perception positively influence workplace civility. We also find that civility shows a vibrant role in clarifying the relationship between contextual factors (managerial support, perception of fairness) and turnover intention. Furthermore, we discuss the theoretical and practical implications along with future directions.

This study investigates the mechanism between idiosyncratic deals (I-deals) and voice behavior, considering display aggression and deontic justice as mediating variables. We collected data from 702 nurses and their immediate supervisors who work with COVID-19 patients through survey questionnaires at two different times, and we analyzed the data using structural equation modeling (SEM). We found that I-deals are significantly associated with deontic justice and voice behavior. Moreover, I-deals are significant but negatively associated with displayed aggression, which is significant and negatively associated with voice behavior. In addition, deontic justice and display aggression mediate the association between I-deals and voice behavior. These findings suggest that the hospitals’ top management should provide I-deals to nurses to improve their voice behavior.

This study aims to investigate the spillover impact of work-family/family–work conflict and stress on five major industrial sectors (education, textile, hospitals, banks, and retail stores), during the first wave of Covid-19. The purpose of this cross-sectional study is twofold; firstly, to test a hypothesized model where work-family/family-work conflicts are related to stress and where stress could exert a mediating role in such relationships. Secondly, we seek to explore the presence of these conflicts and stress in each of the five major industrial sectors and evaluate if there are significant differences between them, identifying the sociodemographic characteristics associated. Two questionnaires were applied to 748 employees from the selected industries. According to our results, stress predicts both types of conflict and also exerts a mediator role. It was primarily found that the five sectors are significantly different regarding the work-family/family-work conflicts and stress. Findings and implications are discussed.

Our study investigates the role of subjective well-being and forgiveness climate between workplace incivility and job satisfaction. Drawing on conservation of resource theory, we proposed a model in which workplace incivility is associated with job satisfaction through subjective wellbeing, and forgiveness climate moderates this association. Data was collected through a survey method from 672 nurses and doctors in the health care sector at two different times. Respondents completed workplace incivility and subjective well-being scale at Time 1, and a forgiveness climate and job satisfaction scale at time 2. Findings through PROCESS Macros (Model 5) show that workplace incivility has a negative influence on job satisfaction and subjective well-being. Subjective well-being plays a mediating role in the negative effect of workplace incivility on job satisfaction. Moreover, forgiveness climate moderates the relationship between workplace incivility and job satisfaction. The implications for practice and research are discussed.

The aim of this study was to examine the roles of self-efficacy and organizational commitment in the sequential mediation of the relationship between ethical leadership and employee engagement. Data were collected through self-reported questionnaires of employees from private and public sector organizations of Pakistan. We opted for a three-wave time-lagged design, and we used the PROCESS macro by Hayes on a sample of 211 employees (35% male, 65% female) via the 2000 re-sample bias-corrected bootstrap method. The results show a significant relationship between ethical leadership and employee engagement with mediating effects of self-efficacy and organizational commitment. Self-efficacy and organizational commitment fully mediated the relationship. The results provide insight into the understanding of employee behavior, particularly in the presence of moral leadership. Drawing on the conservation of resource theory, we examined how ethical leader support enables employees to invest their resources into positive outcomes. Theoretical and practical implications are discussed.

This study empirically investigates the less discussed catalytic effect of personality in the relationship of leadership style and employee thriving at work. The growth and sustainability of the organization is linked with the association of leadership style and employee thriving at the worplace. The objectives of this study are to explore the impact of authoritative and laissez-faire leadership styles and the moderating role of the personality trait of conscientiousness on thriving in the workplace. A sample of 312 participants was taken from a leading school system with its branches in Lahore and Islamabad, Pakistan. The participants either worked as managers, teachers in headquarters, or school campuses, respectively. The regression results of the study show that authoritative leadership and conscientiousness have a significantly positive impact on thriving at work. Furthermore, conscientiousness moderates the relationship between laissez-faire style of leadership and thriving at work relationship.. The findings of this study have theoretical implications for authoritative and laissez-faire leadership, employee conscientiousness, and managerial applications for the practitioners.

This study, based on the conservation of resources (COR) theory, explores the impact of contextual variables, such as prosocial motivation, on employee discretionary behavior and organizational commitment. The mediating mechanism of managerial support at work defines the nature of the proposed relationships. Data from 303 administrative, instructional, and supervisory staff—predominantly male (95%) and with an average age of 30 years—working on Technical and Vocational Education and Training (TVET) for Pakistan’s public sector were collected and analyzed by employing SPSS version 24. Confirmatory factor analyses suggested a good fit model, while a correlation matrix provided a significant and positive effect of prosocial motivation on employee citizenship behaviour and organizational commitment. Managerial support mediated the relationship between prosocial motivation and the employees’ organizational commitment and citizenship behaviour. The theoretical and practical implications discussed in this study seek to guide the management area to promote managerial support for better outcomes. These outcomes have considerable tactical, statistical, and real-world inferences for the stakeholders of the TVET sector.

Abstract Background Family planning services deliver a wide range of benefits to the well-being of females and the community. It can curtail the risk of maternal and neonatal mortality through the reduction in abortions and pregnancies. The government of Pakistan has been struggling to convince people about the usefulness of family planning programs. However, different factors related to social norms, values, and culture are important to determine the success of these programs. One such factor is the patriarchal structure of Pakistani society where most of the household decisions are made by men. The objective of this research is to examine the role of the husband’s attitude towards the usage of contraceptives for the unmet need of family planning (UMNFP) among married women of reproductive age (MWRA) in Pakistan. Method The dataset of Pakistan Demographic and Health Survey 2017–18 is utilized to examine the role of the husband’s attitude towards the usage of contraceptives in UMNFP among MWRA in Pakistan. Results The UMNFP was considerably lower among MWRA between 40 years and above compared to women 15–19 years. The odds of UMNFP were higher among women and men who were educated up to the primary level compared to those with no education. Odds of UMNFP were higher among women from the poor wealth quintile compared to the poorest wealth quintile; similarly, it was significantly lower among women who were from the richer and the richest wealth quintile compared to the poorest wealth quintile. The odds of UMNFP were lower among women who were employed compared to those who were not employed. Lastly, the odds of UMNFP were higher among women whose husbands opposed to using contraceptives, who perceived that there was a religious prohibition for such use and when a decision on the contraception use was solely made by the husband. Conclusions Husband’s attitude towards the usage of contraceptives is an important predictor of UMNFP. Liaising with the community and religious leaders to persuade people particularly men about the usefulness of family planning programs and encouraging men to understand their women’s say in using contraceptives should be encouraged.

There is widespread agreement that improved health should be regarded as a means and an end in the context of the development process. The health of the populace and the equitable provision of healthcare are two indicators of a society’s level of development. A variety of factors influences child mortality. This study investigated the causes of child death and the interaction effect of birth spacing (B.S.) and maternal health care services (MHCS) on child mortality. Using SPSS version 20, we used the Pakistan Demographic and Health Survey (PDHS) 2017–2018 data set to investigate the associated factors of child mortality and the moderating influence of birth spacing using binary logistic regression. The outcome variable is categorical with two categories. The findings indicated that the risk of infant death decreased with adequate B.S. between two pregnancies and access to maternal health care services. Birth spacing was found to moderate the link between access to maternal health care services (MHCS) and child mortality. Our research leads us to conclude that the amount of time between children’s births significantly reduces infant mortality. When the birth spacing is at least 33 months, the relationship between maternal health care services and child mortality becomes more evident and negative.

Family motivation as a mediating mechanism is a novel and under-researched area in the field of positive organizational scholarship. Drawing on Social Exchange Theory (SET), this study empirically validates family motivation as a mediator between family support and work engagement. The process by Hayes (2013) was used to analyze time-lagged data collected from 356 employees of the education sector. Results confirm the mediating role of family motivation in the relationship between family support and work engagement and the moderating role of calling in the relationship between family support and family motivation. This study adds to the literature of family-work enrichment accounts by validating family support as a novel antecedent for family motivation and positive attitudes. The implications of the study are discussed.

Abstract Employee voice is the voluntary, non-formal and upward communication of ideas, concerns or solutions to work associated problems by an employee. Drawing on conservation of resources theory, our study investigated the direct impact of two antecedents of behavioral outcomes (i.e., grit and organizational commitment) on voice behavior. Moreover, study also examined the mediating influence of organizational commitment in the relationship between grit and voice behavior. Data were collected in two waves time over a 2-month time period from public sector employees and their immediate supervisors. PROCESS macro by Hayes was used on actual sample of 300 employees and 19 supervisors from different job functions. All the direct as well as indirect hypothesized relationships are empirically supported. The results of the study add to the improved understanding of one of the most evolving construct, namely, voice behavior. Theoretical and practical implications alongside recommendations have also been given for future empirical research on voice behavior.

Abstract Drawing on social exchange theory, the purpose of this study is to examine the mediating role of psychological empowerment and moderating role of proactive personality in the relationship between POS and job satisfaction. The data were collected from 936 employees working in various manufacturing and service sectors by using self-report survey questionnaires by employing time-lagged cross-sectional study design. The study findings demonstrate that POS positively influenced psychological empowerment and job satisfaction. Moreover, it is also revealed that the relationship between POS and job satisfaction is weaker when employees’ proactive personality is higher rather than lower. The findings of the current study pose a framework for organizational representatives of both service and manufacturing industries to strengthen individual psychological empowerment and job satisfaction by offering organizational support to those individuals who are less proactive.

The psychological state in which an individual experiences a form of vitality and a sense of learning at work is known as thriving at work. Since the new millennium, empirical research is evident that thriving (employees’ sustainability) is critical for organizational sustainability. However, this human dimension of sustainability is understudied, and little is known about how individual characteristics and managers promote employee thriving at work. To address the gap, this pioneering study investigates the work context and individual differences in promoting thriving at work. The intervening mechanism of self-efficacy and prosocial motivation in the association between managerial coaching and thriving at work has been examined using a sequential mediation approach. Data has been analyzed using a Hayes’ PROCESS Model 6 (based on 1,000 bootstrap resampling) with an actual sample of 221 respondents. Our results provide support for our hypothesized model. The study finds a direct association between managerial coaching and self-efficacy. It is concluded that self-efficacy is directly related to prosocial motivation, hence enhanced employee thriving at work. It is also found that self-efficacy and prosocial motivation play a vital role in explaining the association between managerial coaching and thriving at work.

The absorptive capacity is related to knowledge evaluation and acquisition (Potential Capacity), as well as to the transformation and exploitation of such knowledge (Realized Capacity). This research aims to analyze the absorptive capacity in Colombian companies and to investigate whether the Realized capacity can be predicted from the Potential capacity. Likewise, due to the importance of the context on the absorptive capacity development, the mediating role of the organizational climate for innovation was tested. Through a cross-sectional study, a total of 260 employees from different companies completed the Absorptive Capacity Scale and the Organizational Climate for Innovation Scale. The results showed that Potential absorptive capacity is needed for Realized absorptive capacity, additionally, organizational climate for innovation exerted a mediator role in this transition. These findings highlight that companies should have an organizational climate that allows them to acquire and transform knowledge in order to increase their innovativeness and be more competitive. Further studies should analyze the organizational innovation in relation to the proposed and tested model, while considering employees from different industrial sectors.

Background: Pakistan has challenges in fulfilling its universal responsibilities of providing better health facilities to everyone. The Sustainable Development Goals (SDGs) aim to reduce maternal and infant mortality rates. Despite declines in mother and child death, the total mortality ratio has marginally increased. However, neonatal death has not decreased significantly. Family planning is important for controlling population growth and improving child as well as maternal health. Pakistan’s government has unceasingly tried to enhance the provision of contraceptive facilities, but still, an unmet need for family planning (UMNFP) exists in our country. Women are said to have UMNFP if they want to limit or space childbearing, but they are not using contraception methods for any reason. The study aimed to explore the effect of the UMNFP and to investigate the moderating role of a mother’s education and employment status on a child’s health. Methods: We analyzed the data of 2,244 women in this study. To investigate the study objectives, we utilized the secondary dataset of the Pakistan Demographic and Health Survey (PDHS) 2017–18 (publicly available on the website of the National Institute of Population Studies) and applied binary logistic regression using SPSS 24. Results: Results suggest a positive effect of a woman’s age (25 to 39 years), maternal education (higher), father’s education (higher), family’s wealth status (richest), mass media exposure, and adequate birth spacing (at least for 33 months) on a child’s health. On the other hand, there is an indirect association between maternal employment, unmet need for family planning, and a child’s health. The moderating role of maternal education and employment on the relationship between household wealth status and a child’s health is positive. Conclusions: We conclude that the strong predictors of child health are UMNFP, maternal education, and employment. The link between the met need for family planning and the child’s health is positive. The moderating effect of maternal education and household wealth status on a child’s health is progressive. Similarly, the interaction effect of a mother’s employment and household wealth status on a child’s health is positive. Finally, we concluded that the link between the health of the child and household wealth status is much more diverse and positive when the mother is highly educated and currently employed.

This study aims to provide a bibliometric analysis of the literature on thriving at work in psychology and business/management produced between 2001 and 2021, using the Web of Science (WoS) database. The analyses allowed us to identify, through 190 documents, the emergence of the concept of thriving at work and its development. The main research variables related to this concept and its methodology were identified. Likewise, the most influential authors, the most cited articles, the more frequently cited journals, and the countries contributing to developing this construct are analyzed. In addition, an analysis of co-citation, co-occurrences, and bibliographic coupling was conducted. Finally, content analysis of the most popular keywords and the co-citation of cited references are conducted. These analyses allow the identification of the main developments in the topic of thriving at work. The theoretical and practical implications of this bibliometric analysis are discussed.

Storytelling content is where the facts are conveyed by emotion and that make people more engaged and want to take action or change their surroundings. Stories fascinate people and can easily be remembered compared to the facts alone. The much-hyped feature “stories” of Instagram, a trendy social media platform, has become a game-changer for influencer marketing. The present study extends reactance theory in the context of Instagram’s millennial users. Previous researchers have tested the effectiveness of the stories feature of this particular social media platform. Therefore, in line with the earlier studies, we propose a sequential mediation model that investigates the effect of storytelling content (made by Instagram Influencers) on audience engagement using two sequential mediation mechanisms of relatability and trust. Data were obtained using a cross-sectional study design from 273 millennial users of Instagram. Our results justify the direct and indirect hypothesized relationship through Process Macros. We found that relatability and trust play a significant role in building a strong relationship between storytelling content and audience engagement. Ultimately, the research findings suggest that professionals should be more creative while making the content on Instagram to engage the millennial market. Moreover, this research has tried to fill the gap in the literature on Instagram “stories” as an advertising platform.

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

Suddenly, COVID-19 has changed the world and the way people work. Companies had to accelerate something they knew was imminent in the future, but not immediate and extremely humongous. This situation poses a huge challenge for companies to survive and thrive in this complex business environment and for employees, who must adapt to this new way of working. An effective e-leadership, which promotes companies’ adaptability, is needed. This study investigates the existing knowledge on teleworking and e-leadership; and analyzes the supposed challenges. The literature review shows that companies with effective e-leadership can view teleworking as an opportunity. It is advantageous for not only companies’ productivity but also the environment and people who work remotely. However, a traditional or no leadership can result in some risks. Thriving in remote work environments implies that managers must adjust the companies’ structure, making them less hierarchical, and developing new abilities to establish a strong and trustworthy relationship with their employees to maintain their competitiveness, while retaining a genuine concern for their employees’ well-being. Similarly, successful e-leadership must be able to consolidate and lead effective virtual teams to accomplish organizational goals. This study contributes to the literature and leaders during the pandemic.

Purpose – The main objective of this study is to examine the effect of perceived organizational support and proactive personality on prosocial motivation. Furthermore, it looks upon the influence of prosocial motivation on affective commitment. The indirect effect of perceived organizational support and proactive personality on affective commitment through prosocial motivation is also examined. Research methodology – The self-administered survey questionnaires are utilised for collecting the data from the service sector employees. Data were analyzed by using Process Macros on an actual sample of 221. Findings – Results indicate that perceived organizational support and proactive personality are the drivers of prosocial motivation. Likewise, prosocial motivation is positively associated with affective commitment. Besides, the indirect effect of perceived organizational support and proactive personality on affective commitment through prosocial motivation is significant. Research limitations – This study is conducted in the specific culture and the organizational context of Pakistan (Lahore). Data of all study variables are collected from the employees (single source) and at one point in time. Practical implications – The study findings suggested that organizations should always provide support to their employees that encourage them to show more desire to help their colleagues in the working environment and fosters their commitment towards their organization. Originality/Value – It is the first study that examines the indirect impact of POS and proactive personality on affective commitment via prosocial motivation.

Purpose – Both the researchers and practitioners believe that engaged, energetic and focused employees provide sustainable competitive advantage to the organization. Therefore, the aim of this study was to explore whether the calling of the employees is related to work engagement and to observe if flourishing at work exerts a mediating role in this proposed relationship. Research Methodology – The time-lag method was followed to collect data from a sample of 101 employees working in different organizations from service industry. Findings – Results showed that calling is a critical psychological driver of work engagement explaining about 30% variance and it is valuable in shaping the employees orientation. Limitations – The data collection for the study was restricted to one major city so care must be taken in generalizing the results. Moreover, the use of cross sectional data may not completely capture the true nature of the psychological constructs like calling, flourishing and engagement. Implications – This study helps human resources managers to hire individuals who feel “called” to the job and devise training programs that shape their work orientation in order to engage and retain them. Originality – The current study considered work engagement as a psychological state and empirically tested psychological drivers- calling as the work orientation and flourishing. The proposed relationships, to the best of our knowledge, were not empirically tested previously.

Leadership practices/styles remain a key focus for organizational researchers from decades. Researcher’s believe that a leaders realization of his potentials following particular style bring influential consequences in performances. The present study aimed to add support to researcher’s believe that certain leadership style (paternalistic and servant) will not only positively influence employee’s attitude (job satisfaction and commitment), but also help to minimize negative perceptions (perceptions of organizational politics). Using a sample data of 320 employees working in largest public sector Electricity Distribution Company of Pakistan in 6 different districts and 115 offices, the study investigate the relationships between studied variables. Data was analyzed via structural equational modeling, providing evidence that both paternalistic and servant leadership styles has positive influence on employees job satisfaction commitment levels and negative political perceptions. The results also showed that relationship between paternalistic leadership style and employee attitude is mediated by perception of politics but not for servant leadership style. Our results contribute to literature by providing empirical evidences and identifying which particular leadership style benefits in public sector organizations in Asian countries. More investigations based on different contexts and employee attitudes are discussed and suggested in future research and implications.

The purpose of this study is to investigate applicants’ reactions towards different personnel selection methods used in Pakistan. A sample of 149 undergraduates, graduates, and working adults rated their perceptions of the favorability and fairness of these personnel selection methods, namely: resumes, job knowledge tests, biographical information, interviews, personal references, work-sample tests, personality tests, written ability tests, personal contacts, and situational judgment tests. Our first research objective is to provide details about applicant reactions, detailed system of the same and methods on a range based on working adults, graduates, and undergraduates. The second major objective is to identify the interaction effects of favorability and system fairness based upon applicant reactions. Descriptive data analysis was performed using IBM SPSS and the data was collected from Lahore, Islamabad, and Jhelum. The results demonstrated that 112 applicants reported the most favorable rating reaction towards the interview personnel selection method, with the effectiveness of identifying qualified people for the job, while 101 applicants reported a favorable rating reaction towards job knowledge tests, noting the fairness of this procedure. In addition, implications for the current assessment of selection practices from the applicants’ viewpoints, the strengths and limitations of the study, and directions for future research are all discussed. The practices of different predictor methods are considered in the conclusion.

Whistleblowers are ostracized and isolated for identifying wrongdoings. Despite this deterrent, the whistleblowers have not recoiled. Nonetheless, organizations need to develop an ethical corporate culture, where employees become ‘ethical partners’ and do the right thing, not because they have to, but because they want to. The study aimed to measure the effects of ethical cultural practices using the lens of Kaptein's (2008) Corporate Ethical Virtues Model (CEVM). Split Questionnaire Survey Design (SDSD) was chosen to record responses of 104 internal auditors working in nine public and sixteen private sector organizations. Results reveal significant positive relationships between whistleblowing and the CEVM virtues.

Purpose – We investigated how thriving at work and ethical leadership affects the employee psychological well-being. Further, we also examined the mediating role of voice behaviour between thriving at work and employee psychological well-being as well as ethical leadership and employee psychological well-being. Research methodology – A quantitative research method was utilized to collect data from employees of a telecommunication company. SPSS and Process Macro were used for data analysis. Findings – Results demonstrated that thriving at work and ethical leadership are positively associated with employee psychological well-being. Furthermore, the employee voice behaviour acts as a mediator between thriving at work, ethical leadership and employee well-being. Research limitations – All of the data in this study were collected from single source i.e., employees of information technology industry and also specific to a metropolitan city like Lahore. Further, study has a very limited representation of the females. Practical implications – the findings suggest that organizations should create such an environment where managers are able to have positive verbal interactions with employees that may facilitate their well-being and makes them satisfied with their jobs. Originality/Value – This study is one of the first studies to investigate the association between voice behaviour, thriving at work, employee psychological as well as psychological well-being.

Notwithstanding the significant contribution made by employees towards addressing environmental issues, few research studies have explored this important contemporary theme in the hospitality sector. Drawing on the theory of planned behavior (TPB), this research examines the direct and interactive effects of employee environmental job attitudes and behaviors on ecological practices. Using PROCESS Macros on an actual convenient sample of 508 employees working in the hospitality industry, the results show a mixture of anticipated and surprising outcomes. The anticipated outcome is associated with the direct effects of environmental attitude on ecological behavior, while surprising outcomes are in the interaction of job attitudes and behavior (customer-oriented discretionary behavior, organizational commitment). These outcomes provoke employees’ green behavior and contentment with the organization. The originality of this research is to investigate the significant contribution of employees in greening the hospitality sector in an emerging economy.

Intense competition in the business world has compelled top management to seek ways, through which they can achieve competitive edge. Both practitioners and academics understand that a sustainable competitive advantage over competitors is inextricably linked with human resource. Human resource is about maintaining human capital for organizations. It is associated with individual thriving at workplace; and, retaining top performers or skilled labor force. This study examines the antecedents of thriving at work and turnover intention among software developers. Data were gathered from 128 software developers working in a private software house. The study finds support for the positive theoretical relationship between perceived organizational support and relational resource i.e. heedful relating. Moreover, the empirical evidence suggests that perceived organizational support and heedful relating are useful predictors of thriving at work and help in reducing turnover intention.

This article has been retracted: please see Elsevier Policy on Article Withdrawal (https://www.elsevier.com/about/our-business/policies/article-withdrawal).This article has been retracted at the request of authors.The authors realized after publication that their study results could confuse readers because of the CTA method used. They would prefer to do further research using a time-resolved and local CTA to identify feeding arteries and AVF in a further study in order to determine whether TWIST could be comparable to CTA.

Employee voice is a constructive and change-oriented communication that aims to improve a situation. In line with conservation of resource theory, our research proposed a moderated mediation model by examining the indirect effect of compassion on voice behavior through the mediating effect of affective commitment, and also examined the conditional effect of managerial support in the mediated relationship of compassion and voice behavior. Data were obtained from employees and their immediate supervisor in the public sector in three times at regular intervals of one week within a 2-month span of time. By using PROCESS macro on an actual sample of employees (300) and supervisors (19), our study found that compassion is positively associated with affective commitment that, in turn, is positively associated with voice behavior. Our study also found that affective commitment mediates the relationship between compassion and voice behavior. Furthermore, managerial support negatively moderates the relationship between affective commitment and voice behavior as well as mediating effect of affective commitment between compassion and voice behavior. The study finding adds to the deeper understanding of the pivotal construct, i.e., voice behavior. In addition to recommendations for more empirical research on voice behavior, theoretical and practical implications are given.

The aim of this study is to investigate the association among work-life balance, intrinsic motivation, subjective well-being and job satisfaction among the healthcare professionals of Pakistan. Utilizing a sample of 301 Health Care Professionals, the authors tested the proposed relationships. Findings were constant with the hypothesized theoretical scheme, and mediated association between work-life balance and subjective well-being through job satisfaction was stronger when intrinsic motivation was high rather than low. Based on the findings, we suggest that the association between work-life balance and subjective well-being in Health Care Professionals is more complicated than was previously believed—thus yielding a pattern of moderated mediation. In brief, it was found that work-life balance enhances subjective well-being through job satisfaction when intrinsic motivation is low. We also discuss the theoretical contributions and practical implications of the research and directions for future studies.

Based on the social exchange theory, the aim of this study is to investigate the direct and indirect influence of ethical leadership on employee innovative work behavior, examining the intervening role of individual variables such as thriving at work and attitudes towards performing well in this relationship. The data was collected using self-reporting survey questionnaires by using a multi-source and cross-sectional study design with service sector employees from two different samples: the U.K. and Pakistan. The findings supported the hypothesized model, where direct and dual mediation were tested. The results extend our understanding as to how positive attitude and psychological states together create positive feelings in employees and enhance their capacity for creative thinking and implementations of new ideas.

Thriving at work is a psychological state in which employee experience both the sense of vitality and learning. Drawing on Self-Determination Theory, Job Demands and Resources model, and Socially Embedded Model of thriving, our study examines the direct influence of two behavioral antecedents (i.e. prosocial motivation and civility) on work engagement. Moreover, we also investigated the mediating mechanism of thriving at work in the relationship between workplace behavioral antecedents and work engagement. Data were collected in two-wave time lagged cross-sectional time horizon with a gap of two weeks from diverse sample. Using PROCESS macro by Hayes on actual sample of 239 employees from various job functions, strong empirical support is found for all the direct and indirect hypothesized relationships. The finding of the study contributes to the better understanding of the most emerging construct, namely, thriving at work. Theoretical and practical implications along with recommendations for further empirical research on thriving at work are also provided.

Employee flourishing has engrossed significant attention in recent times due to the positive consequences for both workers and employers. Every organization desires that their employees are motivated, enthusiastic, passionate and committed to their organization as well as to their organizational tasks. It is important for organization that they must create a respectful atmosphere to run their operations efficiently and effectively because respect is the vital factor through which employees can perform better and feel satisfied. Despite immense work in this field, there is less research on the antecedents of flourishing. Drawing on self-determination theory and broaden-and-build theory, our study examines the indirect influence of perceived internal respect (PIR) on employee’s flourishing. Moreover, we also investigated the sequential mediating mechanism of organizational identification and energy in the relationship between PIR and flourishing of employees. Data were collected in two-wave cross-sectional time horizon. The results were obtained by using PROCESS macro by Hayes on actual sample of 250 employees from various job functions. The results indicated strong empirical support for all the direct and indirect hypothesized relationships. The finding of the study contributes to the better understanding of the most emerging construct, namely, employee flourishing. Theoretical and practical implications are also discussed in the light of findings.