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Presently, each individual is annoyed by the short messaging service received from various companies about their services without our consent. How many of them are relevant to us? How many attract our attention? This ethical dilemma is problematic for individuals that involve complex and often conflicting principles of ethical behavior. Thus, this study examines the role of ethical and permission-based mobile marketing to measure this phenomenon of unethical sharing of promotional SMS to the customer. The five independent variables; ethics, trust, perceived control, actual control, perceived utility, and one dependent variable as acceptance of the mobile advertisement is deployed. We used 7 points Likert scale questionnaire and distributed it among 150 mobile phone users to empirically test the hypothesis through STATA 14.2. The empirical results of the study present that ethics and trust have a significant relationship with the acceptance of mobile marketing. Interestingly, the actual control of SMS received presents a less significant impact as compared to the perceived control on the acceptance of mobile marketing. The findings of the study hold very useful information for marketers to develop an effective, efficient and selective marketing strategy rather than push marketing tactics to attract more customers by providing them appropriate, informative, attractive, and trustworthy information. [ABSTRACT FROM AUTHOR]

Success of organizational initiatives for environmental sustainability hinges upon employees' proenvironmental behaviors. One of the contemporary important challenges faced by HR professionals is to ensure proper integration of environmental sustainability into human resource policies. The green human resource management (green HRM) has emerged from organizations engaging in practices related to protection of environment and maintaining ecological balance. The aim of this study is to examine the effects of green HRM practices (green recruitment and selection, green training and development, green performance management and appraisal, green reward and compensation, and green empowerment) on employee's proenvironmental behavior. Moreover, this study is going to test the mediating effect of proenvironmental psychological capital and the moderating effect of environmental knowledge on green HRM practices–proenvironmental behavior. Data from 347 employees working in coal generating, power industry, food, chemical, and pharmaceutical industries were collected. Results revealed that green HRM practices positively affected employee's proenvironmental behavior, and proenvironmental psychological capital mediated this link. Employee's environmental knowledge moderated the effect of green HRM practices on proenvironmental behavior. [ABSTRACT FROM AUTHOR]

Angiotensin converting enzyme (ACE) is a key component of renin angiotensin aldosterone system. It converts angiotensin I to angiotensin II. Insertion/deletion (I/D) polymorphism ofACEgene is found associated with several complications. However, its association with hypertension and related metabolic diseases is still controversial. So, the aim of the present study was to check this association for Punjabi population from Faisalabad, Pakistan. For this purpose, blood samples (patients = 100, controls = 48) were collected and several biochemical parameters were measured. Genotyping forACE(I/D) polymorphism was performed by polymerase chain reaction (PCR) assay. ID genotype is found prevalent in the studied population as 41% in control subjects and 61% in patients. Furthermore, chi-square analysis showed significant (p= 0.005) difference for genotypic frequencies between both groups. One-way ANOVA for association of II, ID, and DD genotypes with anthropometric, clinical, and biochemical parameters showed that in patient group, DD genotype is significantly (p= 0.041) associated with systolic blood pressure (SBP). Moreover, ID genotype is found associated with the presence of cardiovascular diseases. This study concludes that DD genotype is strongly associated with higher SBP in hypertensive patients. [ABSTRACT FROM AUTHOR]

Leaders play a vital role in encouraging and supporting the initiatives of individual employees to explore new opportunities, to develop new products or to improve work procedures for the benefit of the organization. Entrepreneurial behavior is imperative for innovation, growth, and organizational success. Transformational leadership, in contrast to transactional leadership, has been argued to be particularly effective in engendering entrepreneurial behavior. However, empirical evidence for this relationship is scarce and inconsistent. Addressing this issue, the current study examines the moderating role of psychological empowerment on the relationship among transformational leadership, transactional leadership, and entrepreneurial behavior. Data were gathered from a cross-industry sample of 557 employees and 64 leaders from eight different knowledge-intensive organizations. The results show that transformational leadership is positively related to entrepreneurial behavior, whereas transactional leadership negatively influences it. We found that transformational leadership is positively related to entrepreneurial behavior only when psychological empowerment is high, whereas transactional leadership has a negative relationship with entrepreneurial behavior only under these conditions. [ABSTRACT FROM PUBLISHER]