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Purpose: This study aimed to examine the correlation between authentic leadership and career competence, exploring the mediating roles of tacit knowledge sharing and employee service innovative behavior. Design/methodology/approach: Data were collected using convenience sampling and a time-lagged design from the Pakistani banking sector. The time-lagged design was employed to gather data at two different points in time. SPSS statistical software was used for descriptive analysis, and hypotheses were tested using Mplus. Findings: The results demonstrate that authentic leadership has a significant positive impact on tacit knowledge sharing. This knowledge sharing, in turn, positively impacts employee service innovative behavior, which subsequently enhances career competence. Furthermore, tacit knowledge sharing mediates the relationship between authentic leadership and employee service innovative behavior. Social implications: This study has social implications for organizations aiming to align their inclusive goals with societal needs. The findings can help foster a culture of knowledge sharing, thereby contributing to societal innovation. Originality/value: This study provides valuable insights into how authentic leadership contributes to career competence, thus enriching the existing literature on this topic. [ABSTRACT FROM AUTHOR]

This study proposes a model based on competitive advantage and signaling theories that show how green human resource management (GHRM) leads to corporate environmental sustainability and corporate social sustainability and is thus source of employer branding. Structural equational modeling was used for data analysis through Smart PLS. The results confirm that GHRM positively influences on corporate environmental sustainability, which in turn positively influences corporate social sustainability. Furthermore, the results confirm that corporate social sustainability has a positive influence on employer branding. The results also support the mediating effects of corporate environmental sustainability between GHRM and corporate social sustainability. Additionally, we show the mediating effect of corporate social sustainability between corporate environmental sustainability and employer branding. In the human resource literature, previous studies emphasize on corporate environmental sustainability. By contrast, this study confirms that a corporate social sustainability is a source of employer branding. By implementing GHRM, organizations can gain a competitive edge, which helps them attract potential employee. [ABSTRACT FROM AUTHOR]

Tourism and its allied industries (airline and hospitality) have been hit hard by the Novel Coronavirus (COVID-19) globally. This paper specifically explores the effects of the COVID-19 outbreak on religious tourism and aims to enhance the literature; it also aims to provide a path for future research work, in particular empirical research or future research that covers the effects of this pandemic on destinations. This paper is built on the fusion of news published by different news agencies to support an overview of related literature on religious tourism and tourism management. This paper confirms that COVID-19 has affected religious travellers worldwide. The rapid spread of the virus and international travel restrictions by many countries are important factors. To drive future tourism activities, new forms of tourism like smart tourism need to be introduced. These changes will force businesses to reevaluate service design and distribution channels. Industry professionals and policymakers should concentrate on tailoring travel plant to the experiences of tourists. The recommendations can help to relive outbreak-related tension, deliver newly elevated experiences to tourists, and partially mitigate the impact of COVID- 19 on the religious tourism industry. These recommendations can also apply to the global tourism industry more broadly. Tourism scholars and practitioners should give proper consideration to this tragedy and how it might inform industry and social practices. This and other public health crises provide sterling opportunities for the industry to observe its effects on the environment, climate, and travellers themselves in a holistic way. This paper probably represents a frontier review, analysing critically the likely effects of COVID-19 on religious tourism practices in the coming future. Along with this it also represents the effect of COVID-19 on other industries e.g. hotel and airline, which are the supporting hand of the tourism industry. [ABSTRACT FROM AUTHOR]

Due to globalization, there is a rapid change occurring in social, political and economic segments and the demand for skilled force has dramatically increased all around the globe, particularly in western world. In order to meet constantly increasing demand of skilled labor, developed countries had launched certain immigration policies and offered lucrative compensation packages along with favorable working environment to attract and retain smart think tanks across the globe, largely from underdeveloped countries to the developed countries. This paradigm shift of smart brains is constructively contributing towards the growth of developed nation's economy. Further it is worth mentioning that it has a negative influence on the native country of these professional immigrants. The prime purpose of this paper to develop the factors which push the skilled labor to migrate. Conceptual discussion is used. The authors identified push and pull factors, such as personal security, immigration programs, decrease in agriculture income, law and order situation of the country, unemployment, decrease compensation incentives. These mentioned factors are considered as an important push factors which motivate skilled labor for a decision to migrate. This paper also discusses the Maslow theory of needs, which also supports the process of migration when individuals fail to acquire their basic needs in their home country. This paper mainly focuses on push and pulls factors which motivate skill labor to migrate. It also discusses the Maslow need theory which also augments the process of migration. [ABSTRACT FROM AUTHOR]