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Purpose Although work-related antecedents of abusive supervision are well-known, knowledge on the cross-domain antecedents of this destructive leadership behavior is scarce. Accordingly, this study aims to investigate off-the-job supervisors’ after-work experiences that may influence their work behavior. The authors explore how and when a supervisor’s poor recovery experiences lead to abusive supervisory behaviors through a negative start-of-workday mood for high vs low supervisor sleep quality. Design/methodology/approach The authors conducted a single-source, three-phase field study (N = 422) to test the proposed moderated mediation model for participants from a large telecommunications company located in Anhui province, People’s Republic of China. Findings Poor recovery experiences in the supervisor’s personal life can spill over to their work domain and provoke abusive supervisory behavior through the mediating effect of a negative start-of-workday mood. Moreover, a supervisor’s good night’s sleep (i.e. first-stage moderator) serves as a key mitigating factor to diminish the negative start-of-workday mood resulting from a lack of relaxation, mastery experiences and control experiences (except for the lack of psychological detachment from work) and lessens abusive supervision. Originality/value This study contributes to the literature examining off-the-job events to understand the antecedents of abusive supervision that are beyond organizations’ control but significantly influence workplace behaviors, showing that not all antecedents of abusive supervision exist in the workplace; some are transferred from the home domain through nonvisible moods. Finally, the inclusion of sleep quality as a first-stage moderator provides insights on preventing abusive supervision caused by nonwork-related events. This adds a unique dimension to the abusive supervision literature by highlighting factors in the home domain that can prevent negative spillovers to the work domain. The authors conclude with some theoretical and practical implications for researchers and practitioners.

PurposeThis study examines the influence of contextual factors (e.g. age and ownership type) on HRM formality (including the underlying functions of recruitment, selection, training and development, performance appraisal and compensation) in SMEs.Design/methodology/approachData were collected through a quantitative survey of 300 owners/managers of services, manufacturing and trade SMEs in Pakistan.FindingsFirm age, association with a larger parent entity, existence of a strategic business plan and the presence of a human resource information system (HRIS) are positively related with higher HRM formality. Firm size, family ownership and exporting characteristics had no association with formality.Practical implicationsThis study suggests a highly influential role for contextual factors in shaping HRM practices in Pakistani SMEs. Since the lack of a strategic approach towards human resource development is directly linked to the inferior performance of SMEs in Pakistan, this study provides an understanding of the contextual institutional setting that shapes the nature of HRM practices. The findings inform both SME owners/managers and policy makers.Originality/valueInstitutional influences on HRM systems have attracted attention but organisational factors are less often studied. Studies mostly relate to Western contexts and lack perspectives from SMEs. The findings of this empirical investigation highlight the importance of context specific research given the different nature of institutional settings.

Mukhtiar Ahmad,1,* Mehran Khan,2,* Rizwan Asif,3,* Nuzhat Sial,4,* Usman Abid,5,* Tahira Shamim,6 Zahid Hameed,7 Muhammad Junaid Iqbal,8,* Uroosa Sarfraz,8 Hina Saeed,1,* Zara Asghar,2 Madeeha Akram,2 Qamar Ullah,9 Qurat ul Ain Younas,10 Laraib Rauf,11 Alishba Hadi,1 Sajida Maryam,12 Yasir Hameed,1 Muhammad Rashid Khan,13,* Eman Tariq,14 Saba Saeed15,* 1Department of Biochemistry and Biotechnology, Islamia University of Bahawalpur, Bahawalpur, Pakistan; 2Department of Pharmacy, Islamia University of Bahawalpur, Bahawalpur, Pakistan; 3Department of Microbiology, Government College University Faisalabad, Faisalabad, Pakistan; 4Department of Zoology, Islamia University of Bahawalpur, Bahawalpur, Pakistan; 5Department of Pharmaceutics, Bahauddin Zakariya University, Multan, Pakistan; 6University College of Conventional Medicine, Islamia University of Bahawalpur, Bahawalpur, Pakistan; 7Department of Bioinformatics and Biotechnology, International Islamic University, Islamabad, Pakistan; 8Department of Biosciences, COMSATS University Islamabad, Islamabad, Pakistan; 9Department of Livestock and Dairy Development, Peshawar, Pakistan; 10Department of Zoology, Cholistan University of Veterinary and Animal Sciences, Bahawalpur, Pakistan; 11Department of Healthcare Management, Riphah International University, Islamabad, Pakistan; 12Arid Agriculture University, Rawalpindi, Pakistan; 13University College of Eastern Medicine, Islamia University of Bahawalpur, Bahawalpur, Pakistan; 14Department of Chemistry, University of Swabi, Swabi, Pakistan; 15Department of Zoology, University of the Punjab, Lahore, Pakistan*These authors contributed equally to this workCorrespondence: Yasir Hameed, Department of Biochemistry and Biotechnology, Islamia University of Bahawalpur, Bahawalpur 63100, Pakistan, Email Yasirhameed2011@gmail.comIntroduction: In light of the increased demand for reliable cancer-associated biomarkers and ANLN oncogenic potential, the present study aimed to investigate ANLN’s role in 24 human cancers.Methods: The UALCAN, Kaplan–Meier (KM) plotter, TNM Plot, GENT2, GEPIA, HPA, cBioPortal, STRING, Enrichr, TIMER, Cytoscape, DAVID, MuTarget, and CTD online databases and bioinformatic tools were used in this study.Results: In three of the cancers analyzed, ANLN expression was downregulated in tumor tissue, while it was overexpressed in the 21 other types of tumor tissue relative to controls. In CESC, ESCA, HNSC, and KIRC patients, ANLN overexpression was correlated with shorter overall survival, relapse-free survival, and metastasis. This suggests that ANLN is significantly involved in the development and progression of these four cancers. Further expression analysis revealed upregulation of ANLN in CESC, ESCA, HNSC, and KIRC patients with different clinical characteristics, regardless of the heterogeneity barrier. Gene Ontology and Kyoto Encyclopedia of Genes and Genomes enrichment analysis revealed that ANLN-associated genes were coexpressed with ANLN and were included in diverse BP, MF, and KEGG terms. Moreover, some interesting correlations were also documented between ANLN expression and its promoter-methylation level, genetic alterations, other mutant genes, and CD8+ T- and CD4+ T-cell infiltration. Moreover, we also identified ANLN-associated transcription factors, miRNAs, and chemotherapeutic drugs.Conclusion: This pan-cancer study revealed the novel diagnostic and prognostic role of ANLN across four cancers, regardless of heterogeneity.Keywords: cancer, ANLN, diagnostic, prognostic, biomarker

PurposeThis study aims to investigate how the interplay of multiple strategic orientations influences the growth-based performance of small and medium enterprises (SMEs). The authors have specifically examined the direct and complementary effects of multiple strategic orientations [i.e. entrepreneurial orientation (EO), market orientation (MO) and sustainability orientation (SO)] on firm performance.Design/methodology/approachThe data have been collected from 410 SMEs operating in Pakistan.FindingsThe results revealed that the multiple strategic orientations (EO, SO and MO) have positive direct as well as complementary effects on SMEs' growth-based performance. Specifically, the joint effects of EO and MO were shown higher than other combinations and complementarities. Moreover, the direct effect of SO is found far lesser than the joint implementation of SO with either EO or MO.Originality/valueThis study provides key insights into corporate sustainability, strategic orientations and SME performance literature. The implications for theory, practice, policy and future research are discussed.

PurposeThis study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS.Design/methodology/approachUsing a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan.FindingsThe findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS.Practical implicationsOrganizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices.Originality/valueThis research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.

This research explores the association of ethical leadership with employee service innovation behavior through a moderated mediation model. Theorizing on uncertainty reduction theory, we explore psychological ownership and creative self-efficacy as the underlying psychological mechanisms in the association between ethical leadership and employee service innovation behavior while considering the moderating role of sleep quality. We tested our theoretical model in two studies involving hospitality sector employees in the United States. Study 1 employed a three-wave (two-week period) time-lagged design (N = 237), and Study 2 used a two-wave (four-week period) survey design (N = 313). The findings suggest that workers’ psychological ownership and creative self-efficacy mediate the association between ethical leadership and employee service innovation behavior. In addition, sleep quality functions as an important boundary condition of the association between creative self-efficacy and service innovation behavior. Our research has important implications for understanding the impact of ethical leadership on important employee outcomes while considering the boundary condition role of employee sleep quality. The limitations of the study and future research directions are discussed.

This study investigates and compares online banking (OB) acceptance in the cultures of Pakistan and Turkey by employing the unified theory of acceptance and use of technology (UTAUT2) integrated wi...

A nearly complete genome sequence of cherry virus A (CVA), isolated from the Prunus armeniaca plant, is presented in this publication. The genome is 7,380 bases in length and is divided into two open reading frames, with a 54-nucleotide (nt) 5′ noncoding region (NCR) and a 297-nt 3′ NCR.

Prior research highlighted the significance of transformational leadership in predicting important job outcomes using different mechanisms. However, psychological safety and pro-environmental behav...

Employee turnover is an important concern for organizations in the hospitality industry. Drawing on career construction theory (CCT), this paper demonstrates how career adaptability is related to hospitality employee turnover intentions. Suggesting orientation to happiness (OTH) as an underlying reason, this study collected three waves of data from employees working in hotels of varying star ratings situated in the eastern region of the People's Republic of China. Study results found career adaptability to be negatively related to employee turnover intentions via OTH. In addition, perceived career opportunity (PCO) was determined to be an important boundary condition in that the mediated relationship was weaker when lower levels of PCO were present. This study offers specific theoretical and practical implications for the hospitality industry.

The present study evaluates the hazardous effects of water pollutants present in the River Yamuna, the lifeline of Delhi. This was done by collecting water samples from seven sites on the River Yamuna, and studying their water quality parameters (WQP). In all cases, tap water was taken as the control, and WQP like pH, salinity, electrical conductivity (EC), etc. were measured. At site 1, water was slightly alkaline, whereas maximum salinity was found at site 4. The TDS, EC, and turbidity at site 5 were found to be the highest among the studied sites. Further, water samples were used to examine the cytotoxic and genotoxic effect of pollutants in the root tip cells of Allium cepa after three and seven day's growth. There was a sharp decline in root length and root number down stream. Moreover, the squash preparations showed significant abnormalities; at the cellular level, cell shape and sizes show undesirable changes. At nuclear level binucleate cells, lobulated nuclei, micronuclei at site 3, 4, and 7 were recorded. The chromosomal abnormalities included chromosomal bridges, chromosomal loss, and abnormal orientation at different sites. This report is a cause for significant concern as the River Yamuna is Delhi's primary source of water supply for domestic, agricultural, industrial, energy, and many other purposes.

PurposeGuided by institutional theory, this empirical paper examines variations in the adoption of HRM practices among SMEs in three different business sectors (services, manufacturing and trade).Design/methodology/approachData from 300 owners/managers representing three business sectors were collected through a survey method.FindingsThe results suggest that service SMEs use more formal HRM practices than manufacturing and trade SMEs. Manufacturing SMEs are more formal than trade firms. Results are not affected by firm age.Research limitations/implicationsSocial desirability bias may have influenced respondents into portraying a positive image of the organization by inflating HRM sophistication. A further limitation is that the performance of the firms was not measured. As such, it is not possible to judge whether greater HRM formality correlated with improved organizational performance.Practical implicationsThis study shows how the business sector shapes HRM practices in Pakistani SMEs. Findings help to inform Pakistan's Small and Medium Enterprise Development Authority (SMEDA) in dealings with manufacturing and trade firms in terms of improving HRM practices.Originality/valueGiven the important role of SMEs in economic development, comparative research on HRM in SME contexts is scarce. Since SMEs are vital for Pakistan's economy, an improved understanding of the sector's approach to human resource development is important. The findings extend the boundaries of prior comparative HRM literature in SMEs by addressing sector influences while controlling for contextual factors.

PurposeThis paper investigates the effects of different uncertainties on Internet stock trading (IST) adoption intentions of individual investors in China and aims to determine the interaction effects of trust and perceived benefits in the relationship between uncertainty dimensions and IST adoption intentions.Design/methodology/approachUsing a structured questionnaire, a survey of 353 experienced stock traders was conducted in China. The proposed uncertainty-trust-perceived benefits framework was examined through structural equation modelling using Smart PLS 3.0.FindingsThe study found significant negative effects of perceived technology uncertainty, perceived regulatory uncertainty and perceived information asymmetry on the IST adoption intentions of individual investors. Perceived service intangibility was found to have only insignificant effects on IST adoption intentions. In terms of interaction results, trust significantly moderates the relationship between IST adoption intentions and, respectively, perceived technology uncertainty and perceived information asymmetry. Similarly, perceived benefits significantly moderate the relationship between intentions to adopt IST and both perceived technology uncertainty and perceived regulatory uncertainty.Practical implicationsThe regulators for IST development in China could utilise the results of this study as guidelines for strategies to increase the use of IST among existing and potential investors.Originality/valueUsing social cognitive theory, this research investigates the effects of various uncertainties on IST adoption intentions of individual investors in China; these effects have not been explored by previous literature. Furthermore, few studies other than this one have investigated the interaction effects of factors which counteract the negative effect of other factors.

PurposeIn this study, the authors aim to explain the mechanism between transformational leadership and job crafting. They predict that job-based psychological ownership (job-based PO) mediates the relationship between transformational leadership and job crafting. Furthermore, job-based PO is more effective when employees have a high level of affective organizational commitment.Design/methodology/approachThe authors collected time-lagged data through a paper–pencil survey from the sales department of large pharmaceutical companies in Pakistan.FindingsThe findings of this study suggest that job-based PO mediates the positive relationship between transformational leadership and job crafting. Moreover, the relationship of job-based PO with job crafting is moderated by affective organizational commitment such that the relationship was stronger at the high levels of affective organizational commitment than that of the low levels of affective organizational commitment.Practical implicationsOn practical grounds, job crafting can be useful for individuals and organizations. On individuals’ side, it helps them to balance their job demands and resource; on organizations’ side, it provides a solution to the ongoing problem of disengaged employees and suggests managers identify new ways to support employees with their job redesign.Originality/valueThis study suggests that job-based PO and affective organizational commitment are important factors that influence the relationship between transformational leadership and job crafting.

PurposeRecent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM) has become a crucial business strategy for organizations because the human resource department can play a key role in going “green.” This study tests an integrative model incorporating the indirect effects of GHRM practices on employee organizational citizenship behavior toward environment (OCBE), through green employee empowerment. Moreover, this study investigates the moderating effect of individual green values on OCBE.Design/methodology/approachUsing a paper–pencil survey, we collected multisource data from 365 employees and their immediate supervisors from Pakistan.FindingsThe results of structural regression revealed that GHRM has a significant indirect effect on OCBE through green employee empowerment. The results also indicated that individual green values moderated the positive relationship between green employee empowerment and OCBE.Practical implicationsOrganizations should appropriately appraise workers’ green behavior and align their behavior to pay and promotion. Organizations should also encourage and motivate employees to be engaged in green activities and contribute to environmental management.Originality/valueThis study suggests that green employee empowerment and individual green values are important factors that influence the relationship between GHRM and employees' OCBE, and it empirically analyzes these proposed relationships in a developing country context.

Whether TERT promoter mutation is related to more aggressive clinicopathologic features and worse outcomes in papillary thyroid carcinoma patients (PTCs) is still variable and controversial. Our intention was to investigate the risk or prognostic factors that may additionally predict the TERT promoter mutation doable of these lesions and new prevention techniques in PTCs. A total of 2,539 PTC patients with 11.50% TERT mutation have been analyzed using Revman 5.3 software in this study. The PubMed and Embase databases were systematically searched for works published until November 9, 2021. The following variables had been associated with an extended chance of TERT promoter mutation in PTC patients: age < 45 years ( MD = 10.93 , 95 % CI = 7.25 – 14.61 ); gender = male ( pooled OR = 1.63 , 95 % CI = 1.17 – 2.28 ); tumor size > 1 cm ( MD = 0.56 , 95 % CI = 0.34 – 0.77 ); lymph node metastasis ( pooled OR = 1.29 , 95 % CI = 0.93 – 1.79 ); vascular invasion ( pooled OR = 1.78 , 95 % CI = 0.83 – 3.84 ); extrathyroidal extension ( pooled OR = 2.00 , 95 % CI = 1.32 – 3.02 ); distant metastasis ( pooled OR = 1.46 , 95 % CI = 1.04 – 2.04 ); advanced TNM stage ( pooled OR = 3.19 , 95 % CI = 2.28 – 4.45 ). In addition, multifocality ( pooled OR = 0.67 , 95 % CI = 0.14 – 3.24 ) had no affiliation with TERT promoter mutation in PTC patients. Our finding showed that age < 45 years, male, tumor size > 1 cm , lymph node metastasis, vascular invasion, and superior/advanced TNM stage were dangerous elements for TERT promoter mutation of worse effect in PTCs while that multifocality was once negatively correlated. TERT promoter mutation is drastically associated with recurrence and PTC-related mortality.

Aims: This study was launched to identify the SHMT2 associated Human Cancer subtypes. Background: Cancer is the 2nd leading cause of death worldwide. Previous reports revealed the limited involvement of SHMT2 in human cancer. In the current study, we comprehensively analyzed the role of SHMT2 in 24 major subtypes of human cancers using in silico approach and identified a few subtypes that are mainly associated with SHMT2. Objective:: We aim to comprehensively analyze the role of SHMT2 in 24 major subtypes of human cancers using in silico approach and identified a few subtypes that are mainly associated with SHMT2. Earlier, limited knowledge exists in the medical literature regarding the involvement of Serine Hydroxymethyltransferase 2 (SHMT2) in human cancer. Methods: In the current study, we comprehensively analyzed the role of SHMT2 in 24 major subtypes of human cancers using in silico approach and identified a few subtypes that are mainly associated with SHMT2. Pan-cancer transcriptional expression profiling of SHMT2 was done using UALCAN while further validation was performed using GENT2. For translational profiling of SHMT2, we utilized Human Protein Atlas (HPA) platform. Promoter methylation, genetic alteration, and copy number variations (CNVs) profiles were analyzed through MEXPRESS and cBioPortal. Survival analysis was carried out through Kaplan–Meier (KM) plotter platform. Pathway enrichment analysis of SHMT2 was performed using DAVID, while the gene-drug network was drawn through CTD and Cytoscape. Furthermore, in the tumor microenvironment, a correlation between tumor purity, CD8+ T immune cells infiltration, and SHMT2 expression was accessed using TIMER. Results: SHMT2 was found overexpressed in 24 different subtypes of human cancers and its overexpression was significantly associated with the reduced Overall survival (OS) and Relapse-free survival durations of Breast cancer (BRCA), Kidney renal papillary cell carcinoma (KIRP), Liver hepatocellular carcinoma (LIHC), and Lung adenocarcinoma (LUAD) patients. This implies that SHMT2 plays a significant role in the development and progression of these cancers. We further noticed that SHMT2 was also up-regulated in BRCA, KIRP, LIHC, and LUAD patients of different clinicopathological features. Pathways enrichment analysis revealed the involvement of SHMT2 enriched genes in five diverse pathways. Furthermore, we also explored some interesting correlations between SHMT2 expression and promoter methylation, genetic alterations, CNVs, tumor purity, and CD8+ T immune cell infiltrates. Conclusion: Our results suggested that overexpressed SHMT2 is correlated with the reduced OS and RFS of the BRCA, KIRP, LIHC, and LUAD patients and can be a potential diagnostic and prognostic biomarker for these cancers.

Purpose Drawing upon affective events theory, the authors propose that the subordinates’ negative gossip acts as a targeting affective event which leads to supervisor negative emotions. In turn, such negative emotions provoke supervisors to exhibit abusive behavior toward their subordinates. Additionally, the authors propose that an affective dispositional factor, namely, supervisor emotional regulation, moderates the hypothesized relationships. Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions. The paper aims to discuss this issue. Design/methodology/approach Data were collected from employees (e.g. subordinates) and their immediate supervisors in organizations representing a variety of industries (e.g. finance, health care, information technology, public safety and human services) located in three cities in China. Respondents were recruited from different professional online forums with the offer of free movie tickets in return for participation. Findings Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions, but not the relationship between the supervisor’s negative emotions and abusive supervision. Research limitations/implications Like all studies, the current one is not without limitations. First, the data were collected using a cross-sectional research design, which limits the interference of causality among the hypothesized relationships in the model. Future research work should apply alternative research designs such as a daily diary or longitudinal data collection (Shadish et al., 2002), in order to support the validity of the study. Practical implications In practical terms, abusive supervision is recognized as a destructive workplace behavior that is costly to organizations (Mackey et al., 2017; Martinko et al., 2013). Thus, it is important for organizational management and practitioners to understand the reasons why supervisors exhibit abusive behavior toward subordinates. Social implications Through this study, higher management must understand harmful effects of subordinates’ workplace negative gossip, it must be recognized as other types of workplace mistreatment (rudeness and incivility), establishment and enforcement of the code of conduct can prevent negative workplace gossip prevalence in the workplace. Originality/value This study has contributed to the organizational behavior literature in several aspects. First, most studies have examined the consequences of abusive supervisor through subordinates victimization, current study contributes in the ongoing stream of research by examining antecedents of abusive supervision through subordinates’ social victimization (e.g. negative workplace gossip) of supervisors.