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Organizational cronyism is described as a relationship, companionship, and friendship based favoring. There are a number of examples regarding the existence of organizational cronyism in the workplace. However, there are a few empirical studies on this most observable fact and its consequences specifically in the higher education sector. Therefore, the purpose of this study is to examine the impact of organizational cronyism on deviant workplace behavior in public sector universities of Pakistan. Second, we use employee negligence as a mediating mechanism to explain how the construct of organizational cronyism translates into deviant workplace behavior. Using a time-lagged (three waves) research design, the data were collected from 250 faculty members of public sector universities of Pakistan. Hypothesized relationships were tested using partial least squares structural equation modeling (PLS-SEM) approach, using SmartPls 3.2.8 software. The results reveal that organizational cronyism increases employee deviant workplace behavior and employee negligence partially mediates the relationship between organizational cronyism and deviant workplace behavior. Managerial and theoretical implications, along with future research directions, are also discussed.

Recent societal and governmental concerns about transparency and corruption-free governance have created a need for a more transparent and fair leadership style. Resultantly, in the last decade, authentic leadership has been a focus of scholarly attention. Authentic leadership is a relatively emerging leadership style characterized by transparency and relational fairness. Taking a different and challenging route, this study focuses on team phenomena rather than individual outcomes. We develop a multilevel model in which we study the impact of authentic leadership on team performance and team commitment. Underlying psychological mechanisms are also uncovered, and we study the intervening role of collective efficacy. We collected data from 60 teams working in the manufacturing sector of Pakistan. Multilevel confirmatory factor analysis and multilevel structural equation modeling were conducted using Mplus. The results largely supported the study hypotheses and confirmed the direct and indirect effects of authentic leadership on team performance and team commitment. Theoretical contributions and practical implications are discussed., Author(s): Sharjeel Saleem [sup.1] , Mariam Ayub [sup.2] , Muhammad Mustafa Raziq [sup.3] [sup.4] , Muhammad Zahid Iqbal [sup.5] Author Affiliations: (1) grid.411786.d, 0000 0004 0637 891X, Lyallpur Business School, [...]

This study extends the existing discourse on employability. Drawing on regulatory focus theory, we contend that workaholism (a pull factor) and job insecurity (a push factor) constitute two critical antecedents that predict sustained employability. Moreover, we investigate the mediating roles of job crafting and presenteeism. To explain and test these predictions, we employed a mixed-methods approach and conducted two studies. Study 1 was an exploratory study to explore the hidden motives behind presenteeism that can predict sustained employability. The findings (themes) from this study guide the conceptual framework tested in the second study. In Study 2, we conducted a field survey across two waves on 498 employees from private sector educational institutions. The results reveal that both the pull factor (workaholism) and push factor (job insecurity) predict sustained employability through two distinct paths. Furthermore, promotion-oriented job crafting and approach-motives presenteeism serially mediate the relationship between workaholism and sustained employability, whereas prevention-oriented job crafting and avoidance-motives presenteeism serially mediate the relationship between job insecurity and sustained employability. These findings offer valuable insights for organizations and HR managers, enabling them to create more supportive and adaptive work environments that align with varied employee approaches to sustained employability. [ABSTRACT FROM AUTHOR]

Objective: To determine the diagnostic accuracy of Color Doppler and Spectral Doppler in identifying malignant ovarian neoplasm using histopathology as the gold standard. Study Design: Cross section validation Place and Duration of Study: The study was carried out in Radiology Department in collaboration with the Pathology department at Rawalpindi Medical University and Allied Hospitals, Rawalpindi, for a period of 11 months, from May 2015 to April 2016. Material and Methods: Patients with a clinically palpable ovarian mass or ovarian masses detected incidentally on gray scale ultrasound, who underwent surgery or biopsy within one month of Doppler examination were selected by consecutive (non-probability) sampling. A total of 153 patients were then examined by Duplex ultrasonography. Flow score, Resistive index (RI) and Pulsatility index (PI) were recorded for each patient. Postsurgical histopathology of the excised ovarian mass or tissues as benign or malignant was collected and diagnostic efficacy, sensitivity, specificity, positive predictive value (PPV) and negative predictive value (NPV) of Duplex USG in identifying malignant ovarian neoplasms was calculated. Results: Diagnostic accuracy of Doppler ultrasound in identifying malignant ovarian neoplasm has been calculated as 95.4%, sensitivity 86.2%, specificity 97.58%, positive predictive value 89.28% and negative predictive value 96.8% in comparison with the gold standard of histopathology. Conclusion: The study concludes that Doppler ultrasound is a reliable and dependable technique in the diagnosis of malignant ovarian neoplasm, however though Doppler parameters have good accuracy histopathology remains the gold standard due to limitations of the Doppler modality in pelvic inflammatory lesions.

Political skill has been established as an antidote to workplace stress and strain. However, despite the scholarly attention it has attracted, we still know very little about mediating mechanisms that explain this relationship and the role of political skill dimensions in mitigating workplace stressors. Thus, in this study, we investigate the impact of perceived control as a mediating mechanism between the political skill dimensions (i.e., social astuteness, interpersonal influence, networking ability, apparent sincerity) and interpersonal conflict (i.e., stress arising due to social interactions). Structural equation modeling was applied to analyze the data collected from 370 employees in a textile organization. The study found that perceived control mediated the relationship of social astuteness, interpersonal influence, and networking ability with interpersonal conflict. It, however, did not mediate the link between apparent sincerity and interpersonal conflict. Limitations, implications, and directions for future research are also discussed. [ABSTRACT FROM AUTHOR]

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This study examines the role of employee proactive personality in shaping individual and team performance. We propose that these relationships are mediated by individual and collaborative job crafting. We draw on regulatory focus theory and collect survey data from frontline employees in the hospitality industry firms in Pakistan. Data are collected in multi-level (individual and team) and time-lagged fashion (two waves) from 42 teams working in the hospitality industry. Data are analyzed using multilevel structural equation modeling (MSEM) technique. Findings reveal a positive association of proactive personality with individual and collaborative crafting. Furthermore, individual crafting shows a positive mediating role in the relationship between proactive personality and individual performance; however, the same in the case of collaborative crafting is not confirmed. We make several contributions and offer implications for theory, practice and policy. [ABSTRACT FROM AUTHOR]