This study aims to investigate how congruence or incongruence in leader–member exchange (LMX) quality influences employee resilience as an immediate outcome and organizational citizenship behavior (OCB) as a distant outcome. We focus on OCBO rather than OCBI because behaviors that benefit the organization are more directly influenced by role clarity and cognitive evaluations, which are central to leader-member dyadic congruence. This allows us to examine how aligned perceptions of LMX quality shape broader organizational outcomes through employee resilience. Additionally, this study extends LMX research by examining how both the quality of LMX and the congruence between leaders’ and members’ perceptions of this relationship influence employee developable outcomes, particularly resilience. Data were collected from N = 180 matched leader-member dyads in field settings and were analyzed using polynomial regression and response surface methodology. The findings revealed that incongruence in leader-member exchange (LMX) quality was less effective in promoting employee resilience compared to LMX congruence. Both high and low levels of LMX congruence positively influenced employee resilience and organizational citizenship behavior (OCBO), whereas varying degrees of incongruence had negative effects on these outcomes. Additionally, resilience partially mediated the relationship between LMX (in)congruence and OCBO. By integrating and comparing different dyadic relationship configurations, including high–high and low–low congruence, this study highlights the nuanced effects of leader–member perceptual alignment on employee outcomes such as resilience and OCBO. A key practical insight is that congruence in LMX quality, whether at high or low levels, strengthens resilience and OCBO, but the most favorable outcomes occur when both leaders and members perceive high-quality LMX.
The adoption of AI can be beneficial in the educational market where the privilege of data collection and analysis can support policymakers and leaders in handling comprehensive data and meeting the challenges of providing quality education overall in higher education. The study aims to review the impact of Artificial Intelligence on Decision-Making in Higher Education Leadership specifications. The study has chosen the primary quantitative method. A set of 150 sample has been used to explore the specific method. The data has been tested using PLS software. The final outlook has been created using the results based on the excel sheets based on the results for 4 hypotheses. All the hypotheses are proved as positive and it is found that artificial intelligence has a positive impact on leadership effectiveness in higher education. This has been proved using the variables and checking their influence. Based on results, study recommends the use of AI in leadership in higher education. It is recommended that the monitoring should be done and it should be made sure that the correct use of the relevant operations have been used.
This study examines human resource audit practices and challenges that manufacturing organizations in Pakistan are facing. The manufacturing sector in Pakistan faces limited HR capacity and gaps in compliance systems that affects organizational performance. However, there is limited understanding of how HR audits are actually performed and implemented in this context. In this study, a qualitative research method was used, and data were collected through semi structured interviews from 15 experienced HR professionals in the manufacturing industry of Pakistan. For qualitative data analysis, NVivo-14 software is used, where a six steps thematic analysis approach of (Braun & Clarke, 2006) was applied to generate and interpret the appropriate themes. The findings of the research demonstrated the key processes, challenges and benefits associated with HR audits. The results discovered that along with the challenges HR audit practices also have significant value for the manufacturing sector. On the basis of these findings, an HR audit framework is proposed which is designed to address the unique needs and limitations of manufacturing organizations in developing economies. The theoretical and practical implications of these findings are enormous for HR professionals and policy makers as they can be used as a roadmap towards streamlining HR audits to create organizational agility and regulatory compliance. Overall, this study contributes to the existing literature by offering a practical framework that helps improve the effectiveness of HR audits by aligning compliance, competitiveness and long-term sustainability in emerging economies.
Investor psychology is one of the determinants of asset pricing according to Behavioral Finance. The tool of diversification is used for increasing returns and avoiding risk. In this study, Bitcoin as a new investment avenue is explored. The main objective of this study is to measure the effect of the Bitcoin investors’ sentiments on the stock market returns of developed and developing countries worldwide. This impact is measured through a newly constructed sentiment index for each of the 28 sample countries. For the sample period of 01st Jan 2014 to 30th May 2023 on a daily basis, data, such as an impact, is measured through the ordinary least squares OLS method. The findings suggest that the(negative and positive) Bitcoin Sentiment Index significantly affects the stock market returns of the 28 sample countries. Furthermore, Bitcoin shares characteristics with other financial assets and commodities, making it suitable for inclusion in an ideal portfolio.These findings have crucial empirical implications for investors, policymakers, and cross-border portfolio managers, who must make informed short-term and long-term decisions to plan their diversification strategies and consider including Bitcoin as a financial asset.
The aim of this research paper is to discover the arbitrating influence of the entrepreneurial orientation in the relationship between Cultural Diversity and Firm Performance as well as between digital technology and firm performance. Another aim of this study is to test the association in-between Open Innovation and the Firm Performance as well as the association between innovation capability and firm performance. SMEs with 5 to 300 employees in Sindh province, Pakistan was utilized to obtain the required data. This article chose SMEs as they form a very important part of the Pakistan economic participation. The hypothesized relationships in the proposed framework were conducted using Smart-PLS. The results reveal that EO, DT, OI and IC have a significant relation with FP. More so, the findings are an indication that the EO is seen as an intervening aspect in the connection between CD and FP. The results of this study are also indicators that EO is a major mediator between DT and FP. Moreover, the results will equip researchers and managers with the better understanding capability of the certain role that the EO plays as the mediator. The findings further show that companies ought to concentrate on how the resources can be utilized to improve their capabilities which will lead to improved performance. The findings motivate the firms to seize the opportunity of new digital technologies and trend of digitalization in industries by being committed in adopting new digital technologies and in modernizing the performance of firms in terms of digital capabilities by becoming leaders in innovation besides enhancing performance of firms.
