The paper aims to test the results of job demands and job resources on employee digital wellbeing in the service sector of Pakistan, with technostress and employee engagement as the mediating factors. The research is grounded on the Job Demands-Resource model with purpose to explore the effects of digital workplace environment on the wellbeing of personnel in technology-based institutions/companies, the banking as well as IT industries. A time-lagged survey approach was adopted for data collection using questionnaires, 166 responses were included for the study after the responses were received in two waves. Data analysis was performed by the help of SPSS including Hayes PROCESS Macro. Conclusions showed, Job Demands have a substantial negative upshot on employee digital wellbeing, while job resources have a noteworthy positive influence on employee digital wellbeing. Job demands were absolutely related to technostress, while technostress was adversely related to employee digital wellbeing. Mediation analysis displayed, technostress partially mediated the association between job demands and employee digital wellbeing. Job Resources positively predicted employee engagement, while employee engagement positively predicted employee digital wellbeing. Moreover, employee engagement partially mediated the association between job resources & employee digital wellbeing. The discoveries maintained the JD-R theory as they showed that job demands acted as strain factors through technostress, while job resources acted as motivational factors through employee engagement. The research concludes that organizations in the digitally intensive service sector should strive to reduce digital demands while increasing positive work resources to improve employees' digital well-being.
Artificial Intelligence (AI) holds transformative potential for small and medium-sized enterprises (SMEs), yet its adoption in emerging economies remains low due to context-specific barriers. Existing AI readiness models, predominantly derived from developed economies, overemphasize technological factors. To address this gap, this study developed a comprehensive, empirically-grounded framework that captures the crucial strategic, organizational, and regulatory challenges salient in resource-constrained contexts, explicitly elevating 'Regulatory' to a standalone dimension. Evidence was drawn from Pakistani SMEs. A qualitative, multiple-case study methodology was employed, drawing on data from semi-structured interviews with management across three SME sectors (manufacturing, services, and primary). Data was analyzed using NVivo-12 for thematic coding and cross-case analysis. The research culminates in a multidimensional AI readiness framework comprising five critical dimensions: (1) Strategic, (2) Technological, (3) Organizational, (4) Environmental, and (5) Regulatory. The findings revealed a significant AI readiness gap among Pakistani SMEs, characterized by a universal lack of regulatory guidance, varying levels of technological infrastructure, and a strong dependence on top management support. Across the three sectors, only one SME progressed beyond the initial AI readiness stage, while all three showed very low regulatory preparedness, indicating a severe readiness deficit. Technological maturity ranged from minimal digitization to partial AI experimentation, indicating a pronounced technology readiness gap across these sectors. The proposed framework would provide SME managers and policymakers with a practical diagnostic tool to systematically evaluate their organizational AI readiness. Furthermore, it would also provide clear levers for intervention. This highlights the need for strategic vision, skills development, and the creation of internal AI policies in the absence of robust national frameworks.
This study examines the dynamics and challenges of Government–NGO partnerships in service provision within Palestine. In the context of limited resources, NGOs have emerged as critical actors in health, education, humanitarian relief, and other essential sectors, complementing governmental efforts. Using a qualitative Delphi method, conducted in three iterative rounds between June and August 2023 with 44 experts from government, NGOs, academia, and the private sector, the study identified 75 challenges to effective collaboration. These were categorized into six themes: structural misalignments, procedural differences, unclear roles and responsibilities, deficits in trust and communication, power asymmetries, and weak legislative frameworks. Trust deficits (91%), lack of coordination mechanisms (88%), and misaligned objectives (72%) emerged as the most critical barriers. The findings highlight the need to establish formal coordination platforms, clarify roles, enact supportive legislation, and balance power relations. Addressing these gaps is essential to foster sustainable, strategic partnerships.
The current study aimed to investigate how the strategic approach of Small and Medium-sized Enterprises (SME) entrepreneurship innovation moderates the relationship between ambidextrous opening and closing behaviour and the adoption of three different circular practices. This study used a sample of 267 manufacturing SMEs in Nigeria. Through PLS-SEM structural equation modelling, it was discovered that only two of the three categories of circular economy (CE) practices are moderated by SME entrepreneurship innovation, despite opening leadership and closing leadership behaviour being positively connected to all three. This unique perspective adds to the body of CE literature, arguing that SME entrepreneurship innovation promotes the adoption of CE practices. In the context of Nigerian manufacturing SMEs, a differentiated perspective of adopting CE practices is also provided.
Artificial Intelligence (AI) is reshaping the way Human Resource Management (HRM) functions within organizations. The core areas, such as performance evaluation, employee motivation, retention strategies, and ethical practices are highly influenced by AI. Simultaneously, its use raises new concerns, for instance, data privacy. The current study adopted a qualitative approach to explore how AI is impacting HRM practices and how it can be applied effectively in real-world settings. A total of 15 semi-structured interviews were conducted with Human Resource (HR) professionals in the banking sector of Hyderabad, Pakistan. Data was analyzed using thematic analysis in NVivo 12. The findings revealed three traditional recruitment challenges and processes, ethical considerations, risks, challenges as well as future trends and perspectives. The results revealed that AI has the potential to make recruitment more efficient through automated candidate filtering, selection matching, and initial screening. This helps reduce delays and minimize bias. However, concerns were raised about employee data privacy and job insecurity associated with automation. The study emphasized the need for industry-specific metrics to guide effective AI implementation. It also highlighted how AI can support performance management by allowing HR teams to detect early signs of employee dissatisfaction. While AI may enhance career development and workplace motivation, its role in automating administrative tasks could also lead towards ethical dilemmas, especially related to job displacement. To address these challenges, the study recommended updating HRM practices to include employee protection strategies, ensuring a balance between technological advancement and workforce well-being.
This study aims to examine the direct association between paradoxical leader behavior and the followers’ in-role and extra-role performance in the hospitality industry. Furthermore, this study also analyzes the moderating role of psychological capital. Data was collected through a questionnaire from supervisors and their immediate frontline employees working in the hospitality industry (specifically operating in the twin cities of Rawalpindi and Islamabad, Pakistan). The results of multilevel path analysis demonstrated that paradoxical leader behavior (PLB) is positively associated with in-role and extra-role performance of frontline employees. Moreover, the followers’ psychological capital moderates the relationship between PLB and the followers’ in-role and extra-role performance, such that the relationship was determined to be stronger when the followers’ psychological capital was higher. The findings of this study extend our understanding of the construct of PLB and how it is related with the followers’ performance outcomes.
This study investigates the impact of toxic leadership on workplace bullying across multiple sectors in Gujranwala, Pakistan, emphasizing the mediating effects of employee silence and psychological well-being, as well as the moderating effect of employee voice. A systematic survey was conducted with 384 employees from various industries and the data was analyzed using Structural Equation Modeling (SEM). Statistical results were drawn through SPSS and AMOS. The findings show that toxic leadership has a significant impact on workplace bullying, with employee silence and psychological well-being acting as essential mediators. Contrary to predictions, employee voice did not moderate the association between toxic leadership and bullying, implying that the impact of toxic leadership is widespread, regardless of employees' willingness to speak up. The results demonstrate how organizations can reduce workplace bullying and enhance employee well-being by addressing toxic leadership and fostering a positive work environment.
This research examines how workplace buoyancy, somatic burden, autonomy-supportive and autonomy-thwarting leadership styles, and spiritual climate influence the moral competency of teachers. It may ultimately contribute to the development of a positive education culture. Data was collected through a structured questionnaire completed by teachers. This study also involved machine learning techniques including Random Forest Regressor (RFR) and Gradient Boosting Regressor (GBR). These techniques aim to identify correlations between the variables. In addition, Structural Equation Modelling (SEM) was adopted to analyse direct and indirect effects. The results indicated that autonomy-supportive leadership has a positive impact on moral competence, while spiritual climate mitigates the negative impact of somatic burden on moral competence. GBR and RFR were used to evaluate features, consistently showing similar relationships, with RFR demonstrating better predictive power. This shows that the use of machine learning in analysing educational data retrieves deep patterns within the data sets. Collectively, the results of the current study imply the importance of organizational change to promote autonomy-supportive leadership and to improve the spiritual climate to increase teachers’ moral competence. There is still room for further improvement concerning the generalization of results; therefore, further studies should use a larger sample of convenience. There is a need to examine other moderators, for instance, personality traits and to incorporate longitudinal designs to evaluate effects over time.
This study investigates the influence of narcissism and entrepreneurial ambition on entrepreneurial intention and self-efficacy in students studying entrepreneurship. This study employed an intricate relationship between narcissistic tendencies, entrepreneurial drive, entrepreneurial intention, and self-efficacy among students. The study also applied a positivist ideology and a deductive approach in quantitative research. A total of (N-766) responses were collected for inquiry from entrepreneurship students in Pakistan, a South Asian country. Data was analyzed through SPSS 24.0 and AMOS 26, while utilizing multiple linear regression models and commonly employed mediation procedures. The findings suggested that the relationship between entrepreneurial motivation and entrepreneurial intention is such that entrepreneurial motivation positively influences entrepreneurial intention. The study made a valuable contribution to the existing body of knowledge on the extended model of the Theory of Planned Behavior. It has important implications for university administration and teachers who are responsible for students displaying high levels of narcissism or psychopathy. These individuals should be given proper care, education, and targeted interventions aimed at reducing their narcissistic and psychopathic tendencies to enhance their entrepreneurial intentions. According to the knowledge, this is the first study of this context which contributed to the literature on of narcissism, entrepreneurial intention and self-efficacy. Second, the study used (Entrepreneurial Motivation) as Moderator (Exogenous force) in this study as the study was conducted in Pakistan. So, the study has a great contribution to this perspective as well.
This study explores positive emotions in the context of students, focusing on the constructive impact of pride. The research aims to enhance the practical understanding of positive emotions centered around the broaden and build theory. Additionally, based on social learning theory, the article examines the moderating role of teacher-student relationship (TSR) to identify the association between psychological capital (PsyCap) and students' outcomes. To analyze the effects of pride on students' outcomes, PsyCap is introduced as a mediating mechanism, elucidating its influence on the relationship between pride and academic performance and engagement. Data from 328 students in diverse universities in Pakistan support our model, and the findings reveal a positive correlation between pride and academic performance and engagement. Moreover, TSR moderates the link between PsyCap and academic performance and student engagement. The positive association between PsyCap and academic performance and engagement strengthens when TSR is strong. This study contributes to the existing literature by highlighting the significance of positive emotions, particularly pride, in the academic context. The implications extend to theoretical and practical realms, providing insights into cultivating positive emotions and fostering a strong TSR. However, acknowledging study limitations, future research directions are required to address them.
Reward systems are significant organisational management tools for acquiring, retaining, and motivating potential employees and for attaining higher levels of performance. The primary goal of this research is to explore the impact of reward system on academic staff engagement and organisational performance in selected Technical Universities (TUs) in Ghana. To achieve the objective, data was collected using Google Forms from 315 academic staff working at 5 selected TUs. Afterwards, it was gathered in SMART PLS (SEM) and analyzed using descriptive and inferential statistics. The findings revealed that (i) Academic Staff Engagement (ASE) has a significant positive effect on Reward System (RS), (ii) RS has a significant positive effect on Organisational Performance (OP), (iii) ASE influences OP, and (iv) RS significantly mediates the relationship between ASE and OP. Therefore, the findings suggested that the organisational reward system and academic staff engagement are critical human resource factors for improving the performance of the technical institutions. The outcome of this research calls for the policy makers and the TUs management to consider reward system and academic staff engagement programs as tools for driving institutional performance. The study also contributes significantly to the knowledge and the application of ASE, RS, and OP in theory and practice in the context of higher education institutions.
The current research explores the experiences of female entrepreneurs in Pakistan, offering a detailed exploration of their networking and socializing efforts, the motivational factors driving their ventures, and the unique challenges they face throughout their entrepreneurial journeys. Qualitative data was gathered through semi-structured interviews of 25 female entrepreneurs from diverse sectors. Thematic analysis was performed via NVivo14, which revealed the pervasive obstacles encountered, including deeply ingrained societal norms, gender biases, and limited access to established business networks. The findings revealed how traditional cultural expectations, including rigid gender roles and expectations of modesty, impede women's active participation in networking opportunities, further marginalizing them in business circles. This research also uncovers the innovative strategies female entrepreneurs use to navigate through these challenges, including utilization of online platforms as an alternative to in-person networking. The research also highlights the significance of fostering supportive networking environment for women to ensure professional growth. It provides a contextualized understanding of how societal pressure shapes the experience of female entrepreneurs in Pakistan, while drawing parallels with similar challenges faced by women in the world which adds to the broader literature on gender and entrepreneurship. The study offers actionable insights for policymakers and stakeholders. These insights are essential for creating an inclusive entrepreneurial environment for female entrepreneurs to help them flourish and contribute towards the economic growth and gender equality objectives of the country.
The objective is to assess the impact of knowledge sharing, employee motivation, and employee engagement on overall performance. The quantitative research method is used to collect primary data through an adoptive structured questionnaire based on a 5-Likert scale. The responses are recorded from 322 respondents through the method of sampling in many stages. Using SmartPLS software, recorded responses are examined using statistical tests (such as regression and correlation). The results indicate a positive relationship among knowledge sharing, employee engagement, motivation, and performance. All hypotheses (H1, H2, H3) were accepted with t-values exceeding 1.96. This study elaborates on how knowledge sharing along with the moderating effects of motivation and engagement, improves employee performance, particularly in the academic sector. It also adds to the existing literature on these relationships.
The current research explores the relationship between job stress, job performance and innovative work behaviour, as mediated by psychological capital (PsyCap), in the construction sector in Pakistan. More specifically, it investigates as to whether PsyCap indeed helps to mediate the interaction between job stress and job performance. For this purpose, cross-sectional survey research design was adopted and questionnaires were administered on one hundred (100) construction workers. The results revealed that high levels of PsyCap have a positive relationship with job performance and innovative work behaviour, as well as a negative relationship with job stress. The study also examined how PsyCap mediates the negative impact of job stress, as well as the need to reduce it and improve employees’ productivity and creativity in stressful areas. The findings enhance the knowledge base of PsyCap as an organizational asset that may effectively minimize the effects of job stress and provide suggestions to enhance the management of employees’ outcomes. In light of these findings, organizations in the construction sector should promote PsyCap to boost the performance and resistance of workers to stress in the demanding environment that characterizes the industry.
Gaining self-awareness can be accomplished through practicing personal growth tools. This study highlights how career self-management moderates the impact of coping strategies, mindfulness, and self-regulation on students facing challenges. Furthermore, the study contributes to an expanding body of research on how the university students in Lahore, Pakistan, relate mindfulness, coping mechanisms, and self-regulation to their career orientation. With a sample size of 384 students, the survey data were analyzed using the Statistical Package for Social Sciences (SPSS), employing descriptive analysis, Cronbach's Alpha, response rates, and response profiles. Structural Equation Modeling (SEM) was also used for hypothesis testing. The findings of this study reveal that effective coping strategies, when moderated by career self-management, significantly influence career orientation. Students who adeptly manage challenges are more likely to overcome failures and remain optimistic about their career future. Furthermore, it suggests that enhancing coping abilities can improve the student goal adjustment skills when facing future challenges. To align their effects and drive themselves towards realistic goal coping strategies is essential for building a successful career orientation. Additionally, these developmental strategies are recommended to the universities because by considering factors such as mindfulness, coping strategies and self-regulation, policy makers can design more effective interventions.
The human capital theory suggests that individuals can significantly enhance their knowledge, skills, and marketability by participating in education and training programs relevant to their job. Many professionals in Bangladesh are returning to academia, since they consider the MBA degree as an advanced managerial degree for their professional development. Enrolling in an MBA program represents a strategic investment in one's human capital. The impact of the MBA degree on the development of employability and the factors contributing to it remains undetermined. Thus, this study aims to evaluate how managerial education enhances employability and shapes attitudes in Bangladeshi professionals. An explanatory sequential approach based on mixed methods research design was followed for collecting and analyzing data. The study population consisted of the alumni of evening MBA programs conducted in public universities in Bangladesh and their employers. The analysis was based on 390 valid questionnaire responses and 10 comprehensive interviews with employers. The alumni of MBA programs acknowledged substantial improvement in managerial knowledge, skills, and attitudes, a viewpoint endorsed by their employers. These results may inspire individuals without an MBA to consider pursuing the degree, aiming to improve their understanding and abilities in management with the purpose of developing their future careers. The results present a persuasive case for employers to support their employees in pursuing managerial education. It is important to recognize that the growth of the knowledge and skills of professionals is closely linked to organizational development. An employee with proper managerial capabilities is considered as a valuable resource for any organization and also contributes to national development.
In the present-day world, education is considered to be the key element of progress for any nation. Every stride towards progress demands efforts, and undoubtedly the educational institutions rely heavily on the efforts of the teachers. Ensuring the quality of students’ education and research to meet the challenges of the current era are paramount goals. The current research aimed to study the relationship between job crafting, psychological empowerment and creativity among pre-primary teachers. The study encompassed a total sample of 250 pre-primary teachers from the public and private schools of Lahore, Pakistan. Pearson Product Moment Coefficient of Correlation Analysis, Multiple Linear Regression Analysis and Hayes PROCESS Mediation Analysis were applied to analyze the data through SPSS 26. The results of the study revealed a significant correlation among the variables. Results of regression analysis showed that job crafting (task and relational dimension), and psychological empowerment (meaning and impact dimension) were significant positive predictors of creativity. Furthermore, the mediation analysis showed that meaning significantly mediated the relationship between task crafting and creativity, as well as relational crafting and creativity. Similarly, impact was also found to be a significant mediator between relational crating and creativity. The findings of this research hold significant implications for both educators and policymakers of early childhood education. Confirming the crucial role of job crafting through the mediation of psychological empowerment in fostering creativity, this study underscores the necessity of integrating insights into the value, potential strategies, and effects of job crafting and psychological empowerment into teacher training programs.
The current study attempted to explore the idea of convergence versus divergence of best Human Resource Management (HRM) practices in the context of Pakistan. In recent years, the businesses of multinational companies have grown immensely. This, in turn, has raised a debate of divergence vs. convergence of management practices in general and HRM practices, in particular, due to socio-cultural constructs that exist in a society. While, a major part of the international HRM literature has focused on the developed countries or the Western world. The current study, however, examined the convergence vs. divergence of the best HRM practices of a developing country, keeping in view the individual cultural values that people possess. The data was collected through a survey questionnaire technique from the telecommunications sector of Pakistan, which comprises Multinational Companies’ (MNCs) subsidiaries. The results showed that the best HRM practices should be carried out by incorporating the cultural values of the host country. However, there are certain practices that people prefer to follow in a standardized manner. Hence, the managers working in MNCs’ subsidiaries are suggested to incorporate and take into account the cultural variations while designing the HRM policies and practices. The current study also provided insights into the Pakistani culture for international research and the business community as well.
Team-Member Exchange (TMX) and its associated positive organizational outcomes have garnered significant interest among organizational researchers and psychologists. To address this interest, the current research through bibliometric analysis reviewed TMX and its profound impact on the related concepts within organizational research. Utilizing a targeted search on Scopus, 113 articles were shortlisted. The substantial influence of TMX on both individual and team-level outcomes was explored by applying the Social Exchange Theory (SET). The thematic analysis and the implications of TMX, including its connections to the leadership roles, cultural contexts, and individual attributes that can enhance TMX were discussed in detail. The research study contributes to the field by providing the first comprehensive bibliometric analysis of TMX, highlighting growth trends, dominant themes, and key author collaborations which differentiates it from the previous reviews that lacked such detailed quantitative insights. This study thus, provides useful insights, recommendations, and theoretical contributions for future research in this domain.
Institutions spend billions of rands in providing staff with training and development interventions to prepare them to meet the demands of the current dynamic environment. However, executives and other stakeholders demand value from all investments. The increasing pressure from top management to rationalise the costs and benefits of training investments led to the measurement of Return on Investment (ROI). However, measuring the economic value of human capital development is challenging as compared to measuring overall business profitability and performance. This study aims to investigate the factors that enable the measurement of ROI for academic staff training in South African public universities. The study/methodology was qualitative and the philosophical approach of interpretivism was adopted. A multi-case study design was used and 14 participants were purposively selected. The cases were comprehensive universities, traditional universities, universities of technology, and government institutions responsible for funding academic staff in South African public universities. Interviews were conducted and the data was analysed through thematic analysis. The findings revealed that the enablers for measuring ROI for academic staff training included accountability, holistic approach to Human Resource Development (HRD), institutional systems, willingness to conduct ROI, and HRD policy that is explicit on ROI. The study was qualitative and an interpretivism philosophical approach was adopted. A multi-case study design was used and 14 participants were purposively selected. The cases were comprehensive universities, traditional universities, universities of technology and government institutions responsible for funding academic staff in the South African public universities’ context. Interviews were conducted and the data was analysed through thematic analysis. The findings revealed that the enablers for measuring ROI for academic staff training included accountability, holistic approach to human resource development (HRD), institutional systems, willingness to conduct ROI and HRD policy that is explicit on ROI. The article contributed to the body of knowledge and practice by emphasising the enablers of the measurement of ROI, and providing recommendations for future studies and practice.
