PurposeAdvanced information technologies are transforming the modern workplace, resulting in positive and innovative outcomes in educational institutions. Growing awareness and exposure to technology and lifestyle changes empower women leaders to move beyond traditional domestic roles and succeed professionally and personally. Thus, this study aims to investigate the role of women in electronic leadership (e-leadership) in creating a healthy work-life balance (WLB), which promotes innovative work behaviour (IWB) grounded in the conservation of resource theory (COR). Furthermore, it examines self-efficacy as a potential moderator in the relationship between e-leadership and WLB.Design/methodology/approachThis quantitative study used an electronic questionnaire to collect data from female leaders working in private universities in Punjab, Pakistan. Participants were selected by purposive sampling. The research model was validated through partial least squares structural equation modelling, a method of variance-based analysis.FindingsThe findings of this study show a positive relationship between women's e-leadership, WLB and IWB. WLB acts as a partial mediator between women's e-leadership and IWB relationships. Furthermore, self-efficacy moderates the relationship between women's e-leadership and WLB.Originality/valueThis study contributes to previous research by providing a more detailed perspective on these relationships, especially concerning women leaders, a significant aspect of achieving gender equality in developing countries. Moreover, this study examines the role of self-efficacy as a moderator between women's e-leadership and WLB, an area with limited evidence. This research contributes to COR theory and provides practical insights for academic leaders, policymakers and educational institutions on cultivating an innovative environment.

In today’s fast-paced academic landscape, university teachers encounter a considerable workload while managing strict deadlines and diverse responsibilities. In their efforts to maintain high performance, these teachers encounter significant job demands that can affect both their psychological well-being and job performance. Therefore, this study investigates the role of job demand in shaping the job performance of university teachers, with a focus on the mediating roles of Psychological Well-Being (PWB), anxiety and depression, and the moderating role of social support by considering Job Demand-Resource (JD-R) Theory as the foundation. Utilizing a cross-sectional design, quantitative data was collected from university teachers via an electronic structured questionnaire. The sample for this study was obtained through multistage random sampling and comprised 293 teachers from private universities in Lahore, Pakistan. The results of structural equation modeling show that PWB, anxiety, and depression act as mediators in the relationship between job demands and job performance. The study indicates that social support moderates the effects of job demands on anxiety and depression. Social support also moderates the relationship between job demands and PWB. The findings contribute to academic discourse by emphasizing the need for targeted interventions that prioritize social support and mental health resources to improve job outcomes and performance. This study bridges a critical gap in the literature and offers practical implications for university administrators and policymakers, indicating the requirement for well-balanced workloads, mental health initiatives, and supportive work environments.

The globalization and innovation have significantly altered the dynamics of modern businesses. As a result, it has become vital for the organizations to establish strategies that promote innovation in ideas, products and processes while efficiently managing resources to boost overall performance. While numerous studies have examined direct relationships amid Entrepreneurial Self-Efficacy (ESE), Entrepreneurial Experience (E-Exp), Entrepreneurial Education (E-Edu), Entrepreneurial Orientation (EO) and firm performance, limited attention is given to their indirect impact through Entrepreneurial Intention (EI). This research addresses this gap by exploring how ESE, E-Exp, E-Edu, and EO influence firm performance through EI, particularly in SMEs within emerging economies. The study uses quantitative, causal and survey-based approach. Data were collected via self-administered questionnaires from 420 participants, including SME owners, directors, senior managers, middle managers, and policymakers. The analysis was conducted by using Structural Equation Modeling technique through statistical software SPSS and AMOS software. The results provide significant information in reaching desired conclusion.

A productive and positive workplace culture is essential to gaining positive organizational work outcomes. At the same time, counterproductive work behaviour in Punjab has been observed as a prevailing negative behaviour that hinders positive workplace behaviour. Counterproductive work behaviour works against organizational goals and is considered one of the negative sides of organizational behaviour. The current research tested the influence of abusive supervision on counterproductive work behaviour with the mediating role of Transactional and relational psychological contract breach. However, this research has also tested Resilience as a moderator-mediator between abusive supervision and the two forms of psychological contract breach. The hypothesized associations among variables were tested through the primary quantitative research method. Convenience sampling under non-probability sampling approach was implemented. Data was collected from 350 Punjab civil secretaries' employees. Three hundred twelve screened and cleaned data were analyzed using SPSS and AMOS. Results declared that Abusive supervision significantly impacts counterproductive work behavior, whereas the mediation moderation of Relational psychological contract breach among all variables has resulted in being insignificant. The mediation of Relational psychological contract breach between Abusive supervision and counterproductive work behavior was significant, while the mediation of Transactional psychological contract breach between Abusive supervision and counterproductive work behavior was insignificant. Resilience resulted as an insignificant mediator moderator in this model The research holds various theoretical and practical implications, and the research limitations have also been addressed. This research examined how abusive supervision can lead to counterproductive work behavior, mediated by relational and transactional psychological contract breaches, and moderated by employee resilience. Data was collected from 350 civil servants in Punjab and analyzed using SPSS and AMOS. Results showed abusive supervision significantly impacted counterproductive work behavior. Relational contract breach mediated the relationship between abusive supervision and counterproductive work, while transactional breach did not. The hypothesized moderated mediation of resilience between abusive supervision, psychological contract breaches, and counterproductive behavior was insignificant. This contributes to theory by testing a model linking abusive supervision, contract violations, and counterproductive behavior, including the role of resilience. For practice, it highlights the need to curb abusive supervision to avoid psychological contract breaches and counterproductive behaviors. Limitations include the cross-sectional design and sampling employees from one region. Future research should use experimental and longitudinal approaches and sample more diverse organizations.

Social Entrepreneurship Education (SEE) has the potential to benefit society by reducing poverty and advancing social, economic, and environmental sustainability. This study examines how SEE enhances students’ perception of Corporate Social Responsibility (CSR) and leads to more sustainable behaviour among students. Additionally, this study explores how the Institutional Environment strengthens the connection between SEE and perceived CSR, both crucial for cultivating sustainable behaviour. The theory of planned behaviour serves as the foundation for this study. A questionnaire-based survey was completed by purposively selected 271 undergraduates from private universities in Lahore, Pakistan. The findings indicate that social entrepreneurial education positively impacts the students’ perception of CSR and sustainable behaviour. Additionally, the study found that CSR plays a mediating role, which is statistically significant. The findings also suggest that the institutional environment acts as a moderator. This study contributes significantly to the existing knowledge and is a valuable guide for educational institutions to develop policies for education programs based on social entrepreneurship courses and training.

This study is undertaken to investigate the role of big data in enhancing HRM effectiveness via the mediating effect of big data–driven HR practices and electronic human resource management. It also examines the moderating effect of data-driven culture on big data–driven HR practices and electronic HRM. Data were collected from the HR managers and executives working in the hospitality sector. The analysis is based on the data of 248 managers. Partial least square-structural equation modeling was performed for analysis. The analytical findings revealed that big data positively and significantly influences HRM effectiveness. Moreover, big data–driven HR practices and electronic HRM further enhance the relationship between big data and HRM effectiveness. The results confirm the moderating effect of data-driven culture on big data–driven HR practices and electronic HRM. This research is novel as it explains big data and HRM relationships based on quantitative research. Moreover, this study contributes to the existing literature on digitized HRM by exploring the influence mechanism between big data and HRM effectiveness via incorporating two distinct streams of digitized HRM which have not been studied together so far, i.e., big data–driven HR practices and electronic HRM.

Purpose The study investigates the role of the dynamic capabilities of learning, integration, and re-configuration on the quality of decision-making mediated by data-driven insights. It particularly examines how these dynamic capabilities individually contribute to offering efficient and effective decision-making in the hospitality sector. Design/methodology/approach This study employs a quantitative research approach harnessed through surveys and the application of partial least square structural equation modelling using SMART PLS 4. The hospitality sector being a highly competitive industry was selected for data collection. Findings The findings reveal that learning and reconfiguration capabilities have a significant positive individual impact on generating data-driven insights hence improving the effectiveness and efficiency of decision-making. Contrarily, the integration capabilities standalone did not influence in pointing out the statistical significance of the relationship with data-driven insight or decision-making quality, an indication that integration has to be combined with other dynamic capabilities for it to be effective. Originality/Value This study adds novelty to the literature by examining the individual influences of dynamic capabilities—learning, integration, and reconfiguration on data-driven insights and decision-making quality. Unlike previous studies that have generally explored bundles of capabilities, this study isolates each to answer the more nuanced question of how organizations can, in a strategic manner, invest in certain dynamic capabilities that can improve decision-making.

With the presence of negative organizational behaviors, not only is the employee's productivity and job satisfaction affected, but the entire organizational performance of employees also declines. Workplace ostracism affects employees' psychological well-being by fostering exhaustion of their emotional, psychological, and material resources, significantly influencing counterproductive work behavior. The present research also addresses the emerging negative workplace behaviors by studying the mediation of transactional and relational psychological contract breaches. The research has adopted a 'quantitative research design' followed by a survey approach to collect data from Pakistan's healthcare sector employees. 420 questionnaires were disbursed among employees, of which 350 were received back, and 332 questionnaires were finalized after data cleaning and screening. Smart-Pls was used to analyze data and assess the association among different variables. Different tests were performed including the descriptive summary, validity (convergent and discriminant), model fitness and path analysis. Results indicated that WOC significantly impacts CWB. RPCB also significantly influences the CWB. TPCB insignificantly effects CWB and WOC significantly influences RPCB and TPCB. Mediation of TPS has been insignificant, whereas the mediation of RPS has resulted as significant. The present research holds considerable theoretical and practical importance as it provides practical insights to the managerial bodies of the healthcare sector in Pakistan to make strategies for vanishing such counterproductive work behaviors of employees that damage the morale and mental peace of other workers. The limitations of this research have also been addressed in the last section. This research examined how workplace ostracism leads to counterproductive work behaviors in healthcare employees in Pakistan, mediated by relational and transactional psychological contract breaches. A quantitative survey collected data from 350 employees, with 332 used after screening. Analysis with SmartPLS tested associations between workplace ostracism, contract breaches, and counterproductive behavior. Results showed workplace ostracism significantly impacted counterproductive behavior. Relational contract breach mediated this relationship, while transactional breach did not. The findings contribute theoretically by linking workplace ostracism to counterproductive behaviors through psychological contract violations. Practically, they suggest reducing ostracism and relational contract breaches to curb counterproductive behaviors in healthcare organizations. Limitations include the cross-sectional design and sampling from one sector in one region. Further research could use experimental, longitudinal approaches and more diverse samples. Overall, this highlights the need to address emerging negative behaviors like ostracism to maintain positive psychological contracts and productive work environments.

Purpose This research aimed to investigate the mediating role of social media engagement in the relationship between differentiation-oriented content and purchase intentions. Additionally, this research studies the moderating impact of entrepreneurial social media skills in the relationship between social media engagement and purchase intentions. Design/methodology/approach The research proposes a positivist research philosophy, deductive research approach and survey research strategy. Data were collected from followers of social media pages of small and medium businesses operating in the fields of groceries, food items, apparel and supplies in Pakistan. Respondents were selected randomly. The descriptive statistics were calculated first, followed by reliability and validity analysis as part of the measurement model. Finally, mediation and moderation analyses were run by using structural equation modeling. Findings Results of the study confirm that differentiation-oriented content has a positive relationship with purchase intentions and social media engagement mediates this relationship. Results further confirm that the social media skills of entrepreneurs moderate the relationship between social media engagement and purchase intentions. Practical implications From a practical point of view, this study will potentially help entrepreneurs in Pakistan unveil the undiscovered potential of social media and understand the importance of social media marketing campaigns in crisis situations. It will unlock the importance of entrepreneurial training and development to better adapt to the dynamic and vibrant world of social media. Originality/value This is the first study that investigates the relationship between differentiation-oriented content and purchase intentions. Additionally, the current study adds to existing knowledge by proposing entrepreneurial social media skills as moderators in the relationship of social media engagement with purchase intentions.

Organizations began using environmentally focused management as environmental concerns gained more attention; therefore, the purpose of this investigation is to examine the factors that affect environmental performance i.e. organizational environmental culture, green human resource management, green innovation, and corporate social responsibility. Ability, Motivation, and Opportunity Theory serve as the foundation for this research, and data were gathered from 315 manufacturing firms using a survey questionnaire. The measurement and structural model analyzed the acquired responses by using Smart PLS. The outcomes of this research show that organizational environmental culture has significantly impacted G-HRM. Findings also revealed that G-HRM as a mediator positively influences the relationship between OEC and GI whereas GI plays the role of mediator and significantly affects the connection between G-HRM and EP. Moreover, CSR makes a stronger association between G-HRM and green innovation, but unexpectedly G-HRM lessens the connection with environmental performance.

This study aims to examine the effect of green dynamic capabilities and green practices on the sustainable performance of SMEs by concentrating on the crucial role of green value co-creation and green innovation. For this purpose, a random sample of 245 respondents was selected working in SMEs in Pakistan, and PLS-SEM was used for data analysis. The findings of the study showed that green dynamic capabilities and green practices are positively related to green value co-creation and green innovation, respectively. Moreover, it was also found that green innovation is a significant contributor to improve the sustainable performance of SMEs. Results also divulged that green value co-creation significantly mediates the relationship of green dynamic capabilities and green practices with green innovation. Lastly, it was found that technology turbulence is a crucial factor to strengthen the association between green innovation and sustainable performance. This study provides insightful understanding for practitioners of SMEs to realize the importance of incorporating green innovation and green value co-creation in their business strategies to boost the sustainable performance.

The study aims to examine the role of course evaluation and digital platforms in students' online learning and satisfaction. The target population was students from public and private educational institutes in Pakistan. Data were gathered through an e-questionnaire and 652 responses were analysed using the partial least squares structural equation modelling (PLS-SEM). Resultantly, online learning significantly influenced students' satisfaction while interaction demonstrated students' positive engagement. Furthermore, the study highlighted the course evaluation and digital platforms in creating an eco-friendly environment that enhances satisfaction. The study extends online learning by incorporating predictors, such as course evaluation and digital platforms to operate higher educational institutes efficiently. The study is unique due to technology use in students' e-learning that ultimately forms satisfaction.

Purpose In this study, the situation strength theory (SST) has been applied to assess the predictability of empowering leadership (EL) in explaining intrapreneurial behaviour (IB) under the strong situation effect of job autonomy (JA). Design/methodology/approach The proposed theoretical framework was assessed using cross-sectional survey data from 237 engineers employed in Pakistan's automotive firms. Covariance-based structural equation modelling (CB-SEM) was used to analyse the survey data. Findings The study's results revealed a positive relationship of EL with JA and IB. Drawing from the conceptualisation of SST, JA serves as an organisational strong situation by offering sufficient cues and significantly intensifies the relationship between EL and IB. Practical implications The study contributes by establishing the requirement of strong organisational situations for nurturing IB in organisations. The study's outcomes are useful for academia, practitioners and industry to identify strong situations for employees' organisational behavioural outcomes like IB to dampen the personality impacts of employees on organisational processes. Hence, the study offered a major shift or an alternative in existing human resource practices, from personality assessments to creating cues from strong situations for fostering human behaviours. This will impact organisational human resource management scope during talent management, selection, promotion and employment. Originality/value The present study is novel from the IB investigation due to situational response in organisations, as assessed by employees. The study contributes towards SST by extending its epistemology to explain IB as an outcome of EL. The present study offers important empirical evidence for the role of the strong organisational situation of JA.

The study aims to provide insight into how online entrepreneurial education, attitude, and mindset enhance the professional growth, innovation, and success of entrepreneurs in Pakistan. Data were collected through a self-administered questionnaire and 235 responses were analysed using the partial least squares structural equation modeling (PLS-SEM). Resultantly, online entrepreneurial education has a positive impact on the development of an entrepreneurial mindset. Entrepreneurial attitude influences the entrepreneurial mindset, which enhances professional growth. Moreover, innovation among entrepreneurs is as necessary as mindset and education. The findings revealed that professional growth formed innovation for entrepreneurial success. The study further broadens the scope of knowledge of entrepreneurs by adding predictors, such as professional growth, innovation, and entrepreneurs' success, and is advanced due to the usage of innovative techniques for professional growth to promote career success.

Our research aims to assess the influence of emotional intelligence, servant leadership, and psychological safety on employees’ innovative behavior, with the help of task interdependence’s moderation effect. A convenience sampling method was employed to gather pertinent information from Lahore, Pakistan’s I.T companies, and 230 questionnaires were considered for the results. Outcomes depict that emotional intelligence positively influences servant leadership. Results also demonstrate that servant leadership influences psychological safety, which further positively affects employees' innovative behavior. Additionally, task interdependence modifies the linkage between psychological safety and imaginative behavior in a favorable and meaningful way. The new study adds to the corpus of information by examining the potential for task dependency to spur employees to take unique actions.

This study investigates how entrepreneurial education, entrepreneurial attitude, and culture enhance students' entrepreneurial intentions in an educational institute. Students from Pakistan's private educational institutions made up the target population. An electronic questionnaire was used to collect data, and partial least squares structural equation modeling was used to analyze 735 responses (PLS-SEM). Consequently, entrepreneurial education positively influenced the students' entrepreneurial attitude and entrepreneurial intention. The mediating role of entrepreneurial attitude was also statistically significant. Furthermore, the results reveal that the link between entrepreneurial education and attitude is more vital with culture as a moderator. The study contributes to the body of knowledge by investigating the entrepreneurial intentions of students based on the theory of planned behavior through empirical evidence on hypothesized relationships. Moreover, the study extends the scope of entrepreneurial education by adding predictors such as culture for the efficient performance of educational institutes.

The current literature in the environmental management domain proposes that employee behaviour is essential to enhancing environmental outcomes, but few studies have examined how human resource management (HRM) is linked with the green innovation of organisations. The study aims to investigate the interrelationship between green human resource management and green innovation in the hotel industry through the mediation of green human capital and environmental knowledge and moderation of managerial environmental concerns (MEC). The study was conducted on 209 participants from several occupational levels, including frontline workers, entry-level management, middle management, and top management employees of various hotel chains in Pakistan. Data were collected through stratified random sampling and analysed using the partial least structural equation modelling (PLS-SEM) technique. Resultantly, GHRM positively contributed to the green innovation of organisations. The mediating roles of green human capital and environmental knowledge were also statistically significant. Furthermore, the results reveal that the link between GHRM and green human capital is stronger with MEC as a moderator. The study contributes to the body of knowledge by investigating environmental protection based on the human capital theory through empirical evidence on hypothesised relationships. Moreover, the study extends the GHRM scope by adding predictors such as environmental knowledge for efficient hotel industry performance.

Ostracism in the workplace has emerged as the burning issue for organizations, that grabbed the attention of researchers, practitioners and academicians to help corporate world. Thus, every organization is wandering the result-oriented solution to this issue to get employees satisfied and motivated. The research used ostracism as an independent, emotionally intelligence is mediator and counterproductive work behavior, aggressive behavior and workplace deviance as dependent variables. The research is significant for organizations, practitioners, and theory and policy makers. Quantitative research approach is used in this research. A Likert scale close ended questionnaire is used to collect respondents, response. Data is collected from the banking sector. The study has incorporated 300 respondents to collect data. The simple random sampling technique is used for research purpose. Results show that a statistically significant impact exists in the magnitude of counterproductive work behaviors (CWBs) and ostracism, aggressive behavior and ostracism and ostracism and workplace deviance.

Effective leadership in academia is crucial as well as an important component for the success of higher education institutions and to produce graduates of the twenty-first century. However, the complexity of educational reforms, multiple goals, and traditional norms stimulate vague and contested leadership amongst faculty members. The paper reveals the significance of leadership for higher education institutions and explore how leadership abilities can be indoctrinate at the faculty level. A qualitative study was designed by arranging a series of focus group discussions to collect the data. By conducting thematic analysis; few themes emerged which enlightens the significance of academic leadership. In higher education institutions faculty members directly promote the institutional teaching mission, advance learning, and research by representing themselves as core human resources of higher education institutions. Lastly, the paper presents the art of practicing situational leadership in educational reforms considering different paradigms of leadership.

The governance system of any country is required to be stable in any country. This study is the initial attempt to find the determinants of governance in Pakistan. The data has been collected from World Bank Data Bank from 2002-2016. The correlation test and Structural Equation Modeling is applied to the data. The governance is the construct variable in Structural Equation Modeling. The results shows that Voice and Accountability, Political Stability and Violence Terrorism, Government Effectiveness, Gross Domestic Product per Capital Growth, Gross National Index growth. Gender diversity and Human Development are the factors of governance in Pakistan. It can be argued that Regulatory quality, Rule of Law and the control of corruptions are not the confirmed factors of governance the latent variable in Pakistan. I can say that Regulatory Quality is not important for the governance. The regulatory quality is not important factor for governance in Pakistan but Voice and accountability, Political stability and the government effectiveness are the confirmed factors for the governance. The governance in Pakistan is poor but other determinants are of economic growth and developments are improving so this shows that if Policy makers want to improve the governance determinants then it will have positive effect on the economic development.