Search results

This paper aims to investigate the influence of supervisor's ethical leadership style on subordinates' green or pro-environmental work behavior in the presence of green human resource management (GHRM) as a mediator and environmental knowledge as a moderator.

A questionnaire-based was distributed to 427 supervisor–subordinate dyads working in various Pakistani organizations. Structural equation modeling was used to determine the mechanisms and boundary conditions in the relationship between supervisor's ethical leadership style and subordinates' green behavior.

Structural equation modeling supported a partial mediating role of GHRM in the influence of ethical leadership on green work behavior. Further, the findings revealed that employee's environmental knowledge can magnify the indirect impact of ethical leadership, via GHRM, on green behavior.

Cross-sectional survey data are typically associated with common method bias. To counter this bias, we collected data from dual sources, namely, supervisors and their subordinates. The research findings have implications in deepening the understanding of the impact of ethical leadership in improving environmental performance of the organization.

This is the first study that utilizes multi-sourced data to examine the mediating role of GHRM and the moderating role of environmental knowledge in the relationship between ethical leadership and green behavior at work.

This paper develops and tests a model for managing workplace bullying by integrating employee perceived servant leadership, resilience and proactive personality. Specifically, this paper explores servant leadership as an inhibitive factor for workplace bullying, both directly and indirectly in the presence of employee resilience as a mediator. It further explores whether proactive personality moderates the indirect relationship.

This is an empirical study based on analysis of survey data collected from 408 employees working in services and manufacturing sector organisations in Pakistan. Structural equation modelling was used to test the research model.

Structural equation modelling results support the proposition that servant leadership helps in discouraging workplace bullying, both directly and indirectly, in the presence of employee resilience as a mediator. However, employee proactive personality moderates this process, such that the association between resilience and workplace bullying is stronger for individuals with high proactive personality.

This study's findings illuminate the strong potential of servant leadership for managing workplace bullying. This potential is attributed to positive role modelling in the workplace, which may assist in building followers' resilience. This study provides evidence to support the importance of leadership in the process by which employees develop better psychological resources to combat bullying at work.

This is the first study that examines the direct relationship between servant leadership and bullying at work. In addition, this study introduced the mediating effect of resilience and the moderating effect of proactive personality on this relationship.

The purpose of this paper is to investigate the relationship between ethical leadership and academics’ retention in universities. It draws on the conservation of resources theory to deepen the understanding of a process underlying this relationship whereby academics are more likely to stay in universities through the practice of ethical leadership. Specifically, it advances academics’ job-related affective well-being as a potential mediating mechanism, fostered by ethical leadership, which lowers their intention to leave.

This study is conducted through a cross-sectional survey of 303 academics in Australian universities. Univariate, bivariate and multivariate analysis procedures are deployed to analyse academics’ data. The research hypotheses are tested through a bootstrapped regression analysis of academics’ perceived ethical leadership, affective well-being and intention to leave.

The findings lend support to the hypothesised relations, indicating a significant role of ethical leadership on enhanced intentions of academics to stay in universities by directly conserving their job-related affective well-being.

This paper contributes to knowledge of the relationship between ethical leadership and academics’ retention by identifying job-related affective well-being as an underlying mechanism in the university sector.

This paper has practical implications for higher educational institutes seeking to retain their academic staff. Its findings show that the practice of ethical leadership in universities matters, because it lowers academics’ intentions to leave by nurturing their well-being at work.

This is the first study to examine the impact of ethical leadership on academics’ well-being and intentions to leave in the context of universities in Australia. It is one of the first studies to explore the mediating role of affective well-being in the ethical leadership and leadership and intention to leave relationship.

The purpose of this paper is to advance knowledge on the implications of perceived corporate social responsibility (CSR) on employee levels of commitment and citizenship behaviour (OCB) by investigating a trust-based mediational process in the context of academia.

The research data are collected from a sample of 736 academics through a questionnaire based survey administered in different Pakistani universities. The nature of trust-based mechanism underlying the relationships between CSR, affective commitment and OCB is determined through structural equation modelling of the research data.

The findings suggest that the perceived CSR is an important predictor of academics’ attitudes and behaviour in universities. Whilst the findings implicate the mediating role of trust in the process by which perceived CSR influences academics’ commitment, trust does not appear to mediate the perceived CSR’s relationship with OCB.

This study utilises single-sourced and cross-sectional data, which may have resulted in common method bias.

By furnishing evidence of the beneficial effects of perceived CSR on academics’ levels of trust, commitment and citizenship behaviour, this study provides a business case for universities’ involvement in CSR. The findings are particularly useful to academic administrators and managers who are interested in nurturing positive attitudes and behaviours amongst academic staff.

There is a paucity of research on CSR in the academic work settings of developing countries. This is the first study to examine the trust-based microfoundation of CSR in the context of academia in Pakistan.

This paper empirically addresses the question of whether the meaning of ethical leadership is constant across cultures. Drawing on the implicit leadership theory (ILT), we examine whether people in Australia and Pakistan respond to perceived ethical leadership in a similar or different manner. By comparing employees' interpretation of the key attributes associated with ethical leadership, we advance construct-specific knowledge in cross-national contexts.

Since meaningful cross-country comparisons of a research construct require an equivalent measurement of it, we examine the issue of cross-cultural measurement invariance of ethical leadership. Specifically, this study explores the configural, metric and scalar invariance of ethical leadership by obtaining data from matched international samples.

The findings broadly support cross-cultural generalisability of the construct's meaning and cross-cultural transferability of the ethical leadership scale (ELS). They suggest that measures of ethical leadership constructs should be used in different cultures with caution because significant differences may exist at the item level.

This study provides cross-cultural endorsement to the construal of ethical leadership by presenting evidence that supports convergence in the construct's meaning across Eastern and Western cultures. The study has enhanced the construct validity of ethical leadership through the use of the refined multiple-sample analytical approach. Previous studies have assumed that measures of ethical leadership are invariant across various contexts. However, this is the first study to employ a robust methodological technique (metric and path invariance) that demonstrates the significant difference between each item and path and generalises the validity of ethical leadership construct and its measures by using international samples.

Despite an extensive history of research into workplace bullying and the psychosomatic harm associated with it in western contexts, research into the occurrence and manifestation of bullying behavior in the academic workplaces of non-western countries is sparse. In response to this gap, the purpose of this paper is to start a research conversation by reporting an empirical enquiry into the occurrence, forms and perceptions of workplace bullying among academics in Pakistan.

This study was conducted with a representative sample of academics in a large Pakistani province through a cross-sectional survey.

This study reveals that workplace bullying is prevalent among academics in the Pakistani context, with up to half of them regularly exposed to practices such as excessive work monitoring, undermining of professional competence, lack of recognition of work contributions and obstruction of important work-related matters.

The findings underscore the need for developing broader institutional actions, clear policies and grievance procedures to discourage bullying at work in Pakistan. Higher educational managers will find the results useful for development of anti-bullying policies and codes of conduct.

This is the first study to examine the perceptions, occurrence and demographic risk factors associated with workplace bullying among academics in the Pakistani context.

The purpose of this paper is to extend the scant literature on the effect of abusive supervision on knowledge sharing by examining the roles of Islamic work ethic and learning goal orientation in moderating the effect.

This paper utilizes a cross-lagged survey research design to collect data from 735 employees working in the services and manufacturing sectors of Pakistan.

The data analysis revealed that abusive supervision has a damaging effect on knowledge sharing in the workplace. However, employee learning goal orientation and the Islamic work ethic help in mitigating this detrimental effect.

The main theoretical implication is to advance knowledge on the boundary conditions that help in mitigating the undesirable effect of abusive supervision on sharing of knowledge in organizational settings.

This paper provides practical insights into mitigating the damaging effects of abusive supervision, a prevalent issue in Asian societies, through the lenses of Islamic business ethics and learning goal orientation.

This is the first study that examines the boundary conditions placed by the Islamic work ethic and learning goal orientation around the relationship between abusive supervision and knowledge sharing in the context of Pakistan.

The issue of customer mistreatment in food and retail sectors has come under the spotlight during the COVID-19 crisis. The purpose of this paper is to examine the problem in the COVID-19 pandemic context and study its implications for employee counterproductive behavior in the workplace. Specifically, this study aims to investigate the relationship between customer mistreatment and employee counterproductive behavior by considering the mediating role of cognitive rumination and moderating role of servant leadership at coffee cafés that operated during the COVID-19 smart lockdown period.

Structured questionnaires were distributed to 479 frontline staff working at cafés and coffee shops located in two large cities of Pakistan. The questionnaire data were analyzed by using bootstrapped regression procedures to determine how the investigated variables influenced counterproductive work behavior during the pandemic.

The findings revealed a positive influence of customer mistreatment on counterproductive work behavior both directly as well as indirectly in the presence of employee rumination as a mediator. Furthermore, the presence of servant leadership at cafés and coffee shops was found to moderate the impact of customer mistreatment during the pandemic.

The study offers a novel insight into the relationships between mistreatment by customers, counterproductive work behavior, employee rumination and servant leadership in the COVID-19 pandemic context, hitherto unexplored.

The purpose of this study is to investigate the mechanical and tribological properties of the synthetic diamond coatings deposited on WC-Co cutting tools for their prospective applications in mechanical industry. In this work, the concept of nanocrystalline diamond, microcrystalline diamond and multilayer-diamond coating systems were proposed and deposited on WC-Co substrates with the top-layer nanocrystallinity, optimum thickness and interfacial adhesion strength for load-bearing tribological and machining applications. Also, the overall mechanical and tribological properties of all synthetic diamond coatings were compared for the purpose of selecting a suitable type of protective layer used on the surfaces of WC-Co cutting tools or mechanical dies.

Smooth and adhesive single layered and multilayered synthetic deposited on chemically etched cemented tungsten carbide (WC-Co) substrates using predetermined process parameters in hot filament chemical vapor deposition (HFCVD) method. A comparison has been documented between diamond coatings having different nature and architecture for the purpose of studying their mechanical and tribological characteristics. The friction characteristics were studied experimentally using ball-on-disc type linear reciprocating micro-tribometer under the influence of varying load conditions and within dry sliding conditions. Nanoindentation tests were conducted on each diamond coating using Berkovich nanoindenter for the measurement of their hardness and elastic modulus values. Also, the wear characteristics of all sliding bodies were studied under varying load conditions using cumulative weight loss and density method.

Depositing any type of diamond coating on the cemented carbide tool insert increases its all mechanical and tribological characteristics. When using boron-doping onto the top-layer surface of diamond coatings decrease slightly their mechanical properties but increases the tribological characteristics. Present analysis reveals that friction coefficient of all diamond-coated WC-Co substrates decreases with the increase of normal load. Therefore, maintaining an appropriate level of normal load, sliding time, sliding distance, atmospheric conditions and type of diamond coating, the friction coefficient may be kept to some lower value to improve mechanical processes.

As the single layered synthetic diamond coatings have not given the full requirements of mechanical and tribological properties when deposited on cutting tools. Therefore, the multilayered diamond coatings were proposed and developed to enhance the interfacial integrity of the nanocrystalline and microcrystalline layers (by eliminating the sharp interface) as well as increasing the hardness of tungsten carbide substrate. However, when using boron doping onto the top-layer surface of diamond, coatings decreases slightly their mechanical characteristics but also decreases the value of friction coefficient.

Despite the well-established association between workplace bullying and turnover intentions, the mechanisms underlying this relationship and its boundary conditions remain understudied. The purpose of this paper is to examine employee affective well-being as a mediating mechanism by which exposure to workplace bullying may trigger employee intentions to leave the workplace. It also aims to explore the role of national culture in moderating the effects of workplace bullying on employee well-being and turnover intentions.

This research is conducted through a cross-cultural analysis of data obtained from 627 Australian and Pakistani employees.

The findings reveal that exposure to workplace bullying triggers turnover intentions through its negative effect on affective well-being in cross-cultural/national contexts. However, national culture moderates these effects such that the effects of workplace bullying on well-being and turnover intentions are weaker for Pakistanis than for Australians.

This paper reports original research that deepens the understanding of how, why and when exposure to workplace bullying will prompt employees to leave the workplace in a cross-national context. The research findings will assist international organisations in designing strategies tailored to the national culture in order to mitigate the adverse effects of workplace bullying on staff turnover.