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Passion plays a vital role in entrepreneurship, and examining the role of training in passion development is a recent call. This study aims to examine the impact of entrepreneurial training on occupational commitment and career satisfaction of business owners based on goal content theory.

In doing so the role of harmonious passion is tested as a mediating mechanism. A three-wave time-lagged data were collected from 351 business owners operating in Punjab, Pakistan and were analyzed by using SmartPLS.

The findings suggested that entrepreneurial training had a positive impact on building entrepreneurial passion, and as a result, they were found to be more committed and satisfied with their entrepreneurial career. The research has theoretical and practical implications for the role of training in the development of entrepreneurial career outcomes.

Despite a growing interest in entrepreneurial passion, only few studies have explored the entrepreneurial training on occupational commitment and career satisfaction of business owners in context of Pakistan.

Building on the conservation of resources theory, this research explored the processes underlying the association between perceived workplace incivility and deviant behaviors. Specifically, we tested a mediating mechanism, an interpersonal conflict that has received less consideration in the workplace incivility literature. The authors also tested the organizational climate (i.e. a resource) as a moderator in the perceived workplace incivility–employees’ deviant work behavior relationship.

Time-lagged research design was followed to explain the relationship of variables. Survey data were collected at time 1 and time 2 from 220 service sector working professionals to test the proposed model.

The findings suggest that intrapersonal conflict partially mediates the workplace incivility–deviant work behavior relationship. Further, the authors found that the harmful effects of workplace incivility on employees’ deviant work behavior attenuate in the presence of organizational climate as a resource. The results shed light on the beneficial consequences of organizational climate on employees’ work behavior by attenuating workplace incivility and mitigating their deviant work behaviors.

Overall, the study contributed to understanding the mediating role of interpersonal conflict and the moderating role of organizational climate in explaining the workplace incivility–deviant work behavior relationship.

Using the broaden-and-build theory, this study aims to examine whether (1) employees have hateful emotional responses and think the overall performance review is fair at different levels of managers’ emotional flexibility; and (2) the difference in employees’ hateful emotional responses mediates the relationship between managers’ emotional flexibility and employees’ perceptions of performance review fairness across flexibility conditions.

A sample of 110 Pakistani undergraduates participated in the seven waves of online scenario-based experimental research. For a one-way repeated-measures analysis, the general linear model was used, and for a two-condition within-subject mediational path analysis, the mediation and moderation analysis for repeated measures (MEMORE) was used.

Employees experience a high level of performance review justice and a low level of hateful emotional responses when managers are more emotionally flexible during the meeting, and vice versa. A manager’s emotional flexibility may also prevent employees from responding hatefully during performance reviews, which in turn makes them perceive the overall performance review as just.

The study expands on the thought–action repertoire and personal resources, supporting the broaden-and-build theory. The research applies this notion to performance reviews, which are an emotional experience for managers and employees. The study timely addresses organizations’ need for performance management system overhauls by suggesting managers to use emotional flexibility until an alternate performance review system is available.

Being grounded in interdependence theory, this study aims to address the following research question: Do managers’ negotiation styles (collaborative versus competitive) make employees’ relational justice-emotional experiences links sporadic?

Data elicited from N = 139 Pakistani undergraduate students participating in an online scenario-based experiment were used to employ repeated measures analysis and partial least square structural equation modeling techniques.

Results suggest that employees’ relational justice is likely to be higher when managers use a collaborative negotiation style than when they use competitive style in performance review meetings. Moreover, per managers’ different negotiation styles, employees’ relational justice perceptions may predict their positive emotions differently. That is, when managers use collaborative negotiation style, employees’ relational justice perceptions may positively predict their hope but not optimism, whereas when managers use competitive negotiation style, employees’ relational justice perceptions may positively predict their optimism but not hope. Furthermore, the positive relationship between employees’ relational justice and their optimism is stronger when their trust in manager is low than when it is high.

The study is of value for performance management theorists who aim to address the issue of ineffectiveness of the practice through relational means. The study includes the recently explicated concept of relational justice and examines its links with employee emotional reactions to performance reviews. Moreover, the study unveils how managers’ negotiation styles in performance review meetings cause variations in the links between employees’ perceptions of relational justice and their emotional experiences.

The purpose of this study is to investigate the key features of information management systems (IMSs) for automation in university libraries. This study also highlights the use of library information management systems in university libraries and the satisfaction of university librarians in using various IMS.

This study is quantitative in nature. A survey research method has been applied to achieve the research objectives. Purposive sampling has been used to select the targeted population which consisted of 157 librarians working in university libraries. Data were collected through a web-based questionnaire. Descriptive and inferential statistics were applied to analyze the collected data by using SPSS software.

Free and open source software are widely used in university libraries to manage the bibliographic information of library material. KOHA is the most used software for library automation in university libraries of Pakistan. The key features of library information management system (IMS) include reliability and security of the software, user-friendly interface, advance searching options, use of library standards (MARC, Uni MARC, RDA), online upgradation, technical support of developing company, shared cataloging, multilingual features of software, etc (See Figure 4). The study recommends that the above-mentioned features must be considered by university librarians when selecting any software for library automation. Results showed that apart from the use of KOHA software, there are also some other software which are being used for library automation in university libraries of Pakistan. These systems include; Virtua, Library Management System (LMS), and Library Information Management Systems (LIMSs).

This study has practical implications for university librarians in Pakistan as well as in other countries. Librarians can use the results of this study as a blueprint before selecting any information management system to automate the library record.

This study identifies the core features of IMS for automation in libraries. These features have been recommended by informational professionals who have been working in automated libraries and possess adequate professional experience in using library automation software.

This paper aims to fill a gap in the literature of marketing communication by exploring the role of different nudges implemented through advertising and personal selling in enhancing purchase intention and sales of mutual funds in Pakistan.

Data collected by 20 semi-structured individual qualitative interviews in Pakistan were subjected to thematic analysis.

This study reveals the way managers apply different nudges in the form of Islamic beliefs and values in advertising and personal selling to enhance purchase intention and sales of mutual fund products among Muslim customers. Nudges that can be used in marketing communication may include religious cues, religious beliefs, religious values, spiritual elements, halal aspects of investment plans, religious icons and symbols, cultural music and images, appropriateness and correctness of sales messages and communicating halal aspects of mutual funds.

The conclusions are based on findings from a relatively small number of respondents from one investment firm, but they offer an empirical basis for future research on the effect of advertising and personal selling on the sales and purchase intention of mutual fund products in an Islamic society.

This study offers practitioners a better understanding of the marketing communication tools likely to influence consumers’ purchase intention of mutual fund products, with positive implications in creating advertising and sales management in Pakistan.

Despite the prevalence of promoting mutual fund products, little research-based analysis has been available to academics or practitioners.

The purpose of this study is to examine the effect of foreign capital inflows on economic growth in 15 Economic Community of West African States (ECOWAS) countries over the period 2008–2018. Specifically, this paper investigates whether selected foreign capital inflows, namely, foreign debt, foreign aid and foreign direct investments substitute or complement government spending in ECOWAS.

The study adopts the two-step system generalized method of moments (GMM) method of estimation to address the problem of dynamic endogeneity inherent in the relationship.

The result shows that foreign capital inflows into ECOWAS region have not transmitted into economic growth in the region. Further, the findings reveal that foreign capital inflows to ECOWAS have substituted for government spending. The results might be as a result of the high level of corruption in ECOWAS. The results also show that when institutional quality is interacted with foreign capital inflows, the result shows a negative and statistically significant effect on economic growth.

Unlike previous studies which pooled both developed and developing economies together, the authors investigate this relationship in a regional study, using ECOWAS to create a roughly optimum size. In addition, the authors adopt the GMM-system method of estimation to address the problem of dynamic endogeneity inherent in the relationship, which has largely been ignored in extant studies.