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The main purpose of this study is to identify the socioeconomic determinants of dropout from primary schools and to give policy suggestions to address the issue.

A total of 600 dropout and enrolled respondents were selected from 60 government primary schools of district Chiniot. School heads and parents of dropout children were taken as samples. The results were obtained by employing the Probit regression model.

Numbers of family members, age of the family head, exchange marriage and poverty status have positive relationship with dropout from primary schools. The findings revealed a higher rate of dropout among girls, which is a major cause of concern.

Education is regarded as a basic human right and a valuable human capital. It is included in Millennium Development Goals to achieve universal primary education and in Sustainable Development Goals as quality education. Underdeveloped countries are facing the problems of high dropout and lack of quality education, especially in Pakistan. These problems need to be addressed to keep pace with developed nations and to meet development goals.

It is recommended that government should create employment opportunities, family planning programs, legislature measures on exchange marriage and child labor. The involvement in co-curricular activities in learning and usage of audio-visual aids in the teaching process can improve the enrollment in the primary schools.

This paper aims to investigate the relationship between capital risk and efficiency of Islamic and conventional banks operating in Bangladesh. In this pursuit, the research attempts to answer these questions: do inefficient banks assume more risk? Is there any major difference between Islamic and conventional banks in terms of efficiency and risk taking behavior?

The study collects various bank-level data from the audited financial statements of Islamic and conventional banks for the period of 2001 to 2011. Collected data are analyzed using Stochastic Frontier Analysis for efficiency estimation and Seemingly Unrelated Regression (SUR) approach for assessing the relationship between capital, risk, and efficiency.

Analysis of data shows that conventional banks are more efficient in managing cost than Islamic banks. Moreover, the SUR results show that the relation between capital and efficiency are bidirectional and negative, whereas the relation between capital and risk is also bidirectional but positive for Islamic banks. On the other hand, risk and efficiency are positively related, and the result is bidirectional for conventional banks.

The research concentrates on private-commercial banks as proxy for conventional banks. State-owned banks including specialized banks and foreign commercial banks are excluded from the sample due to various anomalies in reporting of financial data.

There is a lot of room for Islamic banks to increase productive efficiency because cost efficiency of Islamic banks is less than that of the conventional banks. This can be attributed to the relative small size of Islamic banks in Bangladesh. Because there exists a positive relationship between size and efficiency for Islamic banks, they can concentrate on increasing their size to capitalize on economies of scale. Moreover, the analysis shows that inefficient conventional banks assume higher risk which conforms to moral hazard hypothesis. Therefore, regulatory authorities should discourage banks from exercising such practice for the greater stability of the overall banking system in Bangladesh.

A good number of studies is available in the existing literature that compares the performance of Islamic and conventional banks in the case of Bangladesh. However, very few studies are found that examine the relationship between capital, risk and efficiency. Therefore, the research is new for the selected area. As a result, the research is expected to contribute to the existing literature by providing new information.

This study aims to determine the non-economic factors that probably influence the Pakistani farmers to use Islamic finance for agricultural production. This paper analyzes the other religiosity and familial leadership constructs in the standard theory of planned behavior (TPB) model from the Islamic banking perspective.

Data were collected from 233 farmers using snowball sampling techniques and partial least square structural equation modeling used for data analysis. An additional qualitative analysis was conducted of seven respondents through semi-structured interviews to deepen into knowledge about Islamic banking.

The findings demonstrate that attitude, subjective norms, religiosity and familial leadership to use Islamic banking among the farmers play a primary motivating role in manipulating their behavioral intentions to use it. However, PBC negatively affected the behavior of farmers to use Islamic banking.

This study highlights the importance of emotional attachment between the farmers and Islamic financial products according to Shariah law. Therefore, Islamic banks need effective strategies for the development of innovative products in the agricultural sector according to the Shariah principle.

The research contributes to the area of Islamic banking, demonstrating that “familial leadership” significantly influences an individual’s behavior toward decision-making to use Islamic finance.

This research unpacks the relationship between employees' perceptions of organizational injustice and their counterproductive work behaviour, by detailing a mediating role of organizational identification and a moderating role of discretionary human resource (HR) practices.

The hypotheses were tested with a sample of employees in Pakistan, collected over three, time-lagged waves.

An important reason that beliefs about unfair organizational treatment lead to enhanced counterproductive work behaviour is that employees identify less strongly with their employing organization. This mediating role of organizational identification is less salient, however, to the extent that employees can draw from high-quality, discretionary HR practices that promote their professional development and growth.

For management practitioners, this study pinpoints a key mechanism – the extent to which employees personally identify with their employer – by which beliefs about organizational favouritism can escalate into purposeful efforts to inflict harm on the organization and its members. It also reveals how this risk can be subdued by discretionary practices that actively support employees' careers.

This study adds to previous research by detailing why and when employees' frustrations about favouritism-based organizational decision making may backfire and elicit deviant responses that likely compromise their own organizational standing.

The purpose of this paper is to examine perceived supervisory support (PSS) and the impact of the antecedents of sharing knowledge, namely, clan culture (CC) as well as trust in innovative work behavior (IWB).

This research focuses on small and medium-sized enterprise (SME) employees, especially SMEs located around tourist attractions in Indonesia. Data collection was carried out by distributing questionnaires. The distribution of the questionnaire was carried out in two ways, namely, the offline and online systems via the Google form. Data analysis tool using structural equation modeling.

The findings reveal that PSS, knowledge sharing (KS), CC as well as trust are positively related to IWB. In addition, it was also found that KS was proven to mediate CC relationships as well as the trust which had a positive relationship with IWB.

The research design uses cross-sectional data. This means that the measurement of variables is based on self-reports and is carried out at one time, which can lead to method bias that can affect the results of the study. Thus, further research is recommended to collect data longitudinally, which will make the findings stronger.

Theoretically, this study extends previous research by outlining a set of organizational elements that tend to influence KS behavior and their impact on IWB in the SMEs context.

Managers and owners of SMEs need to create a CC because the creation of a family or CC will more easily foster a culture of sharing knowledge within the organization, which will ultimately increase IWB.

This study emphasizes that it is not only internal factors within employees that can foster IWB but there are external factors that play an important role in increasing IWB, such as CC, PSS, trust and KS. And to the best of the authors’ knowledge, this is the first study to include all the constructs in one model and the context of SMEs.

The aim of this paper is to examine the effect of talent management (TM) practices on employee performance (EP) among academic staff of Malaysian private universities (MPU) through employee engagement (EE).

This paper used both descriptive and quantitative approaches, while the research unit of analysis consists of MPU academic staff. A simple random and stratified sampling approach was utilized in this study while, the research sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the target population, while partial least squares–structural equation modeling was used to evaluate the study hypotheses through a bootstrapping approach.

This paper results demonstrated that TM practices (succession planning practice, promotion practice and performance appraisal practice) have a significant effect on EP, while EE mediates the relationship between TM practices and EP in MPU.

This paper encourages university management to adopt and invest in TM practices for effective EE to achieve and sustain EP.

This paper has made a significant contribution to knowledge and to the operationalization of EE, EP and TM practices literature, which could help to develop theory, model, practice and research in areas of work performance.

This study aims to detail how employees’ experience of distributive injustice may compromise their job performance, with specific attention to how this detrimental process may be explained in part by their beliefs about organization-level underperformance and moderated by their own psychological entitlement.

The research hypotheses were tested with three-round, time-lagged data collected among employees and their supervisors.

A critical channel through which employees’ perceptions that their organization’s reward system is unfair translates into thwarted job performance is a conviction that their organization does not meet its own performance targets. As a mediator, such organizational underperformance beliefs have particularly salient effects on employees who believe they are more deserving than others.

This study gives HR managers insights into how they can reduce the danger that unfair reward practices escalate into a reduced propensity by employees to complete their job tasks diligently. HR managers should make employees aware of their possible entitlement and discourage them from expecting that things always must go their way.

This research unpacks the connection between distributive injustice and job performance, by delineating the unique roles of two pertinent factors (organizational underperformance beliefs and psychological entitlement) in this connection.

This study investigates the relationship between family incivility (FI) and burnout in line with the conservation of resources theory and work–home resources model. The authors also examine the conditional indirect effects of psychological capital (PsyCap) and life satisfaction (LS) in the aforementioned relationship. The purpose of this paper is to address these issues.

Data were collected using a time-lagged methodological design by administering a structured questionnaire among 296 rural doctors. The collected data were analyzed using PROCESS macro in Statistical Package for the Social Sciences (SPSS) 23.

The study indicates that FI is an emotional home demand and influences burnout at the workplace through the depletion of LS. At the same time, PsyCap proves to be a vital resource that mitigates the adverse effects of FI and burnout.

This study adds to the work–family and well-being literature by exploring the underlying mechanism through which FI connects to different outcomes. The implications of these findings for applications and extension of the work–home resources model to the family domain is elaborated in detail.

This study is among the first to empirically substantiate the long-term adverse consequences of FI and its potential for negatively affecting the work domain by inducing long-term psychological disorder “burnout.”

While the performance consequences of workplace ostracism (WO) have been examined in many studies, relatively little is known about WO's relationship with work effort (WE), which is a vital part of the performance domain. Moreover, the literature is largely silent regarding how WO translates into reduced effort and when such effects are less likely. The purpose of the study is to bridge these gaps. Specifically, the paper examines the relationship between WO and WE, taking into account the mediating role of emotional exhaustion (EE) and the moderating role of work centrality (WC).

Data for the study came from an online survey of 310 full-time employees of service-sector organizations in Pakistan. The PROCESS macro, a robust computational tool for research models involving both mediating and moderating mechanisms, was used for analysis.

WO was found to be a risk factor for organizations in that it not only induces/aggravates strain in employees, but also hampers them in expending effort in given roles. Findings further highlight that the negative relationship between WO and WE is mediated by EE and moderated by WC.

Owing to the cross-sectional data and correlational research design, the study has limited power to make causal inferences about the relationships between the constructs (e.g. WO and WE). Further, the study is conducted in a collectivist culture where people are particularly sensitive to WO; it is, therefore, possible that the strength of relationships between the constructs might differ in individualistic cultures.

Apart from informing management practices in relation to minimizing the occurrence of WO, the study also offers valuable insights into how employees can protect themselves from the negative effects of WO.

The study is among the very few empirical works that simultaneously explicate how and when WO jeopardizes employees' WE.