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Authenticity/ الصحة (as-sehah) serves as a criterion or predictor variable for the purpose of a comparative theological investigation of employment relations parameters in light of social teachings from Sunni Islam and Roman Catholicism. Authenticity finds initial, shared significance in both religious traditions because of its critically important role in judgments concerning the legitimacy of source documents. It also stands in both traditions as an inspirational goal for human life.

Particular issues of theological method for cross-cultural analysis are addressed by the use of insight-based critical realism as a transcultural foundation. Workplace parameters, the minimal enabling conditions for the possibility of authentic employment relations, are then identified and compared. The authors explore shared expectations for authenticity enabling conditions in terms of the direct and indirect employer: those national laws, systems and traditions that condition the functional range of authenticity that can be actualized within national or other work settings as experienced in the direct employment contract.

The study found remarkable consistency in the minimal conditions identified by Roman Catholic and Sunni Islam social teachings for the prospects of authenticity in employment relations. These conditions addressed seven parameters: work and the concept of labor; private property; the nature of the employment contract; unions and collective bargaining; the treatment of wages; the relationship between managerial prerogative and employee participation; and the crucial role of the state as indirect employer.

Specific minimal or threshold conditions of employment are described to ensure the prospect for authenticity in modern employment relations according to religious traditions. These include just cause employment conditions, unions and collective bargaining support, some form of management consultation/Shura, a living wage and a consultative exercise of managerial prerogative.

The study offers prescriptive and analytical aid to ensure assessment of circumstances fostering authenticity in employment relations.

The method and findings are a first effort to clarify thought and aid mutual understanding for inter-faith employment circumstances based on Roman Catholic and Sunni Islam social teachings through a transcultural foundation in cognitional operations. The criterion variable specification of authenticity conditions offers a fully developed basis to support further empirical research in management spirituality, corporate social responsibility and enterprise sustainability.

Improving the quality of life of the masses is the prime objective of all policymakers of both developed and developing countries. However, the determinants of improved quality of life are not well explored in the empirical literature. This study has, therefore, tried to identify the determinants of quality of life by focusing on military expenditures.

Panel data from 1990 to 2017 are collected from internationally reliable sources for the Association of Southeast Asian Nation (ASEAN hereafter) member countries, and suitable econometric techniques are employed to estimate the designed models.

The results show that military expenditures have affected the quality of life of the ASEAN member countries both negatively and significantly. Similarly, the inflation rate has also negatively affected the quality of life. In terms of magnitude, the negative impact of the inflation rate on quality of life has exceeded than the impact of military expenditures. On the other hand, trade openness, per capita income, urbanization and government expenditures have played a positive and significant role in improving the quality of life in the ASEAN region. Moreover, it is found that the positive impact of per capita income on quality of life is highest among other determinants.

This study provided comprehensive evidence about the relationship between military expenditures and quality of life in the ASEAN context. Consequently, the ASEAN member economies will benefit a lot from the results of this study.

This paper aims to examine the mediating role of environmental concern in the relationship of green purchase awareness and purchasing behavior of fast food consumers keeping in view the theory of planned behavior.

A quantitative, cross-sectional design is used by collecting primary responses through a validated questionnaire. In all, 1,008 male and female buyers of fast food were sampled. Structural equation modeling is applied.

The results revealed that green purchase awareness has a positive relationship with green purchase behavior, and environmental concern has no mediation in the relationship. Upon having awareness, the respondents adopted green or pro-environmental behavior, but at the same time, they were found having least concern for the protection of environment.

This is a cross-sectional study with questionnaire. Multiple sources of data collection results in weakening self-reporting bias.

Implications count toward individuals, enterprises and society at general.

The study highlights the issue of not having concern for the protection of the environment even after having green purchase awareness. This is the first time the environmental concern is examined as a mediator in the selected relationship. The contradictory results of having no environmental concern differentiate this study from others.

The purpose of this study is to investigate the relationship between social loafing behaviour, self-concept and perceived organisational politics (POP). The impact of POP and self-concept upon social loafing behaviour has been the fundamental focus of the paper.

Data were collected from four companies (n = 262) that combined the responses of subordinates and supervisors. The consequent impact of self-concept factors and POP on social loafing behaviour was analysed through correlations; multiple regressions and mediation were tested using Barren–Kenny and Hayes Bootstrap methods.

A positively significant connection among self-concept, social loafing and POP has been found in this study. The findings show that POP significantly mediates the relationship between social loafing and self-concept.

This study provides evidence of the positive relationship among POP, social loafing behaviour and self-concept. Such knowledge derived may facilitate the scientific task allocation process, feedback system, team orientation, individual differences and job choice aspects, and thus help in the essential understanding of withdrawal work behaviour and perceived organisational support variables.

Productivity and employee satisfaction are major concerns for all organisations. This research paper provides insight to the organisations and supervisors about individual loafing attitude, self-concept and organisational politics and suggests to overcome their impact and improvement in productivity and employee satisfaction.

This is a pioneer paper in the sense that previously there has been no attempt to determine the relationship between POP and social loafing behaviour. Past research has mostly been conducted in the laboratory settings or classroom contexts. The longitudinal data used in this study remove prior research drawbacks and enlighten the unexplored relationships.

The study investigates the intention to adopt climate change and the pro-environmental behaviours among the residents of a developing country (Pakistan) through the theory of planned behaviour (TPB).

This is a quantitative designed study and uses a questionnaire to collect cross-sectional data. The authors distributed about 1,600 questionnaires, of which 980 were returned; this represented a 61% response rate.

From applying the PLS-SEM 3.0 technique, the findings highlight the positive and significant impact of attitudes towards climate change (ATCC) and subjective norms (SN) on the intention to adopt climate change (ITCC). On the other hand, perceived behavioural control (PBC) has an insignificant effect on ITCC. Moreover, the ITCC is a significant predictor of pro-environmental behaviour (PEB). Finally, ITCC has a positive effect in mediating the relationship between TPB constructs (ATCC, SN and PBC) and PEB.

This study's findings assist policymakers in designing policies and better plans to enrich the individuals' vision and attitudes towards creating a conducive and healthy environment. Further, this study's findings encourage the promotion of widespread intentions to overcome the environmental challenges of climate change.

In the context of Pakistan, this study's findings offer empirical confirmation of TPB, climate change and PEB.

The study aims to investigate the relationships between green intellectual capital, green human resource management (HRM), and sustainability.

The research is based on information gathered from 112 large Malaysian manufacturing companies.

The study findings revealed that green human capital and green relational capital positively influence green HRM. In addition, green HRM positively related to social, environmental and economic performance. Besides, green HRM positively mediates the relationships between green human capital and economic, social and environmental performance. Finally, green relational capital improves sustainability (economic, environmental, and social performance) mediated by green HRM.

The current study contributes to the literature by examining green IC (green human capital, green structural capital, and green relational capital) as an independent variable and green HRM as a mediating variable for sustainability (economic, environmental, and social performance). The findings and recommended for the managers of large manufacturing firms and practitioners to invest in green IC to achieve sustainability through green HRM.

The purpose of this paper is to investigate new emerging organizational parameters and their roles in successful change implementation. These organizational parameters are rarely investigated especially in the context of organizational change (OC) in private and public sector organizations.

In cumulative, 403 valid responses have been obtained randomly from public sector workers by using self-administered questionnaires.

The results reveal that knowledge sharing regarding incremental and radical changes can helpful for effective OC implementation. Findings highlight the significant role of emotional and social intelligence in managing resistance and bringing openness to change in these organizations. It is also found that social media has become an important emerging organizational parameter to foster effective communication and knowledge sharing during OC implementation. Apart from the direct effects, readiness to change has multiple effects coupled with emerging organizational parameters to implement change successfully.

The results of the current study offer diversified implications for theory, practice and global society. The theoretical base is taken from the well-known theories of management (i.e. Lewin’s three-step model, field theory, intelligence theory, cost-effective theory, social exchange theory, social network theory and social penetration theory). Emerging organizational parameters that have a potential impact on effective change implementation are identified. The findings suggest that global organizations should have to initiate effective networking structure using social media applications and social intelligence skills to remain connected and get positive responses about change formulation and implementation decision.

A majority of studies have presented the research model on OC implementation in the context of developed countries, which form 30 percent of the world’s population, mostly the Americas and Europe. It is observed that a developing country, such as Pakistan, has a culture that is based on power distance, collectivism and more political influence as compared to developed countries. Triandis et al. (1980) argued that any theoretical contribution without considering the cultural aspect can lead to bias findings. There is limited research available in the world that is conducted to examine the interactive effects of readiness to change on the relationship between effective change implementation, knowledge sharing, intelligence and social media. These findings are useful to plan and execute OC using new emerging organizational parameters.

The aim of this study is to develop a framework for the implementation of a Supplier Kanban System.

The research was conducted within a factory focusing on the warehousing and supplier-related operations using an action research methodology.

The study period spanning over six years was aimed to reduce the inventory and the manpower required to manage this inventory. This initiative led to a substantial average savings of more than 500,000 Malaysian ringgit annually.

The focus of the study is on a framework for implementing a Supplier Kanban System in a small or medium-sized company within the automotive industry.

This framework is designed to be self-sufficient such that the members of the organisation can use it without the help of external experts or consultants.

Reduction in inventory stored in the warehouse, the amount of redundant work carried out by the employees and other non-monetary improvements which are difficult to monetise resulted in a much better work environment and happier employees.

The change in the paradigm of the manufacturing value chain affects the Tier 1 and 2 suppliers in Malaysia. The lines and value chains posing challenges to the suppliers have brought the idea of the Supplier Kanban System. The Supplier Kanban System adopted the action research cycles and continuous learning cycles, and this process was documented and developed as the Framework for the Implementation of a Supplier Kanban System.

The purpose of this paper is to examine the effect of social capital on the adoption of best crop management practices and testified the mediatory role of learning in the relationship between social capital and the adoption of best crop management practices. Then the authors examined the role of education as the moderator of the interrelations between social capital, learning and the adoption of crop management practices.

Based on a survey of 317 small farmers from three districts of Southern Punjab, the authors used structural equation modeling and bootstrapping to test these relationships.

The study confirms that bonding social capital and bridging social capital are positively related to the adoption of best crop management practices. Moreover, the authors empirically demonstrate that exploitative and explorative learning act as the parallel mediators between social capital and the adoption of best crop management practices.

By focusing on building social capital and maintaining meaningful interactions with the social networks, the small farmers can improve their existing methods and practices of managing the existing varieties of crops.

The extant literature has highlighted, but usually not explored, the imperative interrelations between social capital, learning and the adoption of best crop management practices. The authors provide empirical evidence about these relationships.

Drawing on organisational support theory, this paper aims to investigate the relationships between servant leadership and (1) job burnout and (2) work–life balance, as mediated by perceived organisational support (POS) and perceived supervisor support (PSS), for both teleworkers and non-teleworkers. It is postulated that, under the influence of a servant leader, as well as a supportive workplace and supervisor, teleworkers and non-teleworkers will demonstrate reduced symptoms of job burnout and maintain a better balance between their professional and personal lives.

An online survey was developed based on well-established scales. Primary data were collected from individuals working in 22 industrial sectors operating in Greece. In total, 211 individuals participated in this study, of whom 64 were teleworkers and 147 were non-teleworkers. Statistical analyses include Pearson's correlations, exploratory factor analyses and mediation analyses using SPSS Process Version 3.

The findings established that POS is the full mediator in the relationship between servant leadership and (1) job burnout and (2) work–life balance for both teleworkers and non-teleworkers, whereas PSS was not found to act as a mediator in the aforementioned associations.

This article offers robust evidence for servant leadership and organisational support scholarship by establishing that POS mediates the relationship between servant leadership and (1) job burnout and (2) work–life balance amidst COVID-19 for both teleworkers and non-teleworkers. This evidence contributes to understanding how and why servant leadership influences employee well-being not only in traditional working environments but also in the context of teleworking.