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The active and intentional involvement of a person in changing and developing as a person is a crucial and worth considering phenomenon that comes under the umbrella of positive psychology. There has been a previous study done on personal growth initiative (PGI) but that study did not explain whether this phenomenon exceeds in men or in women. Plus, previous studies were confined to college students only. This study aims to assess how gender influences PGI, to validate the psychometric properties of the PGI scale and to evaluate the relationship of PGI with mental well-being, career orientation and to examine whether this factor dominates in men or women and to critically validate at what age an individual starts initiating personal growth. The other main objective of the study is to work on the limitations and gaps left in previous studies on PGI by establishing a psychometrically reliable and valid scale/instrument.

To develop a scale, first, focus group discussions were conducted with six groups. Through random sampling, a sample of 50 men and 50 women were taken for the pilot study and N = 449 (156 men and 293 women) for the main study with ages ranging from 18 to 35 years were taken (M = 42.30, SD = 12.61). The study consisted of focus group discussions followed by thematic analysis and item pool generation which further followed the main study analysis. For the development of the scale, a theoretical basis along with focus group discussion was conducted to establish an item pool of 123 items. Afterward, 7 experts in the surroundings examined those 123 items to perform subject expert matter to establish content validity. Mixed method was used as a research method in which exploratory sequential design was used. Focus groups were used as a data collection technique. Random sampling is used to collect participants for study/methodology/approach – the study consisted of focus group discussions followed by thematic analysis and item pool generation which further followed the main study analysis. A 19 item five-point Likert-type scale is constructed for public administration on a sample of N = 449 (men = 156 and women = 293). Alpha reliability of the scale (0.83), Kaiser-Meyer-Olkin (KMO) (0.88) and Bartlett’s, psychometric properties of study variables skewness (0.47), kurtosis (−0.17). Inter item correlation matrix, item-total correlation, Scree plotting, t-test (t = −1.90) and (p = 0.05) and linear regression analysis are analyzed on the data and items. This scale is kept parsimonious so that it could be understood by the general population as well.

A 19 item five-point Likert-type scale is constructed for public administration on a sample of N = 449 (men = 156 and women = 293). High Alpha reliability of the scale (a = 0.83), KMO (0.88) and Bartlett’s, psychometric properties of study variables skewness (0.47), kurtosis (−0.17). Inter item correlation matrix, Scree plotting, t-test (t = −1.90) and (p = 0.05) and linear regression analysis are analyzed on the data and items. Three factors i.e. effectiveness, shaping and aptitude were formed through exploratory factor analysis (EFA). KMO value of 0.88 suggests that the sample is sufficient to perform EFA. Regression analysis suggests that gender is positively predicting PGI as results are statistically.

Some of the limitations of this scale on which the future researchers can work are that the sample included participants above age 18 only, so for future researchers they could include participants below this age and find out the PGI factor in them. The sample also included mostly unmarried individuals so for future applications they can find out the extent to which being married can affect the PGI factor, as compared to being unmarried. Another thing that should be mentioned is that the main objective was to find out whether PGI differs among men and women and as the results show that it does differ on the basis of gender but for future studies, the researchers could work on if there is also a difference in men and women in the three subscales (formed during EFA).

This scale is developed using a significant element of human personality called personal growth which is applicable to various categories and settings of the society to measure the aptitude and inclination toward PGI. This scale can be eligibly administered for research purposes for measuring the growth attitude as a reliable predictor in suitable combination with other expected variables like career development.

The findings suggest the instrument to be psychometrically valid and reliable and can be helpful in many domains such as industrial organizations, career counseling areas and clinical and research settings. Also, the instrument can be beneficial for future studies in identifying other possible relationships with multiple variables. The current study is an original work to assess the level of PGI in men and women as the previous studies did not include participants below 25 and also they did not assess the inclination of PGI comparably in men and women.

The purpose of this study is to examine how employee development factors directly influence succession planning and indirectly improve employee performance using the tenets of human capital theory. Moreover, whether succession planning enhances employee performance or not?

Using the time-lag method, this study collected data from bank employees and tested the proposed model and hypotheses in Mplus.

The results from 239 participants highlight that succession planning improves bank employee performance. Employee orientation and training and development are positively linked to succession planning and employee performance. Succession planning mediates the association between employee development factors and employee performance.

The research assists bank management to promote a learning culture for developing their human resources to realize their organizational goals. The findings exhibit that succession planning generates a pool of skilled and talented employees, which creates a competitive edge for banks having skilled employees and reduces recruitment costs. Banks to save human recruitment costs. Moreover, bank managers can solve the issue of sudden vacant positions and provide excellent customer service.

Retaining talented individuals has remained a challenging task for organizations in the current business environment. The research contributes to theoretically and empirically exploring the association between employee development factors (training and development and employee orientation) and employee performance via succession planning to retain talented employees in the organization.

Leadership development practices develop future leaders for the organizations which are evidence for the proper utilization of organizational resources. The purpose of this paper is to integrate succession planning into the job demands–resources (JD–R) model to predict individual performance.

In total, 239 participants were drawn from commercial banks located in a large city of Pakistan through a structured questionnaire. The proposed model was tested through structural equation modeling.

The results from 239 participants suggest that succession planning has a direct and indirect effect on engagement and employee performance through the JD–R model. Furthermore, job resources and engagement mediate the association between succession planning and employee performance.

The present study employed a cross-sectional approach, and all constructs were answered on a self-report questionnaire. Thus, the findings should be validated through a longitudinal design by employing a more objective construct.

The banks should adopt proactive succession system to improve individual and organizational performance. Succession planning helps the banks to reduce recruitment cost and promote internal hiring. This study supports the managerial decisions making by mobilizing skilled and talented employees in the sudden resignation of a bank employee.

Succession planning seems an important development factor that directly improves employees’ well-being through the JD–R model.

The present study demonstrates the integration of the JD–R model into succession planning.

The purpose of this paper is to investigate how the firm’s internal factors influence employee engagement (EE), which, in turn, enhances the performance of textile employees. Furthermore, the present study pursues to address the indirect effect of EE on the relationship between the firm’s internal factors and employee performance.

Data were taken from 355 participants working in textile mills through a survey approach. Structural equation modeling was run to confirm the proposed model and structural relationships.

Results highlight that internal communication and reward and recognition are significantly related to EE, except for work‒life balance. Furthermore, EE has a significant effect on the performance of textile employees.

The present study helps the textile managers to improve employee performance while focusing on the firm’s internal factors of engagement. Proactive internal communication and reward system will help to bring a competitive edge and achieve the organizational goals. The findings also provide managers the information to reduce the organization interruptions in enhancing EE and performance.

This study covered the hidden gap in the previous literature on EE and performance, especially in the field of the textile sector by employing Kahn’s theory of engagement.

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.

Considerable research has linked leaders’ development practices to employee performance, but little research has concentrated on how succession planning minimizes the turnover intentions. The purpose of this paper is to investigate the impact of succession planning on turnover intentions among banking professionals. Moreover, the authors examine whether succession planning enhances the employee job security and creates career attitude that mitigates the risk of employee turnover intentions.

Using the survey method, the authors recruited permanent employees of retail banking and the proposed model and structural relationships were tested via structural equation modeling.

The findings depict that succession planning provides job security and creates positive career attitude which in turn mitigate the turnover intentions among banks employees.

The present study helps the bank management to formulate a strategic and proactive succession system based on job security and build a strong career attitude to discourage the turnover intentions among banks employees. Moreover, the outcome supports the management of banks in case of the sudden resignation of a bank employee; they will be in a position to appoint a resourceful employee immediately on the vacant post to provide excellent customer services.

The current study successfully developed an empirical relationship between succession planning and turnover intentions which was skipped in the literature on human resource development. Furthermore, this study offers an important mediation mechanism for job security and career attitude for mitigating the turnover intentions among banks employees through succession planning.

The purpose of this study is to examine the effect of succession planning practice (SPP) on employee engagement (EE) and employee performance (EP) in Malaysian private universities (MPU).

This paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. In the selection of the sample from the focused respondents (10,473) of the study, a stratified and simple random sampling method was used, and the study sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the focused respondents while partial least square–structural equation modeling (PLS-SEM) was used to test the study hypotheses.

The findings revealed that SPP has a significant effect on EP, and the relationship between SPP and EP is partially mediated by EE.

Sound succession systems for achieving academic staff performance should be put in place by the university management. Furthermore, the outcome of this research urges the policymaker to come up with a sound policy that can allow internal talents of the university to hold key leadership positions of any nature when the need arises before considering external talents, with that the talents will be satisfied and put decisive effort to achieve a positive result.

This paper has made a significant contribution to the knowledge and operationalization of the EE, EP and SPP literature. The research also assists the university management to mobilize qualified and talented staff for an unexpected and sudden resignation of staff which saves the university the cost of hiring and development, and at the same time, it encourages internal hiring.

Employee work engagement has become a major concern for managers as hardly 21% of employees are engaged in their work. Therefore, this study aims to unveil the association between ethical leadership and employee engagement. Specifically, the study explores the mediating role of trust in leader between ethical leadership and employee work engagement and moderating role of harmonious work passion in the association between trust in leader and employee work engagement.

This study collected data from 491 employees and their immediate supervisors working in various organizations (in Pakistan) through “Google Forms”. The data were analyzed through analysis of moment structure (AMOS) and structural equation modeling (SEM) was applied to examine measurement model (for unidimensionality) and structural model (for hypotheses testing).

The study noted that ethical leaders positively influence their subordinates to engage in their work. In addition, employees' trust in leader was noted to mediate the association between ethical leadership and employee work engagement. Finally, employees high in harmonious work passion are more likely to engage in their work when perceived their leaders ethical style.

The study suggests to management that fair dealing and involvement in decision-making (ethical leadership) improve employee work engagement as such practices build employees' level of trust in their leaders. In addition, management is suggested to give freedom to employees while selecting their tasks as it positively contributes to their harmonious work passion which ultimately benefits the organization.

Drawing upon social exchange and self-determination theory, this study is the first of its kind that explored the moderating role of harmonious work passion and mediating role of trust in leader between ethical leadership and employee work engagement.

The purpose of this study is to analyse the perception of employees towards training and also examine the mediation effect of employee engagement between training and task performance.

An integrated model has been developed highlighting the relationship of the motivation for training and support for training and their implications on task performance through the mediating role of employee engagement. Using the sample of 397, structural equation modelling has been used with the help of SPSS and AMOS to validate the hypothesized relationship and evaluate the responses of employees working in travel agencies operating in Delhi (capital), India.

The findings of this study demonstrated a positively significant relationship between training and task performance of employees in the tourism and hospitality industry. Simultaneously, employee engagement positively mediates the relationship between training and task performance directly and indirectly. This study goes over the ramifications of the findings and offers some suggestions for practical implementations.

The findings of this study can be used by managers and HR professionals to organize exclusive training programs for improving employees’ performance based on the dimensions used in this study. This study also suggests that training program enhances employee engagement in organizational activities which leads to build up team work and overall organizational as well as individual performance.

This study also introduces a conceptual model and theoretical framework that provide a significant contribution to the training and task performance of employees. This study provides a strong theoretical foundation by incorporating the social exchange theory to confirm the role of employee engagement in performance. Further, this novel piece of research explores the relationship between training and task performance with employee engagement as a mediator, especially in the Indian tourism and hospitality industry.

With a foundation in the conservation of resource theory, this paper aims to examine the validity of a conceptual model that explains the mechanism connecting perceived threat of terrorism to production deviance. The link between perceived threat of terrorism and production deviance was examined via emotional exhaustion. Notably, the study evaluated whether the relationship between perceived threat of terrorism and production deviance is mediated by emotional exhaustion and moderated by levels of emotional intelligence.

The study is cross-sectional in nature and data were collected from 432 pharmaceutical sales representatives who operate outdoors in the high-risk region. Two-step approach consisting confirmatory factor analysis and structural equation modeling was used for analysis. To examine conditional direct and indirect effects, the authors used model 8 in PROCESS.

Results were consistent with prediction made from the conceptual model in that emotional exhaustion partially mediated the relationship between perceived threat of terrorism and production deviance. This was particularly the case when emotional intelligence was low, but not when high. Likewise, perceived threat of terrorism exerted a direct effect on production deviance when emotional intelligence was low, but not when high.

The study is the first to examine the relationship between perceived threat of terrorism and production deviance. Moreover, no study to date has examined the mediating role of emotional exhaustion between perceived threat of terrorism and production deviance. Finally, up till now, it is unknown that emotional intelligence moderates the relationship of perceived threat of terrorism with emotional exhaustion and production deviance.