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Knowledge sharing (KS) has been consistently acknowledged as a critical factor in the organizational development and the betterment of employees. The purpose of this paper is to extend previous empirical research on KS by testing psychological ownership as an underlying mechanism between the relationship of organizational justice (OJ) and KS behavior in developing country context. The authors also examine the moderating role of perceived organizational support (POS) between psychological ownership and KS behavior.

Using a survey questionnaire, data from 348 employees of multinational corporations in Pakistan were used to test the research hypotheses.

The results of this research reveal that dimensions of OJ (procedural, distributive and interactional justice) positively influence psychological ownership. In addition, psychological ownership is found as an underlying psychological mechanism between the relationship of OJ and KS behavior. The results also indicate that a higher level of POS strengthens the relationship between psychological ownership and KS behavior.

Organizations can enhance employees’ sense of psychological ownership by providing them fairness in procedures and resources. Moreover, management can create a perception of equality among the employees which subsequently helps employees engage in sharing their valuable knowledge with their team members and other workers in the organization.

This research suggests that psychological ownership and POS are important factors which influence the relationship between OJ and KS behavior and it empirically tests this model in a developing country context.

As the shortage of nurses is a major problem being faced by the world health-care system, it is essential to investigate the factors that influence nurses’ turnover. Drawing on the conservation of resources theory, the purpose of this paper is to explore how work–family conflict (WFC) influences nurses’ turnover intentions in the Peoples’ Republic of China.

For empirically testing the theoretical model, the authors conducted a three-wave longitudinal research survey and collected data from 236 nurses’ sample in China.

The findings show that job satisfaction and life satisfaction are the underlying psychological reasons in the positive relationship between WFC and nurses’ turnover intentions. Moreover, perceived supervisor support was found to be a boundary condition on the direct and indirect relationships between WFC and its negative outcomes such that the relationships are weak at the high levels of supervisory support.

This study is important to the management of health-care systems as it carries significant implications for theory and practice toward understanding job retention problems of nurses.

The purpose of this paper is to apply conservation of resource (COR) theory and the buffering hypothesis of social support to explore occupational stress and its negative outcomes such as job engagement and turnover intentions for front-line hospitality industry employees in the People’s Republic of China.

Primary data were collected in two waves from 318 front-line employees in a chain of restaurants located in the eastern region of the People’s Republic of China.

Integrating COR theory and the buffering hypothesis of social support, job satisfaction is found to be a mediating mechanism in the relationships between occupational stress and job engagement and occupational stress and employee turnover intentions for front-line hospitality industry workers. Moreover, the authors found the boundary condition role of work-social support. The relationships between stress and its negative outcomes are weak for the employees receiving high social support at work.

This study calls for researchers’ attention towards the issues of occupational stress focussing on the implications of work-social support for front-line hospitality industry employees.

The purpose of this paper is to explore/investigate various issues of teachers ' motivation in public sector Higher Educational Institutions of Pakistan.

This is an exploratory research where surveys have been conducted in the well known public sector Universities of Pakistan; primary data have been collected through questionnaire and in depth face to face interviews.

Findings of the research have shown that although compensation packages and financial incentives are important factors for employees in the competitive market environment of the higher education sector but some other factors like job design and working environment, performance management system, and training and development are also significant. The research has also explored various issues being faced by teachers in public sector HEIs related to the above mentioned factors.

This study can play a vital role in compelling the higher education authorities to ponder over the motivational issues of teachers in universities. The research can prove to be an effectual document for other worldwide universities where teachers are facing similar issues.

The aim of the researchers in this endeavor is to identify the challenges and obstacles faced by beginning teachers in higher education. This study also explores practical implications and what adaptation can be utilized in order to have high performance of the beginning teachers.

Researchers have applied qualitative and quantitative technique to collect and interpret data. Semi‐structured interviews were conducted from the 40 beginning teachers of the case study university in order to identify various hindering factors of high performance.

Research results indicate that by addressing the 11 major hindering factors of beginning teachers' high performance, i.e. less teaching exposure, overburden, strict evaluation, lack of training, insufficient material and supplies, lack of effective communication, student counseling problems, classroom discipline problems, difficulties in assessing students' work, least expectations of career in teaching and misbehavior of students, the performance level of beginning teachers in higher education can be enhanced.

The current research addresses the most neglected area about teachers' performance management, that is problems of higher education teachers in their early careers. This exploration of beginning teachers' hindering issues can play a vital role in developing human resource development strategies in universities. The present research can prove to be a significant initiator for beginning teachers as they will get a glimpse of what problem areas they could face.

The purpose of this paper is to examine the factors affecting quality of work life (QWL) of teachers working in Higher Education Institutions.

A cross-sectional study was conducted by sampling 347 teaching faculty members through questionnaires.

Fair communication plays the strongest role and social networks have the weakest role in shaping the QWL in higher educational institutions (HEIs) of Pakistan. The relationship of social networks and QWL negates the Hofstede’s view of Pakistan society to a great extent.

A cross-sectional data set is used for tapping a small sample size. The direct effects of four factors were considered for examination. The examination of indirect effects for the factors having weak effects is recommended.

Decision makers having intentions to improve QWL in HEIs must adopt procedural justice and effective communication channels; they should have high respect for employees and should help them to develop networks within the HEIs.

Inter-relationships at workplace are hampering due to weak social networks.

The study is an important landmark in highlighting the factors that must be available for higher QWL of faculty members of public sector HEIs.

There has been much controversy, if not dispute, especially among non-Muslims over the attitude of Islam to tourism. One may claim that this debate is mainly due to non-Muslims' misunderstanding of the true nature of the religion and its Shari'a or Islamic law. This chapter attempts to show in some detail tourism from the perspective of the Islamic creed and to demonstrate that the religion does encourage tourism and regards it as legal. To do this the chapter reviews a number of sources including the holy Qur'an.

This paper aims to analyze the impact of Sharī‘ah compliance perception on customer satisfaction in Islamic banking sector of Pakistan.

Primary data were collected from 242 account holders of Islamic banks and Islamic banking branches of conventional commercial banks and analyzed by correlation and regression through self-administered questionnaires based on SERVQUAL model.

Significant moderating effects of Sharī‘ah compliance perception on the relation between service quality and customer satisfaction have been identified.

As a cross-sectional study with convenience sampling restricts generalizability and because financial benefits offered by banks were not included as a variable, the scope of this study is limited to service quality only. Future research may focus on the moderating effect of Sharī‘ah compliance perception through longitudinal study with larger sample size in a multi-cultural environment.

Results of this paper recommend Islamic banks to focus on their core strength “Sharī‘ah compliance” while developing their product/service and building marketing strategies. Moreover, assurance of high-quality services will sustain such strategies against competition with conventional banks.

Islamic banks must primarily develop their brand through extensive communication and public awareness programs regarding Sharī‘ah compliance standards in terms of products/services, policy/procedures, code of conduct and Sharī‘ah board.

This research examines moderating role of Sharī‘ah compliance perception between service quality and customer satisfaction in Islamic banking sector of an Islamic Republic with dual banking system. This interactive effect of Sharī‘ah compliance perception has not been found as an overriding theme in any of the main stream journals/articles. Therefore, this study fills this gap.

Intrapreneurship is rapidly concerning organizations to tailor their operations and strategies for competitive advantage. Research on intrapreneurial dimensions is in the developing stage, requiring more rigorous methods of investigation and application in various contexts. This study aims to focus on individual level intrapreneurship by examining the association of personality traits (PTs) on intrapreneurial behaviour (IB) moderated by knowledge sharing behaviour (KSB) and comparison of employees in engineering and functional departments.

A survey has been conducted for data collection using a structured questionnaire. Partial least squares structural equation modelling has been used for hypotheses testing, moderation and multi-group analysis on a sample of 534 respondents.

Results reveal that PTs exerted a positive influence on IB. The impact of PTs on IB was more pronounced in the employees of functional departments. KSB moderates positively in the relationship between PTs and IB. Both groups significantly differ in dimensions of PTs.

Organizations can do little to improve PTs of employees, which impacts on intrapreneurship in organizations. However, KSB in organizations can be improved by adopting various measures. KSB eventually promotes innovation in organizations resulting in an overall competitive advantage for firms.

This is the first study that contributes theoretically in intrapreneurship literature by providing insights on PTs impacting IB incorporating KSB and comparing the diverse group of employees.