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This study aims to identify the impact of ethical leadership on ethical voice by determining two paths covering relational identification and psychological safety. The first path focused on relational identification and psychological safety. Alternatively, the second path focused on organizational identification and psychological ownership leading to ethical voice. The specific objective of the study is to develop and test an integrated model of ethical leadership.

The objectives were achieved through the adoption of quantitative research techniques. Two hundred forty-eight samples were collected from the banking sector using quantitative research techniques, and data was gathered through a self-administrated questionnaire. Exploratory and confirmatory factor analyses were used through AMOS to generate the results and test hypotheses.

The results suggested a significant impact of ethical leadership on ethical voice, while the other paths’ results, such as relational identification, psychological safety, organizational identification and psychological ownership, suggested partial mediation. The study result adds new insights into ethical leadership and social exchange theory since it tested overlooked paths in the literature, such as relational identification and psychological safety.

The research highlights the significance of ethical voice as a desirable organizational behavior. Ethical voice contributes to a culture of accountability, transparency and ethical decision-making. Organizations should establish channels and platforms for employees to voice ethical concerns and suggestions. This may involve regular feedback sessions, anonymous reporting mechanisms and protection policies for whistleblowers. Leaders should actively encourage and value ethical voices as a valuable contribution to the ethical climate of the organization.

The study found that ethical leaders influence their followers in such a way that they adopt ethical behavior. It is also validated that organizational ethics are shared by employees who interact with ethical leaders. So, departments should train such leaders because ethical leadership positively affects followers’ attitudes and behaviors, and organizations should encourage ethical behavior in supervisors and subordinates. The study also found that relational and organizational identification helps employees develop psychological capabilities, which leads to reporting workplace misconduct. The current study tested these mechanisms collectively and found that ethical leadership significantly contributes to ethical voice.

The current study highlighted the role of ethical leaders in promoting ethical behavior, improving employee well-being and engagement, cultivating collaboration and inclusion, and making a contribution to the overall ethical climate within organizations and society as a whole. Organizations can have a positive impact on the social fabric by cultivating a culture of ethics, respect and social responsibility if they make these considerations their top priorities.

The current study is unique since it is intended to develop and test an integrated model of ethical leadership and ethical voice. This research combines an integrated model, focusing on employees’ identities and self-concepts and examining ethical voice as a behavioral outcome.

The current research aims to investigate the role of ethical leadership in improving business processes and the impact of ethical leadership on employee engagement with mediating role of relational identification and ethical climate. Although ethical leadership displays and promotes morality in their followers, current literature is silent about the inclusion of relational identification and ethical climate. The present study intends to develop and test a model with the chain of mediation in the relationship between ethical leadership and employee engagement.

A total of237 responses were collected from the banking sector using quantitative research techniques, and data were gathered through a self-administrated questionnaire. Exploratory and confirmatory factor analyses were used through SEM- MPLUS to generate the results and test hypotheses.

The results suggested a significant impact of ethical leadership on employee engagement through relational identification and ethical climate (moral obligations, moral convictions and elevation). By using the results, practical and theoretical implications are discussed.

Besides all the proposed hypotheses that have been accepted, there are some limitations associated with this study. One limitation is usage of single source information, as the data were collected only from the banking sector employees. Moreover, only three variables are taken in the context of ethical climate (moral obligations, moral convictions and elevation). However, some other variables could also be included under the umbrella of ethical climate, e.g. moral virtue. Future researchers should also add different employee attitudes, such as job involvement, job satisfaction and organizational commitment, other than employee engagement.

An abundance of research is conducted on ethical leadership; however, with the development of knowledge and new thoughts related to identification and ethical climate, there is a strong need to conduct the research by including other overlooked possible paths.

Empowering leadership has a wide range of positive individual employee-related outcomes. However, a limited number of research studies are available emphasizing the overall organization-related outcomes. The major aim of this study is to delve into the function of organizational identification and intellectual capital (structural, relational and human) in mediating the relationship between empowering leadership and organizational innovativeness. Depending upon the resource-based view theory, this study comprehensively investigates the sequential effects of empowered leadership on the mediating roles of organizational identification and intellectual capital in organizational innovativeness.

Data were gathered through a self-administered questionnaire, which got 337 responses from telecom employees. To evaluate the hypotheses, the data were analyzed in SEM-M-Plus using exploratory and confirmatory factor analyses.

The findings demonstrate that empowering leadership impacts organizational innovativeness with the sequential mediation of organizational identification and intellectual capital (structural, human and social).

Organizations can identify and encourage leaders who exhibit empowering behaviors such as delegating responsibilities, providing autonomy and fostering a sense of ownership among employees. Also, organizations can foster intellectual capital by providing opportunities for learning, training and development. Additionally, knowledge sharing and collaboration can help to enhance the intellectual capital of employees.

While much research has been conducted on empowering leadership, the continued development of knowledge and the emergence of new perspectives related to identification and intellectual capital highlights the importance of exploring alternative paths that have been overlooked. Therefore, there is a pressing need to conduct research that takes into account these additional factors.

This study aims to analyse the efficiency effects of institutional distance on Chinese outward foreign direct investment (FDI) in Africa.

The study utilised the true fixed-effect stochastic frontier analysis (SFA) model. Data from 2003 to 2016 (14 years) were acquired from 42 targeted African countries, which are included in the analysis.

The results reveal that FDI flow efficiency can be maximised with a high institutional distance between China and African countries. Contrariwise, comparable institutional distance, measured by the rule of law, regulatory quality and government effectiveness between the host and home countries, reflected a significant positive impact for Chinese outward foreign direct investment (OFDIs), indicating Chinese MNEs can invest directly in a country with comparable institutional characteristics.

There have been limited exceptional studies that assessed the effect of institutional distance between emerging countries. However, none of these studies investigated the effect of institutional distance between China and Africa at a national level. Using the advantage of the SFA model, this study assesses the efficiency effects of institutional distance between the host and home country.

The present study aims to elucidate the mediating role of relational energy between empowering leadership and its attitudinal (employee engagement), behavioral (knowledge sharing) and performance (task) related outcomes, respectively, and the moderating role of autonomy between empowering leadership and relational energy, using the social cognitive theory.

The study used surveys in the small and medium-sized enterprises sector and collected time-lagged data to address common method variance and reveal causal relationships. AMOS was used to conduct hypothesis testing.

The results suggest that empowering leaders have a positive impact on outcomes such as employee engagement, knowledge sharing and task performance, and this impact is mediated by relational energy. Autonomy moderates the empowering leaders and relational energy relationship, strengthening it when autonomy is high.

Organizations should focus on leadership development programs depending on the need. Empowering leadership should be promoted to get positive attitudinal and behavioral outcomes in terms of employees. Empowering the employee in terms of decision-making helps motivate employees to perform better.

The study contributes to the empowering leadership literature by associating social cognitive theory. Empowering leaders has the potential to increase employee engagement, knowledge sharing and task performance.

The main purpose is to explore the impact of major stock markets on China's market where major markets are represented by former G8 nations (current G7 and Russia).

The article makes use of: stationarity tests (ADF and PP unit root); long-run correlation tests (Johansen integration involving trace and maximum eigenvalue); impact of G8 markets on China (VECM test); influence of G8 markets on volatility in China's market (variance decomposition analysis) and, effect from shocks in G8 markets on China (impulse response function).

Using a period of 2009–2019 that avoids detecting linkages caused by interdependencies created by two major international crises, the article offers four major findings. First, except for Germany and Russia, G8 markets have a significant causal influence on China with UK having the greatest. Second, G8 markets are not the major source of short-run fluctuation in China's market but over time exercise a noteworthy collective impact with UK having the greatest impact. Third, there are occasions for international portfolio diversification with China's market providing greater diversification than G8 nations. Fourth, all markets provide a short-run window of abnormal profit.

The indexes used to represent national markets are assumed to be adequate representations.

Short-term abnormal profits exist. Investing in China, compared to G8 countries, offers greater portfolio diversification possibilities.

Removal of trade and investment barriers cause greater market integration.

By using recent data, this study reveals that G8 stock markets influence China's market.

This paper aims to investigate the relationship of information-seeking anxiety (ISA) with socio-academic variables of business students in the digital environment.

A cross-sectional survey using a questionnaire was conducted. The questionnaire, composed of 47 items of Information Seeking Anxiety Scale along with certain socio-academic variables, was administered personally among business students by visiting their classrooms at the Lahore School of Economics, Pakistan. The received 283 responses were analyzed by applying descriptive and inferential statistics such as mean, standard deviation, t-test and one-way analysis of variance.

The results revealed that a large majority of business students were less comfortable in information seeking and experienced anxiety from mild to moderate levels. There were only a few respondents who faced either low or severe levels of ISA. In relationship testing, the students’ socio-academic variables such as program type, gender, school background, geographical background, information communication technology skills and English language competence did not appear to be the predictors of their ISA.

The results of this study should carefully be used while making generalizations for all the business students in Pakistan and abroad as this research collected data from the business students of a single university in Pakistan.

These results have greater implications for the future directions of information literacy as creating awareness and building capacity for skills about the information search process will help in reducing ISA. These findings provided a pragmatic insight that can be used as a guide by information professionals, especially those engaged in information services, to develop a need-based curriculum of information literacy which would ultimately help in the alleviation of anxiety and combating its effects on students’ academic performance.

This study address specifically ISA of business students that would make a worthy contribution to the existing research on ISA as, to the best of the authors’ knowledge, no such study has appeared so far.

Extant research on workplace ostracism has investigated a victimization perspective to understand ostracism at the cost of examining the perpetrator-centric view of ostracism. This study aims to draw on the self-categorization theory and the social exchange theory to investigate the harmful effects of workplace romance in cultivating workplace ostracism from the perspective of perpetrator to combat concerns for victim blaming. This study further proposes that workplace ostracism triggered by workplace romance provokes interpersonal conflict. Besides, this study investigates the moderating role of prosocial behavior in the underlying linkages.

This study uses a multisource, time-lagged research design to collect data from employees working in the service sector organizations in Pakistan. This study analyzes 367 responses using SmartPLS (v 4.0).

The findings of this study reveal that workplace romance elicits workplace ostracism, which, in turn, fosters interpersonal conflict among coworkers. In addition, this study finds that ingroup prosocial behavior strengthens the associations between workplace romance and workplace ostracism, and workplace romance and interpersonal conflict, mediated by workplace ostracism such that the associations are more potent at higher levels of ingroup prosocial behavior and vice versa.

To the best of the authors’ knowledge, this is the first study that examines workplace romance as the perpetrator-centric antecedent of workplace ostracism, and ingroup prosocial behavior in exaggerating the outgroup ostracism and interpersonal conflict.

An individual’s standard of living is profoundly affected by industrialization and technology’s continuous revolution. At present, the environment is uncontrollable and global warming is increasing. Therefore, there is a need to protect the earth immediately as the lives of all creatures are at risk. The purpose of this paper is to determine the factors related to green purchase behavior (GPB) by incorporating religious values (RGV) as a moderator. Moreover, the moderating role of RGV has been incorporated so that the importance of RGV in the life of millennials can be examined.

Smart partial least square (PLS) has been used for data analysis, and PLS-structural equation modeling has been used to assess measurement and structural models.

The findings reveal that environmental concern, environmental knowledge and green perceived value positively and significantly affect attitude and subjective norm (SN). Moreover, attitudes toward the purchase of green products and SNs also show a positive and significant relationship with green purchase intention (GPI). In addition, GPI is also positively and significantly associated with GPB. However, green brand knowledge portrays a positive but insignificant relationship with attitude and SN. Finally, RGV does not strengthen the relationship between intention and behavior.

Religion is a strong predictor of individual behavior as people are emotionally connected with Islam’s teachings. Therefore, the study provides a unique contribution by adding RGV as a moderator in the model of TRA. Also, the authors targeted the specific generation, i.e. millennials, so that millennials’ behavior can be identified as it covers Pakistan’s large population. Also, millennials are the people who are more involved in decision-making.

This paper aims to examine the factors that drive the exporter’s influence toward halal meat supply chain adoption by encompassing the diffusion of innovation (DOI) theory in the context of Pakistan.

Using DOI as an underpinning theory, this study evaluates halal supply chain adoption by collecting data from the members of associations from Pakistan. A total of 258 useable responses were received, and PLS-SEM was adopted using SmartPLS.

The exporter’s adoption of the halal supply chain is determined not only by perceived relative advantage and perceived compatibility but also by perceived complexity, religious beliefs and awareness.

Though this study has practical and managerial implications, it has few limitations. Further studies need to be conducted in other contexts as well with a larger population.

There are limited studies that have tested DOI theory in the context of the halal meat supply chain in Pakistan. Therefore, the author extends the diffusion theory of innovation in the current work. Further, this paper will be a helpful reference guide for academicians, practitioners and researchers.