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The study aims to examine the mediating role of psychological empowerment and job crafting between servant leadership and innovative work behavior.

The data were collected from 689 knowledge workers employed in Pakistan's service industry. The data collection was done through survey design. The data analysis was done through structural equation modeling using PLS-Smart.

Servant leadership was found to be related to psychological empowerment, job crafting and innovative work behavior of the employees. Job crafting was found to be mediating between servant leadership and innovative work behavior. Additionally, psychological empowerment and job crafting were found to be sequential mediators between servant leadership and innovative work behavior.

The study delineated the link mechanism between servant leadership and innovative work behavior.

The purpose of the study is to ascertain the role of servant leadership in causing innovative work behavior. The study also examines the mediating role of job crafting and sequential mediating role of trust and job crafting between servant leadership and innovative work behavior.

The data were collected from 258 knowledge workers employed in software houses in Pakistan through survey design. The data analysis was done through structural equation modeling.

The results of the analysis of 258 respondents show that servant leadership is related with trust, job crafting and innovative work behavior. The mediation analysis revealed that job crafting mediates the relation between servant leadership and innovative work behavior. Finally, the relation between servant leadership and innovative work behavior was found to be sequentially mediated by trust and job crafting.

The current study contributes to delineating the linking mechanism between servant leadership and innovative work behavior. The main contributions of the study are exploring the mediating role of job crafting along with the sequential mediating role of trust and job crafting.

The study aims to explore the mediating role of flow at work and moderating role of creative self-efficacy in the relationship between authentic leadership and innovative work behavior.

The study collected data from 315 employees working in the service sector through survey design. Data analysis was done through structural equation modeling.

The findings revealed that authentic leadership is related to flow at work and innovative work behavior. Flow at work was also found to be related to innovative work behavior. Flow at work was found to mediate the relationship between authentic leadership and innovative work behavior. The study also confirmed the moderating role of creative self-efficacy in the relationship between authentic leadership and innovative work behavior.

The study unearthed the previously unexplored mediating role of flow at work linking authentic leadership to innovative work behavior. Additionally, it is the first study that explicated how creative self-efficacy moderates the relationship between authentic leadership and innovative work behavior; the relationship between the two is stronger when creative self-efficacy is high.

This paper aims to determine the influence of the European Foundation for Quality Management (EFQM) excellence enablers on the financial, market and non-financial performance of the textile companies in Pakistan. Moreover, the mediating role of organizational learning culture is also tested in EFQM enablers and performance relationships.

Using a multi-respondent strategy, the data was collected from 254 textile firms registered with All Pakistan Textile Mills Association (APTMA) using a highly structured questionnaire. The data were analyzed using structural equation modeling via AMOS v.22.

The results reveal that EFQM excellence enablers significantly influence financial, non-financial and market performance. Furthermore, organizational learning culture (OLC) significantly positively mediates the relationship between EFQM excellence enablers and business performance.

This study enhances the literature of EFQM enablers and microfoundations of institutional theory in the textile industry of developing countries and proposes a way forward to the effective utilization of such enablers for higher performance.

This research is the first of its kind that empirically tests the microfoundations of institutional theory concerning EFQM, OLC and performance in the textile industry of Pakistan.

The study aims to investigate the mediating roles of leadership identification and organizational identification linking abusive supervision to employees' turnover intention.

Using a self-administer survey design, data were collected from 229 nursing workforce employed in hospitals located in Karachi.

The research findings show that abusive supervision has a considerably positive influence on turnover intention. The findings also show that abusive supervision negatively affects nurses' leadership identification and organizational identification. Leadership identification and organizational identification were found to be negatively related to nurses' turnover intention. Finally, leadership identification and organizational identification were found to parallelly mediate the relationship between abusive supervision and turnover intention.

This study helped uncover the previously unknown parallel mediating mechanism of organizational identification and leadership identification. Additionally, abusive supervision was found to negatively affect employees' leadership identification.

The study was conducted to understand how the moral identity of employees mediates the relationship between servant leadership and the moral disengagement of employees. Additionally, the study explores whether servant leadership's ability to build the moral identity of employees is contingent upon employees' perception of organizational politics.

The data were collected from 500 service sector-employed knowledge workers. Data analysis was done through structural equation modeling.

The study found servant leadership to be related to the moral identity of employees. Additionally, moral identity and moral disengagement were found to be negatively related. Moral identity was found to mediate the relationship between servant leadership and moral disengagement. Finally, the study found that the relationship between servant leadership and employees' moral identity was contingent upon their perception of organizational politics.

The study explored the previously unexplored mediating role of moral identity linking servant leadership to the moral disengagement of employees. The study also explained how the relationship between servant leadership and the moral identity of employees was contingent upon employees' perception of organizational politics.

The aim of this research is to examine the relationship between spiritual leadership and employee resilience. Specifically, this research explores how meaning mediates the relationship between spiritual leadership and employee resilience.

This quantitative study collected data from the 439 respondents using a seven-point Likert scale. Structural equation modeling was employed to test the relationship among spiritual leadership, meaning and employee resilience.

The results shows that spiritual leadership, directly and indirectly, influences employee resilience. Spiritual leadership also instills meaning among employees through exhibiting genuine concern and communicating a shared vision. This research also demonstrates that meaning cultivates employee resilience to survive and thrive in a challenging business environment.

First, organizations should assess, incorporate and promote altruistic values and shared vision in their leadership program and staffing process. Second, this study urges leaders and managers to create meaning in the workplace. Lastly, the COVID-19 pandemic has disrupted the daily routines and order that humans are accustomed to, causing distressing circumstances for many people. This research calls for spiritual leadership to respond proactively by providing employees with support, appreciation and direction in those times.

This research moves forward the extant academic discussion on spiritual leadership, meaning and employee resilience in two ways. First, this study adds empirical evidence to the relationship between spiritual leadership and employee resilience, which has drawn scant attention from scholars. Second, this research buttresses the proposed framework from the perspective of positive psychology and broaden-and-build theory.

The rate of cesarean sections has been rapidly increased in the last few decades in all the developing as well as developed countries. The rate of cesarean sections determined by the World Health Organization has been crossed by many countries, like Brazil, India, China, USA, Australia, etc. Similarly, this rate has also increased in Pakistan. The purpose of this paper is to explore and identify the factors that are responsible for the rising rate of cesarean sections in Pakistan.

These factors are categorized under medical and non-medical factors. The medical factors include the obesity of mother, age of mother, weight of the baby, umbilical cord prolapse, fetal distress, abnormal presentation, dystocia and failure to progress. The non-medical factors include financial incentives of doctors, time convenience for doctors, high tolerance to surgery, patient’s preference toward cesarean section, private hospitals, public hospitals, income status of patients, rural areas, urban areas and the education of patients. To identify the critical factors, data have been collected and a multi-criteria decision-making technique, called Decision Making Trial and Evaluation Laboratory, is used.

The result shows that the medical factors that are responsible for the rise in the rate of cesarean sections are umbilical cord prolapse, age of mother and obesity of mother. On the other hand, the non-medical factors that are the reasons for the increase in cesarean sections are the large number of private hospitals and the unethical acts of the doctors in these hospitals, preference of patients, and either the unavailability of doctors or poor conditions of hospitals in rural areas.

Cesarean section is an important surgical intervention and is considered to be very essential in the cases of existing as well as potential medical problems to the mother or the baby. Cesarean section is also performed for non-medical reasons. In Pakistan, the number of private hospitals has increased and these hospitals provide good health care. However, these hospitals do not work under the rules and regulations set by the government. The doctors in private hospitals perform unnecessary cesarean sections in order to fulfill the demands of private hospital’s owners. In addition to this, it is also found that, nowadays, most women prefer to give birth through cesarean section in order to eliminate the pain of normal vaginal delivery.

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.

Over the last two decades, corporations have increasingly adopted green innovation to lessen the unsuitable impact on the environment and gain competitive advantage at the same time. However, researchers have paid more attention to green product innovation and the firm's financial risk (FFR) relationship than green process innovation. Such neglect of green process innovation has failed to produce an elusive understanding of green process innovation and FFR relationship, and this relationship is necessary to understand for the ongoing debate on “does it pay to be green?” Thus, the purpose of this research is to investigate the relationship between green process innovation performance (GPRIP) and FFR, and it also examines the moderating role of slack resources and competitive intensity in facilitating this relationship.

The authors collected 202 publicly listed Thai manufacturing firms' data using questionnaire survey and firms' financial statements, and this research employed hierarchical moderating regression analyses to test hypotheses.

Results demonstrate that GPRIP negatively influences the FFR. Competitive intensity reinforces the negative relationship between GPRIP and FFR, whereas organizational slack has an unfavorable moderating effect, i.e. firms with ample organizational slack are less likely to reduce their financial risk from higher GPRIP.

The research model contributes to an ongoing debate on “does it pay to be green?” by providing a thorough understanding of GPRIP and FFR relationship, as to the authors' best knowledge, no work to date has examined this relationship. This research also sets out the boundary conditions of the GRPIP and FFR relationship and highlights the critical role of firm-specific condition, i.e. slack resource and market condition, i.e. competitive intensity to reap higher financial benefits from GPRIP.