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This study seeks to unpack the negative relationship between employees' political ineptness and their job performance, by proposing a mediating role of organization-induced emotional exhaustion and a moderating role of perceived organizational unforgiveness.

The research hypotheses were tested with three-round survey data collected among employees and their supervisors across multiple industry sectors.

Political ineptness diminishes the likelihood that employees undertake performance-enhancing work behaviors because they perceive that their employer is draining their emotional resources. This mediating role of organization-induced emotional exhaustion is particularly salient when they perceive that organizational authorities do not forgive mistakes.

This study reveals a critical risk for employees who find it difficult to exert influence on others: They become complacent in their job duties, which then might further compromise their ability to leave a positive impression on others. This counterproductive process is especially prominent if organizational leaders appear unforgiving.

This study contributes to extant research by explicating an unexplored mechanism (organization-induced emotional exhaustion) and catalyst (organizational unforgiveness) related to the escalation of political ineptness into diminished job performance.

Suggests scenarios for future images of what one commonly calls the European Union (EU). Many architects have laid plans for the future of Europe. Numerous forces have exerted and continue to exert their influences on Europe and its future. The net effect of these forces will precipitate the future for unification efforts and Europe. Asserts that the images held by many about the future for the EU are very different from what will transpire. Underlying and significant social, political and economic forces will provide for significant differences in what people expect and what actually will transpire. The implications of the eventual developments will profoundly affect key areas of concern. For one, we will witness significant differences in business risks associated with Europe. Furthermore, the consequences of unification efforts will influence investment decisions, commonization of taxes and currencies, the standard of living and the movement of human capital. Offers some images of the future Europe. Provides perspectives concerning the forces at work within the EU and the adverse consequences that will result, and specific predictions for Europe and the potential implications for business and society.

A recent survey by Social Systems, Inc., indicates that since 1970 over 1000 corporations in the United States and Canada have begun developing and using corporate simulation models. However, the percentage of corporations that have experience with corporate models remains relatively small. Why aren't more corporations using these models today? Why are the corporate model users restricted to the larger corporations? Are the primary constraints impeding the use of these models technical problems, computer hardware problems, software problems, or political problems?

This paper seeks to explore the influential role of religion in developing a nations brand and discusses the possibility of re-positioning the brand Pakistan as a “Sufi country” that is coherent with the cultural values and social realities of the country.

The paper follows a case study approach in delineating the image problem encountered by Pakistan and describing how governments in Pakistan related country branding efforts with the religious sentiments to foster their motives. This paper also follows an inductive approach in making a theoretical explanation about promoting Pakistan's image as a “Sufi country”.

The negative image of Pakistan is gaining worldwide currency due to the absence of proactive management by government and relevant stakeholders. Pakistan as a Sufi brand has a potential to grow into a strong country brand. Branding Pakistan as a Sufi country would not only pave the way for forming a different set of associations that would be positively contradictory to the current militancy and extremism oriented perceptions associated with Pakistan, but it would also benefit her as a tourism destination.

This paper is basically a policy recommendation regarding the reconstruction of brand Pakistan around the Sufi theme that is fairly consistent with the prevailing disposition of Pakistani society, in contrast to the current image of Pakistan cultivated in the World's media as a country with the terrorist roots. With thousands of Sufi Khanqahs, tombs and shrines spread throughout the country conforming to the ancient Islamic architecture with shades of Mughal artifacts presents with a significant ‘spiritual tourism’ opportunity provided with proper management and planning.

The present study makes significant contribution to the theory of nation's branding by discussing the potential role of religion in developing a nation's brand, a topic that hasn't been profoundly inquired. Moreover it discusses the reputation management of a country brand in a crisis, a topic that hasn't been adequately studied.

Based on the conservation of resource (COR) theory, this study investigates the association between the perception of organizational politics and organizational citizenship behavior (OCB) while considering the mediating role of knowledge hiding and moderating role of political skill in this process.

Data were collected in a time-lagged survey in two waves with a three-week interval from frontline employees and their peers working in private sector banks in India. The hypothesized relationships were ascertained using the PROCESS macro for SPSS.

The results revealed a negative association between the perception of organizational politics and OCBs targeted at co-workers (OCBI), organization (OCBO) and customers (OCBC), both directly and indirectly, via knowledge hiding. Additionally, the negative indirect effect of the perception of organizational politics on OCB facets, via knowledge hiding, is buffered for individuals with high levels of political skill.

The current study portrays a more comprehensive understanding of the dynamics between the perception of organizational politics and OCB, with a particular emphasis on identifying the unidentified factors that may impact this liaison.

Grounded on the conservation of resources (COR) theory, this study examines the relationship between tyrannical leadership and knowledge hiding. Additionally, this study aims to investigate the mediating role of psychological distress and the moderating role of psychological safety.

Data was gathered from 435 employees in the corporate sector in China. The study used the partial least squares structural equation modelling approach to assess the proposed connections and analysed the data collected with the help of SmartPLS 4 software.

In the study, it was found that there is a positive relationship between tyrannical leadership and knowledge hiding, and this association is mediated by psychological distress. Additionally, the results asserted that the positive effect of tyrannical leadership on knowledge hiding through psychological distress is less pronounced when there is a greater degree of psychological safety.

Leaders should avoid being tyrannical and adopt a supportive leadership style. They should be aware of the effects of their behaviour on employee well-being, provide resources to help employees cope with distress and foster a culture of psychological safety. This approach promotes knowledge sharing, innovation and employee well-being within the organisation.

This study contributes to the existing literature by investigating a new factor that influences knowledge hiding: tyrannical leadership. Furthermore, it explains that employees who experience tyrannical leadership are more prone to psychological distress, such as anxiety and fear, and are likelier to engage in knowledge-hiding behaviours. Finally, the study identifies psychological safety as a factor that can mitigate the negative effects of tyrannical leadership on knowledge hiding.

This paper investigates the role of psychological contract violation (PCV) as the antecedent of employee turnover intention. It also explores the role of job dissatisfaction and work disengagement as the sequential underlying mechanism of a positive effect of PCV on employee turnover intention.

Drawing on social exchange theory (SET), the authors postulate that PCV triggers negative reciprocity behaviour in employees, which leads to job dissatisfaction and work disengagement, which in turn develop into turnover intentions. The authors tested the research model on time-lagged data from 200 managers working in the banking sector of Pakistan.

The findings confirmed the hypothesis that employees experiencing PCV raise their turnover intentions because of a feeling of organisational betrayal which makes them dissatisfied and detached from their work.

This research advances the body of knowledge in the area of psychological contracts by identifying the mechanisms through which PCVs translate into employee turnover intentions.

Early turnover is a worldwide problem that occurs frequently during the first three years of employment. From a multidisciplinary perspective, this study attempts to find the economic, organizational and psychological factors that account for turnover at the early stage of employment.

The authors used turnover records provided by the human resources division of a US pharmaceutical company operating in China of 222 Medical Representatives (MR). The method of Firth's logistic regression for analyzing was employed.

As an economic factor, the favorable labor conditions (i.e. high ratio of job vacancies) at the time of recruitment were inversely associated with MR subsequent retention. For organizational factors, unsatisfactory supervision and disappointment of intra-organizational career were the major predictors, and job ranks showed a U-shaped relationship to early resignation. Moreover, working pressure was a psychological factor of early exit.

This study provides organizations with empirical implications to devise retention plans for newcomers at risk of attrition, which prevent them from early turnover in the industry facing a talent shortage. Studies based on the company exit records have little been done in turnover literature.

Drawing on the conservation of resources theory, the present study aims to design and explore the influence of abusive supervision and coworker incivility on turnover intention among frontline employees (FLEs). Besides the mediating effects of work stress between abusive supervision and turnover intention, coworker incivility and turnover intention also be explored.

Data from 311 FLEs are collected by a self-administered structured questionnaire and analyzed by confirmatory factor analysis and structural equation model.

The empirical results established that abusive supervision and coworker incivility significantly predicts work stress and work stress significantly predicts turnover intention. Abusive supervision significantly predicts a positive relationship with turnover intention, whereas coworker incivility with turnover intention is vis-à-vis. Besides, abusive supervision and coworker incivility significantly predict turnover intention via work stress. The study further illustrated the control variables, e.g. education, experience, and proactive personality of FLEs.

The study finds abusive supervision and coworker incivility as stressors in the emerging economy for FLEs. However, coworker incivility on turnover intention cannot predict as expected because the roles of the supervisor and coworker are different in this context.

The continuous support of supervisors and coworkers can reduce the stress and consequences of reducing the intention of turnover of FLEs. The concerns can enhance their support by using respect and credit for work, maintaining privacy, providing proper feedback, being sensible to the performance, and entitlement to any achievement. They also suggest ensuring a work environment of privacy, fair treatment, importance to suggestions, and ascertaining punishment for any colleague's mistreatment.

The frontliners always contribute a large pie of output for any organization. Supervisors and coworkers impact the day-to-day life of FLEs.

As a study on FLEs in the context of evolving economy, the investigation fulfills the inconsistencies of the previous result with the mediating role of work stress with a strong theoretical base.

Changes in the traditional values, institutional context, and choice of change programs are currently shaping the postmodern science and practice of organization development (OD). These changes manifest themselves in powerful new value orientations, intervention frameworks, and practices that challenge OD's long-held beliefs in ethical and justice-based treatment. In this effort, traditional and new paradigm ethical dilemmas are explored, as well as their relationship to four postmodern practices and five emergent intervention techniques. Components of distributive, procedural, and interactional justice are explained relative to change management programs generally, and to emergent techniques specifically. Published case illustrations are used to depict new paradigm ethical dilemmas and opportunities to create a “just change.”