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The importance of e-government projects has been realized in the developed as well as in the developing countries of the world. The successful implementation of e-government projects is a challenging task. Public sector organizations are facing different sorts of challenges while executing e-government initiatives. The purpose of this paper is to explore issues/challenges related to e-government project implementation.

A systematic literature review (SLR) was conducted to understand the challenges of the e-government project, as mentioned in past research. The findings of this SLR helped in developing a proposed framework for e-government challenges. The proposed framework encompasses challenges and issues related to four main aspects such as technological, organizational, project management and enabling environment. These aspects need to be further explained for their remedial measures. For this purpose, an exploratory case study was conducted. The unit of analysis was one of the e-government projects of the ministry of IT. The interviews of the senior and middle management involved in the implementation of this project were conducted and transcribed.

The case study findings endorse a framework proposed. The findings of this research reflect the importance of creating a shared vision, adequate funding and good project management practices as an essential aspect of e-government implementation. Further, the importance of user-related issues such as involvement, capacity building and technical skills was also found critical in successfully executing and sustaining such initiatives in the organization. Further study findings provide necessary guidance for the senior management, which may help to develop effective strategies for the e-government projects in the organization.

The current study focused on developing a better understanding of the challenges commonly faced by organizations during e-government adoption and implementation related to organizational, project management, enabling environment and technological aspects.

Anchored in a social control theory framework, this study aims to investigate the mediating effect of defensive silence in the relationship between employees' perception of supervisor ostracism and their creative performance, as well as the buffering role of proactivity in this process.

The hypotheses were tested using three-wave survey data collected from employees in North American organizations.

The authors found that an important reason for supervisor ostracism adversely affecting employee creativity is their observance of defensive silence. This mechanism, in turn, is less prominent among employees who show agency and change-oriented behavior (i.e. proactivity).

For practitioners, this study identifies defensive silence as a key mechanism through which supervisor ostracism hinders employee creativity. Further, this process is less likely to escalate when their proactivity makes them less vulnerable to experience such social exclusion.

This study establishes a more complete understanding of the connection between supervisor ostracism and employee creativity, with particular attention to mediating mechanism of defensive silence and the moderating role of proactivity in this relationship.

The purpose of this paper is to explore how the relationship between job scope and in-role performance is contingent upon the level of social support (i.e. supervisor support) received in the workplace.

A total of 640 questionnaires were distributed to employees of Pakistani companies, yielding 328 useable responses for analysis. Regression analysis was used to test for both hypotheses.

The results support the role of supervisor support as a moderator in the relationship between in-role performance, a dimension of job performance and job scope. The findings show that a higher job scope would facilitate higher job performance from employees who receive high levels of supervisor support.

The results provide useful insights for managers and consultants, especially HR professionals involved in job design and redesign. Organizations that encourage high levels of social support can help employees improve their job performance as they foster an environment where employees can get direct assistance and advice from their supervisors.

This paper makes three key contributions to the literature on job design. First, this inquiry shows that a strong link does exist between job scope and job performance; previous studies have failed to find a strong relationship. Second, it highlights how social context, especially in highly challenging work settings, can shape employees’ proficiencies and behaviors. Third, this paper offers a novel perspective in job design research by incorporating a contextual moderator (i.e. supervisor support).

This paper aims to evaluate how transformational leadership can increase job embeddedness in their employees that persuade them to stay in their organization and how this relationship is contingent upon the job characteristics.

Sample of 328 useable responses was available for analysis. Questionnaires were distributed to the employees who are working in different Pakistani organizations. Regression analysis was used to test for hypotheses.

The findings support that there is a significant impact of transformational leadership for shaping job embeddedness, and the results endorsed the role of job characteristics as a moderator in describing the relationship of transformational leadership and job embeddedness. Transformational leaders would motivate employees to work together in productive manners in challenging work settings.

This paper makes three key contributions to the literature on job design. First, this inquiry shows that a strong link does exist between transformational leadership in creating organizational job embeddedness. Second, it highlights how job characteristics of highly challenging work settings may shape employees’ job embeddedness. Third, this paper offers a novel perspective in leadership research by incorporating high challenging work setting (i.e. job characteristics) as moderator. Managers may get new insight by opting for transformational leaders' attributes and concentrating on high challenging work settings for creating embeddedness in employees to prolong their stay with the job and firm.

The worst scandals of the world's top companies have turned the attention of researchers towards the function of academic institutions in ethical training of future business leaders because the issue of dishonest behaviour of students becomes very severe, when they exercise the same practice at their place of work. Therefore, the understanding of the factors that affect student's decisions to engage in academic dishonesty is important for academic institutions, in order to reduce its occurrence. The purpose of this paper is to investigate the influence of individual factors, situational factors and ethical factors on academic dishonesty behaviour of students in Pakistan.

A questionnaire‐based field survey was conducted with 500 students across four universities in Pakistan.

It has been found that individual, situational and ethical factors affect on rationalisation of academic dishonesty and this rationalisation shapes actual conduct of academic dishonesty. Moreover, lack of well‐defined policies of the academic dishonesty in higher education is a major determinant of academic dishonesty among students.

The results provide a strong implication for academics. By discouraging such behaviour, academic institutions can help ensure the integrity of the degrees they offer, and help to level the fair grade competition among students.

The research provides a profound investigation of individual, situational and ethical factors as predictors of students’ academic dishonesty. The study is pioneering in its nature to explore two common forms of academic dishonesty, i.e. plagiarism and dual submission among university students. Furthermore, the study used rationalisation of academic dishonesty as a determinant of the actual act of academic dishonesty.