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Knowledge sharing is believed to enhance creativity; however, the purpose of this study is to find out how and when knowledge hiding perception of target affects creativity of IT professionals.

Using a temporally segregated survey based data from IT professionals, this study investigates a three-way interplay of knowledge hiding, supervisor support for creativity and creative self-efficacy to examine employee’s creativity. Time lagged data were collected from 253 respondents working in IT-based organizations across Pakistan.

Findings provide interesting insights revealing that knowledge hiding perception of target enhances target’s creativity through the mechanism of benign envy. Another appealing finding is that the three-way interaction effect of supervisor support and creative self-efficacy is found to weaken the effect of knowledge hiding perception on employee creativity.

This is first of its kind study which is specifically related target’s knowledge hiding perception with their own creativity among IT professionals. This study further explores the mechanism of benign envy as a motivational drive through which target’s knowledge hiding perception enhances creativity. The cumulative role of conditional factors that affect knowledge hiding perception to creativity link from target’s perspective has also been clarified. Most of the studies focus on benefits of knowledge sharing and ignoring the outcomes of knowledge hiding.

The success of projects is a major challenge for information technology (IT) project-based businesses (PBOs). Employees' negative emotions (NE) disrupt the employees' usual work activities by creating obstacles to routine operations. Organizations should take steps to lessen these NE. The current study assessed the mediating role of NE and the moderating influence of employee mindfulness in the association between despotic leadership (DL) and IT project success (PS).

Time-lagged data were collected from 341 employees working in various IT-based project organizations in Pakistan using purposive sampling.

Results were consistent with the authors' hypothesized framework, as DL increases employees' NE, which in turn negatively affects IT PS. In addition, mindfulness plays a buffering role in mitigating the damaging impact of DL on NE.

Previous researchers focused on the positive aspects of leadership and its influence on PS and paid limited attention to the dark leadership style. The authors' study's findings help understand how project-based organizations can reduce employees' NE.

The purpose of this paper is to examine the association between abusive supervision and knowledge hiding behaviors. The authors further investigate how abusive supervision is linked with knowledge hiding behaviors, and why some subordinates, unlike others, tend to engage in more knowledge hiding behaviors in response to abusive supervision. The authors propose that interpersonal justice mediates the relationship between abusive supervision and knowledge hiding behaviors, and that Islamic work ethics (IWE) weaken the hypothesized relationship between abusive supervision and knowledge hiding behaviors.

The data were gathered in three time lags from 224 respondents working in the hospitality industry of Pakistan.

The results reveal that the abusive supervision is positively associated with a knowledge hiding behaviors. This relationship is mediated by perceptions of interpersonal justice, but the IWE moderated this relationship such that in the presence of high levels of IWE, the impact of abusive supervision on knowledge hiding behaviors is weak.

Employees’ values and beliefs can serve as a safeguard against reactions to abusive supervision. The impact of abusive supervision on employees’ behaviors may be minimized by building their ethical values around Islamic principles.

To the best of the knowledge, this is the first study to examine the relationship between abusive supervision and knowledge hiding behaviors. The authors integrate displaced aggression and social exchange theory with the IWE literature to offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and knowledge hiding behaviors.

Using signaling theory and the literature on psychological contracts, the authors investigate how leaders' personalities shape their followers' perceptions of the type of psychological contract formed. They also suggest that leaders' personalities impact their followers' perceived contract breach. Furthermore, the authors propose that power distance orientation in organizations acts as an important boundary condition that enhances or exacerbates the relationships between personality and contract type and personality and perceived breach.

Data were collected through multiple sources in Pakistan from 456 employees employed in 102 bank branches. Multilevel moderated path analyses provided reasonably good support for our hypotheses.

The leaders' personalities impacted the relational contracts of their followers in the cases of extraversion and agreeableness, whereas neuroticism had a significant relationship with the followers' formation of transactional contracts. Similarly, agreeableness, neuroticism and conscientiousness had significant relationships with perceived breach. Finally, the power distance of the followers aggregated at a group level moderated the personality-contract type and personality-perceived breach relationships.

This research advances understanding of psychological contracts in organizations. More specifically, it shows that the personality of leader would have profound impact on the type of contract their employees form and the likelihood that would perceive the breach of contract.

This research extends existing personality-psychological contract literature by examining the role of leaders' personalities in signaling to employees the type of contract that is formed and the perception of its breach. The role of power distance organizational culture as a signaling environment is also considered.

Drawing from social exchange theory, this paper aims to examine the role of five mediating mechanisms between the relationships of critical constructs of frontline employees’ performance, and both transformational leadership and proactive personality to find out which mediating mechanism highly boosts frontline performance in 3-star hotels, Pakistan.

By testing parallel mediating linkages, this study used a structural equation modeling (SEM) technique using partial least square-SEM. This empirical investigation used a quota sampling technique to collect data from the frontline employees of 3-star hotels from the top five big cities of Pakistan. The study administered online survey questionnaires among 500 frontline workers in 3-star hotels.

The results of the study supported a substantial direct influence of transformational leadership and proactive personality on employees’ performance. Nevertheless, it was observed in the findings of this investigation, significant mediating relationships between frontline employees’ performance and the key constructs of transformational leadership and proactive personality. However, the construct of work engagement was not found to have a significant mediating relationship between front-line employees’ performance and both constructs of transformational leadership and proactive personality. Moreover, leader-member exchange was identified as the highest mediating mechanism among the five. It is noteworthy, the results of this study highlighted that the notion of leader-member exchange is extremely embedded in transformational leadership to enhance the frontline performance than proactive personality.

The empirical evidence of this study insinuates that the management may establish a system of collaborative learning and social exchange between leaders and followers. This approach might be the essence to improve the work outcomes of frontline employees specifically within the 3-star hotels and hospitality organizations at large.

This study contributes to novel findings particularly to determine the five mediating mechanisms, i.e. work engagement, job satisfaction, organizational citizenship behavior, organizational commitment and leader-member exchange between frontline employees’ performance and the constructs of transformational leadership and proactive personality. It might be noteworthy, the empirical and anecdotal pieces of evidence of this study indicated a social exchange system within transformational leadership optimizes the frontline employees’ performance that ultimately contributes to the overall organizational outcomes.

Different leadership styles are used to make innovations in organizations. So, a sound system of social exchanges has always been a need in this dynamic and technological world to challenge organizational problems. Drawing on the social exchange theory, this study aims to empirically investigate the mediating relationship of a set of social exchanges, e.g. leader-member exchange (L.M.X.), knowledge sharing behavior (K.S.B.) and voice behavior (V.B.), between transformational leadership (T.L) and innovative work behavior (I.W.B). Particularly, it explores the best social exchange behavior between T.L and I.W.B that plays a highly constructive role in the innovativeness of the hospitality industry in Pakistan.

The study targeted 403 frontline employees from hotels situated near Swat Valley, Pakistan. The study used a quantitative approach by using a convenient sampling technique. Structural equation modeling was run by using Smart partial least square 3.3.3 to test the proposed model.

The research supported that T.L significantly influenced I.W.B via a L.M.X., K.S.B. and V.B. T.L did not directly and significantly influence I.W.B so, there were full mediations between T.L and I.W.B. Specifically, knowledge-sharing behavior played a highly constructive role in innovativeness.

The study targeted frontline employees from one place, Swat valley; however, data collection from different tourist places may generalize the results based on social exchanges and innovative behavior. A dyadic interaction between top-level and middle-level management may closely trace the innovative ideas among the employees.

The study found knowledge sharing to be a highly effective mechanism that supports employee innovation more than a L.M.X. and V.B. As a result, the managers should establish a sound system of knowledge sharing, which means a knowledge economy so that employees innovativeness can be boosted and promoted.

The present study was the first study in the hotel industry of Pakistan that reveals a highly effective mediating mechanism: K.S.B., which exists with T.L to increase workers’ innovativeness highly.

Islamic banking industry with all of its exponential growth and global recognition has been under criticism for the past two decades. However, the problem signifies further when such criticism is made from within the organization and is well supported by outside (the customers). The purpose of this study is to provide a coherent exploration to investigate the factors that polarize its employees and customers across many parts of the world.

To investigate the phenomenon, a total of 30 responses were taken through interviews 15 each from customers and employees. Afterwards, the data was analysed and summarized into two categories. In doing so, the top five Malaysia’s Islamic banks were shortlisted to collect data from employees and customers.

A detailed thematic analysis resulted in six themes (Contradiction between theory and practice, Islamic banking knowledge and awareness, inadequate Shariah training, employees’ background, Shariah compliance, Islamic banking benefits) for employees and five (Islamic banking benefits, applying Shariah in Islamic banking, knowledge of Islamic banking, Islamic banking promotion, Islamic banking employees’ behaviour) for customers, respectively.

The results have stronger implications for both practice and theory as organizations can assess stakeholders and their perceptions about Islamic banking. Another implication is the comparative examination of employees and customers which can potentially affect decision and policy making in Islamic banks. Islamic banks can also address employment-related issues related to employees’ behaviour vis-à-vis marketing-related problems faced by its customers that will ultimately improve its global market share and strategic positioning.

The study is based on the importance of Islamic banking in Malaysia and explores the factors that potentially create a positive or negative insight into Islamic banking – both in employees and customers.

This study aims to examine moderated-mediation between ethical leadership (EL) and organizational citizenship behavior (OCB). Specifically, a moderating effect of high performance managerial practices (HPMPs) on the indirect effect of EL on OCB through employees’ psychological empowerment (PE) was tested.

Data were collected from 267 bank employees including subordinates and their supervisors. Partial least squares structural equation modeling was used for data analysis.

The results indicate that PE mediates the relationship between EL and OCB, and HPMPs enhance OCB by increasing the effect of EL on employees’ PE.

This study contributes to human resource management and leadership literature by explaining the moderated-mediation mechanisms between EL and OCB. The findings help to understand how HPMPs enhance employees’ OCB by strengthening the effect of EL on PE. Limitations are related to external validity and cross-sectional nature of data.

Organizations’ use of HPMPs makes ethical leaders more effective in enhancing employees’ PE and, subsequently, their OCB.

Previous research lacks evidence on the indirect effect of EL on employee OCB through PE. Moreover, to the best of the authors’ knowledge, no previous study has examined the moderating effect of HPMPs on the abovementioned indirect relationship. This study has addressed the abovementioned research gap.

This era is the time for upskilling and producing workforce that is capable of effectively dealing with the day-by-day increasing demand of the industry. As the world is changing, its needs are changing in the same way and at the same speed. The world has become more digitized now. Moreover, we have a dramatic shift from Education 1.0 to Education 4.0 these days. The world now is practicing the internet of things, cloud storage, cyber-physical system and artificial intelligence. The purpose of this study is to identify the factors that affect the level of motivation toward the integration and implication of Industrial Revolution (IR) 4.0 in the education system of Pakistan by considering the Government policies.

For analyzing these factors, 150 research articles were sought out, out of which 84 were chosen for reviewing purpose based on the authentication of and relevance to this study by considering the Pakistani context. All the research articles have been selected from reputed indexed journals from databases (Scopus and Web of Science).

The findings of this review suggest that many factors affect the motivation toward integration and implementation of IR 4.0. These factors mainly include human factors, intrinsic values and influencing factors. Moreover, there is no such framework that provides the base to Education 4.0 in Pakistan because the things exist but are not systematic. Educators are motivated, but there are no resources; policies are there, but there is no practice or implementation. Pakistan is lacking in the latest trends related to Education 4.0 and even has no experience because people are used to doing things manually, but technology is the need of this era. Furthermore, the findings of this study will be useful for developing a systematic plan or a framework of the integration and implication of IR 4.0 that ultimately gives rise to Education 4.0 in the education system of Pakistan.

To the authors’ knowledge, no other study has been conducted on this topic in Pakistan. Also, there is a very little work done on this topic anywhere else in the world. The world is still exploring the IR 4.0, and our topic is solemnly related to these resolutions. Thus, there is a very little amount of literature related to this study.