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Applying the social exchange theory at educational institution, this research endeavor is aimed to find out impact of organizational (institutional) support on teachers’ responsive behavior, and ultimately outcomes of responsiveness in form of students’ satisfaction and academic performance.

This study was conducted on 20 teachers and 353 students, from the biggest public sector University of Pakistan. These teachers and students belong to ten faculties. A questionnaire was used to elicit response of both the respondent groups.

Findings of the study reveal that provision of supportive environment (high perceived organizational/institutional support) positively influences teachers and they respond well toward the needs of students. This responsive behavior increases both satisfaction and academic performance of students.

This research highlights the role of educational institutions in improving the quality of their product (students).

This study investigated how leader-member relation and guanxi association create an impetus for creative work involvement (CWI) through feeling of energy (FE). The paper aims to discuss these issues.

A total of 239 Malaysian-Chinese employees occupying various designations in 23 manufacturing organizations were questioned at two points of time. At the first instance, they responded for guanxi network (GN) and leader member exchange associations; and at the second instance, for their FE and creative involvement.

Structural equation modeling analysis showed that social exchange relations (GN and leader member exchange) positively predicted employees' FE which resulted in increased level of CWI.

This study adds value to the existing literature on guanxi association and signifies that such values are not boundary restricted. Malaysian-Chinese also experience guanxi associations and its impact on their job outcomes.

This study covers an unexplored role of GN in improving employees' level of energy and CWI; and mediation of leader-member exchange in the association of GN and energy.

This paper aims to investigate the association between leader–member exchange (LMX) and perceived organizational support (POS) and their impact on job involvement, in-role performance and extra-role behavior.

Data were collected via questionnaire from 231 employees selected from 40 branches of top ten banks in Pakistan. Banks were selected from the central bank Web site. Sample was selected using multistage sampling technique.

Findings of the study reveal that LMX is an important predictor of employees’ perception of organizational support and job involvement. It is also evident that POS mediate the relation of LMX and job involvement. Further inquiry proves that job involvement created due to presence of support increases employees’ in-role performance and positively influences their extra-role behavior.

This study explores the unveiled association of LMX and POS, and mediation effects of POS on job outcomes.

Using the social exchange perspective, the aim of this research is to add value to the construct by looking at direct and indirect effects through perceived organizational support (POS) and leader‐member exchange (LMX) of the guanxi network in job involvement, and ultimately the effect of job involvement on in‐role performance.

A questionnaire was used as the medium for data collection. A total of 458 respondents took part in research at two points of time. Respondents were selected using random sampling technique from hotels of western part of Malaysia. Descriptive statistics, CFA, and SEM were used for this purpose.

Findings of the study reveal that individual guanxi network significantly contributes towards social exchange relations (POS and LMX), and employees' job involvement. The individual guanxi network has both direct and indirect effects on job involvement, which confirms that individual guanxi network affects involvement through social exchange relations, i.e. POS and LMX; it also confirms the basic notion of individual guanxi network (social relations with norm of reciprocity).

This study covers only hotel employees working in Western Malaysia. Other sectors can be selected for future research endeavours with a larger sample size.

One obvious implication of this research is that management should utilize the guanxi network of employees, which can result in increasing involvement and improved performance.

The main contributions of the study contain: consideration of LMX as a mediator and explaining the social exchange essence of individual guanxi network.

The purpose of this study is, in considering the significant role of social exchange relations at work, to add value by highlighting the remedial effects of the individual guanxi network (IGN), perceived organizational support (POS) and leader–member exchange (LMX) in overcoming ostracism at work.

Data were collected from 247 Chinese employees working in the services sector in Western Malaysia at two points in time. A questionnaire was used as a tool to gather responses from the selected sample. Respondents were selected using a simple random sampling technique. Data were analyzed using descriptive statistics, confirmatory factor analysis and structural equation modeling.

Results of the study support the hypothesis and prove that the presence of social exchange relations (i.e. POS and LMX) can have a positive effect on reducing ostracism at work. The Chinese social value of IGN is also an important predictor in overcoming ostracism in Chinese organizations.

This study covers employees working in the service sector. A good and more realistic picture could be drawn by increasing the sample size and drawing comparisons with the manufacturing and trading sectors both in and outside Malaysia.

One clear implication of this study is a suggested means of overcoming ostracism and its adverse effects at work.

Determining a means of overcoming ostracism and eradicating its negative consequences is the main contribution of this study.

The purpose of this study is to develop an Islamic corporate social responsibility (ICSR) model.

Based on Qur’anic verses and previous literature, the authors aim to develop an ICSR model with an extension of the corporate social responsibility (CSR) theory of Carroll (1979).

This study extends the theory of Carroll (1979) using an operational definition of CSR that encompasses the economic, legal, ethical and philanthropic dimensions of CSR from an Islamic perspective. This ICSR model is applicable to both Islamic and non-Islamic business systems because both Islamic and Western CSR have common humanitarian grounds.

The conceptual research is not tested in this article. Further, not all Islamic principles are integrated in this model.

Many Western theoreticians have attempted to offer theoretical, moral and ethical grounds for CSR initiatives. However, these attempts have been broadly criticized for problems relating to justification, conceptual clarity and possible inconsistency and for failing to provide adequate ethical guidance to business executives who must determine which course to pursue and their level of commitment. Therefore, there is a need to develop the concept of CSR, which has gained popularity and wide acceptance among the Western and Islamic business communities, especially from an Islamic perspective.