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1 – 3 of 3Amina Rizwan, Shabana Naveed, Faisal Mustafa, Muhammad Shehzad Hanif, Aitzaz Khurshid and Talha Zubair Ahmad Khan
This study explores the adoption of crowdfunding in Pakistan, focusing on the challenges and opportunities within its unique entrepreneurial ecosystem. The research aims to…
Abstract
Purpose
This study explores the adoption of crowdfunding in Pakistan, focusing on the challenges and opportunities within its unique entrepreneurial ecosystem. The research aims to provide insights into the regulatory mechanisms, stakeholder engagement and institutional factors influencing crowdfunding adoption.
Design/methodology/approach
Seventeen semi-structured interviews were conducted using a purposive sampling technique. Data was collected from diverse stakeholders involved in the crowdfunding process including investors, entrepreneurs, platform owners and regulators.
Findings
The study identifies various challenges, including regulatory gaps, investor concerns, platform-related issues and systemic challenges such as political instability and weak institutions. These challenges hinder the effective implementation of crowdfunding in Pakistan. Moreover, the study highlights opportunities for financial inclusion, bridging the gap between investors and entrepreneurs, and leveraging Pakistan’s entrepreneurial landscape for crowdfunding growth. While several challenges were common to both developed and developing countries, the study also identified distinct challenges such as digital literacy, reliance on the undocumented economy, insufficient regulatory frameworks and investor mindset specific to developing countries.
Research limitations/implications
Since crowdfunding is an emerging phenomenon in Pakistan, this study had limitations as no official crowdfunding platform other than the Pakistan National Investor Portal had started operations. Therefore, this study involved only those stakeholders who were involved in designing regulatory sandbox suggestions. The sample size could be increased to include stakeholders from other developing countries in the future. This article, however, provides significant strategic guidance for policymakers in developing a framework to improve financial inclusion in development.
Practical implications
The study provides critical areas of concern for regulatory authorities for developing appropriate legislation to help overcome the challenges to the institutionalization of crowdfunding. This study also encourages stakeholders like investors and entrepreneurs to participate in crowdfunding while looking at the perspective of other parties.
Social implications
This research highlights the need for the Pakistani society to be well-informed about alternative investment opportunities, like crowdfunding. The micro, small and medium enterprises (MSME) sector, along with the government, can also explore the benefits of crowdfunding to address their lack of access to capital and enable the inclusion of an informal economy to reduce poverty in a developing country.
Originality/value
Crowdfunding is a new phenomenon in Pakistan, and the scope of its application in the MSME sector has not been thoroughly investigated. This study reveals how micro and small firms can use crowdfunding to boost their economic operations by overcoming challenges and taking advantage of fintech (financial technology) to achieve financial inclusion, leading to economic sustainability.
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Nida Siddique, Shabana Naveed and Aneeq Inam
This paper examines the growth trajectory, documents, journals, worldwide distribution authors, scientific production and thematic focus in the field of sustainable HRM.
Abstract
Purpose
This paper examines the growth trajectory, documents, journals, worldwide distribution authors, scientific production and thematic focus in the field of sustainable HRM.
Design/methodology/approach
A total of 765 publications (between 1982 and 2023) were chosen from the Scopus database that were diligently examined to reach insightful results. To aid the investigation, the Biblioshiny tool was used.
Findings
Through thematic mapping, the study finds that sustainable HRM is still an emerging and contemporary concept. Moreover, the themes of sustainable HRM are underdeveloped and need conceptual clarity. Additionally, these themes have evolved internally which have made a modest contribution to the advancement of the discipline. Furthermore, topic trending, word frequency and document citations indicate that a growing body of literature on sustainable HRM focuses extensively on environmental issues, demonstrating that HRM should be given greater attention to roles related to sustainability in the workplace.
Practical implications
Sustainable HRM should be a top priority for businesses, with an emphasis on environmental and sustainability concerns. To be in line with global sustainability standards, HR training needs to be updated. Companies should develop HR policies that put sustainability first and spend money on analytical tools. Academic and industrial cooperation can improve the field more quickly. Best practices can be standardized by participation in forums. It is crucial to take a holistic approach that balances environmental, social and economic factors.
Originality/value
This study distinguishes itself by adding highlights on bibliometric insights and thematic emphasis on sustainable HRM, adding to the progress of the field's knowledge and offering insightful pathways for future research.
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Inês Silva, Álvaro Dias and Leandro F. Pereira
The purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational…
Abstract
Purpose
The purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational commitment and intention to stay within an organisation. The aim is to fill the research gap in understanding how different factors influence commitment and retention across different generations.
Design/methodology/approach
This study follows a quantitative approach based on cross-sectional survey data. The respondents were employees of Generations X, Y and Z. The data were analysed using partial least squares structural equation modelling and multigroup analysis.
Findings
The results of the study indicate several relationships between variables and organisational commitment/intention to stay. Person-organisation fit is positively related to organisational commitment, and work-life balance is positively related to both organisational commitment and intention to stay. The mediation of organisational commitment shows a positive relationship with person-organisation fit and work-life balance. In addition, there are positive relationships between organisational culture and both organisational commitment and intention to stay, as well as a positive relationship between person-organisation fit and intention to stay. Furthermore, all three Generations (X, Y and Z) show positive relationships between organisational commitment and intention to stay.
Research limitations/implications
The implications of the study are twofold. First, it provides theoretical contributions by uncovering the relationships between various variables and organisational commitment/retention. Second, it provides practical implications for organisations by highlighting the importance of person-organisation fit, work-life balance and organisational culture in fostering commitment and retention among employees of different generations.
Originality/value
The originality and value of this study lies in its exploration of the differences between generational groups in terms of variables affecting organisational commitment and intention to stay. By addressing this research gap, the study contributes to the existing literature on organisational commitment and retention. The detailed presentation of theoretical contributions, practical implications, limitations and suggestions for future research enhances the overall value of the study.
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