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Workplace well-being has emerged as an important aspect in the field of health care. Therefore, this paper aims to investigate the role of managerial coaching on nurses’ well-being through psychological ownership and organizational identity.

The authors approached 284 nurses working in both public and private hospitals (between December 2019 and February 2020) on convenience basis, and data were collected through an online questionnaire-based survey.

The data were analyzed using AMOS version 24 and structural equation modeling confirmed psychological ownership and organizational identity as explanatory variables between managerial coaching and well-being.

The study used self-reported data using convenience sampling which may raise a question on causality. The findings suggest the management to consider the importance of managerial coaching in shaping positive workplace behaviors of employees.

Drawings on social exchange theory, this study extends past studies to examine the mediating roles of psychological ownership and organizational identification between managerial coaching and workplace well-being among nurses. The study has theoretical and practical implications.

This study aims to investigate individual-related consequences of workplace bullying among the health-care section. Specifically, this study examined the mediating role of burnout between workplace bullying and nurses’ well-being. Moreover, passive avoidant leadership is examined as a conditional variable between workplace bullying and burnout.

This study collected data from 314 nurses working in various hospitals through a questionnaire-based survey using Google Form in two waves.

Structural equation modeling confirmed the negative effect of workplace bullying on nurses’ well-being, whereas burnout mediates this relationship. In addition, passive avoidant leadership was identified as a conditional variable that strengthens the positive association between workplace bullying and burnout.

Although data for the study were collected in two waves, still cross-sectional design limits causality.

This study suggests management to focus on developing and implementing counter-bullying rules to avoid the adverse consequences of workplace bullying (e.g. capital loss, recruitment costs, burnout, well-being, etc.). In addition, leaders/supervisors must be trained to fulfill their responsibilities to reduce negative consequences.

Studies on workplace bullying in high-power distance cultures are scant. Therefore, drawing upon conservation of resource theory, to the best of the authors’ knowledge, this is the first study that has investigated the moderating role of passive avoidant leadership on the association between workplace bullying and burnout.

Nursing profession is facing the problem of turnover across the globe. The purpose of this paper is to identify the mechanism through which organizational support helps nurses to reduce their turnover intention (TI).

Data from 324 nurses were collected using a questionnaire-based survey on the basis of a convenience sampling technique.

The results generated using structural equation modeling have confirmed the mediating role of organizational commitment and citizenship behavior between perceived organizational support (POS) and TI. In addition, psychological contract (PC) breach was found to weaken the positive association between POS and citizenship behavior.

This study adds to the previous studies by incorporating organizational citizenship behavior as a mediator between POS and TI and PC breach as a moderator between POS and citizenship behavior using social exchange and job-demand-resource theories.

The nursing profession demands emotional and psychological attachment to perform well. Nurses should not only engage in their work thoroughly, but also be willing to perform beyond their normal job descriptions. Therefore, the purpose of this paper is to examine the role of perceived organizational support (POS) in enhancing nurses work engagement (WE) and extra-role behavior (i.e. OCB).

This study used a questionnaire-based survey to collect data from 389 nurses.

The study found that the relationships among POS, WE, and citizenship behavior may further be explained through affective commitment (AC); whereas the association between POS and AC is moderated by the psychological contract breach.

The data for this study was collected through self-reported questionnaires at one point of time. The implications for the policy makers are also discussed.

This study integrates job demand resource and social exchange theories in the healthcare sector to explain the nurses’ response to POS.

This study aims to investigate how despotic leadership affects employee well-being through bullying behavior. The study further investigates emotional intelligence as a conditional variable on the association between bullying behavior and employee well-being.

The data from 257 nurses and their immediate supervisors (dyads) were collected on convenience basis using a cross-sectional design. Further, structural equation modeling was used to analyze the data.

The study noted that despotic leadership negatively affects employee well-being. Specifically, despotic leaders were noted to trigger employees’ bullying behavior that ultimately diminish their well-being. The study noted emotional intelligence as a conditional variable such that individuals with high emotional intelligence are more likely to buffer the negative association between bullying behavior and employee well-being.

This study highlights the importance of employee well-being and suggests the management focus on their leadership style. Further, the study suggests to Human Resource practitioners the importance of personality traits (emotional intelligence) at the time of recruitment, as it serves as a coping strategy to diminish employee well-being.

Drawing upon the conservation of resources, this study shed light on the mediating role of bullying behavior between negative leadership (despotic) and well-being. In addition, emotional intelligence has not been examined as a conditional variable between bullying behavior and employee well-being.

Misinformation on social media has become a great threat across the globe. Therefore, the authors aim to provide a comprehensive understanding of social media users' misinformation combating behavior, especially during the COVID-19 pandemic. Specifically, the authors merged the uses and gratifications theory, social cognitive theory and theory of prosocial behavior into one theoretical framework (e.g. information seeking, status seeking, entertainment and norms of reciprocity) to understand their effect on users' prosocial media sharing experience and misinformation self-efficacy to combat misinformation.

The authors collected data from 356 social media users through “Google Forms” during the third wave of coronavirus in Pakistan. Further, the authors applied structural equation modeling for hypotheses testing.

The authors noted that entertainment and perceived norms of reciprocity positively affect social media users' prior experience and misinformation self-efficacy to enhance their misinformation combating intention. However, information seeking positively affects social media users' prior experience and insignificantly affects their misinformation self-efficacy. Similarly, status seeking was noted to be insignificantly associated with social media users' prior experience and misinformation self-efficacy.

The authors tested this model of misinformation combating intention in a developing country during the COVID-19 pandemic and noted that entertainment and status seeking motives are context-specific. Therefore, this study may likely benefit researchers, academicians and policymakers to understand the causal relationship between motivations and the behavior of combating misinformation on social media within a developing country.

In this study the authors merged three theories (e.g. uses and gratifications theory, social cognitive theory and theory of prosocial behavior) to understand information seeking, status seeking, entertainment and norms of reciprocity as the main motives for social media users' misinformation combating intention.

Workplace bullying has become a major challenge across the globe as it is associated with negative outcomes. Therefore, this study was designed to assess the impact of workplace bullying on knowledge hiding through emotional exhaustion. The study further investigated the moderating role of workplace friendship to reduce the detrimental effect of workplace bullying on knowledge hiding.

The study collected data from 358 nurses working in three large cities (Karachi, Islamabad and Lahore) of Pakistan in two lags to tackle the issue of common method bias.

The study applied structural equation modeling with maximum likelihood method using AMOS to test the hypotheses. The study noted that workplace bullying elevates emotional exhaustion and knowledge hiding among nurses; whereas, workplace friendship was noted as an essential factor to control adverse effects of workplace bullying on knowledge hiding.

The study used a cross-section design that restricts causality. However, the findings of this study add to the conservation of resources theory by providing insights into the role of workplace friendship in reducing the relationship between workplace stressors (bullying) and negative behaviors (knowledge hiding). The study also suggests healthcare administration foster workplace friendship to cope with the negative outcomes of workplace bullying.

Drawing upon conservation of resources, this study explored the moderating role of workplace friendship between workplace bullying and knowledge hiding.

Country of origin is a well-studied topic for developed countries that have a favourable image. However, how country of origin image affects the consumers of an emerging country on a frontier market with high uncertainty avoidance still needs to be shed light. Therefore, this study investigated the relationship of country of origin image with consumer purchase intention through consumer uncertainty. The study further explored the conditional effect of brand image between country of origin and consumer uncertainty.

The data for this study was collected from 400 Pakistani consumers. As this study assessed purchase intentions and consumer uncertainty related to high technology products of China, therefore, the consumers of the Huawei brand were selected.

The findings revealed a negative influence of country of origin image on consumer purchase intentions both directly and indirectly through consumer uncertainty. Furthermore, the positive brand image of high tech products was found to moderate the effect of country of origin image on consumer uncertainty.

This study is the first of its kind that explores the intervening role of consumer uncertainty between country of origin image and consumer purchase intention in an emerging market. In addition, the study highlights the importance of strong brand image as it buffers consumer uncertainty because of stereotypes.

Although the concept of corporate social responsibility (CSR) has become an inspiring catch all in the eyes of researchers and practitioners, little from its psychological and behavioural consequences has been focused. This study aims to examine the relationship between CSR and organizational citizenship behaviour and the underlying mechanism between this relation using organizational identification and organizational commitment as mediating variables.

A questionnaire-based survey was given to 486 Malaysian employees of the hotel industry.

First, instruments were checked regarding its unidimensionality by applying confirmatory factor analysis (CFA), and then, structural equation modelling (SEM) was applied to test the model. SEM confirms that organizational commitment (OC) mediate the relationship between CSR and organizational citizenship behaviour (OCB), while organizational identification (OI) mediate the relationship between CSR and OC.

The study selected sample from Malaysia hotel industry, the results might be different if samples are taken from a geographically different area.

The study has theoretical and practical implications for hotel managers to enhance employees’ identification, commitment and extra-role behaviour.

The study revealed underlying mechanism between CSR and OCB by incorporating OC and OI as mediating variables.

Entrepreneurial activities are the outcome of various individual dispositional and environmental factors. Taking both internal and external factors as the basic premise of venturing, this study aims to investigate the impact of entrepreneurial self-efficacy on intentions through the mediating role of regret and moderation of family support.

Data was collected through a questionnaire from 435 students of three large public sector universities at two points of time with an interval of four months.

Self-efficacy influences entrepreneurial intentions through regret, while the absence of family support increases regret. As the family support is often perceived to be absent in the Pakistani entrepreneurial culture, the outcomes are distinctive.

These findings add value in the existing literature by linking family support, self-efficacy and regret association, and their ultimate influence on entrepreneurial intentions.