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This study aims to investigate the abusive supervision climate as an antecedent abusive supervision and attempts to uncover underlying mechanisms that affects employees' behavioural outcomes in terms of their performance.

A framework embedded in social learning theory is developed and empirically tested using a time-lag research design. Data have been collected from 330 functional dyads of supervisors and followers using judgement sampling (from public hospitals in Pakistan) that have been identified and matched for drawing analysis and inferences.

The results indicate that abusive supervision does occur because of the hypothesized precursor (abusive supervision climate) and that the underlying mechanisms (fear) delineated in this research positively and significantly affect performance of employees. The added significance of the study is its relevance for practitioners with opportunities to manage the factors affecting supervision and its relationship with employees' outcomes through appropriate interventions to improve the behavioural outcomes.

The current study holds not only managerial and academic implications but also has economical and social implications. The findings of the study will help the supervisors and organisations understand how they become a source of their abusive behaviour. With the understanding of the root causes, they can encourage employees in developing mindfulness in recommendations which helps them build an internal capability to face external adversities. Policymakers will get insights into the underlying mechanisms of abusive supervision as well as problems they are facing with the employees. This understanding will help employers and employees in building internal control of employees improving their performance as well as mental health ultimately.

The study opens new avenues for further research with regard to the study of contextual, organisational and personal factors to mitigate abusive supervision as well as exploring additional moderators to lessen the relationship between abusive supervision and behavioural outcomes.

The purpose of the paper is to explore the meanings and effects of social undermining as described by the faculty members of public and private universities of Pakistan.

The study utilizes the qualitative approach using in-depth interviews of the faculty members to explore different meanings assigned to social undermining and the impact of these experiences on them.

The faculty members describe social undermining in terms of defamation and limiting of space for them at workplace. The impact of social undermining is directly felt on the emotional and overall well-being. It also affects the work performance of the faculty leading to behaviors like withdrawal and abstaining from voluntary activities.

The research is conducted in only two universities in the capital city. The experiences and views of faculty members in other universities particularly in small cities might be different.

The study may be of help in terms of finding out the impacts of social undermining on faculty members in order to avoid such situations, hence, improving the motivation level of faculty. This will help managers to understand the phenomenon and find out appropriate strategies for a more harmonious and trustable work environment between people.

The study contributes to the literature by utilizing the qualitative approach that is not used much in this subject area. It is also one of the very first attempts of exploring the phenomenon in Pakistan, as per the best of authors’ knowledge.

Remote working has brought forward many challenges for employees as the phenomenon is still new for most employees across the globe. Some of these challenges may be addressed by the recent adoption of digital technologies by organizations. In this vein, our study explores the impact of digital platform capability on the creativity of employees through the mediating mechanism of explicit and tacit knowledge sharing.

The data were gathered from higher education institutes (HEIs) in a developing country, Pakistan which recently saw a major disruption during the Covid-19 pandemic. The proposed hypotheses were tested through Structural Equational Modeling (SEM) and the results confirmed our hypotheses.

The findings confirmed that the digital platform capabilities impact both tacit and explicit knowledge sharing among these remote employees. Likewise, the results also supported the mediating role of both explicit and tacit knowledge sharing on the creativity of these remote workers.

Our results are significant as they confirm the impact of digitalization on remote workers’ creativity predisposition. We thus advance the academic debate on the problems of knowledge sharing in remote working. We prove that digital capabilities outweigh the challenges created due to new forms of work driven by the pandemic. It further highlights the important areas to focus on while planning human resource policies in the new normal.