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The purpose of this paper is to examine the nature of relationship between ethical leadership and employee voice behavior. Study of employee voice behavior is important, because leaders in organizations make numerous decisions based on employees’ work-related inputs which do influence the decision quality and team performance.

Survey data were collected through structured questionnaire from Indian organizations. Data were analysed through statistical techniques such as confirmatory factor analysis and structural equation modeling.

The findings showed that ethical leadership did impact the employee voice in a positive and significant but moderate manner. The study also found no significant differences in ethical leadership and voice behavior across demographic variables such as gender, age, educational qualification and job level in the Indian context.

The study is conducted using single cross-sectional research design, and for better causal inferences of the relationship between various variables, future research studies may be conducted with longitudinal research design, multiple data sources and variety of industries with large sample size.

With erosion of ethical values and corporate scandals, managers need to develop and display ethical leadership as employees emulate their leaders’ ethical behavior because ethical leadership, or its perception, relates positively and significantly to employee voice behavior.

There is less study to understand ethical leadership and its influence on voice behavior in developing countries, especially in India. Ethical leadership behavior encourages employees to voice their work-related constructive opinions and concerns for improved decision-making and reduced unethical practices. Also, there is scarcity of research that explores the impact of demographic variables and this study is an effort to understand this gap.

Marketing is all about understanding your consumers and giving them what they want. However, this process becomes more complicated in times of economic crisis and national slowdown. Consumers can become scattered and unpredictable in their behaviour, making it hard to understand what they want or need. At times like these, it is more important than ever to rely on qualitative market research to understand the views of consumers and managers. Thus, this study aims to look at the significant consumer challenges that arise during times of crisis and the marketing strategies that managers prefer to counter the crisis.

The data collected for this study involves an extensive literature review followed by personal interviews with industry experts. This study presents two separate models, indicating hierarchical relationships among consumer challenges during crisis and marketing strategies using the total interpretive structural modelling approach. Further MICMAC analysis (popularly known as cross-impact matrix multiplication) was also performed to assess each variable's driving and dependence power.

“Price sensitiveness” and “adaptive buying” result as driving factors with the highest driving and lowest dependence power, which further gives rise to other consumer behaviour challenges. Likewise, the most critical strategies are “information systems” and the formation of “crisis management teams” during a crisis. At the same time, other strategies have resulted as linkage and dependent factors and none as the autonomous factor.

This paper provides a systematic understanding of how a manager can understand the challenges consumers face during a crisis and suggests a powerful summary of strategies companies can implement to sail through a crisis.

The purpose of this study is to focus on changes in stratification structures in a rural community of the Punjab, Pakistan. The village was previously studied by Eglar suggesting strong caste structure. Keeping her study as a base, the authors attempt to measure structural changes that have occurred from the 1960s through 2008.

Data were drawn from a probability sample survey which was conducted in the village. Systematic sampling technique was used for selection of the respondents. An interview schedule was developed to obtain information from persons, age 55+ years. The older age group was expected to have observed changes over the period of time.

The findings are based on trend and regression analyses. Source of income is an indicator of shift from caste to class structure. The results show that stratification structure of the village has changed since 1960. Changes in traditional stratification structure emerged in the 1970s and became prominent in the 1990s and onwards. These changes occurred mainly due to economic factors, international migration and education. It is found that the class system has partially replaced the caste based stratification in the village.

Public policies can be designed to promote or resist the changes that have occurred due to the identified causal factors.

The present study is expected to throw light on factors which gave rise to the emergence of the class system in rural areas of Pakistan.

The purpose of this paper is to look into marriage patterns and family structure and changes therein over the period of 50 years. Reasons for change in marriage patterns are also included. It also includes marriage arrangements in the village by time periods. The latter part of the paper explores changes in family structure and its relevant reasons over the decades.

Survey was conducted to attain and assess the required information. An interview schedule was developed as a tool for data collection. Systematic sampling technique was used for the selection of the respondents (aged 55+). These respondents were assumed to have observed the changes over the decades. The results were based on trend analysis from 1960s through 2008.

The results showed that material exchanges on the vital events have declined with the exception of marriage occasion over the period of time. The data shows that most of the marriages were taking place between close relatives from 1960s through 1980s. Substantial decline in these marriages was replaced by corresponding increase in inter-caste marriages after 1990 due to education and economic factors. During the same period, a shift is observed from joint family system to nuclear one.

Policy makers might consider various social trends to manage changes in a traditional society.

This paper focusses on changes in marriage patterns and family structure along with their pertinent causal factors in a rural community of the Punjab, Pakistan.

The purpose of this paper is to develop an integrated measurement scale for an organizational learning system by capturing the learning enablers, learning results and performance outcome in an organization.

A new measurement scale was developed by integrating and modifying two existing scales, identified through a literature survey. The new scale was validated through the responses of 502 managerial employees from 14 thermal power plants of the largest power company in India.

There were scales, which measure learning enablers or learning achieved or learning in general or the relation between some forms of learning with performance. This study could integrate learning enablers at three levels, learning achieved at three levels, and the organizational outcome in the form of performance in a single scale.

The research study took place within the largest organization in one industry to control for potential industry effects across organizations. This may limit its generalizability.

The integrated scale developed in the study will help to specifically look for the presence of learning enablers and learning outcomes at individual, group or organizational level and relate them with each other as well as performance. Hence it can be of importance in the study of learning organizations and furthering the understanding of the complex relations involved.

This is the first study which clearly demarcates learning enablers at three levels, and learning achieved at three levels, and the organizational outcome in the form of performance in a single integrated scale.

The purpose of this paper is to classify the factors affecting the performance of software development teams and stress the soft (non‐technical) factors affecting the performance of software development teams.

This paper is based on the thorough secondary research and literature review of the past empirical studies published in reputed journals. The methodology followed is the secondary research based on extensive literature review of empirical studies done and analysis of the findings of those studies and categorization of the factors affecting the software development team performance. Literature review and analysis were carried out between March 2010 and March 2011.

It was found that the soft factors such as team climate, team diversity, team innovation, team member competencies and characteristics, top management support and team leader behavior, have an effect on software development team performance. Mutual trust and communication effectiveness are found to be the prioritized factors affecting the software development team performance.

The conclusions made are based on the past empirical studies found in the literature. A primary research can be done by taking these soft factors into consideration and implications or observations can be found on the software development team's performance.

The original contribution of this paper is the classification of factors affecting the performance of software development teams. This contribution also highlights the soft factors such as team climate, which was not discussed much in the literature. It also highlights trust and communication, for example, as leading factors affecting the software development team performance.

The purpose of this paper is to observed the gender roles and changes in decision-making structure in a village of the Punjab, Pakistan. Spatial mobility of young females by time periods and responsibility regarding supervision of young boys and girls are also included. Decision making regarding education, family disputes, property and domestic purchases are described from 1960 through 2008.

A sample survey was conducted in the village. Systematic sampling technique is used for the selection of the respondents of age 55+ years. An interview schedule was developed as a tool for data collection. The results are based on descriptive and decade wise analyses.

Results show traditional gender roles, particularly of women are changing since 1980s, mainly due to education that has partially influenced their autonomy. Positive change in attitudes toward daughters is observed to have appeared in the recent past. Fading away of role of grandparents in decision making is evident from the data. To an extent, it has replaced the autonomy of parents and grownup children.

This study is an original research which is significant to develop the understanding of the changing gender roles in the rural community of the Punjab, Pakistan. Furthermore, public policies might be designed to encourage or discourage the change in a structured manner.

Organizations manipulate themselves as per the legal, political, and social values of the particular country where they operate. As a result, the operations and human resources (HRs) of business corporations are handled as the environmental fabric of that country suggests. The purpose of this paper is to develop a conceptual framework describing the aspects of modern day human resource management (HRM) and HRM from Islamic perspective.

The framework is presented in five broad categories – the message of Islam, Islam in different nations, Islam and work, Islam and managerial dimensions, and Islam and HRM practices. Secondary data have been used to gain knowledge about teachings of Islam and how they can be practiced in order to manage HR effectively. Detailed discussion has been incorporated regarding the Islamic culture and how it can be practiced in the organizations while conducting different HR activities. It has been kept in mind to maintain the originality of the paper though any changes in the message of Quran and Prophet (s.a.w.) cannot be incorporated. If the organizations will be managed from Islamic perspective, managers will not only gain success but will also be at peace knowing that they are doing work for Allah.

This paper concludes Islam is more a “way of life” than a mere religion. In a nutshell, it teaches how a believer has to oblige to the commitment to his faith. Businessmen believe materialistic accumulation is all they are living for. But in reality, it is temporary. Their good deeds and behavior with people irrespective of any discrimination will remain forever.

A conceptual model of HRM and Islam is presented that provides an explanation of the linkage between the two.