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The purpose of this paper is to examine the influence of cyberbullying at work on employee creativity with moderating role of family social support (FSS) and mediating role of job burnout.

Using convenience sampling technique, data were collected from 212 employees working in manufacturing sector. The partial least square-structural equation modeling (PLS-SEM) was used to test the hypotheses.

Results reveal that cyberbullying has found to be negatively associated with employee creativity and positively linked with job burnout. Furthermore, job burnout has negative connection with employee creativity; however, job burnout does not mediate the link between cyberbullying and creativity.

This study provides comprehensive insights in the literature about the negative workplace context (cyberbullying) as antecedent, job-linked psychological exhaustion (job burnout) as mediation and generation of original thoughts by employees (employee creativity) as consequence.

Examination of FSS as coping strategy and job burnout as underlying mechanism between the cyberbullying and employee creativity is the novelty of the present research.

Taking job demand-resource (JD-R) and self-determination perspective, the current study focused to see how basic need satisfaction (BNS) – as a personal demand – impacts work engagement directly and indirectly through personal resource (i.e. self-efficacy). Moreover, the aim was to test the dimension-wise impact of BNS, i.e. the need for autonomy, need for belongingness and need for competence in the aforementioned relationship.

This research is a time-lagged survey in which three-wave data of 398 white-collar employees were collected from the service and manufacturing sector of Pakistan through convenience sampling. Each wave of data collection was two months apart. The matched responses yielded an overall response rate of 66.33%. The collected responses were duly analysed using partial least squares structural equation modeling (PLS-SEM).

Results of the study confirmed all direct and indirect hypotheses encompassing the impact of the combined BNS construct on work engagement via self-efficacy. Nonetheless, in the dimension-wise analysis, the indirect impact of the need for job autonomy on work engagement was not validated. This depicted that the need for competence and relatedness are more important predictors of work engagement through the self-efficacy path.

It has been observed that prior research on work engagement was mainly focused on the role of job demands (JDs) and personal resources; however, the role of personal demands along with personal resources has little been discussed. The authors tested the total as well as the specific impact of each component of basic need on work engagement making it possible to examine the total predicting role of basic need satisfaction and the specific contribution of satisfaction of each need on work engagement.

In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study.

Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses.

The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results.

The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development.

Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.

This study aims to compare the entrepreneurial activity in China and Pakistan based on these factors: fear of failure, perceived capabilities, perceived opportunities, and knowledge of other entrepreneurs.

The authors use the data from global entrepreneurship monitor (GEM). In this study, the authors use the cross-sectional data for survey year 2010, both for China and Pakistan. The authors employed the sequential logistic regression model in order to predict the likelihood of involvement in entrepreneurial activity.

Chinese are not significantly influenced by their fear of failure to engage in entrepreneurial activity. Gender is also not a significant predictor of entrepreneurial activity in China. In Pakistan, perception of opportunities does not significantly predict whether to involve in entrepreneurial activity or not, while other factors do. Gender is a significant predictor of entrepreneurial activity in Pakistan.

Previously literature is lacking in this kind of a unique comparison based upon GEM data evidence. There are many lessons for Pakistan in this study. There is a need to create awareness among people about the fruits of self-employment. Government should create a conducive environment for doing business. Efforts should be made to enhance the women participation in business.