Farheen Javed

This study evaluates the mediational role of employee perceived corporate social responsibility (CSR) between two leadership styles and employee outcomes. Data was collected from 348 front-line employees of hotels in Pakistan. Structural equation modeling was used to test the data in AMOS. Results reveal that employees’ perception of organizations' CSR is shaped by its leader’s moral conduct and helps to enhance their commitment and engagement towards the organization. Findings reveal that partial mediation yields better results than full mediation and CSR mediates the relation between ethical, participative leadership and employees’ outcomes that leads toward higher engagement and commitment. The study is unique in its nature by investigating employees' perceived CSR as a mediator to explore the underlying mechanism between leadership roles and employees’ outcomes. The study holds valuable implications for managers and organizations especially for enhancing employee engagement and commitment.

Purpose

Because of the rapidly changing environment and fleeting market opportunities, employee's innovative work behavior is increasingly assuming a pivotal role in enhancing organizational effectiveness and competitive advantage. The success of organizations is largely depended on their employees' ability to innovate. The role of cultural intelligence to enhance innovative work behavior is yet to be explored in the innovation research. The purpose of this study is to examine how cultural intelligence enhances employees' innovative work behavior through work engagement and interpersonal trust.

Design/methodology/approach

The study is a cross-sectional design which utilizes data from 381 participants from multinational corporations in Saudi Arabia.

Findings

The results indicate that cultural intelligence can significantly affect employee's innovative work behavior. It further reveals that both work engagement and interpersonal trust partially mediate the effect of cultural intelligence on innovative work behavior.

Originality/value

This study adds to the literature on intelligence by examining an underexplored type of intelligence (i.e. cultural intelligence) in relation to employee's innovative work behavior. It reveals work engagement and interpersonal trust as the psychological mechanisms that can link cultural intelligence to innovative work behaviors.

The importance of organizational citizenship behaviors for the environment (OCBEs) has been clearly established in the environmental literature. The purpose of this study is to examine the mediation of organizational identification and environmental orientation fit on the relationship between employees' corporate social responsibility (CSR) perceptions and their engagement in organizational citizenship behaviors for the environment. On the basis of 374 survey responses from employees, our structural equation modeling results indicated that CSR perceptions had a positive effect on employees' OCBEs. Moreover, both organizational identification and environmental orientation fit mediated the effect of CSR perceptions on employees' OCBEs. This study contributed to three literature streams (i.e., CSR, pro-environmental behaviors and environmental management, and person–environment fit). Managerial implications and recommendations for future research are given at the end.

Purpose
The purpose of this paper is to examine how leader–member exchange relates to subordinate’s innovative work behavior through core self-evaluation (CSE), domain knowledge and creative process engagement. On the basis of an interactional approach, this study hypothesized that there is an interaction between leader–member exchange, CSE and domain knowledge that affects innovative work behavior, such that leader–member exchange has the strongest positive relationship with innovative work behavior when subordinates have high levels of CSE and domain knowledge; and creative process engagement mediates the effect that this three-way interaction between leader–member exchange, CSE and domain knowledge has on innovative work behavior.

Design/methodology/approach
Data were collected from 323 employees and their immediate supervisors (121) from automotive industry. First, subordinates completed measures of their leader–member exchange, CSE and domain knowledge. Then, the supervisors of these employees assessed their subordinates’ innovative work behavior.

Findings
The results showed that leader–member exchange, CSE and domain knowledge interacted to affect employee innovative work behavior in such a way that when CSE and domain knowledge were both high, leader–member exchange had the strongest positive relationship with innovative work behavior and creative process engagement mediated this relationship.

Originality/value
This study is the first of its kind to empirically examine the interactional perspective of leader–member exchange on innovative work behavior through domain knowledge, CSE and creative process engagement. Theoretical and practical implications and future area of research are discussed at the end.

Environmental sustainability at the organization level is largely shaped by and dependent on individual‐level pro‐environmental behavior. Corporate Social Responsibility (CSR) has been proposed as a useful tool for effective organizational, social and environmental functioning. Not surprisingly, various empirical studies have advocated its importance in generating positive outcomes at a macro level. This research seeks to investigate the effect of CSR on employees' pro‐environmental behaviors. Moreover, we incorporated the mediating effect of organizational identification and the moderating role of environmentally specific servant leadership. The study draws on a survey sample of 298 employees from diverse industry sectors. Key findings show that perceived CSR has both a direct and an indirect influence, through organizational identification, on pro‐environmental behavior. The results also lent support for the interactive effect of environmentally specific servant leadership with CSR in predicting employee pro‐environmental behaviors.

Introduction. People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals’ abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses’ attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Design. Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Results. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Discussion and Conclusion. Increasing the understanding of calling, living a calling, and career commitment may increase nurses’ organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.

The perception of creating a sustainable environment by business entities is explored in this paper. The rising demand for Corporate Social Responsibility (CSR) leads to the application of management tools of green human resource management. Most organizations have adapted human resource practices that encourage a green environment with a consideration of minimal environmental pollution and destruction of the environment. As part of a conservation motive, the human resource department has played a critical role of securing the environment via their normal official activities. As a result, the senior management of an organization also an obligation of ensuring that the employees are supported as they seek to meet the social, ecological and economic benefits from a green environment. The idea of having a green environment by the human resource department is an integral process that affects the activities of green selection and recruitment, performance appraisal method, the reward and pay system and a supportive green culture. The importance of green environment is emphasized in the paper as well as the efforts by different companies in maintaining a sustainable environment. The expected outcomes of Green Human Resource Management (GHRM) are evaluated and the setbacks expected when trying to achieve a green environment.

In present-day the business environment is highly competitive which creates hardship for firms to sustain commitment and career satisfaction. The identification of key drivers which enhance the relationship between firm and employees is very crucial. The higher commitment levels and career satisfaction helps to create positive environment in the firm which eventually boost up the knowledge sharing. The purpose of this research is to discover the effects of three commitment levels with knowledge sharing and also to analyze the mediating role of career satisfactions well as to understand moderator effects of organizational efficacy. There is limited research exists on relationship of given variables especially in educational sector of Pakistan. This study is based on primary research therefore 325 questionnaires were distributed in educational sector of District Multan, Pakistan. Later 273 questionnaires were used to conduct this research. The questionnaire was designed into five-point Likert scale from 1, strongly disagree to 5 strongly agree. For data analyzes for descriptive statistics SPSS 23 was used additionally it was used for measurement reliability. Validity of this study was measured through AMOS 23. Furthermore this study proposes recommendations for future research.

Today's competitive environment in restaurant sector adds extra barriers to achieve customer loyalty. Customer loyalty is crucial to improve overall performance and build better relationship with potential customers. The existence of high levels of customer satisfaction, customer perceived value and customer relationship management enhance the relationship of customer with the firm which strongly boost up the overall performance of the firm. The focus of this research is to examine the impact of customer satisfaction and customer perceived value on customer loyalty. Additionally, the study will help to analysis the mediating effect of customer relationship management (CRM) in this relationship. The main reason behind this research is to discover significant measures to positively enhance customer loyalty in service sector. Currently, limited research exists on relationship of these variables, especially on restaurant sector in Pakistan. This study also intent to examine more manners to strongly enhance customer loyalty. The research design is based on quantitative research thus the data was collected through primary data, five Likert-scales and Spss 24 was used to compute results. Convince sampling method was used in order to gather data. Different tests were applied to analyze reliability and validity furthermore it is recommended from this study that customer satisfaction, customer perceived value and CRM is key drivers to build customer loyalty. Lastly, this study discussed further ways which can be useful for future research.

The green human resources management (Green HRM) developed from companies engaging in practices that are concerned about environmental conservation and maintaining sustainable ecological balance. It includes all the activities that are geared towards helping an organization carry out its goals for environmental management to reduce carbon footprints in areas that concern the employment of employees, their training and compensation. Green HRM plays a useful role in supporting environment and agricultural related issues by following and adopting green HR practices and policies. There is a great deal of increase in the adoption of sustainable agricultural systems by the agricultural industry. Literature has highlighted the importance of the adoption of the sustainable agricultural systems as a key objective of the agricultural sector thus making it very significant to identify with the support of green HRM practices. In most parts of the world today, there are ongoing debates and uncertaintiesthat are associated with how green management principles can be effectively implemented in a workforce in an organization. Research methodology is based on quantitative research and primary data was collected. The results was calculated by SPSS 24 , different tests were applied to measure reliability and validity, to analyze the variables simple linear regression, one way repeated measures ANVOA and Paired- Samples t Test were applied. This research identified the various ways that green HRM practices are helping in improving agriculture now and in the future. The key finding of this research was that there is very little understanding of GHRM in Pakistan, therefore more effect manners should be applied to collect appropriate data and learning employee behavior towards change can make a major difference in this field.