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Drawing on stakeholder theory and contingency theory, this study empirically investigates the relationship between responsible leadership (RL) and each dimension of triple-bottom-line (TBL) performance. Moreover, we tested the mediating effect of corporate reputation (CR) and innovation between RL and TBL performance.

Perceptual data were collected from 227 senior-level Pakistani managers using a questionnaire survey. Structural equation modeling (SEM) was used to test the direct and mediating effect hypotheses.

The results revealed that RL significantly and positively affects each dimension of TBL performance. Further, innovation mediated the relationship between RL and each dimension of TBL performance. However, CR did not mediate the relationship between RL and environmental performance.

This is maiden study to empirically investigate the effect of RL on meso-level outcome. Further, this study would be among the few ones to use TBL as a measure of corporate performance. Moreover, it will be the first study to test the mediating role of CR and innovation in the above-mentioned relationship and will also validate contingency theory.

This study analyses the organizational consequences of work–family conflict (WFC) among female nurses in health care sector. Moreover, this study focuses on the moderating effect of intrinsic motivation on the association between WFC dimensions with different organizational outcomes.

Data are collected from 347 female nurses working in health care sector at Islamabad, Rawalpindi, Lahore, Multan and Bahawalpur regions of Pakistan, using random sampling technique. Regression analysis is used to test the hypotheses of this study.

The findings demonstrate that WFC conflict lowers job satisfaction, affective commitment and organizational citizenship behaviour. Contrary, WFC reduces job satisfaction, affective commitment and organizational citizenship behaviour and increases turnover intentions among female nurses. Moreover, intrinsic motivation moderates the association between WFC and certain organizational outcomes.

The study offers valuable insights for female nurses at health care sector about WFC and finally leads to theoretical contributions and practical implications for the healthcare sector of Pakistan.

Organizational politics has been a topic of conceptual and empirical interest for researchers and practitioners for many years. The purpose of this paper is to examine the relationship between organizational politics and employee work outcomes in educational institutions. In addition, this paper also aims to assess the moderating role of social capital.

Employee perceptions about organizational politics and its impact on their work outcomes have been assessed empirically with a sample of 270 full-time employees in higher education institutions of Pakistan. The data have been collected from faculty members of five universities of Pakistan using survey method. SPSS and AMOS have been used to analyze the data and SEM has been used to test the hypotheses.

The results indicate a moderating effect of social capital on the relationship between perceived organizational politics and employee outcomes, and the most significant employee outcomes are job stress, job satisfaction and turnover intentions. The findings of the study support the view that organizational politics has negative association with employee job stress and turnover intentions.

Higher education sector in Pakistan is facing certain challenges, which affect talent retention. The findings of this study will help the administration of higher education institutions to develop effective strategies to cope with the challenges of organizational politics, such as motivation, satisfaction and retention of their employees.

The study adds to the literature on organizational politics by highlighting and validating its adverse effects on employee work outcomes in the context of Pakistani higher education.

This paper aims to contribute to the corporate social responsibility (CSR) literature by providing holistic insights into financial analysts’ personal values, perceived behavioural risk and investment decisions relating to the social aspects of CSR. Specifically, this paper examines whether analysts’ personal values, such as religiosity, spirituality and social consciousness, influence their investment decisions relating to a highly profitable firm that is alleged of exploiting labour rights. This study also examines the mediating role of analysts’ perceived behavioural risk between personal values and investment decisions.

Data were collected, using a scenario-based survey, from 145 financial analysts at both public and private companies in Pakistan.

The results show that analysts’ values, including religiosity, spirituality and social consciousness, have a significant negative impact on their investment decisions. The results also demonstrate that perceived behavioural risk mediates the relationship between these values and investment decisions.

This study has implications for the globalised business world, regulators and researchers for incorporating personal and ethical values into risk and investment decision-making.

This study establishes the importance of analysts’ personal values in risky investment decision-making.

The present study aims to analyze the effect of workplace incivility and coworker deviant behavior on turnover intentions and nurses' job performance.

Data were obtained from 318 nurses using a structured questionnaire. The multistage sampling technique was used to distribute the questionnaire and analysis was performed through structural equation modeling.

The findings show association between workplace incivility and coworker deviant behavior on turnover intentions and nurses' job performance. Further, the findings state that coworker deviant behavior has impact on turnover intentions and nurses' job performance.

Results of the study show critical situation for healthcare sector. Findings show that negative behaviors influence nurses' performance and escalate their intentions to leave this profession. These findings can help authorities to take some actions and use interventions to suppress or control these negative behaviors to improve the nursing performance at workplace.

The nursing literature is devoid of evidence about how workplace incivility and coworker deviant behavior influence employee outcomes.

Conventionally, the marginalised population was considered to engage in child labour due to poverty, education or lack of other options, but indeed, a few children work voluntarily. However, a growing number of scholars, in recent years, have drawn their attention to the valuable question, “why children are engaged in child labour in the informal economy”. Even though a few studies have explored the motives of informal workers, to our knowledge not a single paper has explored the motives of child labourers working in the informal economy. The purpose of this study is to fill this gap by evaluating the motives of child labourers, through three competing theorisations of the informal economy.

In this study, face-to-face structured interviews of 45 child labourers were conducted, who worked in different automobile workshops in the city of Lahore, Pakistan. Respondents were selected using the snowball sampling technique as this strategy is suitable for researching sensitive issues and is feasible for small sample sizes.

The main finding is that no single explanation is universally applicable to all child labourers. Some (27 per cent) justify their participation in the informal sector as driven by necessity (structuralist perspective), majority (40 per cent) explain their participation in the informal economy as a rational economic choice (neo-liberal perspective) and finally, more than a quarter of respondents (31 per cent) engaged in child labour due to their own free will or voluntarily to work for their family (post-structuralist perspective). This study also revealed that entrepreneurial spawning is a key determinant of child labour as the majority of children, in our study, working in automobile workshops intended to start their own workshop business in the future.

This article shows that children early engaged in work with entrepreneurial intention/spawning. Entrepreneurial education is very important in a child’s life. Entrepreneurial education will be a ticket to fulfill their dreams and learn new things with entrepreneurial attitude.

Government should develop the vocational training institutes for children who left the schools.

This study contributes to the body of literature by providing a better understanding of why children work in informal employment, an occupation generally perceived as constituting exploitative working conditions. This study also contributes to the wider literature of entrepreneurship by exploring “entrepreneurial spawning” as one of the major reasons underlying the participation of children in informal work.

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.

Creativity has become essential for organizations to remain competitive. Therefore, this paper aims to investigate the intervening role of knowledge sharing between affect-based trust and employee creativity. The study further investigates perceived organizational support as a conditional factor on the association between affect-based trust and employee creativity.

The study tackled the issue of common method variance by collecting data in dyads. Specifically, the study collected data from 368 employees and their supervisors working in various organizations in Pakistan through Google Forms in two waves. In the first wave, employees were approached on a convenience basis, whereas, in the second wave, data from their supervisors were collected.

Structural equation modeling was applied to test hypotheses. The study noted knowledge sharing as a mediator between affect-based trust and employee creativity. The study also noted that individuals with high perceptions of organizational support are more likely to strengthen the association between affect-based trust and knowledge sharing.

This study suggests management work on their employees’ affect-based trust-building. Employees who have relationships based on affect-based trust feel safe and are less afraid of being criticized for sharing their ideas and thoughts. This positively contributes to developing a cooperative environment which becomes the base for employee creativity.

Past studies have examined the association between general trust and employee creativity. To this backdrop, this study highlighted the importance of affect-based trust toward employee creativity. More specifically, drawing upon social exchange, this study is the first of its kind that examined the mediating role of knowledge sharing between affect-based trust and employee creativity, where perceived organizational support is examined as a conditional variable between affect-based trust and knowledge sharing.

The purpose of this paper is to propose a comprehensive model using balanced scorecard (BSC) approach instead of the current ranking system to measure the performance of private higher education institutions (PHEIs) in Malaysia as the ranking system is deemed inaccurate and certain items in the system are redundant.

A cross-sectional survey was conducted involving 105 academicians from seven PHEIs in Malaysia. The data were analyzed for factor analysis using Principal Axis method with Promax rotation in IBM SPSS Statistics Version 20.

The result demonstrates that 22 items were successfully extracted into four dimensions that suited the BSC approach with acceptable range of composite reliability and factor loading values.

The paper reveals the issues of ranking system of the current method in measuring performance of PHEIs. The proposed BSC model should be tested on more PHEIs to increase its validity and reliability.

This research analyzes the performance of PHEIs from academicians’ perspectives based on the four BSC perspectives. It can be considered as an alternative model for PHEIs’ managers to measure performance of PHEIs in Malaysia rather than the current ranking system.

In the midst of intense competition in private higher education industry in Malaysia, it is crucial to understand that a high performance PHEI is expected to deliver quality tertiary education. This research assists the society to evaluate the strength of a particular PHEI in Malaysia, and further enable them to make a deliberate choice on which PHEI to enter.

A growing concern for sustainability of PHEIs requires a method to be undertaken by the authority to measure PHEIs’ performance. This paper addresses this concern by offering 22 items to measure PHEIs’ performance and dictating the need to manage PHEIs in a strategic manner, not by ranking system per se.

The aim of this study is to understand the levels (i.e. mild vs intense) of task conflict (TC) expressions between angel investors and entrepreneurs at the post-investment stage and how it affect angel investors’ follow-on investment intentions with the same entrepreneur.

Survey data was gathered from 71 angel investors in China. Mplus was used to test the proposed research model.

This study found that angels perceive affective conflict (AC) when engaged in intense TC, unlike the case for mild TC expressions. Furthermore, the analysis shows that, unlike mild TC expressions, intense TC expressions impede angels’ reinvestment intentions when they perceive ACs. Other results indicate that when angels perceive that entrepreneurs are not open to coaching, the prominence of mild TC expression is sharply mitigated and becomes as detrimental as intense TC expressions.

This study only focused on one specific aspect of the angel–entrepreneur post-investment relationship: The effect of their TC expressions on angels’ reinvestment intentions. By no means do the authors imply that TC expression in the angel–entrepreneur post-investment relationship is the only factor that matters to angel investors in their follow-on investment intentions with the same entrepreneur.

The findings suggest that entrepreneurs should pay careful attention to TC that may arise between them and their financiers. TCs are not entirely detrimental, but their negative effect might depend on how they are expressed. An appropriate level of TC may also improve enterprise performance and collaboration. Thus, angels and entrepreneurs should set clear goals and performance standards, where task interactions mainly focus on the goals and expected outcomes.

Prior to this study, little was known about whether all TCs potentially lead to ACs. By distinguishing between levels (i.e. mild vs intense) of TC expressions between angels and entrepreneurs, this study adds a novel aspect to it by showing that TC, in and of itself, does not necessarily lead to AC but can lead to AC once its intensity grows.