Leadership Styles and Firms’ Innovation, Mediating Role of Absorptive Capacity: Empirical Evidence from Emerging Economy

This study contends explicitly that leadership styles (transformational and transactional) are positioned as a pylon for firms’ innovation performance. Further, this study contemplates the intermediating inspiration of absorptive capacity (potential and realized) linking leadership styles (transformational and transactional) and firms’ innovation. Data was collected from 301 permanent employees working in Pakistani manufacturing firms (food and tobacco) through the self-administered questionnaires to test the proposed hypothesis of this study. The study's findings demonstrate a positive influence of leadership styles (transformational and transactional) on the firm's innovative performance. Moreover, both absorptive capacity dimensions (potential and realized) mediate the relationship between leadership styles (transformational and transactional) and innovative performance. This study demonstrates that both leadership styles (transformational and transactional) provide phenomenal path routes to augment firms’ innovation. Overall, this study contributed a legitimate illustration of leadership styles strengthening firms’ innovation, specifically transactional leadership style, encouraging results within the developing economy perspective

Knowledge hiding behaviors as moderator between machiavellianism, professional envy and research productivity: Empirical evidence from emerging economy

Working in a toxic environment makes it harder to be productive. This study examines the direct impact of Machiavellianism and professional envy on research productivity (individual and group) with the moderating role of knowledge-hiding behaviors. For this purpose, through convenience sampling, an online survey through Google Docs was conducted, and 221 permanent faculty members from private sector higher education institutions participated. The impact of moderating variables between predictors and criterion variables was tested through PROCESS-macro. The findings of this study revealed that Machiavellianism and professional envy have a significant negative influence on individuals and as well group-based research productivity. In contrast, knowledge hiding behaviors of faculty members moderate the relationships between Machiavellianism, professional envy, and individual and group-based research productivity

Impact of Psychopathy and Narcissism on Employees’ Adverse Outcomes: A Perspective of Ethical Climate Theory and Threatened-Egotism Model

This study examines the impact of psychopathic and narcissist personalities on employees' adverse outcomes. Additionally, this study investigates the intervening mechanism of workplace incivility among the relationship between psychopathic and narcissist personalities and adverse outcomes. Furthermore, the interactive impact of Islamic work values was also tested between the association of workplace incivility and adverse outcomes. Using the purposive sampling technique, data was collected through a survey method from 404 permanent employees of a public sector organization in two different time lags. PROCESS-macro was used to test indirect, interactive, and moderated mediation effects.  The findings of this study confirm the direct effect relationship between that psychopathic and narcissist personalities and employees’ adverse outcomes. Further, this study confirms that workplace incivility indirectly enhances the adverse outcomes of employees. Finally, the study findings revealed that a higher level of Islamic work values reduces the adverse outcomes of the employees having psychopathic and narcissistic personality characteristics. We also tested moderated mediation model, which disclosed that a higher level of Islamic work values reduces the negativity level of psychopathic personalities that further decreases the level of counterproductive work behaviors via workplace incivility. However, there was no moderating role of Islamic work values to reduce narcissist personalities' negativity levels and reduce counterproductive work behaviors via workplace incivility. The present study by providing information to the management of the public sector organizations on how they can overcome the negative behaviors and outcomes of their workforce through the implementation of the Islamic ethical system. This attempt contributed to ethical climate theory and threatened the egotism model by explaining that negative personality traits predict uncivil behaviors, which further lead to adverse outcomes. This study further contributes that the ethical climate of the organization helps the individuals to overcome the negativity of their personality and negative behaviors as well

Energy Consumption & Economic Growth Nexus: Evidence from Pakistan

Energy is considered a key ingredient for economic growth of a country. It increases not only the employment but also the living standards of individuals. This paper has objective to find the extensive association between energy consumption and economic growth in Pakistan from the periods of 1978 to 2012 by applying Johansen co integration, error correction model and the granger causality test which present the unidirectional causality between energy consumption and economic growth, it starts from consumption to growth. The results also conclude that less prices and drop off energy shortfalls, favourable policies and reduced uncertainty may lead to economic growth for Pakistan. This study also defines the significance of energy sector and suggests direct investment in this sector by utilizing local energy resources.&nbsp

Effect of supervisor-subordinate Guanxi on employees work behavior: An empirical dynamic framework

Recently, the Chinese concept of guanxi (networks or business relationships) has drawn considerable attention and inspired researchers to explore its prevalence in diverse cultures. Accordingly, we examined the direct link between supervisor-subordinate guanxi and employee work behaviors (innovative work behavior and work engagement) by investigating the moderating effect of trust in the supervisor and the mediating effect of psychological empowerment. We collected data randomly from 510 employees (383 subordinates and 127 supervisors) working in China's manufacturing industry. The PROCESS macros operationalize the study constructs to test the presence of moderated mediation. All the hypothesized relationships are supported except the mediating role of psychological empowerment in the supervisor-subordinate guanxi and innovative work behavior relationships. The findings demonstrated that trust in supervisors strengthens the supervisor-subordinate guanxi's direct effect on psychological empowerment and its indirect impact on employees’ work behaviors. To promote positive employees and work behaviors, organizations can develop supervisor-subordinate guanxi that supports organizational goals. Ethics statement: This study was carried out in accordance with the recommendations of the Ethical Principles of Psychologists and Code of Conduct by the American Psychological Association's (APA). All participants gave written informed consent in accordance with the Declaration of Helsinki. The protocol was approved by the ethics committee of Jiangsu University, China

The role of knowledge sharing and creative self-efficacy on the self-leadership and innovative work behavior relationship

The current study employs social cognitive theory to analyze the moderated mediation model of self-leadership and innovative work behavior. Further, this research assesses the mediating impact of knowledge sharing, and the moderating effect of creative self-efficacy in the above-mentioned direct relationship. To test this model, data were gathered, at two different times, from 283 subordinates and 129 supervisors, working in various software companies in major cities in Punjab, Pakistan. The findings showed a significant impact of self-leadership and innovative work behavior. Additionally, the results supported the mediating role of creative self-efficacy in the association between these two qualities. Moreover, a higher level of knowledge sharing strengthens the link between self-leadership and innovative work behavior. The study revealed that self-leadership is vital in fostering innovative work behavior. This research recommends how businesses might use self-leadership strategies to promote innovative work behavior