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The present study enriches the person-situation debate by developing and testing a theoretical model on the nexus between empowering leadership (EL) and intrapreneurial behaviour (IB) in the presence of a strong organisational situation of perceived organisational support (POS).

Cross-sectional survey data collected from 237 engineers working for Pakistani automakers were used to evaluate the suggested theoretical framework. The survey results were analysed using the partial least square structural equation modelling (PLS-SEM) method.

The results from the analysed data revealed a significant and positive relationship between EL and IB. POS significantly moderate the relationship between EL and IB as per the conceptualisation of situation strength theory (SST) and is established as a strong organisational situation that generates situational cues for IB outcomes from employees.

The present study provides new insights into determining employees' workplace behaviour as viewed from the organisational situations. Hence, top management in organisations can create a conducive environment by improving employees' POS for valued work behaviours like IB.

Employees’ personalities towards occupational outcomes have significantly gained academic attention. Personality traits (PTs) of employees as the determinant of corporate entrepreneurship (CE) outcomes research domain is emerging. This paper aims to assess extraversion PT activation for CE outcome under the problem-solving conflict handling style (CHS) situational cue.

The survey was conducted in automotive manufacturing firms in Pakistan for cross-sectional data collection. Structural equation modelling was used to assess the hypothesised theoretical model from 376 employees.

Results revealed a positive and significant impact of extraversion on CE. Also, employees with high extraversion traits were found to prefer the problem-solving style in managing workplace conflicts. The extraversion trait was also found to be activated under the situational cue of the problem-solving style.

The present study draws implications on person-job fit conceptions at the workplace while hiring, promoting and appointing employees. Personality assessment at the workplace is still in infancy in developing countries. The benefits of employees’ personalities can positively impact organisational performance measures like CE.

The present study has proposed the theoretical model based on Trait Activation Theory (TAT) and contributed theoretically through empirically testing the theoretical model by investigating the employees’ CHS role in activating their PTs towards the CE outcomes. Theoretically, using TAT conceptualisations in entrepreneurship and CE is novel as previous knowledge on PTs activation towards CE outcomes is non-existent. CHS as situational cues will attract social science researchers towards studying its role in various predictor outcome links across multiple work settings.

This study is an attempt to explore the determinants of entrepreneurial intentions in the context of family business background. There is a dearth of studies on the relationship between family business and entrepreneurial intentions. Three constructs of social cognitive theory (SCT) have been applied as mediators: self-efficacy, subjective norms and outcome expectations.

To measure entrepreneurial intentions, the data have been collected from the postgraduate students of three universities in Pakistan. The questionnaire was distributed among the respondents, and 416 complete responses were taken from the students. Simple random sampling has been applied, and measurement and hypothesized models are tested by using the structural equation modeling technique in WarpPLS.

The results of this research reveal that family business background significantly affects the three elements of SCT (self-efficacy, subjective norms and outcome expectations), which further develop the individuals’ entrepreneurial intentions (EIs). The results showed that social cognitive elements are the underpinning mechanism that explains the relationship between family business background and EIs.

The similarity of the study is less than 18%.

In the contemporary world, where sustainability at higher education is at the forefront, the ever-changing business ecosystem nurtures a new drift towards economic, environmental and social performance. This study aims to measure the impact of green human resource management (GHRM) practices on sustainability in the higher education of a developing country context through a theoretical aspect of Resource-Based View (RBV).

This study adopted a quantitative approach to propose and test a model based on predictors of sustainability. The survey approach received 190 responses from employees (faculty and non-faculty members) working as a full-time in the 40 higher education institutions (HEIs) of Pakistan. The structural and measurement model was calculated using SmartPLS.

The results show that “green training and development” (GTD) and “top management commitment towards greening workforce (TMCGW)” have a positive relationship with sustainability while green recruitment and selection (GRS) was not supported by sustainability. The mediating effect of TMCGW plays a crucial role between GTD and sustainability. Also, this study contributes through the moderating interaction effect of Gender between GTD and sustainability. Overall the GHRM practices promote employee green behavior and sustainability.

The proposed research model in the current study is a substantial gap in the literature and exploring this connection requires new theoretical frameworks. To bridge this literature gap, this study examined the role of GHRM on sustainability at micro-level (employee perspective) through a theoretical aspect of RBV in the developing country higher education context of Pakistan. Importantly, this study enhances the understanding of the emerging global wave of green mobility and highlights the impact of GHRM practices on sustainability through perception of academic professionals.

In response to the dynamic demands of the contemporary business landscape, this study critically examines the pivotal role of ethical leadership in shaping employee’s innovative behavior within organizations. Our research delves into the nuanced interplay between ethical leadership, psychological well-being and innovative work behavior. Drawing from the principles of social exchange theory, our study addresses a critical gap in the literature by exploring the mediating role of psychological well-being in the relationship between ethical leadership and employees' innovative work behavior.

In this quantitative research, data were collected from 384 employees and their direct supervisors in Pakistan’s IT sector using “Google Forms” through a convenience sampling method facilitated by the “LinkedIn” platform. Additionally, the study applied a two-stage structural equation modeling approach, first to assess the uni-dimensionality, and subsequently, to evaluate the proposed hypotheses.

The research results unveiled a robust and positive impact of ethical leadership on innovative work behavior, operating through both direct and indirect pathways mediated by psychological well-being. Intriguingly, the moderating role of perceived organizational support adds depth to our understanding, revealing nuanced conditions under which ethical leadership influences employees' well-being and, subsequently, their innovative contributions.

Beyond theoretical contributions, our study provides practical insights for managers seeking to leverage employees' innovative work behavior for organizational success. By emphasizing ethical leadership as a catalyst, we advocate for its integration into HRM practices. However, recognizing the contextual nature of organizational support, our findings underscore the importance of adaptable leadership strategies to maximize positive outcomes.

Grounded in the principles of social exchange theory, this research marks a pioneering effort to shed light on the link between ethical leadership and innovative work behavior through the mediation of psychological well-being. Additionally, this study makes a valuable contribution to the current body of knowledge by investigating the contingent influence of perceived organizational support on the relationship between ethical leadership and employees' psychological well-being.

This study aims to explore how corporate social responsibility (CSR) dimensions (i.e. economic; legal; ethical; philanthropic) foster employee creativity during the COVID-19 pandemic. Specifically, an attempt is made to investigate the mediating role of affective commitment to explain the above linkage.

The survey data were collected from 167 employees in the emerging market of Saudi Arabia. The data was analysed using PLS-SEM for frequency, reliability, confirmatory factor analyses and structural equation modelling.

The CSR dimensions, particularly the ethical and philanthropic dimensions, showed both direct and indirect effects on the creativity behaviour of employees during the COVID-19 pandemic. Moreover, affective commitment mediated the relationship between the legal, ethical and philanthropic CSR dimensions and creativity behaviour.

This study enriches previous CSR empirical research and adds to current literature focused on the determinants of CSR dimensions' effectiveness; particularly, the research is set in a challenging scenario characterized by the pandemic. So, this paper extends previous studies by investigating under which key conditions CSR dimensions are most effective, in particular in two main directions. First, it contributes to the CSR literature by determining how various CSR dimensions influence creativity behaviour during a pandemic. Pandemics are events that occur regularly, and the COVID-19 pandemic, in particular, offers the opportunity to explore its effects on employees' behaviours in the current context. Second, the study's mediation findings contribute to new empirical evidence which suggests that affective commitment has a positive effect on the CSR dimensions of employee creativity behaviour during a pandemic in an emerging market.

Innovation has become a necessity for the information technology (IT) sector, especially during COVID-19 pandemic. Therefore, this study aims to investigate how knowledge sharing affects employees’ innovative work behavior (IWB). Specifically, the study examined occupational self-efficacy (as mediating mechanism) and entrepreneurial leadership (as boundary condition) to encourage IWB.

The study used social media platforms to collect data from 270 employees working in the IT sector through “google forms” on convenience basis between March and August, 2021. The study applied structural equation modeling in two stages to examine the measurement model (for uni-dimensionality) and the structural model (for hypotheses testing).

The study noted that knowledge sharing positively affects employees’ IWB and occupational self-efficacy positively explains this association. In addition, employees’ perception of entrepreneurial leadership strengthens the association between knowledge sharing and IWB.

The study collected data from a developing country during COVID-19 by using a cross-sectional design that may restrict causality. However, the findings suggest the management not only encourages knowledge sharing environment but also engages employees in various training that motivate them to experiment with new ideas and techniques.

This study extends the existing literature on knowledge sharing and IWB by exploring occupational self-efficacy as mediating mechanism and entrepreneurial leadership as a boundary condition.

In order to improve environmental performance, manufacturing companies around the world have started to seek green practices (GPs) to adopt in their operations. Environmental awareness of the stakeholders has put the pressure and changed the focus of manufacturers. The purpose of this article is to gather GPs used in manufacturing industries through a literature review. It also aims at exploring other elements related to GPs in manufacturing firms.

The paper is exploratory in its approach. After searching relevant research articles from the online database, a review of 103 research articles has been conducted in the area of GPs in manufacturing industries.

This work attempts to offer a comprehensive list of GPs by studying the detailed relevant literature. This paper concludes that the concern of the use of GPs within manufacturing organisations is rising fast around the world, and research in this area is of great interest throughout the world over the last decade.

This study has reported several earlier studies by searching the online database through some selected keywords only, but it has not performed a subjective overview for screening and choosing the research articles. This paper explores and gives a concise description of the GPs in manufacturing that will be helpful for further studies of green manufacturing (GM).

This study provides a comprehensive literature review of GPs in manufacturing industries. This review should give benefits to other scholars and practitioners interested in studying GPs related to manufacturing industries. It might represent new opportunities for relevant research that would contribute to more knowledge of GM being gained.

This chapter investigates pandemic impact in a variety of industries, including food, travel, education and pharmaceuticals, considering elements such as isolation, emotions and social influences, which can lead to panic buying. The goal of this research is to ascertain how COVID-19 influences the buying decisions of customers. Additionally, the study aims to identify consumer consumption trends for a spectrum of products and services, including fast-moving consumer goods (FMCGs), entertainment, pharmaceuticals, travel and tourism. A comprehensive review of different research papers is done to conclude. The papers considered are from 2020 to 2022. Different keywords are used to search the relevant papers such as ‘pandemic’, ‘COVID-19’, ‘behaviour’, ‘impulsive’, etc. TCCM framework has been applied while reviewing the articles. During the isolation, consumer behaviour moved to panic buying and stockpiling, favouring organic basics, and encouraging e-commerce, as well as economic nationalism favouring made-in-India products. This study helps in knowing the reasons for change in consumers' behaviour for different products and services due to unforeseeable situations like COVID-19 and can find possible ways to deal with them. Business owners learn about changing consumer purchasing behaviours and how to modify products. The government can change policies to improve medical tourism and social protection.