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PurposeThe purpose of this paper is to examine curiosity as a distal predictor of knowledge sharing facilitated by informal learning. It also probes the boundary conditions imposed by ebullient supervision in the influence of curiosity on knowledge sharing.Design/methodology/approachThe authors collected data through a two-wave survey of 349 knowledge workers in the IT sector and used structural equation modeling to analyze the data.FindingsThe results indicated a positive relationship between curiosity and knowledge sharing. In particular, informal learning was found to mediate the relationship between curiosity and knowledge sharing and ebullient supervision was identified as a significant condition that strengthens the effect of curiosity on informal learning.Practical implicationsOrganizations can promote knowledge sharing by harnessing curiosity as an intrinsic motivator for employees to engage in informal learning. Moreover, the findings identified ebullient supervision as an extrinsic motivator within the work environment, suggesting its potential to enhance the impact of curiosity on knowledge sharing.Originality/valueThis paper broadens the limited literature on ebullient leadership by revealing how it strengthens the effects of curiosity and informal learning on knowledge sharing.

Purpose
Adapting a positive business ethics framework, the purpose of this paper is to offer a new perspective to manage bullying at work. Specifically, this paper reports an empirical study which examines how the good work of servant leadership may lower employees' exposure to workplace bullying, with compassion as a mediator and social cynicism beliefs (SCBs) as a moderator.


Design/methodology/approach
Survey data were gathered from 337 essential health professionals working in various public and private health-care organisations in Pakistan. Structural equation modelling was used to test the research model.


Findings
This study found that perceived servant leadership helps in lessening employee exposure to workplace bullying by strengthening their compassion. However, SCBs moderate the mediating role of compassion in employees' perceptions of the servant leadership–bullying relationship.


Research limitations/implications
This study has implications in developing models of leadership to build employees' empathetic resources to combat workplace bullying. The authors found that servant leadership and workplace compassion, embodying positive, ethical and sustainable attributes, play a crucial role in managing bullying at work by promoting relational dignity.


Originality/value
To the best of the authors' knowledge, this is the first study that examines the relationships between employee perceptions of servant leadership, workplace bullying and employee compassion while considering SCBs as a boundary condition.

AbstractThis study examines the mediating role of green human resource management between ethical leadership and employees' citizenship behavior towards the environment with the moderating effect of individual green values. We collected data from 589 MBA executive students with one‐year of experience working in various organizations at two different times using a questionnaire‐based survey method. Applying structural equation modeling to the results confirmed a direct effect of ethical leadership on employees' citizenship behavior towards the environment and an indirect effect through green human resource management. Further, individual green value strengthened the association between green human resource management and employees' environmentally conscious citizenship behavior. Our study contributes to social learning and supply value‐fit theory and has implications for management.

PurposeThe purpose of this paper is to extend the scant literature on the effect of abusive supervision on knowledge sharing by examining the roles of Islamic work ethic and learning goal orientation in moderating the effect.Design/methodology/approachThis paper utilizes a cross-lagged survey research design to collect data from 735 employees working in the services and manufacturing sectors of Pakistan.FindingsThe data analysis revealed that abusive supervision has a damaging effect on knowledge sharing in the workplace. However, employee learning goal orientation and the Islamic work ethic help in mitigating this detrimental effect.Research limitations/implicationsThe main theoretical implication is to advance knowledge on the boundary conditions that help in mitigating the undesirable effect of abusive supervision on sharing of knowledge in organizational settings.Practical implicationsThis paper provides practical insights into mitigating the damaging effects of abusive supervision, a prevalent issue in Asian societies, through the lenses of Islamic business ethics and learning goal orientation.Originality/valueThis is the first study that examines the boundary conditions placed by the Islamic work ethic and learning goal orientation around the relationship between abusive supervision and knowledge sharing in the context of Pakistan.

PurposeThe purpose of this paper is to advance knowledge on the implications of perceived corporate social responsibility (CSR) on employee levels of commitment and citizenship behaviour (OCB) by investigating a trust-based mediational process in the context of academia.Design/methodology/approachThe research data are collected from a sample of 736 academics through a questionnaire based survey administered in different Pakistani universities. The nature of trust-based mechanism underlying the relationships between CSR, affective commitment and OCB is determined through structural equation modelling of the research data.FindingsThe findings suggest that the perceived CSR is an important predictor of academics' attitudes and behaviour in universities. Whilst the findings implicate the mediating role of trust in the process by which perceived CSR influences academics' commitment, trust does not appear to mediate the perceived CSR's relationship with OCB.Research limitations/implicationsThis study utilises single-sourced and cross-sectional data, which may have resulted in common method bias.Practical implicationsBy furnishing evidence of the beneficial effects of perceived CSR on academics' levels of trust, commitment and citizenship behaviour, this study provides a business case for universities' involvement in CSR. The findings are particularly useful to academic administrators and managers who are interested in nurturing positive attitudes and behaviours amongst academic staff.Originality/valueThere is a paucity of research on CSR in the academic work settings of developing countries. This is the first study to examine the trust-based microfoundation of CSR in the context of academia in Pakistan.

Purpose
Although the concept of corporate social responsibility (CSR) has become an inspiring catch all in the eyes of researchers and practitioners, little from its psychological and behavioural consequences has been focused. This study aims to examine the relationship between CSR and organizational citizenship behaviour and the underlying mechanism between this relation using organizational identification and organizational commitment as mediating variables.


Design/methodology/approach
A questionnaire-based survey was given to 486 Malaysian employees of the hotel industry.


Findings
First, instruments were checked regarding its unidimensionality by applying confirmatory factor analysis (CFA), and then, structural equation modelling (SEM) was applied to test the model. SEM confirms that organizational commitment (OC) mediate the relationship between CSR and organizational citizenship behaviour (OCB), while organizational identification (OI) mediate the relationship between CSR and OC.


Research limitations/implications
The study selected sample from Malaysia hotel industry, the results might be different if samples are taken from a geographically different area.


Practical implications
The study has theoretical and practical implications for hotel managers to enhance employees' identification, commitment and extra-role behaviour.


Originality/value
The study revealed underlying mechanism between CSR and OCB by incorporating OC and OI as mediating variables.

PurposeThis study investigates how compulsory citizenship behavior (CCB) restricts police employees from fulfilling their family responsibilities [i.e. work–family conflict (WFC)] and affects their psychological health. The authors also examined putting family first (PFF) as a conditional variable on the association between CCB and WFC.Design/methodology/approachThis quantitative study collected data from 341 police employees on convenience basis. Further, the authors tackled the issue of common method bias (CMB) by collecting data in two waves.FindingsThe data were analyzed through structural equation modeling (SEM), and the result revealed that WFC mediates the association between CCB and police employees' psychological health. In addition, the authors noted that individuals high in PFF were less likely to experience WFC in the presence of CCB.Originality/valueThis study contributes to the scant literature on police employees' psychological health. Specifically, this study is the first to investigate the mediating role of WFC between CCB and psychological health with the boundary condition of PFF.

Deleterious leadership is at rising, while its harmful effects have recently gained researchers' attention. Based on social exchange and conservation of resources perspectives, this study aims at investigating the harmful effect of dark side of a leader (i.e., despotic leadership) on job dissatisfaction and organizational deviance considering the moderating effect of Islamic work ethics (IWE). The data were collected from supervisor‐subordinate dyads through a self‐administrated questionnaire‐based survey. A total of 746 useful responses were statistically evaluated through structural equation modeling technique, and it was found that despotic leadership has a strong relationship with job dissatisfaction and organizational deviance. Furthermore, IWE was found to buffer the positive effect of despotic leadership on job dissatisfaction; whereas reverse the positive relationship of despotic leadership with deviance. Anchoring on social exchange and conservation of resource perspectives, our study contributes to the limited literature on harmful effects of despotic leadership on subordinates. We further contributed by identifying when and how these effects can be buffered or reversed. The findings of our study suggest policymakers and organizations the ways through which the damaging effects of despotic leadership can be controlled and minimized.

This research aims to investigate the influence of perceived ease of use and perceived risk on intention to use mobile payment servicesin Pakistan via mediating role of perceived trust. A total of 320 smartphoneusers were approached using a questionnaire-based survey method and hypotheses were tested using hierarchal regression. The results of this study confirm that perception about ease of use and perception about trust of consumers significantly influences the intention to use mobile payment service. Whereas, perceived risk is found insignificant in explaining intention to use mobile payment services in Pakistan but, perception about risk is found as a significant negative influencer of perceived trust among consumers. This study is helpful for mobile payment service providers like Bank's marketing manager, financial institutions, etc. for making their strategies accordingly to tap consumers who prefer traditional cash mode of payment and it is also fruitful for the government and concerned departments to maintain transparency in monetary and economic transactions by m-payment services that can prove a helping hand for developing economies.