Based on the social exchange theory, the aim of this study is to identify the association between job stress state anger, emotional exhaustion and job turnover intention. This study postulates that job related stress and state anger among nurses during COVID-19 subsequently leads to their job turnover intentions. In addition, the study also aims to see the mediating role of emotional exhaustion between COVID-19-related job stress, state anger, and turnover intentions. The sample of this study is gathered from 335 registered nurses working in Pakistani hospitals dealing with COVID-19-related patients. The interrelationships between variables are checked by using structural equation modeling through AMOS. Key findings confirm that COVID-19-related job stress and state anger had a significant effect on nurses’ turnover intentions. Furthermore, emotional exhaustion mediated the relationship between COVID-19-related job stress, state anger, and turnover intentions. There is a lack of research which has assessed the impact of Novel COVID-19-related job stress and state anger on nurses’ turnover intentions in hospitals, providing empirical evidence from a developing country-Pakistan. This study offers managerial implications for hospital management and health policymakers. Moreover, nursing managers need to pay attention to nurses’ turnover intentions who are facing the issue at the front line as patients receive their initial treatment from nurses in the COVID-19 outbreak.

Organizations compete in today's world through its intangible assets which literature describe as human capital. Technology can be replaced but human capital cannot be replaced completely ever. Employee retention is center of attention for all the organizations' nowadays. Retentions of employees' mainly based on supervisors support and their affiliation with organization. This paper attempts to examine the impact of supervisor support on work family conflict and turnover intentions directly and indirectly through affective commitment. In order to collect the data this study used closed ended questionnaires from banking industry of twin cities of Pakistan. SEM (AMOS) was employed to test hypotheses. Findings reveal the mediating role of affective commitment particularly in context banking sector of Pakistan. This study filled the gap by investigating supervisor support on work family conflict along with affective commitment. Findings of this study are important from two perspectives. First is the banking sector and secondly the twin cities in which there is almost no study has been conducted before. Implications are particular for banking industry top managers and practitioners. Top management can implement such practices in order to retain their employees.

OBJECTIVE: Turnover of IT professionals has become a pressing problem for the management of Banks. To date, limited research has examined the role of human resource management practices (HRMP), person-organisation fit (POF), and person-job fit (PJF) in retaining IT professionals. This study provides an empirical analysis of the direct and indirect effect of HRMP on IT professionals’ turnover intention through POF and PJF. METHODS: The quantitative data collected from 292 IT professionals were analysed through PLS-SEM. RESULTS: The findings revealed a negative and significant relationship between HRMP and employees’ turnover intention. It was further revealed that HRMP relates positively to POF fit and PJF, whereas POF and PJF relate negatively to employees’ turnover intention. Moreover, the findings revealed that POF and PJF explain the intervening mechanism [mediation) between HRMP and turnover intention. CONCLUSIONS: This study shows that IT professionals’ turnover intention is affected by their perceptions of HRMP, POF, and PJF. The study has further extended our understanding of the mediating mechanism involved between HRMP and turnover intention. This study suggests that organisations need to implement HRMP that not only enhances IT professionals’ knowledge, skills, and abilities but also strengthens their congruence with the values and goals of the organisations.

The paper proposes a research model explaining the sequential mediation effect of job embeddedness (JE) and work engagement (WENG) between ethical leadership (EL) and career satisfaction (CS). The model also examines whether JE heightens WENG, a factor indirectly influenced by ethical practices ending in employee satisfaction. The study used a time-lagged data collection procedure and survey responses of 247 hotel workers in China. Data were analyzed through structural equation modeling. The results showed that EL directly and indirectly (through sequential mediation effect of JE and WENG) contributes to employee CS. The present empirical framework extends the hospitality industry literature by explaining the precise mechanism (i.e., JE and WENG) through which EL generates CS among hospitality workers in China. The paper offers theoretical and practical implications and future research directions.

In the epidemiological literature, the impact of environmental pollution on cardiac mortality has been well documented. There is, however, a paucity of evidence on the impact of air pollution exposure on ischemic heart disease (IHD) mortality among the Asian aged population. In response, this research seeks to investigate the degree of proximity between exposure to ambient PM2.5, household PM2.5, ground-level ozone (O3), and IHD mortality in the top seven Asian economies with the highest aging rates. This investigation is held in two phases. In the first phase, grey modeling is employed to assess the degree of proximity among the selected variables, and then rank them based on their estimated grey weights. In addition, a grey-based Technique for Order of Preference by Similarity to Ideal Solution (G-TOPSIS) is adopted to identify the key influencing factor that intensifies IHD mortality across the selected Asian economies. According to the estimated results, South Korea was the most afflicted nation in terms of IHD mortality owing to ambient PM2.5 and ground-level O3 exposure, whereas among the studied nations India was the biggest contributor to raising IHD mortality due to household PM2.5 exposure. Further, the outcomes of G-TOPSIS highlighted that exposure to household PM2.5 is a key influencing risk factor for increased IHD mortality in these regions, outweighing all other air pollutants. In conclusion, this grey assessment may enable policymakers to target more vulnerable individuals based on scientific facts and promote regional environmental justice. Stronger emission regulations will also be required to mitigate the adverse health outcomes associated with air pollution exposure, particularly in regions with a higher elderly population.

Among many leadership styles, servant leadership is among recent style that is getting a wide range of attention and acceptance among business researchers and academia. The aim of this paper was to investigate the effect of Servant leadership influence on teaching effectiveness. Data were collected through questionnaires from 480 students of two public sector universities KPK. Structured Equation Modeling (AMOS) was employed to test the hypotheses of the study. Three models were developed and tested. The results show that Servant Leadership had a positive but insignificant impact on teaching effectiveness; interesting findings are that individual dimensions of servant leadership had a strong positive and significant impact on teaching effectiveness. Thus, this paper provides in-depth analysis necessary for higher educational institutes and Business institutions, for practical and theoretical implications to adopt servant leadership at the workplace.

The purpose of this study has focused on what kind of impact rewards and supervisor support has on turnover intentions that had been developed by university lecturers and how affective commitment plays a mediating role in the reduction of turnover intentions by university lecturers in universities of Islamabad. The quantitative technique was used to collect data from a sample of 278 university lecturers of both public and private universities in Islamabad through close-ended questionnaires. Stratified simple random sampling technique was implemented in this study. The data was analyzed through correlation and regression analysis while using SPSS. For mediation, the Preacher and Hayes Test has been used to check the mediation effect of affective commitment between independent and dependent variables used in this study. Findings show that rewards and supervisor support played a pivotal role in the reduction of turnover intentions among lecturers and developed a stronger level of affective commitment for their respective universities.

The research paper studies the causal link between gross domestic product, gross fixed-capital formations, exchange rate, and trade deficits in Pakistan from 1986 to 2013 with time serial data. ADF and Phillip Perron tests are recycled for stationary and at the first difference, each variable is unified. According to the Johansen Co-integration test, the presence of longer-term Co-integration among variables is displayed, and the Error Correction model expresses that 49.27 % of short-term uncertainty is adjusted in long-term equilibrium. Moreover, the Granger causality test presented causality among the variables. While the conclusion showed that such variables have unidirectional causation. Keywords: Trade Deficit, Exchange Rate, Gross Fixed Capital Formation, Gross Domestic Product, ADF, Phillip Perron, Johansen Co-integration, Error Correction model, & Granger Causality test.