This research examined the relationships between perceived psychological contract breach, felt violation, and burnout in a sample (n = 361) of employees from various organizations in Pakistan. The moderating role of contract types in these relationships was also tested. Findings supported a positive association between perceived psychological contract breach and felt violation and both were positively related to burnout. Transactional and relational contracts moderated the felt violation-burnout relationship. Scores on relational contract type tended to be higher than for transactional contract type showing some contextual influence.
PurposeRecent research studies have increasingly suggested leadership as a major antecedent to encourage innovative work behavior among business employees. Empirical studies which investigated the influence of various leadership aspects such as style and ethics on employees' innovative performance and unraveled the mechanism through which leadership exerts its impact on employees' innovative work behavior were restricted. Thus, the purpose of this research was to investigate the relationship between ethical leadership and employees' innovative performance by focusing on the mediating role of two forms of the intellectual capital (IC), i.e. human capital and social capital.Design/methodology/approachData for present research were collected through in person administered questionnaire-based survey from the managerial level employees of the targeted sample of the manufacturing firms. Furthermore, due consideration was given while selecting the individuals from R&D departments of these organizations, who were typically involved in knowledge-intensive jobs and where application of intellectual assets was needed.FindingsEthical leadership was observed as to positively influencing employees' innovative performance. Two forms of IC, i.e. human capital and social capital were observed as playing mediating role in the ethical leadership – employees' innovative performance relationship.Originality/valueThe contemporary research study adds value in the literature of the ethical leadership. The most imperative theoretical contribution of the present research study underlines the psychological process, i.e. IC by which ethical leaders encourage innovative behavior among employees.
Objective: To find out the association of workplace support on breastfeeding self-efficacy among working mothers of Attock city and the association of breastfeeding self-efficacy with their socio-demographics. Methodology: The study employed a cross-sectional study design. Data were gathered from public & private organizations including secondary care hospitals, banks, schools, colleges/universities, and parlors of Attock city. It was a six months’ study from July to September 2021.The study was conducted with 369 working mothers. A consecutive non-probability sampling technique was used. Data was collected by a validated tool, which consisted of two questionnaires: WBBSS (workplace breastfeeding support scale) and BSEF-SF (breastfeeding self-efficacy scale short form) questionnaire. Data analysis was done through SPSS version 20. Pearson Correlation was employed to determine the association between support at the workplace and the self-efficacy of breastfeeding. Results: Statistically significant relationship between workplace support for breastfeeding and maternal self-efficacy (r= 0.375 and p-value= 0.0001). Conclusion: Support at the workplace was significantly related to the self-efficacy of breastfeeding. Further research is required to understand breastfeeding policies at a workstation that increase the self-efficacy of working mothers in attaining their goals of breastfeeding.
This paper examines the moderating effect of positive core self-evaluation (CSE) in the job complexity and job outcomes (job satisfaction, job performance and job creativity) relationship, using a sample of 295 workers from various public and private sector organizations in Pakistan. The results show that a positive relationship is found between job complexity with job satisfaction, job performance and job creativity. Positive CSE moderates the job complexity and job outcomes (job satisfaction and job creativity) relationship and strengthens the positive relationship between job complexity and these outcomes. However, it does not moderate the job complexity and job performance relationship. The results suggest that individuals with elevated CSE due to positive self-evaluations respond more positively to the challenge stressor of JC and tend to become not only more satisfied with their jobs, but also more creative.
Gift Basket diplomacy is an interest-based approach to negotiation that encourages voluntary commitments as incentives for cooperation. International diplomats used this approach during the Nuclear Security Summits (NSS), and it is the new standard for international cooperation. This model was successfully replicated in climate talks and led to a global effort to combat climate change. The use of house presents, and gift baskets encourages leadership and team building, to excel beyond intractable consensus-based stalemates. The Gift Basket Diplomacy model may reduce South Asia’s nuclear risk and enhance crisis management by increasing diplomatic efforts during regional party talks and cooperative engagements, by keeping negotiators on a focused path to substantive counterterrorism and border security cooperation.
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