Harm avoidance, reward dependence, novelty seeking, and self-directedness have traitlike characteristics that are related to the familiality of depression. Cooperativeness, self-transcendence, and persistence are also familial, but this appears to be unrelated to depression.

In the course of the coronavirus disease 2019 (COVID‐19), raising and reducing the function of Th17 and Treg cells, respectively, elicit hyperinflammation and disease progression. The current study aimed to evaluate the responses of Th17 and Treg cells in COVID‐19 patients compared with the control group. Forty COVID‐19 intensive care unit (ICU) patients were compared with 40 healthy controls. The frequency of cells, gene expression of related factors, as well as the secretion levels of cytokines, were measured by flow cytometry, real‐time polymerase chain reaction, and enzyme‐linked immunosorbent assay techniques, respectively. The findings revealed a significant increase in the number of Th17 cells, the expression levels of related factors (RAR‐related orphan receptor gamma [RORγt], IL‐17, and IL‐23), and the secretion levels of IL‐17 and IL‐23 cytokines in COVID‐19 patients compared with controls. In contrast, patients had a remarkable reduction in the frequency of Treg cells, the expression levels of correlated factors (Forkhead box protein P3 [FoxP3], transforming growth factor‐β [TGF‐β], and IL‐10), and cytokine secretion levels (TGF‐β and IL‐10). The ratio of Th17/Treg cells, RORγt/FoxP3, and IL‐17/IL‐10 had a considerable enhancement in patients compared with the controls and also in dead patients compared with the improved cases. The findings showed that enhanced responses of Th17 cells and decreased responses of Treg cells in 2019‐n‐CoV patients compared with controls had a strong relationship with hyperinflammation, lung damage, and disease pathogenesis. Also, the high ratio of Th17/Treg cells and their associated factors in COVID‐19‐dead patients compared with improved cases indicates the critical role of inflammation in the mortality of patients.

Neither extraversion nor neuroticism measures trait vulnerability to depression, and neuroticism scores mainly reflect symptoms of depression.

Purpose The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment. Design/methodology/approach The study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted. Findings The findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment. Research limitations/implications A key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries. Practical implications From an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment. Originality/value The research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.

The main objective of this study was to investigate the impact of spiritual values (i.e., sense of meaning, sense of community, and wisdom) on employee’s helping behavior. This study also investigated the moderating effect of the Islamic work ethic (IWE). The research framework was supported by the Al-Ghazali theory of soul. A cross-sectional design with purposive sampling was used to collect data from 344 first-line managers within the Pakistan airline industry. A total of 316 useable questionnaires with a response rate of 49.37% was used for data analysis. Partial least square (PLS) second-generation structural equation modeling (SEM) method (Smart-PLS software) was employed to test the hypothesized relationship. The current study findings revealed that spiritual values had a positive influence in affecting employees’ helping behavior. In addition, the moderation test showed a significant influence of IWE on the specific relationships of spiritual values and helping behavior. Implications for theoretical and practical discussion and limitations of the study are taken into account along with suggestions for future research. This study enriches the existing literature on spiritual values, employee behavior, and IWE.Abbreviations: IWE: Islamic Work Ethic; AVE: Average variance extracted; IATA: International Air Transport Association; PLS: Partial Least Square; SEM: Structural Equation Modeling; PIA: Pakistan International Airline

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Pakistan's high unmet need for contraception and low contraceptive prevalence remain a challenge, especially in light of the country's expected contribution to the FP2020 goal of expanding family planning services to an additional 120 million women with unmet need. Analysis of panel data from 14 Pakistani districts suggests that efforts to reduce unmet need should also focus on empowering women who are currently practicing contraception to achieve their own reproductive intentions through continuation of contraceptive use of any method. Providing women with better quality of care and encouraging method switching would bridge the gap that exists when women are between methods and thus would reduce unwanted births. This finding is generalizable to other countries that, like Pakistan, are highly dependent on short‐acting modern and traditional methods. The approach of preventing attrition among current contraceptive users would be at least as effective as persuading nonusers to adopt a method for the first time.

This paper aims to investigate the effect of IQ (intelligence quotient) EQ (emotional quotient) and SQ (spiritual quotient) on employee performance in government sector of Pakistan This study adopted Spiritual Intelligence Self-Report Inventory (SISRI) by D. King., Emotional quotient scale by Reuven Bar-On, Intelligent quotient factor analysis by Adrian Furnham, Religion Personality Index (MRPI) by Azimi Hamzah and Measurements of performance by Sarmiento, Beale & Knowles (2007). The data was collected from ministry, administration and directorates of Pakistan. The study administered and received all the 347 completed set of questionnaires (259 employees of grade 1-13, 72 employees of grade 14-18 and 16 employees of grade [19][20][21][22]. SEM result of IQ, EQ and SQ shows that they have the significant and positive correlation with the performance of employees. SQ improves performance if the trainings regarding it are provided. Functions of Religion as a moderator in employee job performance. This research has extended knowledge in the workplace with SQ confirm that SQ is more important than the EQ and IQ in influencing the employee performance. The empirical findings of the study shows that organizations may formulate strategies and policies to improve performance of employees by encouraging and allowing the activities of spiritual quotient in the workplace, regardless of religion and spiritual beliefs, and thus facilitate the mutual understanding and respect. This is the only study that measured the impact of IQ, EQ and SQ on employee's performance with religion as a moderator.