This study examines the impact of Islamic Work Ethic (IWE) on organizational citizenship behaviors (OCBs) and knowledge-sharing behaviors (KSBs) among university employees in Pakistan. A total of 215 respondents from public sector educational institutions participated in this research. The findings suggest that IWE has a positive effect on OCBs. In other words, individuals with high IWE demonstrate more citizenship behaviors than those with low IWE. The findings also suggest a positive effect of IWE on KSBs. Individuals with high IWE exhibit more KSBs than those with low IWE. The paper also discusses the theoretical and practical implications of these findings.

PurposeThis paper aims to explore the relationship between green human resource management (GHRM) practices and the environmental performance (EP) of firms belonging to industries that may lean toward environmental pollution (e.g. oil and gas). The authors propose a holistic (serial mediation) model based on the ability-motivation-opportunity (AMO) theory and the social exchange theory (SET) and integrate organizational, i.e. perceived organizational support (POS), and individual, i.e. innovative environmental behavior (IEB), factors as explanatory mechanisms. The authors then test the model in a developing country context.Design/methodology/approachData were collected from white collar workers in the oil and gas industry in Pakistan. A structural equation modeling (SEM) technique and the PROCESS model 6 were used to analyze the hypothesized serial mediation model.FindingsThe authors found support for the fully meditating serial mediation model. Although the direct effects of GHRM and EP were insignificant, the total effects and indirect effects through POS and IEB were significant. Similarly, the research also found support for organizational and individual factors as explanatory mechanisms in the relationship between GHRM and EP.Originality/valueThis research adds to the existing literature on GHRM and the corporate EP link through proposing and testing a model of the mediating effects of POS and IEB. Furthermore, it provides empirical evidence of this model in the oil and gas sector using an Asian developing country as the context of study.

Background: Iron deficiency is the most common nutritional disorder in the world. The aim of this questionnaire based survey study was to determine the prevalence of iron deficiency anemia in reproductive age women, and their relation to variables such as age, marital status, education with those attending obstetrics and gynecology outpatient of King Faisal University Health Centre in Al-Ahsa in eastern region of Kingdom of Saudi Arabia. Materials and Methods: This study was conducted for the period of 6 month staring from September 2012 to February 2013. The questionnaire had three sections on personal information: their educational indicators, gynecological clinical history, and hematological indices. Results: The average age was 25.97±7.17 years. According to the gynecological clinical history of the respondents, 15 (48.4%) respondents were pregnant while 16 (51.6%) were not pregnant. There was significant effect of pregnancy status on Hb level. Majority of the anemic respondents 15/17 were married. Moreover 14/17 anemic women were experiencing severe menstrual bleeding, 11/17 respondents were pregnant. 54.8% of respondents were hemoglobin deficient while 77.4% were found to have low Hct. In 87.1 % of the respondents, transferrin saturation was found to be abnormal. Conclusion: In this study iron deficiency anemia is quite prevalent in the university community especially among pregnant women. The fetus's and newborn infant's iron status depends on the iron status of the pregnant woman and therefore, iron deficiency in the mother-to-be means that growing fetus probably will be iron deficient as well. Thus iron deficiency anemia during pregnancy in well-educated set up needs more attention by the concerned authorities.

This article presents a study of the curvilinear role of psychological resources during goal striving through an interactive model linking work goal progress to a valued resource. Specifically, we explore the nonlinear relationship of grit with work goal progress. Additionally, we test the moderating role of perceived organizational support (POS) for this relationship. We hypothesized that an employee’s goal pursuit is not merely contingent on the excessive availability of the selected resources but instead might be an outcome of interaction between personal resources and the environment. Our sample comprises 293 university professors working in the United States who completed questionnaires at two time points. The study findings confirm the curvilinear role of grit in predicting work goal progress. Furthermore, the moderating role of POS on the nonlinear relationship between grit and work goal progress is confirmed to be significant. We discuss the theoretical implications for industry concerning performance and self‐regulation based on our findings.

In the present study, we examine the reciprocal relationship between employees' perceptions of workplace incivility and their deviant silence. We also explore the moderating role of moral attentiveness on the relationship between workplace incivility and deviant silence. Utilizing threewaves of longitudinal data from 297 full-time employees working in different industrial sectors in the United States, we find support for the reciprocal model as the best fit to the data, thus validating relationships over time between our study variables. Taken together, our results suggest that workplace incivility at T1/T2 significantly predicted deviant silence at T2/T3. The results also reveal that deviant silence at T1/T2 significantly predicted workplace incivility at T2/T3. Importantly, we found that reflective but not perceptual moral attentiveness significantly reduced the negative influence of workplace incivility on deviant silence in subsequent time periods.