The present study attempts to provide empirical evidence on the relationship between the four facets of entrepreneurial supports and rural entrepreneurs business performance. The entrepreneurial supports considered in the study are entrepreneurship training, marketing support, business networking, and financial support. A survey among 183 rural entrepreneurs was carried out. Self-reported measures were used to obtain data pertaining to government entrepreneurial initiatives and rural entrepreneurs’ business performance. The multiple regression analysis was used to ascertain the proposed relationships and it was found that all entrepreneurial initiatives such as entrepreneurship training, marketing support, business networking and financial support were significantly related to business performance. Discussion on the findings is highlighted, so as the implications for practice and future research. Towards the end, the paper also highlights limitations of the study that could be taken into consideration by future scholars for further empirical enrichment.

Purpose The purpose of this study is to determine the impact of job security on doctors’ retention, with job satisfaction and job embeddedness as the mediators. In doing so, the authors seek to contribute to the existing literature by providing additional empirical evidence on the links between job security, job satisfaction, job embeddedness and employee retention by using social exchange theory. Design/methodology/approach An empirical study was conducted on doctors working in public hospitals in Pakistan. Data from selected public hospitals were collected using semi-structured questionnaires. The simple random sampling method was applied for participant selection and partial least squares-structural equation modelling was used for data analysis purposes. Findings The findings confirmed the direct and mediation relationships. Thus, all of this study’s hypotheses are supported. The results indicate that job security can improve doctors’ retention. Further, job satisfaction and job embeddedness play crucial roles in mediating the direct relationship. Originality/value This study elaborates job security in health-care sector of Pakistan and also provides empirical evidence of the antecedents and mediators of doctors’ intention to continue working in the health-care industry.

The purpose of this paper is to review existing literature on the uncommon phenomenon of employee retention in the context of Pakistan. With that objective, this work utilizes literature on employee retention determinants. Based on the thorough literature review, it was found that human resource practices, motivation and compensation are the most highlighted factors in the banking, education and telecom sectors of Pakistan. In addition, the social exchange theory was found to be the most frequently used theory for explaining the phenomenon. Further exploration of employee retention is needed to better comprehend this concept in terms of industry, methodology and theory. For example, retail, manufacturing, hotels and healthcare sectors that have been neglected in past researches could be explored in future studies in Pakistan. Methodology wise, the application of the partial least square method could be a valuable addition to the new studies. Lastly, on the theoretical side, new theories other than the social exchange theory could be empirically incorporated such as the resource-based theory, knowledge base theory and dynamic capability theory which could provide a promising area of research.

The aim of this paper is to investigate the antecedent factors of techno stress towards EHRM in government agencies of Malaysia. The data for this study were collected from seven HRMIS experts in three state governments of Malaysia. Based on the semistructured interviews among HRMIS experts, three main characteristics of the user, namely, attitude, technology readiness and readiness for change were identified. The HRMIS experts were identified that all these three characteristics were related to the components of techno stress, which are techno-overload, techno-invasion, techno-complexity, techno-uncertainty, and technoinsecurity. Implications of the study and recommendations for future research are also discussed.

The purpose of this paper is to determine the relationship between transformational leadership, employee voice, training and development, and employee engagement among employees in a financial institution in Kuala Lumpur, Malaysia by using social exchange theory in this study. Quantitative data were collected using survey design, for which 248 employees responded. These employees were sourced from the financial institution. Based on multiple linear regression analyses, this study finds that transformational leadership, training and development are positively related to employee engagement. However, employee voice has no significant influence on employee engagement, which is employee engagement is not influenced by employee voice. The findings of this study offered useful knowledge and bright insights for future researchers concerning the scope of the study. In the matter of practice, the findings have contributed to the management of the banking sector in which they can apply two independent variables such as transformational leadership and training and development to enhance employee engagement in a financial institution.