PurposeThis empirical study aims to explore the linkage among authentic leadership traits and job performance via the mediating role of high-performance human resource practices (HPHRPs) in a developing country context. Social exchange theory and trait theory are widely employed in many disciplines but seldom applied to job performance among Pakistan Telecommunication Company Limited (PTCL) employees.Design/methodology/approachThe sample of the study is PTCL's employees. A cross-sectional design was employed and data was collected from 377 employees via questionnaire. This is an exploratory study; therefore, partial least square–structural equation modeling (PLS-SEM) was employed to answer the research questions.FindingsThe findings of this study revealed that relational transparency, directly and indirectly, influenced job performance with the partial mediating role of selective staffing and extensive training. Furthermore, balance processing, directly and indirectly, influenced job performance with the partial mediating role of incentive reward, while self-awareness, internalized moral perspective, employment security and result-oriented appraisal were insignificant influences on job performance.Practical implicationsThe results of the study delineated practical applications for both the researchers and policymakers. The results of this study would also augment the body of knowledge on human resource practices in both developed and developing countries.Originality/valueThis study found and reported authentic leadership traits and HPHR as the main sources of job performance in PTCL. This study empirically examined the influence of authentic leadership traits on job performance with the mediating role of a bundle of HPHRPs in a developing context.

The main aim of this empirical study is to explore the mediation role of the leader-member exchange (LMX) between organizational justice and job performance in several tobacco companies in Pakistan. Two models are represented in this study, the first showing the influence of the dimensions of organizational justice on job performance, and the second the influence of organizational justice on job performance with the mediating role of LMX. The data was collected from 290 employees working within several tobacco companies in Pakistan. The results of the statistical analysis found that the dimensions of organizational justice had both a direct and indirect stronger effect on job performance. It was proved empirically that LMX plays a vital role not only on organizational justice but also on employee performance. This is one of the first studies to empirically examine the mediating role of LMX in the relationship between the dimensions of organizational justice on job performance in tobacco companies in Pakistan. The study highlights the importance of job performance theory when designing strategies to promote performance.

There were inconsistent findings on the network ties’ governance on the strength of relationship thus supporting the need to empirically prove the variations associated with the elements of entrepreneurial networking. This study aims to explore how the ownermanagers decide the network governance of network ties strength in their relationships in entrepreneurial networking. Specifically, the objective of the study is to determine the governance of network tie strength in entrepreneurial networking. This is a qualitative study involving eight cases of small-sized food manufacturing firms in the southern region of Malaysia using an in-depth interview technique with the owner-managers. The triangulation of data has been carried out by interviewing individuals who are seen as strong and weak ties of the network. This study found that the strength of ties was not only based on the strong intimacy and high emotional attachment (SIHEA) and trust, but also governed by the tie’s human capital (knowledge, skills, experiences, networking); their attitudes and values that dominate the contents of network relationships. It also found that these themes are integrated among each other in entrepreneurial networking. This study adds value to both network and human capital literature. Only few research studies have examined the network ties among small and medium-sized enterprises (SMEs) in Malaysia.

Autonomous Vehicle (AV) is the future of Auto industry, which integrates many high-end technologies. Autonomous Vehicle (AV) will enable the road transportation fully human-independent. In the context of driverless vehicles, smart driving assistance, and cuttingedge traffic assessment, object detection plays a crucial role. Real-time accurate object identification is crucial for traffic assessment and smart driving assistance. The system's primary duty is to provide the driver or controller with a precise understanding of the road or the area around the vehicle. Though visual based autonomous vehicles have demonstrated excellent prospects, there are few problems on how to find and interpret the difficult traffic conditions of the gathered statistics. Autonomous driving has been composed of a large number of different functions individually, such as vision based object detection. Further, a vision based object detection system is divided into dynamic and stationary objects on the road. In this study, a visual based system is intended to be designed for identification of different objects. The main contributions of this research are to detect multiple objects (both dynamic and stationary) that contribute to high and low risk of collision of vehicles on roads. Experimental results showed that our both trained models achieved higher precision compared to other state-of-the-art models.

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