Purpose-The purpose of this study was to investigate the relationship between various facets of job satisfaction among university academicians in Punjab Province, Pakistan, and how these differences affect overall job satisfaction of academicians in selected universities of Province Punjab.Design/ methodology/approach-The Population for this study comprised of academicians working in universities chartered by Higher Education Commission (HEC) of Pakistan. A total of 150 questionnaires were sent to potential respondents chosen from 4 universities. A total of 108 usable questionnaires were returned giving a response rate of 72 percent.Findings-Results of this study indicate that a pay differential does exist between private and public universities in Pakistan. Academicians in private sector universities were more satisfied with their pay, supervision, and promotional opportunities than the academicians of public university. On the other hand, academicians in public sector universities were found more satisfied with co-worker's behavior and job security.Research Limitations-This research is limited to the educational sector. Thus, the results cannot be generalized to other industrial sector of the economy. This study needs to be replicated in other industries using the same method.Practical implications-The study offers practical suggestions to the educational institutions and human resource manager on how to pay, promote, retain and maintain equity in the organizations.

Social media plays a significant role in modern life, but excessive use of it during the COVID-19 pandemic has become a source of concern. Supported by the conservation of resources theory, the current study extends the literature on problematic social media usage during COVID-19 by investigating its association with emotional and mental health outcomes. In a moderated mediation model, this study proposes that problematic social media use by workers during COVID-19 is linked to fear of COVID-19, which is further associated with depression. The current study tested trait mindfulness as an important personal resource that may be associated with reduced fear of COVID-19 despite problematic social media use. The study collected temporally separate data to avoid common method bias. Pakistani employees (N = 267) working in different organizations completed a series of survey questionnaires. The results supported the moderated mediation model, showing that problematic social media use during the current pandemic is linked to fear of COVID-19 and depression among employees. Furthermore, trait mindfulness was found to be an important buffer, reducing the negative indirect association between problematic social media use and depression through fear of COVID-19. These results offer implications for practitioners. The limitations of this study and future research directions are also discussed.

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Aims:To examine whether negative emotions could mediate the association linking social undermining in families (i.e. negative judgements that prevent the maintenance of positive familial ties) to nurses' deviant workplace behaviours (i.e. behaviours that disrupt the normal functioning of organisations), and whether neuroticism could moderate the association linking social undermining in families to negative emotions by adopting the spillover theory.Background: This study tested a moderated mediation model based on the hospital industry in Pakistan. Negative familial stressors can disrupt work-related behaviours, but it remains unknown as to how negative emotions and personality traits can affect this family-to-work relationship.Method: Temporally segregated survey data were collected from nurses (n = 325 dyads) working in the hospitals of Pakistan.Results: Findings showed that social undermining in families triggered deviant workplace behaviours in Pakistani nurses through the mediating effect of negative emotions.High levels of neuroticism strengthened the association linking social undermining in families to negative emotions.Conclusion: Our moderated mediated model showed that family-related stressors can "spill over" to the workplace and disrupt employee behaviours under the mediating effect of negative emotions. The perception of family-related negative emotions can also be increased among individuals with high levels of neuroticism. Implications for Nursing Management:We recommend the establishment of social support networks and workshops for nurses to cope with the negative emotions they experienced from family and non-work domains. K E Y W O R D S deviant work behaviour, negative emotions, neuroticism, social undermining, spillover theory | 939 SARWAR et Al.

Occupational health researchers have begun to realize that the psychological well-being of healthcare workers who are providing treatment against COVID-19 is deteriorating. However, there is minimal research conducted on it, particularly in the context of leadership. The current study aims to fill this important gap by identifying critical factors that can enhance the psychological well-being of healthcare workers. We proposed that safety specific transformational leadership enhances psychological well-being among healthcare workers, and COVID-19 perceived risk mediates this relationship. Furthermore, the safety conscientiousness of healthcare workers was proposed to be a boundary condition that enhances the negative relationship between safety-specific transformational leadership and COVID-19 perceived risk. Data were collected from healthcare workers (N = 232) treating COVID-19 patients in the hospitals of Pakistan through well-established adopted questionnaires. The discriminant and convergent validity of the data was tested through confirmatory factor analysis by using AMOS statistical package. The mediation and moderation hypotheses were tested by using PROCESS Macro by Hayes. The results showed that safety specific transformational leadership enhances psychological well-being among healthcare workers, and COVID-19 perceived risk mediates this relationship. Moderation results also confirmed that safety conscientiousness moderates the relationship between safety specific transformational leadership and COVID-19 perceived risk. This study offers implications for both researchers and practitioners.

After more than two decades of research on the positive side of organizational identification, researchers have begun to realize that it also has a dark side that needs immediate consideration. With support from social identity theory, the current study sheds light on the understudied role of the dark side of organizational identification by investigating its indirect effects on (a) psychological entitlement, (b) unethical pro-organizational behavior, and (c) pro-social rule-breaking through externally motivated organizational citizenship behavior, taking leader–member exchange as a boundary condition. Two surveys were conducted to test the proposed moderated mediation model. Data for the study 1 was collected from employees ( N = 356) working in the service sector (i.e., Universities, Banks and Telecommunication Organizations), whereas responses for study 2 were taken from employees ( N = 259) working in the hospitality industry. A time-lagged research design was selected for both surveys to avoid common method bias. The results demonstrate that organizational identification leads to adverse outcomes in the form of psychological entitlement, pro-social rule-breaking and unethical pro-organizational behavior through externally motivated organizational citizenship behavior. Furthermore, a high-quality leader–member exchange relationship enhances these indirect effects of organizational identification. Several theoretical and practical implications, along with limitations and future research directions, are also discussed.

COVID-19 has led to a global health emergency worldwide. As a result, healthcare workers undergo distress mainly due to the perceived risk of contracting the virus. Such stress might cause them to leave their jobs. In this context, the current study: (1) introduced the concept of perceived risk of COVID-19 and measured it by adapting and validating an existing scale available on the risk of infectious diseases and (2) investigated its outcomes, underlying mechanisms, and boundary conditions for healthcare workers. With the support of conservation of resources theory, the current study aimed to investigate the association between perceived risk of COVID-19 and turnover intentions among healthcare workers, particularly doctors, nurses, and paramedics staff. This study also aimed to investigate the mediating role of perceived fear of COVID-19 between perceived risk of COVID-19 and turnover intention. The current study also aimed to examine the buffering role that perceptions of hospital measures against COVID-19 could have on diminishing workers’ turnover intentions. Data were collected through a three time-lag email survey of healthcare workers in Pakistan (N = 178) who currently provide treatment to COVID-19 patients. The results supported the hypothesis that perceived risk of COVID-19 enhances fear of COVID-19 among healthcare workers and, consequently, their turnover intentions. Perceptions of hospital measures against COVID-19 weaken the relationship between perceived risk of COVID-19 and fear of COVID-19, which reduces turnover intentions of health care workers. The current study offers implications for theory, practitioners, and society.

Despite promoting positive employee outcomes, servant leaders may become the victim of manipulation by followers. The current study investigates this underexplored side of servant leadership by examining the employee-related outcomes of the interaction between servant leadership and follower Machiavellianism through mediating mechanism of exploitative manipulative behavior. It is argued that employees high in Machiavellianism engage in exploitative manipulative behavior to achieve subjective career success and social power while working with a servant leader. We used PROCESS macro to analyze our mediation and moderated mediation hypotheses, respectively. We collected data in a time-lagged design (three-time lags) from 320 dyads (self and peer) responses from service sector organizations. The results fully supported our hypotheses. Limitations and future research directions are also presented.