Medicinal plants have bioactive compounds which are used for curing of various human diseases and also play an important role in healing. Phytochemicals have two categories i.e., primary and secondary constituents. Primary constituents have chlorophyll, proteins sugar and amino acids. Secondary constituents contain terpenoids and alkaloids. Medicinal plants have antifungal, antibacterial and anti-inflammation activities. The present study involves ten different medicinal plants Acacia nilotica, Psidium gujauva, Luffa cylindrical, Morus alba, Morus nigra, Momordica charantia, Fagonia cretica, Punica granatum, Ficus palmate and Prunus persica locally available in Mardan region of Pakistan. The leaves of the selected medicinal plants were washed, air dried and then powdered. The aqueous extract of leaf samples were used for the phytochemical analysis to find out the phytochemical constituents in the plants. The main objective of the research work was to check the presence or absence of the phytochemical constituents in all the selected medicinal plants. The results of the phytochemical analysis of these medicinal plants showed that the terpenoids, phlobatannins, reducing sugar, flavonoids and alkaloids were found to be present in afore mentioned medicinal plants.The phytochemical analysis of the plants is very important commercially and has great interest in pharmaceutical companies for the production of the new drugs for curing of various diseases. It is expected that the important phytochemical properties recognized by our study in the indigenous medicinal plants of Mardan will be very useful in the curing of various diseases of this region.

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Purpose Drawing upon affective events theory, the authors propose that the subordinates’ negative gossip acts as a targeting affective event which leads to supervisor negative emotions. In turn, such negative emotions provoke supervisors to exhibit abusive behavior toward their subordinates. Additionally, the authors propose that an affective dispositional factor, namely, supervisor emotional regulation, moderates the hypothesized relationships. Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions. The paper aims to discuss this issue. Design/methodology/approach Data were collected from employees (e.g. subordinates) and their immediate supervisors in organizations representing a variety of industries (e.g. finance, health care, information technology, public safety and human services) located in three cities in China. Respondents were recruited from different professional online forums with the offer of free movie tickets in return for participation. Findings Using multisource data and a moderated-mediation model, the authors find that the supervisor’s perception of the subordinates’ negative workplace gossip is associated with abusive supervision through the supervisor’s negative emotions. Moreover, the supervisor’s emotional regulation mitigates the relationship between such negative gossip and the supervisor’s negative emotions, but not the relationship between the supervisor’s negative emotions and abusive supervision. Research limitations/implications Like all studies, the current one is not without limitations. First, the data were collected using a cross-sectional research design, which limits the interference of causality among the hypothesized relationships in the model. Future research work should apply alternative research designs such as a daily diary or longitudinal data collection (Shadish et al., 2002), in order to support the validity of the study. Practical implications In practical terms, abusive supervision is recognized as a destructive workplace behavior that is costly to organizations (Mackey et al., 2017; Martinko et al., 2013). Thus, it is important for organizational management and practitioners to understand the reasons why supervisors exhibit abusive behavior toward subordinates. Social implications Through this study, higher management must understand harmful effects of subordinates’ workplace negative gossip, it must be recognized as other types of workplace mistreatment (rudeness and incivility), establishment and enforcement of the code of conduct can prevent negative workplace gossip prevalence in the workplace. Originality/value This study has contributed to the organizational behavior literature in several aspects. First, most studies have examined the consequences of abusive supervisor through subordinates victimization, current study contributes in the ongoing stream of research by examining antecedents of abusive supervision through subordinates’ social victimization (e.g. negative workplace gossip) of supervisors.

The research on work-related antecedents of workplace incivility (WI) is well-established, yet relatively less attention has been paid to non-work-related experiences as key antecedents to employees' incivility at work. Drawing upon the incivility spiraling framework and spillover theory, we use a moderated-mediation model to investigate the impact of employees' experience of family incivility on their behavioral WI through the mediation of negative emotions and the moderation of self-efficacy for emotional regulation (SEER). The multisource field data also demonstrate general support for the hypothesized relationships. Findings revealed that negative emotions carry the spiraling effect from family incivility to WI. In addition, SEER moderated the positive direct relationship of experienced family incivility and negative emotions, and indirect association with behavioral WI. These findings have implications for theory and management alike, further suggesting directions for future research.

PurposeThis study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS.Design/methodology/approachUsing a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan.FindingsThe findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS.Practical implicationsOrganizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices.Originality/valueThis research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.