In this literature review paper, the researcher has done some efforts to identify and further to elaborate the basic components of a research methods chapter that are integral part of any research paper while conducting grounded theory approach. Grounded theory is one of the data collection approach in qualitative research methods which is totally based on data rather than try to emerge theory from data. There are bulk of books and research papers written by world renowned researchers and authors but the aim of this paper is to help the early stage researchers in conducting their projects in grounded theory approach. In this paper, the researcher has shed light on history of grounded theory, how this theory rather approach works, target population, sampling technique, data collection methods and the role of a researcher in this whole research process, and another essential part of a qualitative research, ethics which play a crucial role while conducting and gathering a qualitative data, have also been discussed in this paper.

The researcher in this paper sought to identify the basic components that are integral part of any research methods while conducting a qualitative research. The researcher developed a qualitative research methods chapter while conducting research on a phenomenon of abusive supervision. This paper will help the research students to analyse a phenomenon such as abusive supervision in context of its ontology, epistemology, theoretical perspective, methodology and methods. Furthermore, target population, sampling technique, data collection methods and the role of a researcher in this whole research process, and another essential part of a qualitative research, ethics which play a crucial role while conducting and gathering a qualitative data, have also been discussed in detail.

Given the conservation of resources (COR) theory, this study examines the moderating effects of intimidation and recognition on the relationship between abusive supervision and a subordinate's job tension, emotional exhaustion, and turnover intention. Consistent with past research, the study found a positive relationship between abusive supervision and negative employee outcomes. However, regardless of the strong theoretical and empirical literature support for the moderating effects of intimidation and recognition on the direct relationship of abusive supervision and negative employee outcomes, empirical data did not reveal any moderating effects of the moderating variables, neither as a single construct nor as a combined construct. For the study, data has been collected through a convenient sampling technique from 443 professional employees in the telecommunications sector in Pakistan. The study contributes to the literature by focusing on the largely ignored subordinate's impression management tactic (e.g. intimidation) and the top management's recognition of the subordinate's job, on the relationship between abusive supervision and negative employee outcomes. Theoretical contributions and practical implications are discussed in the conclusion.

Purpose -The purpose of this paper is to find out the relationship between employee's green behaviors (EGBs) and environmental sustainability (ES). Presently, many ES issues have impact on organizations, e.g., energy cost and climate change. In business world, there is a positive trend among organizations to start reporting over performance of ES keeping their role as corporate social responsibility alive. Design/methodology/approach -Self-administered questionnaires were floated to gather data from employees of manufacturing and service industry. In order to analyze the collected data, regression analysis and correlation coefficient were employed to check hypotheses. Statistical Package of Social Sciences has been used for data analysis.Findings -Results reveal that there is a direct positive relationship between EGB and environment sustainability. The five dimensions of EGB, i.e., working sustainability, conserving, avoiding harm, influencing others and taking initiative also have significant association with ES. ES carries with itself sensational openings for the HRM role and with the opportunity originates responsibility. Practical implications -This study emphasizes the revised planning of training and development programs to create awareness among employees and strategies to improve ES and corporate social responsible level of organizations in competitive world. Originality/value -This research carries a new horizon to explore the association of EGBs with ES in banking sector. The study presents first-ever empirical evidence about the relationship between ES and EGBs from developing countries.

The purpose of this study is to explore and identify, with the help of literature-review, the new construct of Authenticity, Authentic Leaders, and further its impact on organization performance. As, it is totally a new construct in the leadership domain. It has been introduced/developed in the recent organizational context in order to avoid the un-ethical and un-wanted practices by leaders within the organization. With the help of literature-review, the author has supported the argument that authentic leaders have positive affects on the employees' attitude and behavior which ultimately lead the organization towards the enhanced performance.

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PurposeAbusive supervision climate (ASC) affects not only direct subordinates of abusive supervisors but also their colleagues who work in the same group. Therefore, this study aims to examine the underlying processes and boundary conditions of ASC's effects on group members' behaviors.Design/methodology/approachThe study collected data from 213 employees in 51 workgroups across 13 organizations in Pakistan. Data were analyzed in MPlus version 8 (Muthén and Muthén, 1998–2017) using a random intercepts multilevel model. The authors followed the procedures for testing 2-1-1 mediation with a participant-level mediator as outlined in Pituch and Stapleton (2012).FindingsThe results revealed that anger mediated the negative relationship between ASC and group members' organizational citizenship behaviors (OCBs), as well as the positive relationship between ASC and group members' withdrawal. In addition, agreeableness moderated the effect of group members' anger on OCBs, such that the relationship was stronger for more agreeable group members.Originality/valueThe findings contribute to the abusive supervision literature by elucidating anger as one mechanism through which ASC affects group members and by incorporating personality differences to better understand group members' behavioral responses.

Drawing upon affective events theory (AET), this study seeks to investigate the effects of workplace contextual factors – such as procedural justice climate (PJC), or a lack thereof – on subordinates’ ‘perception of abusive supervision’ (AS), which is largely overlooked in the domain of AS. The data (213 subordinates across 51 work groups) showed that subordinates’ perception of AS and their feelings of anger, in turn, mediated the deleterious effects of PJC (or a lack thereof) on subordinates’ organisational citizenship behaviours (OCBs). The study contributes to the AS literature by highlighting and investigating PJC, building on understanding around subordinates’ perceptions of AS. Also, by incorporating a two-stage mediating mechanism (stage 1: AS, stage 2: anger), this study investigates the full impact of the cascading effects of AS. Theoretical and practical implications are discussed. JEL Classification: C3, C31, C91, D23