The main objective of this study was to investigate the impact of spiritual values (i.e., sense of meaning, sense of community, and wisdom) on employee’s helping behavior. This study also investigated the moderating effect of the Islamic work ethic (IWE). The research framework was supported by the Al-Ghazali theory of soul. A cross-sectional design with purposive sampling was used to collect data from 344 first-line managers within the Pakistan airline industry. A total of 316 useable questionnaires with a response rate of 49.37% was used for data analysis. Partial least square (PLS) second-generation structural equation modeling (SEM) method (Smart-PLS software) was employed to test the hypothesized relationship. The current study findings revealed that spiritual values had a positive influence in affecting employees’ helping behavior. In addition, the moderation test showed a significant influence of IWE on the specific relationships of spiritual values and helping behavior. Implications for theoretical and practical discussion and limitations of the study are taken into account along with suggestions for future research. This study enriches the existing literature on spiritual values, employee behavior, and IWE.Abbreviations: IWE: Islamic Work Ethic; AVE: Average variance extracted; IATA: International Air Transport Association; PLS: Partial Least Square; SEM: Structural Equation Modeling; PIA: Pakistan International Airline

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.

This paper aims to investigate the effect of IQ (intelligence quotient) EQ (emotional quotient) and SQ (spiritual quotient) on employee performance in government sector of Pakistan This study adopted Spiritual Intelligence Self-Report Inventory (SISRI) by D. King., Emotional quotient scale by Reuven Bar-On, Intelligent quotient factor analysis by Adrian Furnham, Religion Personality Index (MRPI) by Azimi Hamzah and Measurements of performance by Sarmiento, Beale & Knowles (2007). The data was collected from ministry, administration and directorates of Pakistan. The study administered and received all the 347 completed set of questionnaires (259 employees of grade 1-13, 72 employees of grade 14-18 and 16 employees of grade [19][20][21][22]. SEM result of IQ, EQ and SQ shows that they have the significant and positive correlation with the performance of employees. SQ improves performance if the trainings regarding it are provided. Functions of Religion as a moderator in employee job performance. This research has extended knowledge in the workplace with SQ confirm that SQ is more important than the EQ and IQ in influencing the employee performance. The empirical findings of the study shows that organizations may formulate strategies and policies to improve performance of employees by encouraging and allowing the activities of spiritual quotient in the workplace, regardless of religion and spiritual beliefs, and thus facilitate the mutual understanding and respect. This is the only study that measured the impact of IQ, EQ and SQ on employee's performance with religion as a moderator.

Purpose This study aims to synthesize the rich knowledge on spiritual intelligence (SI) research within the framework of human resource development (HRD) research. Design/methodology/approach Based on the search of multiple electronic databases authors conducted thematic review of the literature on SI and HRD. Themes associated with SI and HRD are extracted while employing the content analysis technique. Findings Five major themes emerged through the process of content analysis on the body of the reviewed literature. The themes which described the presence of SI-related research within the field of HRD, included: Conceptual connections between SI and HRD; SI Holistic Mechanism; SI and Leadership development, SI measurement tools and, finally, the impact of SI on sustainability. Research limitations/implications The inclusion and exclusion criteria are that the search for this review has been limited to peer-reviewed journals that are published SI-related articles. This paper excluded all articles on SI that `do not explicitly discuss the valuable role of human resources. The key words used are spiritual intelligence (SI) and HRD. Originality/value This paper offered new-fangled value and insightful understanding on SI and its implications for other areas, more specifically HRD. It suggests that SI is an important component for organizational development. Such interventions nurture the human resources that can lead to better performance as a whole.

Purpose The purpose of this paper is to obtain greater insights into the implications for human resource development (HRD) in times of economic development, with a focus on China–Pakistan economic corridor (CPEC). In recent times of economic development, a number of economic corridors have emerged globally as tools of regional cooperation and development. In the context of Pakistan, there is a lack of appropriate attention to the field of HRD, which has suffered neglect through the decades (Abbasi and Burdey, 2008; Asrar-ul-Haq, 2015). With this conception, the present economic interventions merit a well-constructed and proper HRD policy for Pakistan. This study will provide HRD insights for policymakers, researchers, entrepreneurs and business executives. Design/methodology/approach The research approach of this study is purely based on literature review and on secondary data. Findings Based on the facts and literature reviews, this study concluded that One belt, One Road in general and CPEC in particular as an economic corridor can bring sustainable and long-lasting impact on the economy only if HRD is given proper attention. Originality/value To the best knowledge of the researchers, this is the first study that highlighted the HRD issue in CPEC.

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Plants are frequently exposed to wide range of harsh environmental factors, such as drought, salinity, cold, heat, and insect attack. "eing sessile in nature, plants have developed different strategies to adapt and grow under rapidly changing environments. These strategies involve rearrangements at the molecular level starting from transcription, regulation of mRN" processing, translation, and protein modification or its turnover. Plants show stress-specific regulation of transcription that affects their transcriptome under stress conditions. The transcriptionally regulated genes have different roles under stress response. Generally, seedling and reproductive stages are more susceptible to stress. Thus, stress response studies during these growth stages reveal novel differentially regulated genes or proteins with important functions in plant stress adaptation. Exploiting the functional genomics and bioinformatics studies paved the way in understanding the relationship between genotype and phenotype of an organism suffering from environmental stress. Future research programs can be focused on the development of transgenic plants with enhanced stress tolerance in field conditions based upon the outcome of genomic approaches and knowing the mystery of nucleotides sequences hidden in cells.

This conceptual article aims to shed light on the significance of human spiritual dimension in the process of human resource development (HRD). It suggests spiritual intelligence as the missing link in the process of human development that should be identified and considered as an important factor for developed and morally qualified human resources. Moreover, this article also uncovered the growing interest of spiritual intelligence and its implications for HRD. The interest in spiritual intelligence in the body of knowledge has been established in depth which assures that SI embedded in the fabric of the fields of organizational behaviour and psychology. The article emphasizes the vital influence of SI on bottom line of the organization, whereby, human resources can meaningfully contribute towards organization with improved performance. The conventional strategy of organizations in flourishing their employees is more on enhancement of individual’s knowledge, skills, abilities (Intelligence Quotient) and emotions control (Emotional Quotient). However, despite this immense interest in human capital, organizations tend to fail to have holistic approach of human resource development which eventually affects their performance. Further, the article indicates that without considering spiritual development of employees, the logic (IQ) and emotions (EQ) could not be the only ample source for human beings to perform utmost standard performances. Therefore, based on this, we conclude that the emerging notion of human spiritual quotient and its multi-dimensions must be included in HRD initiatives in order to have holistic mechanism.