Purpose The purpose of this study is to examine the relationship between the customer knowledge management capability (CKMC) on project performance through strategic agility in the context project based software companies of Pakistan. The aim of the paper is to find out whether and how is customer knowledge beneficial for project performance and recognized as the important source of advancement of the knowledge management (KM) theory and the essential subject in practical ground. Design/methodology/approach In this study, non-probability, simple random sampling method was used to collect the data because it excludes bias from the data collection process. Although, the population of this research includes 307 employees working in different 30 public and private projects based software firms, operating in twin cities Rawalpindi, Islamabad. The respondents are project supervisors, team members, customers working on these different projects. Because of time limitation data has been collected within four months (i.e. November 2018 to February 2019) for this study, it is not time-lagged study and the data were collected at one time, so the design is cross-sectional in nature. The analysis was established using partial least squares-structural equation modeling (Smart PLS-SEM v.3.2.8) software to test hypotheses. Findings The results revealed the structural equation modeling that the components creating, transferring, integrate and influence ensure the most significant job in clarifying the customer knowledge and enhancing the capability to understand the customer needs and want which lead to decrease project delay, over consumption of the budget and directly lead to increase the project performance. The analyzed results also successfully justified the gap of this research study by showing the significant relationship between CKMC and project performance, also the indirect effect of CKMC through strategic agility on project performance more than its direct effect. So, the strategic agility plays positive and significant mediating role between CKMC and project performance, therefore the all sub-hypothesis and primary hypothesis were accepted. Originality/value This study sets the context with a brief summary of the key characteristics of the CKMC to improve the new product performance, enhance product/service quality, also reduce costs and enhance the competitiveness of organizations. Organization ought to acknowledge how to use KM to generate their revenues and achieve their goals. However, available techniques and methodology to measure the sufficiency are dissatisfying and consistent need for assessments and evaluations of this issue are felt.

PurposeResearch on adopting leadership style like ambidextrous leadership to enhance employees' innovative work behavior (IWB) is in an initial stage. Moreover, employees need a high knowledge sharing attitude to show more IWB. The purpose of this study is to empirically test the impact of ambidextrous leadership on IWB with the mediating role of knowledge sharing and the moderating role of innovativeness as a project requirement (IAPR).Design/methodology/approachThe simple random sampling technique was used to collect data from 542 employees of project-based construction companies operating in Pakistan. Smart partial least squares-structural equation modeling (Smart PLS SEM v.3.2.8) was used to test the hypotheses.FindingsThe result revealed that ambidextrous leadership has a significant and positive effect on knowledge sharing but negative effect on IWB at the workplace. Additionally, the mediating role of knowledge sharing has been tested and proved to be a potential mediator between ambidextrous leadership and IWB. Also, IAPR as moderator has a significant and positive effect on knowledge sharing and IWB.Practical implicationsThe managers need to develop an ambidexterity-oriented strategy and communicate this strategy across the members of the whole organization. These processes can be facilitated by ambidextrous leaders with complex behavioral repertoires and specific constellations and characteristics of top management teams.Originality/valueThe relationship between ambidextrous leadership and IWB is the new contribution through the mediating of knowledge sharing between AL and IWB also moderation role IWB between knowledge sharing and IWB.

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The purpose of this study is to empirically test the impact of employee empowerment on organizational commitment through the mediating role of job satisfaction. The non-probability random sampling technique and time lag was used to collect data from 307 employees working at four and five Stars Hotels in two cities Rawalpindi, Islamabad of Pakistan. Smart Partial least squares-structural equation modeling (Smart PLS SEM v.3.2.8) was used to test the hypotheses. The result indicates that employee empowerment has a significant and positive impact on organizational commitment. Also, job satisfaction is considered as a potential mediator between employee empowerment and organizational commitment. Furthermore, to sup-port the results current study used the social exchange theory. Finally, some theoretical and practical contributions to employee empowerment and organizational commitment literature, and research limitations and future directions are presented.

This work aims to examine the impact of green training on green environmental performance through the mediating role of green competencies and motivation on the adoption of green human resource management. The convenience sampling technique was employed to collect data through an online survey undertaken at public and private universities in Malaysia. The analyses were conducted using the Statistical Package for the Social Sciences (SPSS) v.25 and Smart PLS v.3 software, with the aim of testing the predefined hypotheses. It was revealed that green training has a significant impact on green environmental performance, and all six dimensions of green competencies, namely, skills, abilities, knowledge, behavior, attitude and awareness, were also green motivations. Both green competencies and motivations positively and significantly mediated the relationship between green training and environmental performance.

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This study investigated the impact of entrepreneurial attitude, perceived desirability, and perceived feasibility on sustainable entrepreneurship intentions under the moderating impact of entrepreneurial passion among undergraduate students of Malaysia. It was a quantitative study that compared two groups of students, i.e., Group A, comprised of students who have studied entrepreneurship modules and whose programmes did not offer any dual/triple award degrees and Group B, made up of students who have studied entrepreneurship modules and whose programmes offered dual/triple award degrees. Data were collected from 542 undergraduate students of universities located in Kuala Lumpur and Selangor through survey questionnaire. WarpPLS Software version 7.0 was used to analyse the data. The findings of this study revealed that Group B students’ entrepreneurial attitude, perceived desirability, and perceived feasibility positively and significantly impacted the sustainable entrepreneurship intentions under the moderating impact of entrepreneurial passion. However, the impact of entrepreneurial attitude was found positive and significant on sustainable entrepreneurship intentions among students of Group A and entrepreneurial passion was found to be significant moderator to improve the impact of only entrepreneurial attitude and perceived desirability on sustainable entrepreneurship intentions but not for the impact of perceived feasibility on sustainable entrepreneurship intentions among these students. Moreover, the direct impacts of perceived desirability and perceived feasibility were also found non-significant on sustainable entrepreneurship intentions among Group A students. The findings reveal that universities having partnership with other overseas’ universities may offer high quality entrepreneurship modules due to which their students have high entrepreneurial passion and develop more entrepreneurial attitudes, and are more willing and capable to start their own businesses as compared to students of other local universities who have no partnership with overseas’ universities.

Purpose Business competition is getting more intense nowadays, and corporate survival is getting harder; consequently, corporate managers have to make financial decisions in complex and globalized scenarios. As a result, in order to compete in today’s global economy, businesses are contemplating incorporating behavioural components of human psychology into their decision-making processes. Corporations are masters of quantitative analysis, but they rarely pay attention to behavioural elements of organizational success. Emotional intelligence is important in many parts of life; therefore, it is crucial to look at its dimensions when it comes to corporate financial decision-making. Methods A simple random sampling technique was used to collect data from 200 senior-level managers from the corporate sector located in the twin cities of Rawalpindi and Islamabad of Pakistan. SPSS version 22 was used to test the hypotheses. Results Results of the study show the gender-based variation in corporate financial decision-making detailing the higher impact of EI of males on CFD than their counterparts in the corporate sector organizations. The elements of self-awareness, empathy, motivation and self-regulation affect the financial decision-making of both the genders with varying degrees of influence, whereas social skills do not affect CFD of both genders. Conclusion The study findings explicate that the influence of self-awareness and empathy constructs of EI on corporate financial decisions is stronger in female managers than their male counterparts. However, male managers exhibit a significantly stronger influence of motivation, social skills, and self-regulation dimensions on their financial decisions compared to female managers in a corporate setting. Overall, the impact of EI on CFD is slightly higher in male managers. These empirical outcomes imply that organizations should assess the employees not only for technical skills but also based on their emotional intelligence during the recruitment process.