Purpose This study aims to investigate the impact of three determinants of organizational identification (OID) on employee performance (EP) in the context of private business institutions. Design/methodology/approach A sample of 175 permanent faculty members from four top universities in Karachi, Pakistan, was interviewed using a five-point Likert scale questionnaire. The data were inserted in SPSS 22 and SmartPLS v 3.2 for performing the analysis. Findings Results of the study showed a significant effect in perceived supervisor support on OID; OID; job satisfaction and EP; and mediating relationship. Conversely, an insignificant effect was observed in workplace incivility. Research limitations/implications It is highly recommended that organizations work on the areas that lead to enhancing their employees’ performance. Also, human resource should create a healthy culture that promotes initiatives, open-door policies and discourages power distance. Lastly, one of the key responsibilities of management is to strengthen their OID because employees are more likely to identify with their supervisors if they invest in the organizations they work for. Practical implications This study will help strengthen the relationship between supervisors and university employees. It will guide the supervisors to acknowledge and appreciate the efforts of their subordinates and develop recreational policies and employee engagement activities. In addition, it will help develop a conducive environment and enhance the quality of education in the university and the society. Originality/value Understanding the determinants of OID on EP in the educational context is very important as it enhances the quality of EP and the overall quality of education of the institution.

PurposeThe purpose of this paper is to evaluate and understand the factors that contribute to the enhancement in the process of supply chain activities, specifically among manufacturing industries.Design/methodology/approachThis paper follows the quantitative approach by disseminating a structured questionnaire to supply chain practitioners working in manufacturing industries. A sample of 109 responses is gathered from senior employees involved in sales and operations planning. Exploratory and confirmatory factor analyses are performed to evaluate the reliability and validity of the model. Lastly, SmartPLS is used to test the hypotheses proposed in the study.FindingsThe findings revealed that demand sensing and managing practices positively impact supply chain performance by creating dynamic distribution capabilities. It is observed that distribution capabilities integrate both efficient and effective handling of resources. However, demand management practice has insignificant relationship with supply chain performance.Research limitations/implicationsThe authors suggest that supply chain management must expand in firms, and importance must be given as supply chain performance can provide competitive advantage in order to sustain in today's competitive market.Practical implicationsThe findings can help decision-makers working in the planning process by identifying the right tools to sense the market and react accordingly.Originality/valueThis paper is an initial effort to understand the dynamic distribution capabilities by establishing the link with the studied variables, especially in the manufacturing industries in Pakistan.

In this study we investigated the impact of emotional intelligence on university teacher satisfaction with emotional labor strategies as mediators. In order to evaluate this relationship, three scales were used WLEIS, TELSS and TSS for emotional intelligence, emotional labor strategies and teaching satisfaction respectively. The data was collected from 449 university teachers including both adjunct and permanent. Structured equation model and phantom model were utilized to analyze the mediating effect of emotional labor strategies on emotional intelligence and teaching satisfactions. In this study second-order factor of emotional intelligence was used and findings showed that emotional intelligence has a significant positive relationship with teaching satisfaction whereas surface acting and deep acting have negative impact on teaching satisfaction. However, expressions of naturally felt emotions have a positive insignificant relationship with the dependent variable. Surface acting and deep acting when worked as a mediator, they resulted in negative association between emotional intelligence and teaching satisfaction. Generally, this research revealed that emotional intelligence was critically important for the satisfaction of teachers with their work. This study would also help the university management to incorporate those emotional labor strategies which would in turn enhance teaching satisfaction. Keywords: Emotional Intelligence, Emotional labor strategies, Teacher satisfaction, University, Pakistan.

This paper aims to investigate the impact of emotional stability, transformational leadership, and innovative behavior on career success through self-efficacy from food manufacturing firms in Karachi, Pakistan. By following the quantitative approach, a structured questionnaire based on a five-point Likert scale was non-randomly disseminated to 304 employees working in food manufacturing industries with a response rate of 96%. Findings revealed that three of the constructs, transformational leadership, emotional stability, and innovative behavior have a positive and significant impact on the career success of employees along with the significant mediating effect of self-efficacy. The study concluded that if an employee puts the maximum effort to achieve the goal and a successful career will lead him to perform more productively, and this will be beneficial for the whole organizations. development.