Paradox mindset as an equalizer: A moderated mediated perspective on workplace ostracism.

Incorporating the conservation of resources theory as a comprehensive framework, this study investigates a cohesive conceptual model analyzing the impact of workplace ostracism on employees' innovative work behavior (IWB). The investigation further delves into the mediating influence of perceived control and the moderating roles of paradox mindset and support for innovation. Data collection employed a survey approach involving three-time lags through questionnaires administered to 513 employees within Pakistan's public sector organizations. The hypothesized relationships were evaluated using conditional process modeling. Our research sheds light on how perceived control mitigates the negative impact of ostracism. The paradox mindset is identified as a key moderator influencing cognitive resources and navigating ostracism. Support for innovation enhances the link between perceived control and innovative work behavior. In addition, limitations, future research directions, and implications of our findings for fostering creative workplaces are also discussed.

Omnichannel Retailing in Light of Psychological Factors: A Mediated Model.

Purpose: Retail businesses have been seeing dramatic changes in the last decades. It has evolved from single-channel retailing to omnichannel retailing, providing a seamless shopping experience to customers. Customers armed with modern technology are creating challenges for retailers and forcing them to create an omnichannel environment. So, implementing an omnichannel retailing strategy is a big challenge for retail managers in the age of modern technologies. Retailers could evaluate consumers' usage intention of omnichannel retailing based on technological and psychological factors. However, research based on psychological factors is limited in the prevailing literature on omnichannel retailing. Based on the Motivational Model (MM) and Big-Five Factors (BFF) of personality traits, the study tried to fill the gap regarding the influence of psychological factors on omnichannel usage intention. Methods: A sample of 724 respondents through a structured questionnaire from a developing economy. The target population of the current study was internet users, as they might be prospective Omni shoppers in the near future. Relationships were tested through Structural Equation Modeling (SEM) with AMOS 23. Results: Results revealed that personality traits directly correlate with omnichannel usage intention, while motivations (intrinsic and extrinsic) partially mediate these relationships. Moreover, the results of the current study also revealed that the personality traits extraversion, agreeableness, and conscientiousness are vital antecedents of behavioral intention. Intrinsic and extrinsic motivations positively impact consumers' usage intention, while extrinsic motivation partially mediates intrinsic motivation and consumers' usage intention. Additionally, full mediation prevails in the association of consumers' usage intention and personality traits (emotional stability and Openness to experiences). Originality: The domino effects provide a solid theoretical milestone in understanding the phenomenon of omnichannel retailing strategy and facilitates marketing managers to design channel strategies for emerging economics.

Role of celebrity endorsement in promoting employees' organization identification: A brand-based perspective.

Celebrity endorsement has been used for decades to promote products to consumers. As employees are one of the primary stakeholders and are known as second consumers, their concerns about celebrity endorsement effectiveness and pride need attention for building their identification with an organization. This study investigated the internal branding process by examining employees' brand orientation, celebrity-organization value congruence, and the accuracy of employee portrayal. Data are collected from a leading multinational bank in Pakistan through a structured questionnaire. The results of the study showed that when employees felt celebrity endorsement matched organizational values, the celebrity successfully portrayed actual corporate values. Thus, employees believed that endorsement effectively gained consumers' attention and built a strong corporate image. The study affirmed that employees' sense of pride toward their organization motivates them to identify with it. Furthermore, the results showed that value congruence mediates the relationship between brand orientation and endorsement effectiveness, while pride mediates the relationship between endorsement effectiveness and organization identification. Service organizations could use brand orientation to gain accurate employee portrayal that revives their pride and attachment with the organization and enhances corporate identification. The future directions and limitations are discussed.

"No Pain No Gain": Presenteeism Evaluation Through Calling with Job Crafting as a Sensemaking Strategy.

Purpose: Researchers have a wide-ranging consensus on the negative side of presenteeism that leads to productivity loss; however, little is known about its flipside that has undertaken motivational factors as potential antecedents. This implicit gap is addressed by exploring a new perspective of presenteeism and proposing employees' calling as its precursor with the help of self-determination theory (SDT). The mediating mechanism is explicated with job crafting by considering it a sensemaking strategy that offers a plausible explanation of the positive association between an employee's calling and presenteeism. This research is an attempt to explore the positive side of presenteeism and generalize the presenteeism findings in another sector apart from the medical field, as this phenomenon is gaining widespread acceptance in HR literature. Methods: The data were collected from 274 employees from the textile sector, and the hypotheses were tested using SmartPLS software. We collected time-lagged data from the textile sector employees of Pakistan. The individual-level data have been collected to test the relationship between calling, job crafting, and presenteeism. Results: The results indicate the positive association between calling and presenteeism through direct and indirect paths. However, the mediating mechanism through two dimensions of job crafting, crafting challenging job demands and crafting social job resources, was not supported. Conclusion: Drawing on SDT, we contribute to the literature by identifying calling as an antecedent of presenteeism. We propose and test the direct and indirect relationships between calling, job crafting, and presenteeism. Future researchers might attempt to test this model in different sectors like multinational companies, educational institutions, healthcare, retail, etc. The proposed relationships also lend themselves to be explicated with other mediators.

Determinants of Investment Behavior in Mutual Funds: Evidence From Pakistan.

This paper aimed to provide empirical evidence on the behavior of the investor toward mutual funds by considering its relationship with risk perception (RP), return perception (Return P), investment criteria (IC), mutual fund awareness (MFA), and financial literacy (FL). Data were collected using a questionnaire from 500 mutual fund investors, from which 460 questionnaires were used for the analysis. In addition, the snowball sampling technique was used to collect data from different cities in Pakistan. The result showed that RP, Return P, and MFA are insignificant and negatively affect the behavior of mutual fund investors. Investment criteria have a negative and significant effect on the behavior of mutual fund investors. Financial literacy has a positive and insignificant effect on the behavior of mutual fund investors. The results provide better information and guidance to investors and policymakers on the factors that affect the behavior of mutual fund investors.

The relationship between corporate social responsibility and financial performance: a moderate role of fintech technology.

This study explores the new area of corporate social responsibility (CSR) and financial performance in the context of the fintech technology. The fintech technology is currently a very interesting and growing area in the financial organization and how it affects financial performances in different dimensions of banking sector. This study investigates the linear and non-linear relationship between corporate social performance (CSP) and banking performance (BP) by using the dataset of Chinese banks from 2009 to 2018. The results indicate that the interactive variable of CSR (GOV*SOC) shows insignificant influence on the returns on assets (ROA), returns on equity (ROE), and nominal interest margin profit (NIMP) from dependent variable. Moreover, the other CSR variable such as GOV*ENV significantly positively influences ROA and ROE. The square value of the GOV "governance disclosures scores" shows insignificant influence regarding ROA, ROE, and NIMP. Finally, the fintech technology (fintech) positively and significantly impacts on ROE and NIMP and positively but insignificantly affects on ROA in both linear and non-linear models of the study. This study is a roadmap for the financial firms to improve their sources through modern fintech technology regarding financial sector.

Workplace Interactional Demands and Work-Family Enrichment: An Investigation From the Service Sector.

Emotional labor has, so far, been found to have negative consequences for service sector employees' personal well-being. This study strives to look at the positive aspect of emotional labor in the interactive jobs. This research focuses on employees' psychological needs fulfillment through workplace interactions. The current research is an effort to highlight the importance of workplace interactions through fulfilling the employees' need for relatedness and personal accomplishment, which triggers positive resources that can be transferred from work domain to home domain and might induce work-family enrichment. Primary data were gathered through self-administered questionnaires. The target population was nurses working in public and private hospitals located in Faisalabad, Lahore, and Multan cities of the province of Punjab, Pakistan. This sector needs the attention of the policymakers if we want to enhance the performance of health sector employees and to improve their work-home enrichment as a healthy worker is a productive worker. Demographic characteristics of respondents have been identified through SPSS while Structural Equation Modeling (SEM) was used as multivariate data analysis tool for statistical analysis. Assessment of measurement and structural model was found satisfactory. The results showed that workplace interactional demands had a significant positive effect on work-family enrichment. Moreover, relatedness and personal accomplishment partially mediated the relationship between workplace interactional demands and work-family enrichment. The findings of the study revealed that workplace interactions are critical in fulfilling the basic psychological needs of individuals and as a result, they find themselves energized and achieve their full potential through the fulfillment of their need for relatedness and accomplishment. This energy is a valuable resource that can enrich their family life.

Job-Related and Nonjob-Related Gossips Among Low-Ranked Employees in Unionized Service Organization.

Workplace incivility is a common phenomenon that is frequently found across all organizations and cultures. This study was planned to investigate the impact of workplace incivility on job and non-job related gossips through the mediating role of cynicism and psychological contract violation. The perspective of low-ranked unionized employees was explored through a survey method by using stratified sampling in eight strata, which were formulated based on geographical distribution. A total of four hundred questionnaires were distributed among the employees of eight circles, 50 from each, while use able responses remained 301. SmartPLS was used to analyze the data through structural equation modeling. From a theoretical perspective, this study has made several contributions by investigating the impact of workplace incivility in the South Asian context and documenting the impact of incivility from the perspective of individuals belonging to minority socio-cultural status. Besides supporting existing literature, this study provided a unique argument that low-ranked employees in South Asian societies do not spread nonjob-related gossips. This finding is contradictory to the existing literature; and, thus, calls for future research to identify this inconsistency. Limitations and future directions are also discussed.

Organizational Politics And Workplace Deviance In Unionized Settings: Mediating Role Of Job Stress And Moderating Role Of Resilience.

BACKGROUND: Politics and political behaviors are a vicious and bitter reality in an organization's life. Although under investigation for more than three decades, the literature lacks sufficient studies investigating culture-specific potential factors which have the potency to moderate the poisonous consequences of organizational politics. The aim of this study was to investigate the relationship of organizational politics and deviance in unionized settings with the moderating role of resilience in unionized employees in higher power distance culture. METHODS: A cross-sectional design was followed for data collection. The population of this study was low-ranked employees having union identity and working in the largest power distribution company of Pakistan. Stratified sampling was applied, and eight strata's were considered on the basis of geographical distribution, a total of 400 questionnaires were distributed among the employees of eight circles, fifty from each. Smart PLS.3.2.0 was used to analyze data through Structural Equation Modeling (SEM) under measurement and structural models. CONCLUSION: From a theoretical perspective, this study confirmed that employees tend to show interpersonal deviance when they experience organizational politics, but organizational politics does not promote organizational deviance. Under stress, the individual also shows a slightly higher level of interpersonal deviance as compared to organizational deviance. However, the moderating role of resilience has not been proved in this study. Research limitations and future directions have also been discussed.