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This study was designed to discover the readiness of the higher education commission (HEC)-recognized journals of Pakistan in terms of human, financial and technological resources, technical expertise, institutional support, availability of open access (OA) policy, availability of guidance and training, willingness, motivation and so on for OA journal publishing and to expose the challenges in OA journal publishing.

A quantitative research approach was used and a structured questionnaire was developed to meet the objectives of this study. A survey method was used to collect data from the editors of all 329 HEC-recognized journals in Pakistan.

The respondents of all the HEC-recognized journals of Pakistan are neutral and are not of the view that they have sufficient financial, human, technological/infrastructural resources and technical expertise to continue/initiate an OA journal publishing. ‘No academic reward’; and ‘no monetary reward for the editorial staff’ are both enormous challenges for OA journal publishing. The perceived challenges of OA have a negative impact on readiness for OA publishing. The readiness level of the respondents of the OA journals is higher as compared to the readiness level of the respondents of non-OA journals.

This study covered the lists of HEC-recognized journals of 2019. More studies may be conducted based on updated lists of HEC-recognized journals. Qualitative studies may also be conducted to discover the readiness of the HEC-recognized journals of Pakistan for OA journal publishing.

This study is the first comprehensive study on this phenomenon and is an effort to fill this gap to invigorate scholarly literature. It may attract the attention of policymakers, funding bodies, parent institutions of the journals and the HEC regarding the readiness of journals in terms of financial, human, technological/infrastructural resources, technical expertise of the journals and challenges of journals to prompt the OA journal publishing paradigm.

Using trait activation theory (TAT), this paper aims to empirically assess that work drive (WD) personality characteristics of employees will express better towards intrapreneurial behaviour (IB) outcomes in higher levels of job autonomy (JA) at the workplace.

Using cross-sectional design, a total of 258 engineering employees from the automotive industry of Pakistan were surveyed. The partial least square structural equation modelling (PLS-SEM) statistical method was used to evaluate the hypothesised theoretical model.

Statistical results revealed a significant and positive relationship between WD and IB. WD personality was also found to be activated with its interplay with JA for personality expression towards IB.

The present study offers a deeper insight into the interplay of organisational and individual factors as determinants of IB of employees. The study's findings suggested the importance of the rightful application of organisational situational cues in person–situation interaction for positive workplace behaviours by employees. Personality assessment of employees and their interplay with situational cues, as per conceptualisation of TAT, can assist the corporations towards enhanced levels of employees' behavioural tendencies towards intrapreneurship.

The application of TAT from the present study's perspective is novel theoretically as the literature on the activation of personality traits towards IB outcomes is non-existent. Also, the assessment of situational cues in JA will open avenues for organisational behaviour researchers to seek more organisational situational moderators for their assessment of various personality–outcome relationships in diverse contexts to activate personality traits.

The determination of human behaviours due to individual characteristics (personality traits) or situational factors has long remained inconclusive. Although the literature stream on personality as the determinants of behaviour is voluminous, the interest of researchers is also growing towards organisational situational cues as the determinant of behaviours. According to situation strength theory (SST), behaviours are determined by situations in strong situations and by personality in weak situations. This study aims to propose a theoretical model of intrapreneurial behaviour (IB) emanation from empowering leadership (EL) by extending the epistemology of SST under the influence of organisational strong situations of job autonomy (JA) and perceived organisational support (POS).

Using SST, the present study argues that strong situations play a key role in determining human behaviours, and the same can be viewed deductively to assess IB.

The study attempts to propose whether EL is capable of predicting IB under the strong situation effect of JA and POS while dampening the impact of human personality characteristics.

The current study offers a significant departure from current human resource practices in person-situation dialectics, moving away from personality assessments and toward the creation of cues from strong situations for fostering human behaviour. As a result, personality researchers are being encouraged to conduct a reality check on the extensive personality research conducted in occupational settings. Considering organisational situational cues can impact human resource scope in areas such as talent management, selection, promotion and employment.

The objective of this study is to grasp the strategic decisions made by Haidilao during the COVID-19 pandemic and the effect on its business performance. It seeks to evaluate the company’s adaptability and resilience, understand the significance of effective regional management and draw lessons for businesses operating in crisis situations.

This case study provides an in-depth analysis of the strategic decisions made by Haidilao in the face of rapid expansion and COVID-19’s impact. It scrutinizes Haidilao’s shift from expansion to contraction, the execution of the “Woodpecker Project,” and the reinstatement of a regional management system.

This case study is suitable for MBA courses.

Teaching notes are available for educators only.

CSS11: Strategy.

This study aims to examine the association between globally responsible leadership (GRL) and pro-environmental behavior (PEB), specifically probing the mediating role of green management initiatives (GMI) in this relationship.

This study used a quantitative research design, using survey data from 390 participants working in manufacturing sector organizations in one of the emerging economies in the Asian region, namely, Pakistan. AMOS was used to test the hypothesized relationships.

The results reveal that GRL has a significant positive link with GMI and PEB. In addition, this study found that GMI mediates the association between GRL and PEB, suggesting that GRL indirectly promotes PEB through the implementation of GMI.

This study has several limitations, including its reliance on self-reported data, its cross-sectional design and its focus on participants from only one nation. Future research may benefit from using mixed-study designs and diverse samples from multiple industries and nations.

The results suggest that businesses can promote PEB among their staff by adopting GRL and implementing GMI. In doing so, businesses can demonstrate their commitment to sustainability, enhancing their credibility and competitive advantage.

This research contributes several new insights to the existing literature on sustainable leadership. First, it provides empirical evidence to support the hypothesis that GRL, GMI and PEB are interrelated. Second, it highlights the mediating role of GMI in this relationship.

The purpose of this study is to execute the application of confirmatory factor analysis in structural equation modeling, to investigate the reliability and validity of the proposed integrated digital library user success (IDLUS) scale in academic digital library computing information system in the area of information management and systems.

The study analyzed 355 valid responses (MPhil and PhD) from the largest and oldest public sector university in Pakistan. Sample selection was calculated through a stratified random sampling technique from the four faculties of the University of the Punjab. The instrument was constructed based on the available two digital library and information system success models. The first model is Jung’s (1997) digital library user success model that is further composed of flow model (1977), end user computing satisfaction model (1987) and Joshi’s overall user satisfaction model (1990). Similarly, the second model is DeLone and McLean’s reformulated information system success (2003) theory. The question items used a five-point Likert scale and executed regression weights, standardized regression weights, convergent validity, variance extracted, construct reliability and discriminant validity to infer results.

Findings show that the IDLUS scale has excellent validity and reliability estimates.

The study has theoretical implications for researchers and practical implications for information system developers.

To the best of the authors’ knowledge, this scale is the first-ever effort to measure the digital library user success in the context of Higher Education Commission-National Digital Library of Pakistan. Therefore, there was a dire need to conduct the psychometric analysis of the scale to examine the model fit statistics on the current sample in the particular cultural norms. Scale is based upon human factors taken from various Web success and information system success models from the fields of human–computer interaction information systems and computer-mediated communication.

The study aims to explore and test the relationship between abusive supervision, emotional exhaustion, work–family conflict and divorce intentions among employees in the hospitality industry. Specifically, it investigates how abusive supervision leads to emotional exhaustion, which in turn intensifies work–family conflict and ultimately influences divorce intentions.

The study used a mixed-methods design with an exploratory sequential approach. In the first phase, qualitative interviews with hotel employees explored the effects of abusive supervision on work and family life. Findings from these interviews informed the development of a framework for the second phase, which quantitatively tested the relationships between abusive supervision, emotional exhaustion, work–family conflict and intention to divorce.

Our findings revealed that abusive supervision causes emotional exhaustion, which in turn leads to work–family conflict. However, we did not find any significant link between work–family conflict and the intention to divorce.

To the best of our knowledge, this study is among the first studies to explore the outcomes of abusive supervision using the mixed method approach, specifically the exploratory sequential design, to comprehensively examine the associations among abusive supervision, emotional exhaustion, work–family conflict and marital problems. This research contributes to leadership literature by providing empirical findings on the long-term impacts of abusive supervision.

Many studies have explored the relationship between green human resource management practices (GHRM) and employees’ green creative behavior (EGCB) within the hospitality industry. However, most prior studies have relied primarily on mono-method approaches, thereby limiting the depth of understanding about the underlying mechanism through which GHRM impacts employee behavior. The authors, in this paper, aim to argue that the connection between GHRM cannot be universal, and some individual factors will act as boundary conditions between these relationships. The authors employ a mixed-methods research design to address this gap to identify potential boundary conditions.

The authors adopted a two-phase approach, integrating qualitative (study 1) and quantitative (study 2) methodologies. Through qualitative research, the authors uncover valuable insights and construct a framework that is subsequently tested in the quantitative phase.

The findings suggest that the strength of the GHRM-EGCB relationship is contingent on the level of Environmental Specific Psychological Empowerment (ESPE) among employees. Employees with a higher degree of ESPE exhibit a stronger connection between GHRM perceptions and EGCB. Furthermore, the authors identify employees’ altruistic values (EAV) as an important moderator, indicating that the intervening effect of ESPE on the GHRM-EGCB relationship is particularly pronounced among employees with high levels of altruism.

By unmasking the complexity through a mixed-methods design, this study contributes to the existing literature by providing a more nuanced understanding of the mechanism between GHRM and green creative behavior.

Digital skills and information literacy skills (IL) are essential for teaching staff in universities that make them able to perform their academic tasks (knowledge sharing and creation) effectively and efficiently. This study aims to explore the effect of these skills on knowledge sharing and research productivity of university teachers in Pakistan.

This study was conducted by adopting a survey research design followed by quantitative research method. Faculty members from the top three general category universities in Pakistan were the population of the study. The research participants were approached through a systematic random sampling technique. The statistical package for social sciences (SPSS) software was used to test the developed hypotheses.

This study has presented novel results and portrayed significant positive effect of information literacy skills and digital skills on knowledge sharing and research productivity of universities’ faculty members. It shows that both skills are essential for teaching staff to enhance their knowledge sharing and research output.

This study has revealed the effect of digital skills and IL skills on knowledge sharing and research productivity. This study has added a substantial amount of literature in existing body of knowledge. The study has provided pertinent implications for management bodies as well as it enhances literature on IL skills and digital skills for knowledge sharing and optimum research output.

This study aims to explore the influence of green participative leadership on hotel employees’ pro-environmental behavior. Additionally, we seek to analyze the mediating role of green self-efficacy in this relationship while examining how environmental awareness moderates the connection between green participative leadership and green self-efficacy.

In this study, we distributed questionnaires to 546 employees working in the Chinese hotel industry. We used partial least squares structural equation modeling (PLS-SEM) to analyze the data and test the hypothesized relationships in our model.

The present study shows that green participative leadership positively influences employees’ pro-environmental behavior, with this relationship being partially mediated by green self-efficacy. Furthermore, environmental awareness significantly moderates the connection between green participative leadership and green self-efficacy.

The findings of this study offer valuable insights for hotel industry managers and policymakers in developing effective strategies for fostering a sustainable work environment. By embracing green participative leadership, hotels can inspire and engage employees to adopt environmentally friendly practices, ultimately contributing to the hotel’s overall sustainability.

This research expands the existing literature by proposing an integrative model that connects green participative leadership, green self-efficacy, environmental awareness and pro-environmental behavior. As a pioneering study within the Chinese hotel industry, it offers unique contextual insights that can help advance environmental sustainability in this sector.