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This paper aims to examine the effects of corporate social responsibility (CSR) on customer orientation and competitive advantage.

Data were collected from 368 retail banking customers in Pakistan and analysed using partial least squares-based structural equation modelling.

Firstly, the research findings indicate that CSR has a positive and significant effect on customer orientation. Secondly, CSR and customer orientation were found to be the antecedents of competitive advantage.

Managers can use CSR activities strategically to enhance the perceptions of a firm’s customer orientation in their minds. This can then lead towards achieving a competitive advantage over rivals. The trend of being socially responsible, as well as customer-orientated, can lead to a healthy ecosystem within the industry, which in turn will benefit its stakeholders.

Firstly, this is one of the pioneering studies that investigate the relationship between CSR and customer orientation. Secondly, it examines the under-explored roles of CSR and customer orientation as antecedents of competitive advantage.

The purpose of this study was to identify the effects of emerging technologies in e-learning on university librarians and libraries. The study also intended to identify emerging technologies in e-learning and challenges being faced to implement e-learning technologies.

The preferred reporting items for the systematic review and meta-analysis method was applied as the research methodology for conducting the study. A total of 25 core studies published in peer-reviewed journals were selected to conduct a systematic literature review. The data were analysed through a thematic approach.

The results of the study revealed that e-learning technologies assist library professionals to strengthen their expertise and support them in initiating smart library services to deliver customer-focused services. A shortage of skilled manpower, the unavailability of adequate IT infrastructure, a lack of technical support, copyright issues, poor planning and ineffective library leadership are major challenges to implementing emerging technologies in e-learning.

The study offers theoretical implications by adding valuable literature to the existing body of knowledge. It has a societal impact as it has offered recommendations and practical solutions for the successful adoption of emerging technologies in e-learning. The study also offers managerial implications to develop fruitful policies for implementing e-learning technologies for the innovative sustainable competence development of library manpower and implementation of smart library services.

The aim of this study is to explore the impact of cynicism on the relationship among personality traits, organizational contextual factors and job outcomes. This study set up and examined the overarching model on resistance to change. Moreover, there were two models theoretically presented and investigated, i.e. direct and indirect models. This study was an attempt to explore and capture the causes of organizational cynicism against the change initiative.

A case study research design was used in this study, and data were collected from 335 employees by using purposive sampling technique and structured questionnaire. While linear regression and Baron and Kenny’s (1986) tests were used to evaluate the direct and indirect models.

Results highlighted the considerable positive relationship between dispositional resistance and employee’s turnover intention. Additionally, significant connection was also examined among organizational contextual factors and job outcomes, whereas interactive impact of behavioral resistance was found in the relation among dispositional resistance, organizational contextual factors and employee’s intent to quit. However, another dimension of organizational cynicism, i.e. cognitive resistance, could not influence the direct linear relationship between organizational context and continuance commitment.

Major limitations of this research were non-probability sampling technique, cross-sectional design, single organization and traditional data collection tool.

Management can eradicate cynicism by providing social support and positive information, i.e. job security, wage award, medical benefits and promotion criteria, after implementing change. The management can clarify the objectives of that change by including employees in decision-making, reducing employee’s turnover intention. Organizational cynicism is a faith, which means that the change leaders have lack of integrity; when organizational cynicism mixes with negative cognitive process, it leads to a more destructive behavior against that change.

This study contributed to the extensive knowledge of organizational cynicism. A conceptual model of resistance to change the model was unique in nature. There were rare studies conducted to check the impact of organizational cynicism on privatization, especially in the sub-continent. Therefore, it will add a good contribution in quality literature to understand the cynicism and its consequences for privatization.

Cyberbullying is a visible and prominent issue in today’s society. This study aims to identify factors influencing cyberbullying, discover its consequences on society, learn strategies and practices for dealing with cyberbullying and propose a framework to control cyberbullying in an online environment.

A systematic literature review was applied to meet the study’s objectives as the research methodology. A total of 27 peer-reviewed journal papers covering the study’s variables were included to carry out the systematic review.

The findings of the study revealed that social media, advancement of technology, lack of awareness, negative use of technology and smartphones affected cyberbullying in society. The study also showed the psychological disasters of cyberbullying. Prominent psychological dangers of the cyberbullying included emotional, psychiatric, psychosomatic, mental aggression, delinquency, depression, psychological distress, frustration, isolation, violence, unhappiness, suicidal tendencies, inferiority complex, embarrassment, negative emotions, self-harming attitudes and the passions of revenge. It also provided key strategies to stop and control cyberbullying activities. Key strategies included digital literacy, social support, emotional management, strict cyber laws and effective training sessions.

The study has provided a framework to stop and control cyber bullying for social survival. The study has offered significant theoretical, social and practical implications.

The purpose of this paper is to explore the relationship of horizontal violence, organizational cynicism and turnover intention in the nursing profession.

A quantitative approach was utilized and 870 questionnaires were distributed to collect data from nursing staff working in Punjab region of Pakistan by using non-probability multistage sampling technique. A total of 711 questionnaires were returned, out of which, 668 questionnaires were scrutinized. Additionally, confirmatory factor analysis and structural equation modeling were applied to analyze the data.

The results revealed an insignificant mediating effect of organizational cynicism between the relationship of horizontal violence and turnover intention.

The current study has adopted a multistage non-probability sampling technique to collect data because the management of hospitals restricted researcher access to personal information about the nurses. Therefore, at the first stage, the researcher used convenience sampling and at the second stage, the researcher utilized quota sampling to collect the data. Moreover, the findings of the current study are based on cross-sectional data because of the limited time and resources.

The current study fosters the ongoing debate in organizational studies related to cynicism, and it is noteworthy for the nursing managers to understand the significant factors which directly or indirectly affect the nursing attitude.

The current study explored the mediating role of organizational cynicism between horizontal violence and turnover intention to fill the research gap.

In recent times, progression of technology and growing demands of customers have substantially influenced the services sector to introduce fast real-time mechanisms for providing up-to-mark services. To meet these requirements, organizations are going to change their end-user operating systems but success rate of change is very low. The purpose of this paper is to address one of the practitioners’ complaint “no one tells us how to do it” and uncovers the indirect effects of knowledge management (KM) strategies: personalization and codification, toward organizational change via organizational learning and change readiness. The current study also highlights how organizational learning and change readiness are helpful to reduce the detrimental effects of organizational change cynicism toward success of a change process.

Temporal research design is used to get the appropriate responses from the targeted population in two stages such as pre-change (Time-1) and post-change (Time-2). In cumulative, 206 responses have been obtained from the banking sector of Pakistan.

The results of the current study are very promising as it has been stated that KM strategies have an indirect effect on successful organizational change through organizational learning and change readiness. Moreover, change cynicism has a weakening effect on a change process and can be managed through effective learning orientation of employees and developing readiness for change in organizations.

Change agents have to use an optimal mix of personalization and codification strategies to develop learning environment and readiness for change in organizations that are beneficial for implementing a change successfully. Moreover, change readiness and organizational learning in the context of change are equally beneficial to reduce organizational change cynicism as well.

This study is introducing a unique model to initiate a change with the help of KM strategies, organizational learning and readiness for change.

The purpose of this paper is to investigate the flow and heat transfer of power-law fluids over a non-linearly stretching sheet with non-Newtonian power-law stretching features.

The governing non-linear partial differential equations are reduced to a series of ordinary differential equations by suitable similarity transformations and the numerical solutions are obtained by the shooting method.

As the temperature power-law index or the power-law number of the fluids increases, the dimensionless stream function, dimensionless velocity and dimensionless temperature decrease, while the velocity boundary layer and temperature boundary layer become thinner for other fixed physical parameters. The thermal diffusivity varying as a function of the temperature gradient can be used to present the characteristics of flow and heat transfer of non-Newtonian power-law fluids.

Unlike classical works, the effect of power-law viscosity on the temperature field is considered by assuming that the temperature field is similar to the velocity field with modified Fourier’s law heat conduction for power-law fluid media.

The purpose of this paper is to explore the mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention among nurses working in public sector hospitals.

A quantitative approach was utilized and 870 questionnaires were distributed to collect data from nursing staff working in Punjab region of Pakistan by using non-probability multistage sampling technique. A total of 711 questionnaires were returned out of which 668 questionnaires were scrutinized. Additionally, confirmatory factor analysis and structural equation modeling were applied to analyze the data.

The results revealed a full mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention.

The current study has adopted a multistage non-probability sampling technique to collect data because the management of hospitals restricted researcher access to personal information about the nurses. Therefore, at the first stage, the researcher used convenience sampling and at the second stage, the researcher utilized quota sampling to collect the data. Moreover, the findings of the current study are based on cross-sectional data because of the limited time and resources.

The current study fosters the ongoing debate in organizational studies related to cynicism and it is noteworthy for the nursing managers to understand the significant factors which directly or indirectly affect the nursing attitude.

The current study explored the mediating role of organizational cynicism between perception of ethical climate and turnover intention in nursing profession to fill the research gap.

The purpose of this study is to investigate the relationships between the information system success model constructs including information quality (IQ), system quality (SysQ) and service quality (ServQ) with user satisfaction (US) and intention to use (IU).

A meta-analysis approach was used to achieve the objectives. For this purpose, the PRISMA-P guideline was used, and a search strategy was designed to search in three indexing databases including Google Scholar, Scopus and LISTA.

The findings of this research revealed that IQ, SysQ and ServQ are positively related to US and IU regarding library systems. The strength of the relationship between IQ and IU, IQ and US, ServQ and US and SysQ and US was high.

This study is a unique addition to the literature, as it provides a collective and comprehensive conclusion regarding different information systems’ (ISs) success in libraries. Therefore, it fills the literature gap. The findings also work as guidelines for system developers, designers and library high-ups to consider IQ, SysQ and ServQ while designing and developing ISs for libraries.

The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders.

This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression.

The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees’ withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant.

The Government of Pakistan, the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision making and by building trust in change leaders. Employees’ participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, while job insecurity can decrease the job satisfaction levels of employees.

This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.