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Supervisor phubbing is an increasingly common behavior depicted by supervisors despite the significance of supervisor–subordinate interactions. This study explores the impact of this behavior on workplace incivility and workplace presenteeism and analyzes the mediating role of self-esteem and the moderating role of power distance.

Data were collected from employees belonging to IT sector. The research was cross-sectional in nature and the data were collected using a structured questionnaire.

The findings indicate a significant impact of supervisor phubbing on self-esteem, workplace incivility and workplace presenteeism. Additionally, results reveal the mediating role of self-esteem between supervisor phubbing and workplace presenteeism. However, the moderating effect of power distance on the relationship between supervisor phubbing and self-esteem was not supported.

The research contributes to the existing literature and theory, especially in the area of supervisor phubbing and communications management. The study suggests a need for comprehensive approach that involves both organizational policies and individual behavior change.

In the contemporary period, numerous businesses undergo significant adjustments, such as evaluating critical components of the corporate operations and relying on technology to keep operations running while conforming to an ever-changing set of norms and new tactics. The present study aims to (1) explore the relationship between Industry 4.0 (I4.0) tools and their impact on organizational performance and (2) find evidence supporting the moderating role of remote working and organizational agility (OA) in enhancing organizational performance.

The study employed the quantitative research method, and the data were collected from individuals working in different Asian IT firms using the previously established questionnaire. The data were examined using SPSS v22. Different statistical tests have been performed to find the relationship among constructs.

This study uncovers that I4.0 tools impact organizational performance, especially in the IT sector, with a particular emphasis on the moderating influence of remote work and OA. I4.0 tools encompass pivotal components such as artificial intelligence (AI), big data (BD), cloud computing (CC) and Internet of Things (IoT) indeed augment organizational performance. It can be referenced that I4.0 tools play the role of a driving force that equips organizations with the knowledge to augment their performance.

Companies should encourage remote work and use I4.0 technology to support and manage it. Enabling people to work from any location, lowering the requirement for physical infrastructure and enabling a more flexible and responsive organizational structure can increase OA. In conclusion, firms in Asia may increase the performance and agility using I4.0 technology. Organizations may innovate by putting money into these technologies, encouraging remote work and creating an innovative culture.

In this dynamic and technologically advanced environment, every industry is forced to look for latest tools, i.e. I4.0, tools to augment the performance. It has been concluded that I4.0 tools are “better practices” for boosting organizational performance; hence, the findings benefit firms working in the IT sector. The verdicts of this research can assist organizations in making decisions regarding the implementation of I4.0 tools.

To the best of the authors' knowledge, no specific study could be found in which the relationship among these constructs had been investigated earlier in the IT sector. This research work acts as value addition to the literature as it illustrates technological advancements may increase organizational performance, especially in Asia. This research work adds to the body of knowledge by amplifying the effect of latest technologies on organizational performance, via remote work and OA.

Technological advancements have benefited businesses all over the world in how they set up production lines, create new products/services and trade goods. Multinational corporations can communicate instantly with their distant operations by utilizing information technology tools and communication networks. Businesses have taken a significant shift and new factors have emerged which affect company's competitiveness. In case of resorting to an outsourcing option, a comprehensive approach for valuing the essential criteria is often missing. While specifically focusing on the decisions that have a huge impact on company's performance, it is crucial to pay close attention to the ways of selecting suppliers. The purpose of research is to choose the optimal manufacturing alternative from a set of possibilities.

The current research utilizes the Delphi technique for collection of vital criteria such as “quality”, “cost”, “delivery”, “warranties and claims”, “supplier profile”, “relationship and communication” and their respective sub-criteria. The purpose of research is to choose the optimal manufacturing alternative from a set of possibilities. In this regard, Analytical Hierarchy Process (AHP) technique is employed.

The current research enlightens that outsourcing can yield promising beneficial results. The results highlighted that in Hi-tech public sector organizations, international alternative is found best in almost all criteria especially in vital criteria such as “Quality”, “Cost”, “Delivery”, “Supplier Profile,” etc. Similarly, in case the outsourcing is done to a Domestic alternative, still the Domestic alternative is found effective in comparison to in-house manufacturing setups. The research showed unexpected results. Because previously it was assumed that in-house manufacturing would be more beneficial. However, the current findings support the “NASA” strategy which moved toward outsourcing to private sector.

Limitations of the proposed methodology also produce opportunities for further exploration of the topic. One key limitation of the research described in this study is that the parameters and their sub-parameters interdependency were not taken under consideration. This means that quality and cost are not dependent upon each other. However, in reality quality and cost are interlinked. This means if quality is increased, cost is also increased. Similarly, for products having zero percent of re-claim, the product would have to be manufactured with high quality.

The study is advantageous for both suppliers and purchasers, in any type of businesses where decision-making problem are under consideration. This model aids suppliers in revealing, how they can expand their profile, by focusing on the current research's selection criteria. In this way alternatives profile can now be perfected. Moreover, buyers can now rank suppliers on their quality management, financial status and other essential factors in order to conduct purchasing decisions. For the decision maker, the results illustrate which critical factors to evaluate when screening suppliers by applying current model techniques.

It is obvious that nearly almost every industry is forced to look for alternatives for all of its operations if outsourcing is an option. The study's findings have major benefits for all industries with an important role in manufacturing and supply chain operations. These objectives will serve the industries well and they will be able to prioritize their alternative selection criteria based on their operations. The findings of this study can assist any organization in their selection of vendors by providing a more detailed explanation of the impact that various criteria have on the decision-making process.

To the best of authors' knowledge, no previous study has used two approaches (AHP and Delphi study) to propose a model for making manufacturing decisions with domestic, in house and international alternatives in Hi-tech public sector organizations. The model not only benefits the manufacturers for choosing suitable suppliers but also aids suppliers to build their profile in an improved fashion by focusing on the vital attributes. This research benefits managers to improve their ability to make effective purchasing decisions, and also opens new avenues for researchers to further explore such findings in other areas as well.

The purpose of this paper is to present results of a study that operationalizes the construct of disruptive innovation activities (DIA) at managerial level and to examine its validity.

A sequential mixed method approach is adopted in this study where a Likert-type scale to measure DIA is developed basing on the interviews of thirteen managers and conceptualization of disruptive innovation at manager level. Later, the scale validity and reliability are examined through quantitative data from 390 managers. The data are analyzed using IBM SPSS 23 and AMOS 21.

The findings of the study indicate that managers' DIA are spread across four phases of the disruptive innovation process, i.e. initiation, introduction, evolution and convergence. Furthermore, the reliability measures, exploratory factor analyses, confirmatory factor analysis and subsequent convergent and discriminant validity tests support the DIA scale. Nomological validity of DIA is also presented which demonstrates its predictive validity.

Limitations include research methods used in this study, such as cross-sectional design and nonprobabilistic sampling technique. Implications for future research are also provided.

Despite highlighting the importance of managers regarding disruptive innovation outcomes, prior research lacked to provide empirical foundations to understand the phenomenon from managerial perspective. This study fills this gap in the literature by providing a measure of DIA at manager level and distinguishing it from similar constructs. The construct validity of DIA can help measure an organization's disruptive potential in terms of its key human resource. Moreover, the DIA scale can be used to substantiate the alignment of the managerial activities with the innovation roles in organizational settings and to develop more relevant incentive plans.

Based on the conservation of resources theory, this study aims to investigate high involvement work practices (HIWP) as an antecedent to burnout with a mediating role of perceived work–family (WF) imbalance. Moreover, this study examines whether humble leadership moderates the relationship between HIWP and WF imbalance.

Using a time-lagged survey approach, data are collected from 200 employees working in the Indian services sector organizations.

The findings demonstrate that HIWP has a direct negative effect on burnout and an indirect effect via WF imbalance. Also, humble leadership moderates the relationship between HIWP and WF imbalance.

By studying the pessimistic view of HIWP in the Indian context, this study contributes to the scant studies available on its effect on burnout in collectivistic societies. Furthermore, humble leadership's moderating role in the relationship between HIWP and WF imbalance is unique to this study.

The study explores the impact of knowledge-oriented leadership (KOL) on knowledge management (KM) processes and the indirect relationship of KM processes with organizational performance (OP) via mediating the role of creative organizational learning (COL) in cross-cultural settings.

This research used a survey structure of 784 faculty and admin personnel from higher education institutions in China and Pakistan. Smart-PLS, 3.2.9 was used to perform analysis.

The result shows a significant positive influence of KOL on KM processes and KM processes on OP via the partial mediating effect of COL in China, Pakistan and the overall sample. The multi-group analysis confirmed the substantial differential effect of KOL on KM processes.

Outcomes of this research affirm KM's university practice and recommend how higher education academics and administrators prioritize KOL, KM processes and COL while strengthening OP in a culturally different environment.

The current research is among the initial experiments to determine KOL, KM processes, COL and organizational (University) performance relationships in a culturally different environment. The study is among the initials that just not empirically explore the associations between the factors but sheds light on existing literature by immediately exploring COL's mediating position in China and Pakistan's HEIs.

Based on upper echelons theory and social contagion theory, we investigate how environmental leadership affects GIC via green human resource management (GHRM) and examine the moderating role of environmental climate.

We conduct hierarchical regression and use the bootstrap method to analyze the two-waved data from 317 Chinese manufacturers in order to verify the hypotheses.

The results indicate that GHRM mediates the impacts of environmental leadership on green human capital, structural capital and relational capital. In addition, environmental climate strengthens the positive impact of environmental leadership on GHRM.

Our study enriches the literature on GIC by uncovering the “black box” between environmental leadership and GIC, providing a logical framework opposite to mainstream GIC research, and expanding the boundary condition for GIC accumulation. This study provides more logical paths for enterprises and governments to increase the accumulation of GIC and promote green intellectual economy development.

The study explores the impact of knowledge management (KM) enablers, i.e. trust and organizational climate, on KM processes. The study further observes the indirect relationship of KM processes on organizational performance via the mediating role of knowledge workers' satisfaction in cross-cultural settings.

This research used a survey of 784 educational and administrative personnel from higher education institutions (HEIs) in Pakistan and China. Smart Partial Least Square (PLS) 3.2.9 was employed to perform the analysis.

The result shows that trust and organizational climate influences KM processes, and these KM processes, in turn, impact organizational performance via the partial mediating effect of knowledge worker satisfaction (KWS) in Pakistan. The multi-group analysis confirmed the substantial differential effect of KM processes on KWS in culturally different HEIs. At the same time, the study's overall sample substantiated full mediation in China. Furthermore, the impact of KM processes on organizational performance did not substantiate in China.

Outcomes of this research affirm KM university practice and recommend how higher education academics and administrators prioritize trust, organizational climate, KM processes, and KWS while strengthening organizational performance in a culturally different environment.

A lack of research ascertains the inter-relationship between trust, organizational climate, KM processes, KWS, and organizational performance in culturally different environments. This is one of the initial studies that examine the relationship between trust, organizational climate, KM processes, KWS, and organizational performance in HEIs. The study empirically examines the inter-relationships among these variables and enlightens insights into the current literature by immediately investigating the mediating role of KWS in culturally different environments.

Constructed upon knowledge-based view theory, this study investigates the influence of internal marketing (IM) on knowledge management (KM) processes in higher educational institutes (HEIs) in China and Pakistan. The study investigates the direct link between KM processes and organizational performance and indirect links via knowledge workers' productivity (KWP).

Data were collected from HEIs in China and Pakistan, and 784 survey responses were reported from academic and administrative staff (HEIs).

The result revealed that IM has a significant impact on KM processes, and KM processes impact organizational performance via the partial mediating effect of KWP in China, Pakistan and the overall sample. The multi-group analysis confirmed the substantial differential effect of KM processes on KWP in culturally different HEIs.

A lack of research establishes the inter-relationship between KM enabler (IM), KM processes, KWP and organizational performance in culturally diverse environments. This is one of the initial studies that examine the relationship between IM, KM processes, KWP and organizational performance in HEIs. Furthermore, this study contributes to the existing body of knowledge by conducting an in-depth empirical examination of IM, KM processes, KWP and OP in culturally diverse environments (i.e. China and Pakistan).

1. This research examines the influence of internal marketing (IM) on knowledge management (KM) processes by using knowledge workers' productivity (KWP) as a mediator between knowledge management (KM) and organizational performance.

2. Through the partly mediating effect of KWP, it was discovered that IM considerably influenced knowledge management processes and organizational performance in China, Pakistan and throughout the sample.

3. The multi-group analysis indicates that KMPs have a statistically significant influence on KWP.

This research examines the influence of internal marketing (IM) on knowledge management (KM) processes by using knowledge workers' productivity (KWP) as a mediator between knowledge management (KM) and organizational performance.

Through the partly mediating effect of KWP, it was discovered that IM considerably influenced knowledge management processes and organizational performance in China, Pakistan and throughout the sample.

The multi-group analysis indicates that KMPs have a statistically significant influence on KWP.