Faiza Syed, Malik Shah Zaman Latif, Iftikhar Ahmed, Sadia Bibi, Saif Ullah and Nauman Khalid
The purpose of this paper is to access the present situation of the Pakistani population that suffers from vitamin D deficiency.
Abstract
Purpose
The purpose of this paper is to access the present situation of the Pakistani population that suffers from vitamin D deficiency.
Design/methodology/approach
A review-based study was conducted based on publications from Pakistan between the years 2008 and 2018. The publications were archived from Pub Med and Google Scholar databases. A total of 18 publications were shortlisted, based on the cutoff values of vitamin D sufficiency, insufficiency and deficiency.
Findings
As per the data, 38.5 per cent of the participants were males, 48.7 per cent were females and 12.8 per cent of the studies have not mentioned the genders of the participants. The cumulative results show that 58.17 per cent (95 per cent CI: 52.17, 64.16) of the population is vitamin D-deficient and 26.65 per cent (95 per cent CI: 21.63, 31.66) is insufficient in vitamin D. The highest level of vitamin D deficiency was reported from Sindh (62.15 per cent), followed by Khyber Pakhtunkhwa (60.57 per cent), Punjab (51.75 per cent) and the Federal Capital (49.25 per cent). Moreover, Cochran’s Q test indicated considerable heterogeneity (p = >0.001) with regard to Vitamin D deficiency (VDD) prevalence found among samples from the selected studies.
Originality/value
The present analysis suggests that more than half of the Pakistani population suffers from VDD, which, thus, should be considered as an epidemic and treated likewise.
Details
Keywords
Sohail Akhtar, Mohd Anuar Arshad, Arshad Mahmood and Adeel Ahmed
The purpose of this paper is to explore the impact of spiritual quotient (SQ) on the organisational sustainability from the Islamic perspective. Till date, many organisations…
Abstract
Purpose
The purpose of this paper is to explore the impact of spiritual quotient (SQ) on the organisational sustainability from the Islamic perspective. Till date, many organisations around the world are facing environmental, social and economic issues affecting their organisational sustainability.
Design/methodology/approach
The present paper is conceptual paper based on literature review on employee’s behavioural issues and role of SQ for organisational sustainability.
Findings
This present paper argues that SQ must be considered as the important factor for employee development in the organisation. It develops spiritual awareness among employees which enhances their productivity within the organisation. Furthermore, SQ is necessary means of identifying and harnessing deeper inner resources with the capacity to care for the well-being of the organisation and advance its development.
Research limitations/implications
The paper suggests SQ and its multi-dimensions with the implication for future research in organisational sustainability.
Originality/value
The paper discusses the development of the concept of SQ from the Islamic perspective.
Details
Keywords
Arshad Mahmood, Mohd Anuar Arshad, Adeel Ahmed, Sohail Akhtar and Shahid Khan
This study aims to synthesize the rich knowledge on spiritual intelligence (SI) research within the framework of human resource development (HRD) research.
Abstract
Purpose
This study aims to synthesize the rich knowledge on spiritual intelligence (SI) research within the framework of human resource development (HRD) research.
Design/methodology/approach
Based on the search of multiple electronic databases authors conducted thematic review of the literature on SI and HRD. Themes associated with SI and HRD are extracted while employing the content analysis technique.
Findings
Five major themes emerged through the process of content analysis on the body of the reviewed literature. The themes which described the presence of SI-related research within the field of HRD, included: Conceptual connections between SI and HRD; SI Holistic Mechanism; SI and Leadership development, SI measurement tools and, finally, the impact of SI on sustainability.
Research limitations/implications
The inclusion and exclusion criteria are that the search for this review has been limited to peer-reviewed journals that are published SI-related articles. This paper excluded all articles on SI that `do not explicitly discuss the valuable role of human resources. The key words used are spiritual intelligence (SI) and HRD.
Originality/value
This paper offered new-fangled value and insightful understanding on SI and its implications for other areas, more specifically HRD. It suggests that SI is an important component for organizational development. Such interventions nurture the human resources that can lead to better performance as a whole.
Details
Keywords
Sohail Akhtar, Mohd Anuar Arshad, Arshad Mahmood and Adeel Ahmed
This paper aims to explore the unavoidable role of Islamic spiritual intelligence in organisational sustainability. In the past two decades, increased unethical practices in…
Abstract
Purpose
This paper aims to explore the unavoidable role of Islamic spiritual intelligence in organisational sustainability. In the past two decades, increased unethical practices in organisations have resulted in the deterioration of their sustainability. Employees are continuously involved in unethical practices because of a lack of spirituality which is a serious concern for organisational sustainability.
Design/methodology/approach
This conceptual paper reviews relevant literature on Islamic spiritual intelligence and organisational sustainability to bridge a gap in the extant literature.
Findings
The review of the literature concluded that Islamic spiritual intelligence training must be included as a significant factor for employee development in the organisation. Islamic spiritual intelligence is coherent with the individual’s internal strength of having a pure heart and soul. A person with a pure heart and soul has a strong aspiration to act in an ethical way.
Research limitations/implications
The review of literature is not detailed because of the dearth of information on Islamic spiritual intelligence training for organisational sustainability.
Practical implications
This paper will increase the understanding and link between Islamic spiritual intelligence and organisational sustainability. It suggests Islamic spiritual intelligence and its dimensions with the implication for future research in organisational sustainability.
Originality/value
This paper contributes to the literature related to the application of Islamic spiritual intelligence training programmes for employees, which will have a significant impact on organisational sustainability.
Details
Keywords
Adeel Ahmed, Mohd Anuar Arshad, Arshad Mahmood and Sohail Akhtar
The purpose of this paper is to obtain greater insights into the implications for human resource development (HRD) in times of economic development, with a focus on China–Pakistan…
Abstract
Purpose
The purpose of this paper is to obtain greater insights into the implications for human resource development (HRD) in times of economic development, with a focus on China–Pakistan economic corridor (CPEC). In recent times of economic development, a number of economic corridors have emerged globally as tools of regional cooperation and development. In the context of Pakistan, there is a lack of appropriate attention to the field of HRD, which has suffered neglect through the decades (Abbasi and Burdey, 2008; Asrar-ul-Haq, 2015). With this conception, the present economic interventions merit a well-constructed and proper HRD policy for Pakistan. This study will provide HRD insights for policymakers, researchers, entrepreneurs and business executives.
Design/methodology/approach
The research approach of this study is purely based on literature review and on secondary data.
Findings
Based on the facts and literature reviews, this study concluded that One belt, One Road in general and CPEC in particular as an economic corridor can bring sustainable and long-lasting impact on the economy only if HRD is given proper attention.
Originality/value
To the best knowledge of the researchers, this is the first study that highlighted the HRD issue in CPEC.
Abstract
Details
Keywords
Abstract
Details
Keywords
Masoodul Hassan, Zeeshan Mahmood, Saleem Janjua and Numra Asif
This paper aims to examine the impact of various economic, social and environmental issues on the sustainable development of Pakistan, both directly and indirectly through the…
Abstract
Purpose
This paper aims to examine the impact of various economic, social and environmental issues on the sustainable development of Pakistan, both directly and indirectly through the sustainability dimensions of China–Pakistan Economic Corridor (CPEC), a multi-billion-dollar megaproject.
Design/methodology/approach
Using a quantitative (deductive) methodological approach, data were collected using a strategy of an online questionnaire survey from diverse stakeholders of CPEC in Pakistan. Partial least squares-based structural equation modeling technique was used to test the relationship between observed and latent variables.
Findings
The results confirmed the positive impact of various economic, social and environmental issues on the sustainable development of Pakistan directly and indirectly through the partial mediation of sustainability dimensions of CPEC.
Practical implications
Sustainability perceptions of stakeholders about CPEC and its relationship with sustainable development are critical issues for governments and policymakers. This paper suggest how economic, social and environmental dimensions of CPEC can enhance the positive perception which is necessary for stakeholder involvement and support for megaprojects such as CPEC.
Originality/value
This study evaluated the megaprojects of CPEC from a sustainability perspective through stakeholders’ perceptions by proposing and testing a parsimonious research model that has never been examined in the existing literature.
Details
Keywords
Hui-Chun Chang, Yung-Kai Lin, Chia-Hua Liang, Hsin-Wei Huang, Yung-Hao Lin, Yung-Hsiang Lin, Wei-Chun Hu and Chi Fu Chiang
Population aging was a global trend, and the most obvious thing after aging was the change in skin appearance. Therefore, the active ingredients that delay skin aging were…
Abstract
Purpose
Population aging was a global trend, and the most obvious thing after aging was the change in skin appearance. Therefore, the active ingredients that delay skin aging were particularly noticed. Past studies had pointed out that Chinese herbal extracts can improve skin elasticity, reduce wrinkles and melanin precipitation. The purpose of this paper is to explore whether combining hydrolyzed collagen with Chinese herbal extracts can improve skin conditions and achieve anti-inflammatory effects.
Design/methodology/approach
Fifty subjects were randomly divided into collagen or placebo groups, and one bottle of collagen or placebo drink was used every day for four weeks, after which skin and inflammatory factors were tested.
Findings
In comparison with the baseline results, the skin parameters were improving after four-week intervention. In addition, the IL-6, IL-8, TNF-a were significantly decreased and tissue inhibitor matrix metalloproteinase 1 (TIMP-1) was increased after four-week hydrolyzed collagen intervention.
Originality/value
This study showed that hydrolyzed collagen combined with Chinese herbal extracts can improve the condition of the skin, and can also reduce inflammatory associated factors, thereby achieving anti-aging effects.
Details
Keywords
Nemanja Berber and Dimitrije Gašić
The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic…
Abstract
Purpose
The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.
Design/methodology/approach
The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.
Findings
The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.
Originality/value
The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.