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This study aims to examine protean career attitude (PCA) and proactive work-behavior (PWB) conceptually and empirically by assessing the mediating role of leader-member exchange (LMX) in the context of 21st-century organizational challenges and transitions. The interaction of three theories underpinned the research framework. The theoretical model is based on LMX theory, career motivation theory (CMT) and self- determination theory (SDT) to investigate the implications of the banking sector.

Research methodology is based on quantitative and deductive research approaches. The quantitative survey was conducted with a sample size of 325 banking sector employees. The SEM technique was used with SmartPLS software to test the direct and indirect effects of the proposed hypothesis.

The empirical analysis revealed that PCA fosters LMX. The results indicate an indirect effect between PCA and PWB. LMX completely mediates the relationship between PCA and PWB. Conceptually, it is proven that in the 21st century, the traditional career management approach is a big challenge for managers and organizations.

This study holds implications for HR managers, CEOs, institutional employers and HRD practitioners in the context of 21st-century organizational challenges and transitions to understand the phenomenon of PCA instead of a traditional career approach. This study will help managers link their retention strategy with consequence factors, i.e. LMX and PWB.

This study will help to bridge the gap between the literature on PCA, PWB and LMX. It provides managers with a conceptual understanding of the phenomenon of the LMX construct with empirical evidence. To the best of the authors’ knowledge, this would be the first study conducted in the context of the banking industry in Pakistan and an empirical and theoretical attempt to correlate PCA and PWB with LMX to get a high banking employee retention rate. More interestingly, the study is theoretically underpinned by CMT, LMX theory and SDT.

This study aims to investigate the impact of fear of terror (FOT) on employee organizational commitment (OC) working in terror-induced areas through examining the role of rumination as a mediator and perceived organization support (POS) as a moderator.

The authors develop a model in which the mediating role of rumination in the FOT relationship is conditional to the values of OC. Using a sample size of 268 respondents, questionnaires were used to collect data from Pakistan during a period when terrorist attacks were at a peak. Results from the hierarchical regression analyses provided support for the developed model.

Overall, the statistical model is significant (p < 0.05); the authors found negative relationships between FOT and OC. The authors found that FOT positively led to rumination, which then negatively led to OC. It was also found that POS significantly moderated FOT and OC.

This study revealed that FOT is a deterring factor that changed employees’ OC. It further revealed that organizations providing support to employees working in terrorist-ridden areas showed positive commitment. This paper discusses the theoretical and practical implications of these findings.

This paper provides an examination of the relationship between FOT and employee OC. It expands our knowledge of the stress theory and terror management theory for employees working in discontinuous areas.

The purpose of this study is to investigate the relationship between employee sensitivity to terrorism (STT), employee psychological well-being (EPW) and the mediating role of employee psychological resilience (EPR) for both male and female employees in an environment characterized by discontinuous terrorist incidents.

The study uses data collected from a sample of 432 university employees working in geographic areas impacted by discontinuous terrorist incidents. The study is cross-sectional.

Study findings reveal a significant relationship between employee STT and EPW. EPR mediated the impact of STT on EPW. Multigroup analysis highlighted significant causal order differences in STT between male and female employees. Females scored higher on STT.

Findings highlight important implications for organizational practitioners. Because STT leads to EPW and differs for males and females, practitioners should consider group differences when selecting interventions to enhance psychological resilience. Organizations should use customized training programs and development interventions to enhance psychological well-being.

To the best of the authors’ knowledge, it is one of the few studies to investigate the relationship between STT and EPW and compare male and female employees. The study generates new insights into the experiences of male and female employees working in terrorist-ridden areas.

What do we mean by the term ‘megatrend’? A megatrend is a prominent feature of global politico‐economic change brought about by or against the recent thrust of capitalist globalization. A megatrend is also a pattern of thinking and action that is entrenched in a certain perception of historical change and capital‐worker ownership relationships. A megatrend is thus seen as a pattern of change that will profoundly impress the future of mankind in its relationship with others and with the full gamut of the ecological domain including markets and institutions (Heilbroner & Milberg, 1996). In this paper, the study of megatrends will also encompass the hidden forces that will powerfully influence, profoundly change and guide that momentum of change to an objective globalization in the future, even as the growthmanship agenda of global capitalism breathes its last in a post‐modern age.

This paper aims to study the resulting Brag peak and secondary particles (neutrons, photons, deuterons, alpha, helium_3, and tritons) along protons’ path in tissue.

MATLAB program and MCNP code were used to read abdomen Digital Imaging and Communications in Medicine (DICOM) images and build a 3D phantom to liver in purpose to study resulting Bragg peak and secondary particles (neutrons, photons, deuterons, alpha, helium_3 and tritons) along protons’ path.

From the study, it was found that Bragg peak varies from a 2 cm depth within the tissue for 50 MeV protons to a 14.2 cm depth for 150 MeV protons; in the other hand, the total deposited energy decreases from 0.656 [MeV/g]/proton, at the depth 2 cm and 50 MeV protons, to the value 0.220 [MeV/g]/proton, at the depth 14 cm and 150 MeV protons.

As for the flow rate of secondary neutrons and photons, the flow rate of secondary neutrons takes a maximum value (peak) in the middle of the proton path, i.e. when the energy of the protons drops to the value of 30 MeV, and this maximum value of the neutrons flow rate is accompanied by a maximum value of the photon flow rate, as for the rest of the secondary particles produced (alpha particles, deuterons, electrons, tritons and triple helium), they deposit most of their energy locally.