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The purpose of this paper is to pin point the root causes for the deviant workplace behaviour in the government sector of Pakistan.

Data collection for the research was carried out by interviewing and distributing questionnaires to 100 employees belonging to different Government organizations of Pakistan. The extent of researcher interference was minimal and research was conducted in a non‐contrived environment. This is a cross‐sectional study.

After a comprehensive study, it is concluded that there can be multiple factors responsible for creating workplace deviance, e.g. financial pressures, lower job satisfaction, organizational injustice, organization environment, employee perception, etc. but the most important factors out of these are organizational injustice and job satisfaction.

An important limitation of this research is that it was conducted with a limited sample and a small sample size. Future researchers should use a larger sample size for the research in order to explore new dimensions regarding workplace deviance in public sector organizations of Pakistan.

Managers can benefit from this research and can devise more appropriate strategies to make the employees productive. In order to overcome the deviant workplace behaviour, the managers should try to develop good employee relations, a congenial work environment and promote a culture of quality control circles.

The exact reasons for deviant behaviour in public sector organizations in Pakistan were not identified, thus solutions could not be formulated. This research pin points two major factors due to which deviation at work takes place. This paper is of paramount significance for managers experiencing employee deviance at work in government organizations of Pakistan.

The purpose of this study is to analyze and explain the influence of ethical leadership, ethical climate and organizational commitment toward employee deviance in a workplace.

This study was conducted in Malang Regency Government by using a sample of 120 respondents and Generalized Structured Component Analysis (GeSCA).

From the study, it is found that ethical leadership could influence the formation of ethical climate in an organization which in turn will negatively affect the deviant behavior in the workplace. The results also indicate that the effect of ethical leadership is either direct or indirect toward the deviant behavior in the workplace. The indirect impact of this ethical leadership includes the sharpened perception of ethical climate which eventually will reduce the deviant behavior in the workplace.

It is interesting that ethical leadership has no significant effect on organizational commitment but on ethical climate and in the end, it will influence the improvement of organizational commitment.

In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study.

Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses.

The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results.

The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development.

Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.

The present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived job dependency) make an employee trapped in the spiral of supervisory abuse. In addition, the work–family spillover lens is used to explain how employees' retaliation is targeted at their families in response to abuse from their bosses.

The current study has employed a three-wave longitudinal moderated mediation design and analysed data from 265 employees working in the hospitality industry of Pakistan.

The results of this study have shown that low core-self evaluations put employees in a spiral of supervisory abuse and they instil aggression towards their families. This association is further strengthened when employees are dependent on their job.

This study is one of the first to use the “Barriers to Abusive supervision” model to answer who and in which conditions tend to trap in the spiral of abuse and integrate the work-to-family interface model for elaborating the outcomes to the family domain.

Despite noted instances of organizational cronyism in public sector Higher Educational Institutions (HEIs), there is a lack of empirical evidence on its detrimental outcomes. The present investigation tested the impact of organizational cronyism on knowledge hiding via the mediating role of moral disengagement and moderating role of egoistic climate.

A multi-stage random sample was drawn from the 312 teaching faculty working in HEIs of Lahore, Pakistan in three waves. M-plus was used to validate a longitudinal moderated mediation model based on Structural Equation Modeling.

The results showed that organizational cronyism leads to knowledge hiding. In addition, it was substantiated that moral disengagement acts as a mediator in the relationship between organizational cronyism and knowledge hiding. The strengthening impact of an egoistic climate was found in the direct and indirect association between organizational cronyism, moral disengagement, and knowledge hiding.

There is a dearth of research on the consequences of organizational cronyism and the understanding of the factors that underlie this association is limited. This research has bridged this gap by investigating the role of moral disengagement and egoistic climate in linking organizational cronyism and knowledge-hiding by building on social exchange and social cognitive theory.

This paper aims to deal with the heat transmission of Sutterby fluid-containing gyrotactic microorganism by incorporating non-Darcy resistance law. The mathematical modeling is based on nanoparticle concentration, energy, momentum and motile microorganism equations.

The governing nonlinear coupled equations are first rendered into nonlinear ordinary equations using appropriate transformation and are then solved analytically by using the optimal homotopy.

Graphical illustration of results depict the behavior of flow involved physical parameters on temperature, gyrotactic microorganism, concentration and velocity. Additionally, local Nusselt number and skin friction coefficient are computed numerically and validated through comparison with existing literature as a special case of proposed model. It is found that the temperature profile decreases by increasing values of Brownian-motion parameter and Prandtl number. An increase in thermophoresis parameter and Schmidt number results in decrease in concentration of nanoparticles. Bioconvection Peclet number corresponds to decreasing behavior of nondimensional gyrotactic microorganism field is observed. Finally, a comparison with the existing literature is made, and an excellent agreement is seen.

To the best of the authors’ knowledge, this study is reported for the first time.

The purpose of this paper is to explore the importance of spousal support toward a working woman’s career progression. As women continue to bear the brunt of shouldering more domestic responsibilities than men, this research focuses on their extensive need for spousal support. The work attempts to examine how working women perceive the roles their spouses play in sharing home and childcare responsibilities vis-à-vis supporting them in pursuing a career. The compartmentalization of gender roles and how it influences division of labor between husband and wife have also been explored.

The study used a qualitative approach based on analysis of multiple cases regarding women academicians. In-depth narratives based on rich interview data presented an inquiry into spousal support working women received. The impact of spousal support on the career trajectories of women was also explored.

Results show that spousal support is an important dimension toward the success of a woman’s career. Findings also suggest that gender role is an essential dynamic that determines the pattern of dominance between couples. Gender role ideology between the husband and wife was a key determinant of husbands’ support toward his working wife.

The present research, unlike previous studies, explores how women perceive the presence/absence of a husband’s support in a little studied group of female workers.

Nonlinear mixed-convective entropy optimized the flow of hyperbolic-tangent nanofluid (HTN) with magnetohydrodynamics (MHD) process is considered over a vertical slendering surface. The impression of activation energy is incorporated in the modeling with the significance of nonlinear radiation, dissipative-function, heat generation/consumption connection and Joule heating. Research in this area has practical applications in the design of efficient heat exchangers, thermal management systems or nanomaterial-based devices.

Suitable set of variables is introduced to transform the PDEs (Partial differential equations) system into required ODEs (Ordinary differential equations) system. The transformed ODEs system is then solved numerically via finite difference method. Graphical artworks are made to predict the control of applicable transport parameters on surface entropy, Bejan number, Sherwood number, skin-friction, Nusselt number, temperature, velocity and concentration fields.

It is noticed from present numerical examination that Bejan number aggravates for improved estimations of concentration-difference parameter a_2, Eckert number E_c, thermal ratio parameter ?_w and radiation parameter R_d, whereas surface entropy condenses for flow performance index n, temperature-difference parameter a_1, thermodiffusion parameter N_t and mixed convection parameter ?. Sherwood number is enriched with the amplification of pedesis-motion parameter N_b, while opposite development is perceived for thermodiffusion parameter. Lastly, outcomes are matched with formerly published data to authenticate the present numerical investigation.

To the best of the authors' knowledge, no investigation has been reported yet that explains the entropic behavior with activation energy in the flowing of hyperbolic-tangent mixed-convective nanomaterial due to a vertical slendering surface.

Fluid flows through rotatory disks are encountered in industrial and practical engineering processes, such as computer storage devices, gas turbine rotators, rotating machinery, air cleaning machines, etc. The primary purpose of this research is to examine the combined aspects of variable electrical conductivity, thermal radiation, Soret and Dufour effects on a magnetohydrodynamic Maxwell single-walled carbon nanotubes–graphene oxide–multi-walled carbon nanotubes–copper (SWCNT–GO–MWCNT–Cu)/sodium alginate tetra-hybrid nanofluid flow through a stretchable rotatory disk.

The modeled administrative equations of the present flow problem are converted to a non-dimensional system of ordinary differential equations by applying suitable similarity conversion and then solved numerically by implementing the bvp4c method. The impressions of noteworthy dimensionless parameters on velocity, temperature, concentration distributions, Nusselt number, skin friction and Sherwood number are reported via graphs and tables.

The authors figured out that the developed values of the rotation parameter diminish the temperature but enhance both the radial and angular velocities. Further, the mass and heat transmission rates are better for tetra-hybrid nanofluids than for ternary and hybrid nanofluids.

The present study emphasizes a special type of fluid called the tetra-hybrid nanofluid. The existing literature has not discussed the Maxwell tetra hybrid nanofluid flow through a stretchable rotatory disk with variable electrical conductivity. Besides, the novel aspects of magnetohydrodynamics, thermal radiation, Soret and Dufour effects are also incorporated into the present flow problem.

Drawing on job demands-resources theory, this paper aims to investigate the impact of workplace spirituality on mindfulness and the subsequent effects of mindfulness on open innovation mindset and job embeddedness. Additionally, it examines the mediating role of mindfulness between workplace spirituality and key outcomes, including open innovation mindset and job embeddedness. Lastly, the study investigates the moderating role of self-efficacy in the relationship between workplace spirituality and mindfulness.

The research utilized multiple sampling techniques to collect data from employees across numerous sectors. A total of 197 viable responses were collected. Partial least squares structural equation modeling (PLS-SEM) was used to test the proposed hypotheses.

The results indicate that workplace spirituality has a positive impact on mindfulness, which in turn increases employees’ job embeddedness and an open innovation mindset. Additionally, it was found that mindfulness mediates the relationship between workplace spirituality and both job embeddedness and open innovation mindset. Surprisingly and unexpectedly, the results indicate a negative moderating impact of self-efficacy between workplace spirituality and mindfulness.

Cultivating a sense of purpose and meaningful work, alongside mindfulness programs and recruitment practices focused on cultural fit, can enhance both employee retention and innovation.

Little to no research exists that clarifies how workplace spirituality impacts employees’ job embeddedness and an open innovation mindset. Notably, the mediating role of mindfulness remains unexplored. This study is among the first to explore the mediating role of mindfulness between workplace spirituality and outcomes such as job embeddedness and an open innovation mindset. Additionally, the moderating role of self-efficacy between workplace spirituality and mindfulness is almost absent in the existing literature. Lastly, the unexpected findings on the role of self-efficacy in this study open fresh avenues for future research.