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This study aims to examine the influence of performance appraisal on Innovative work behavior of employees in public sector universities of Pakistan, by using the Ability, Motivation, and Opportunity framework.

A newly developed framework has been created to explore how performance appraisal, self-efficacy, and organizational climate influence employees' innovative work behavior. The study collected data using a self-administered questionnaire from employees who work in public universities in Pakistan.

The findings of this study revealed a positive correlation between performance appraisal and innovative work behavior. It is observed that self-efficacy mediates the relationship between performance appraisal and innovative work behavior and organizational climate moderates the relationship between self-efficacy and innovative work behavior.

The current study is novel and unique for several reasons. But the main contribution of this study is the validation of self-efficacy's mediating impact on innovative work behavior as well as the validity of the organizational climate as moderating effect in Pakistan’s public sector universities, where a large number of students have been enrolled and they can get advantage from their teacher's improved innovative behavior.

The purpose of this paper is to investigate the relationship between individual characteristics and knowledge sharing (KS) in higher education institutes (HEIs) of Pakistan.

The study used a quantitative research methodology. The empirical data consisted of 370 responses from the academic staff of six HEIs of Pakistan.

The findings revealed a significant impact of dispositional factors on KS. More precisely, extroversion, openness to experience, agreeableness, emotional intelligence and religiosity were positively associated with KS, while neuroticism was found to be negatively associated with KS.

This micro-level model of KS has some potential implications for the decision makers in the context of HEIs. To enhance the KS in HEIs, the decision makers should take the findings of this study into consideration while hiring the academicians in the universities. The decision makers should give priority to the potential candidates who have a higher level of extroversion, openness and agreeableness. Further, while making hiring and other job-related strategies, religiosity and emotional intelligence of the potential candidates should not be ignored.

The paper tested a micro-level model of KS in HEIs and contributed to the body of knowledge by jointly investigating the relationship between religiosity, emotional intelligence, personality traits and KS. To the best of researchers’ knowledge, no study has been conducted, so far, which tested these variables jointly. Thus, the present research filled this knowledge gap.