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This study aims to determine the impact of liquidity and financial leverage on the profitability, using a sample of 40 selected publicly quoted companies in the textile sector of the Pakistani economy.

Through quantitative approach, pooled panel regression and descriptive statistics models are used by taking annual data of Pakistan’s textile sectors from 2006 to 2016. Secondary data has been gathered from financial statements of the firms.

The results revealed that there is a positive relationship between liquidity and profitability and negative relationship between financial leverage and profitability. The results for liquidity measure CR revealed positive strong impact on ROA and the financial leverage measure D_E ratio showed negative but not strong impact on ROA. The other part of result concluded that there is a positive strong impact of C_R on ROE too and D_E has a negative impact on ROE.

The results are showing the impact among these ratios for the textile sector of Pakistan only.

This study can help higher management of textile firms firm in decision-making stating clearly about how to perform well to enhance financial health of company, which can encourage investors to invest in companies having sound market standing.

This study takes the latest empirical data with different analysis technique.

This study aims to examine Islamic banks’ (IBs’) obligations to uphold society’s moral and ethical dimensions. Furthermore, it explores the perspectives of practitioners and Shariah scholars on the role of IBs as agents to advance social and ethical well-being.

Qualitative methodology, with constructivist philosophy, was used. Semi-structured interviews were conducted with Shariah scholars and Islamic banking officials in Pakistan. The thematic analysis uncovered diverse dimensions catering to fulfill the requirements of social and ethical upliftment of society.

The study reveals discrepancies in the perception of IBs’ advisory board members and managers regarding the social responsibilities of IBs. Results show that practitioners of IBs disregard the overall societal welfare upliftment and faith and spiritual upliftment as a responsibility of IBs. However, they consider the inclusiveness, transparency and assurance of Hifz-e-Maal (safeguarding the wealth) among the prime duties of IBs.

This study serves as a call for policymakers, emphasizing that, to achieve the desired social outcomes, it is imperative to address the perceptual inconsistencies among stakeholders of the Islamic financial system.

This study compels policymakers to confront perceptual inconsistencies in Islamic banking, advocating for regulations that guarantee wider societal welfare and spiritual advancement in addition to financial objectives.

This study could help broaden the understanding of the Islamic financial system, particularly the aspects that may hamper getting the desired results of this system.

This case study urges the future of visitor economy to rely on regenerative tourism to make tourism systems resilience in the long run.

The paper draws on published research and industry reports to discuss the future visitor economy and its impact on all dimensions of well-being focused on the case of Aotearoa New Zealand.

Results show that post-pandemic tourism transformation must protect and promote local identities, and enhance and enrich visitor experiences with a focus on cultural and natural heritage.

The recovery of tourism must not implement regenerative tourism as a new specific type of tourism but as a holistic understanding of tourism futures that encompasses communities and the environment, and where visitors are committed to preserve and protect our natural and socio-cultural environment.

The literature on leadership is quite extensive; however, this study explains the impact of leadership styles on career success, career competence and career adaptability in the health sector. It explains the impact of servant leadership on career competence and career adaptability with a serial mediating impact of psychological safety and proactive behavior as well as self-efficacy and proactive behavior.

It is a quantitative study, and it tested the suggested model in hospitals in Pakistan. The data were collected from 310 health practitioners from the hospitals, and it was analyzed with partial least square structural equation modeling.

The findings suggest that psychological safety and proactive behavior serially mediate the impact of servant leaders on career competence and career adaptability; hence, servant leadership tends to increase career competence and career adaptability of individuals. One more serial mediation has been tested with positive results between servant leadership and career competence and career adaptability.

The study takes a very well theoretically linked model which tests the serial mediating path of servant leadership to career competencies and career adaptability.

The purpose of this study is to empirically test the impact of resilience-enhancing human resource practices on job satisfaction and organizational commitment with the mediating role of employee resilience.

With a quantitative approach, structural equation modeling was used to test the hypothesis. Data was collected with a survey method from 326 bankers of Pakistan. Data was diagnosed with all reliability and validity tests and significance was tested with bootstrapping. Smart-PLS software was used.

Results revealed that there is a partial mediating impact of employee resilience in the relationship of resilience-enhancing human resource practice and job satisfaction. For resilience-enhancing human resource practice and organizational commitment, employee resilience plays a partial mediating role.

This study is confined to bankers only and a limited sample is used. However, it significantly provides a contextual base for further theoretical development in the research of employee resilience.

This paper recommends the banking sector of Pakistan for paying extra heed toward resilience-enhancing human resource practices, as it only augments much-needed resilience among employees but also ultimately results in greater job satisfaction and commitment.

This study is the first of the kind in the banking sector of Pakistan to explore resilience-enhancing practices.

This study aims to investigate the impact of sustainable innovation and disruptive innovation on sustainable supply chain performance of manufacturing firms in Malaysia. The study also examined the moderating role of supply chain clockspeed in the relationship between sustainable innovation, disruptive innovation and sustainable supply chain performance.

The data were collected from 231 respondents in manufacturing firms in Malaysia. The data were analyzed using the partial least square-based structural equation modelling (PLS-SEM) technique.

The findings revealed that sustainable innovation and disruptive innovation had a significant and positive effect on sustainable supply chain performance. Supply chain clockspeed moderated the relationship between sustainable innovation and sustainable supply chain performance. The findings also identified that there was no moderating effect on the relationship between disruptive innovation and sustainable supply chain performance.

This study merely focuses on sustainable supply chain performance in Malaysian manufacturing firms. Samples from manufacturing firms in Malaysia were used in the current study, and the outcomes may vary for different nations.

To increase the firm’s commercial success, it is necessary to promote sustainable supply chain practices, including supply chain clockspeed, sustainable innovation and disruptive innovation.

This study adds to the body of knowledge by explaining the positive influence of sustainable innovation and disruptive innovation on sustainable supply chain performance in Malaysian manufacturing firms while also emphasizing the moderating role of supply chain clockspeed in this relationship. The contribution of this study could enable managers to develop sustainable supply chain performance in the manufacturing sector, based on sustainable innovation, disruptive innovation and supply chain clockspeed.

The purpose of this paper is to discover stereotypical beliefs of followers about female leadership and their possible outcomes in an organizational setting.

With phenomenological methodology, this study used a qualitative approach, and credible data were gathered through semi-structured interviews from the employees of the education industry of Pakistan. Stereotypical beliefs and their outcomes were extracted through thematic analysis.

The results show that female leaders are considered less fit for leadership role, which results in a reluctance in followership, the gap in communication and ineffective performance. Followers also tend to believe that women are less fit for pressure, resulting in a lack of trust and an intergroup conflict. The third stereotype that emerged from the results is that women are considered less fit for professionalism, which culminates in personal expectations, adverse effect on tasks and miscommunications.

This study is confined to the local context, and the results suggest that while female leaders are mild and a personal approach may have a positive effect on followers but in Pakistani society, they are considered less fit for an overall leadership role. Moreover, these stereotypes breed prejudgment and overshadow women’s identity as leaders. This paves the way forward for further exploratory inquiry of female leadership and the empirical test of these stereotypes and their outcomes.

This study is a standpoint for organizations, present and potential female leaders to be conscious of existing stereotypes and their dire outcomes. It can also be used in government policymaking for initiatives to mitigate these stereotypes to harvest diversity and female empowerment. The leading leadership trainers of Pakistan can also be benefited from the contextual scientific information about female leadership.

A society like that of Pakistan, which is striving to mitigate the gender inequality gap in every walk of life, needs to scientifically know the assumptions in the minds of people regarding women. The present study serves this purpose for women in a leadership capacity in an organizational setting.

This study is the first of its kind in the local context and paves the way for further research in diversity in leadership.

The connotation of sustainable tourism occupies prime importance in the light of prevalent pandemic situations across the globe. One such deliberation is the construct of regenerative travel, a type of “matured tourism” with restoration and rejuvenation of destinations as its pillars. With the COVID-19 pandemic, the tourism rate was dropped by nearly 65% across the world, leaving the countries' economies shattered and communities depending on tourism experiencing massive unemployment. However, regenerative tourism provides a way to secure a future of tourism and allows the communities to coexist with tourist attractions and sustain new models of tourism. This chapter examined the concept of regenerative tourism to build resilience particularly during the post-COVID-19 pandemic. The result shows various strategies for implementation of regenerative tourism, framework approach not recovery of tourism and renewing of tourism. Additionally, implications of regenerative tourism could be foreseen, and a roadmap is provided for the tourism stakeholders.

The purpose of the study is to analyse the occurrence and distribution of different tree species in Gilgit-Baltistan, Pakistan, as a baseline for further inventories, and estimate the biomass per species and plot. Furthermore, it aims to measure forest biodiversity using established formulae for tree species diversity index, richness, evenness and accumulative curve.

Field data were collected, including stratification of forest sample plots. Statistical analysis of the data was carried out, and locally appropriate allometric equations were applied for biomass estimation.

Representative circular 556 forest sample plots of 1,000 m² contained 13,135 trees belonging to nine tree species with a total aboveground biomass of 12,887 tonnes. Sixty-eight per cent of the trees were found between 2,600 and 3,400 masl; approximately 63 per cent had a diameter at breast height equal to 30 cm, and 45 per cent were less than 12 m in height. The Shannon diversity index was 1.82, and Simpson’s index of diversity was 0.813.

Rough terrain, long distances, harsh weather conditions and location of forest in steep narrow valleys presented challenges for the field crews, and meant that fieldwork took longer than planned.

Estimating biomass in Gilgit-Baltistan’s forests using locally developed allometric equations will provide transparency in estimates of forest reference levels, National Forest Monitoring System in Pakistan and devising Reducing Emissions from Deforestation and Forest Degradation national strategies and for effective implementation.

This paper presents the first detailed forest inventory carried out for the dry temperate and semi-arid cold region of Gilgit-Baltistan, Pakistan.

The purpose of this paper is to investigate the relationship between managerialist employment relations and employee turnover intention in Nigeria. The study context is public hospitals in Nigeria, which have a history of problematic human resource management (HRM) practice, a non-participatory workplace culture, managerialist employment relations and a high employee turnover intention.

Based on a qualitative, interpretive approach, this paper investigates the process by which Nigerian employment relations practices trigger the employee turnover intention of doctors using 33 semi-structured interviews with key stakeholders in public hospitals.

This study found that Nigeria’s managerialist employment relations trigger the employee turnover intention of medical doctors. Additionally, it was found that although managerialist employment relations lead to turnover intention, Nigeria’s unique, non-participatory and authoritarian employment relations system exacerbates this situation, forcing doctors to consider leaving their employment.

Studies on the interface between managerialism and employment relations are still under-researched and underdeveloped. This paper also throws more light on issues associated with managerialist employment relations and human resources practice including stress, burnout and dissatisfaction. Their relationship with doctors’ turnover intention has significant implications for employment policies, engagement processes and HRM in general. The possibility of generalising the findings of this study is constrained by the limited sample size and its qualitative orientation.

This paper contributes to the dearth of studies emphasising employer–employee relationship quality as a predictor of employee turnover intention and a mediator between managerialist organisational system and turnover intention. The study further contributes to the discourse of employment relations and its concomitant turnover intention from developing countries’ perspective within the medical sector.