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This study aims to estimate Pakistan’s export potential in new and existing export products, as well as their potential destination markets.

This study uses a nonparametric approach based on demand, supply and easiness factors for estimating export potential at disaggregated product and destination levels.

A significant number of new export products (extensive margin) and existing products (intensive margin) are identified that have export potential. The estimated unrealized export potential at extensive margins is $2bn and at intensive margins is $5bn. The range of new products included value-added products, semifinished products and intermediate products. Surprisingly, there is high potential to diversify in China and export existing products more intensively in the EU. Moreover, the potential at extensive margins is regional diverse compared to intensive margins.

The methodology used in this paper only provides export potential for short-to-medium term period because the global demand conditions are varying. Also, the mineral and resource-based products cannot be included in the analysis because their exports are heavily dependent on the availability of natural resources.

The findings have important policy implications in terms of providing guidelines for government policies related to industrial development, international trade and export promotion at the product and destination level. Overall, the study reveals that traditional sectors lack room for product diversification. As the existing export incentives favor major industries. To foster diversification, existing incentives must be redesigned to cover new products or sectors. Moreover, China has the greatest potential for product diversification, while Europe has the greatest potential to export current products more intensively. Further research is needed to simulate trade policy scenarios and estimate demand, supply and ease factors in export potential.

This study provides a unique perspective on export potential assessment at disaggregated product and destination levels, reinforcing the importance of redesigning trade policies and export incentives separately for export diversification.

The evolution of technologies has unleashed a wealth of challenges by generating massive amount of data. Recently, biological data has increased exponentially, which has introduced several computational challenges. DNA short read alignment is an important problem in bioinformatics. The exponential growth in the number of short reads has increased the need for an ideal platform to accelerate the alignment process. Apache Spark is a cluster-computing framework that involves data parallelism and fault tolerance. In this article, we proposed a Spark-based algorithm to accelerate DNA short reads alignment problem, and it is called Spark-DNAligning. Spark-DNAligning exploits Apache Spark ’s performance optimizations such as broadcast variable, join after partitioning, caching, and in-memory computations. Spark-DNAligning is evaluated in term of performance by comparing it with SparkBWA tool and a MapReduce based algorithm called CloudBurst. All the experiments are conducted on Amazon Web Services (AWS). Results demonstrate that Spark-DNAligning outperforms both tools by providing a speedup in the range of 101–702 in aligning gigabytes of short reads to the human genome. Empirical evaluation reveals that Apache Spark offers promising solutions to DNA short reads alignment problem.

This study aims to explore the influence of corporate sustainability on organizational value, specifically focusing on companies ranked in the Just Capital Market ranking. The aim is to establish whether higher sustainability rankings are associated with increased firm value and to investigate how corporate social responsibility (CSR) activities affect both financial and non-financial outcomes.

This study uses the Ohlson model to assess the value-generation potential of the top and bottom ten companies in the Just Capital Market ranking from 2013 to 2018. The analysis involves evaluating stock prices and other financial metrics and incorporating non-financial indicators related to CSR activities to gain a comprehensive understanding of their impact on firm valuation.

The results indicate a strong connection between high sustainability rankings and increased market value. Companies such as Microsoft, Intel and Alphabet, which have robust CSR initiatives, have shown significant improvements in market performance due to greater stakeholder engagement and detailed non-financial disclosures. On the other hand, companies with low sustainability ratings have demonstrated weaker market performance, which indicates the financial risks associated with neglecting CSR activities. This study underscores the critical importance of integrating CSR into fundamental business strategies to create sustainable value.

This study addresses the limitations of traditional financial indicators by incorporating non-financial factors into the valuation process. The study offers a more comprehensive assessment of firm value, reflecting modern business practices and the evolving global economy landscape. Integrating nonfinancial indicators enhances valuation accuracy and provides a holistic view of company performance, enabling stakeholders to make informed decisions based on a broader range of factors. This innovative method may reshape firm valuations, leading to more accurate and reliable assessments in contemporary business contexts.

Solar power forecasting will have a significant impact on the future of large-scale renewable energy plants. Predicting photovoltaic power generation depends heavily on climate conditions, which fluctuate over time. In this research, we propose a hybrid model that combines machine-learning methods with Theta statistical method for more accurate prediction of future solar power generation from renewable energy plants. The machine learning models include long short-term memory (LSTM), gate recurrent unit (GRU), AutoEncoder LSTM (Auto-LSTM) and a newly proposed Auto-GRU. To enhance the accuracy of the proposed Machine learning and Statistical Hybrid Model (MLSHM), we employ two diversity techniques, i.e. structural diversity and data diversity. To combine the prediction of the ensemble members in the proposed MLSHM, we exploit four combining methods: simple averaging approach, weighted averaging using linear approach and using non-linear approach, and combination through variance using inverse approach. The proposed MLSHM scheme was validated on two real-time series datasets, that sre Shagaya in Kuwait and Cocoa in the USA. The experiments show that the proposed MLSHM, using all the combination methods, achieved higher accuracy compared to the prediction of the traditional individual models. Results demonstrate that a hybrid model combining machine-learning methods with statistical method outperformed a hybrid model that only combines machine-learning models without statistical method.

The purpose of this paper is to investigate some cheap and highly stable additives to improve the quality of lubricating oil.

The study was performed using phenol, p‐cresol and pyrogallol as antioxidants. The concentration of each antioxidant was varied between 0 and 1 per cent. Sample (50 ml) blended with the antioxidant was taken in the same trap. The trap was placed on water both maintained at a temperature of 50°C. Air was bubbled for the time duration of 6 h. After 6 h, the contents of the trap were carefully collected and characterized. The oxidation was performed in a specially designed glass made U‐shaped trap in the absence and presence of antioxidants. The trap containing sample was tied with an iron stand. Air was bubbled through the sample. The bubbling was assisted by the suction pump at room temperate (24°C). The sample was aerated for time duration of 6 h. After 6 h, the contents of the trap were carefully collected in a dried bottle for physicochemical tests.

The results indicate that phenol is the best antioxidant in concentration of 0.5 per cent amongst the three antioxidants used at room temperature as well as at 50°C. Amongst the antioxidants used, the order of suitability is phenol > pyrogallol > p‐creosol.

The antioxidants studied will help increase the service time of the lubricant to save money and to avoid environmental problems arising from careless disposal of used lubricating oils.

Finding an efficient way for enhancing brand reputation by using social media among customers and business partners has long been the main purpose of every business. However, due to micro and macro changes in the business field, strategies to find a way to improve brand reputation with business partners and customers have altered from transaction marketing to newer approaches such as employing a social media platform. However, not all brands make use of social media to enhance their reputation. The present study uses Apple as an example of the one of the best known brands which does not benefit from social media platforms as to the degree expected.

The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor.

A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance.

The results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor.

The findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance.

Past studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.

Reports the results of a study into the urban health issues of Muslim minorities, in the city of Aligarh, India, in 1991‐1993. Outlines the conceptual framework and presents the methodology before providing a brief portrait of the Muslim minority status and urbanization. Concludes that basic health information is still lacking. Comments that infectious diseases, malnutrition and occupational diseases are the most common, with women, children and elderly being the most vulnerable.

The purpose of this paper is to identify the influence of the company’s reputation and individual consumer involvement in the relationship between satisfaction, loyalty and willingness to pay more for a product.

The method used is quantitative, by means of a survey with real consumers of automotive services of two vehicle dealerships, whose data were analyzed through linear regression analysis and conditional analysis of moderation.

The authors have identified that the relationship between satisfaction and loyalty and between loyalty and willingness to pay more for a product is entirely moderated by the (high) reputation of the brand and the (high) individual involvement of the consumer.

The study contributes to marketing managers as it demonstrates effect of brand reputation and involvement. Therefore, it is understood that these variables need to be considered in satisfaction surveys, as it has been proven that satisfaction alone cannot explain the variables of business performance (loyalty and willingness to pay).

The greatest innovation of this study is the identification of the total moderation between stated satisfaction and loyalty and between satisfaction and willingness to pay more. It has been demonstrated that high levels of brand reputation coupled with high levels of consumer involvement account for the fully dependent variables.

This present study sheds light on how these issues affect police officers’ personal and professional lives. This research looks at how family support (FS) and workplace pressures affect police effectiveness.

The analysis of the measurement and structural model was conducted using AMOS version 26. To ensure the accuracy of the results, a two-stage analysis methodology (Anderson and Gerbing, 1988) was used. The first stage involved testing the measurement model using various validity indicators such as confirmatory factor analysis, comparative fit index, goodness of fit index and Tucker–Lewis index to evaluate the incremental compatibility of the model. Root-mean-square approximation error and CMIN/DF were also used to further assess the model’s validity. In the second stage of the analysis, the structural model was estimated using structural equation modeling technique (Hair et al., 1998). The data obtained from the measurement model was then used to determine the fit indices. Because the values were consistent with the criterion values, the model was deemed to be a good fit.

The study conducted sheds light on the crucial role that work stressors (WS) and FS play in determining job satisfaction (JS) among nongazetted officers (NGOs) and other ranks (ORs) police officials in the state of Punjab, India. The findings suggest that there exists a complex interdependence between WS and FS, and their correlation with regards to work, family and children’s evaluations. The first hypothesis (H1, Table 4) was found to be true (0.440, p = 0.001), indicating that more than 44 % of the job performance of police officials in Punjab is affected by stressors related to work. The study also identified eight WS that have a significant impact on the performance of police officials on the job. On the other hand, FS was found to have no influence on the job performance of police officials in Punjab, and hence, the second hypothesis was rejected. Further analysis showed that FS was more prevalent among NGOs as compared to ORs police personnel, but it did not directly influence their job performance. The benefits of FS may be moderated by the nature of the job; hence, FS may be more critical in stressful jobs such as police work than in less stressful jobs. The study emphasizes the importance of balancing work and family demands and highlights the need for family-friendly policies to achieve this balance. Future research should focus on the types of policies that should be offered to lessen stress and conflict and examine the benefits of merely offering programs versus requiring or encouraging their usage. The findings of this study could be useful for policymakers and organizations in designing policies that promote employee well-being and JS while balancing work and family demands.

As with any research endeavor, it is essential to interpret the findings of this study while considering its limitations. First, the study relied on a convenience sample drawn solely from one nation, namely, India, which may restrict the generalizability of the results to other countries or cultural contexts. Furthermore, it is important to note that this study exclusively explored the causal relationship between monetary compensation, intrinsic motivation and employee performance, without delving into the nuances of various forms or qualities of FS (e.g. emotional support, instrumental support, perceived vs actual support) and their impact on job performance among police officers. Additionally, the research did not investigate whether the influence of FS on job performance varies based on the specific WS encountered by police officers. These limitations highlight potential avenues for future research to explore in greater depth.

To enhance the well-being and JS of police officers and their families, a comprehensive set of tailored interventions and support programs can be implemented. Recognizing the unique stressors faced by officers and introducing critical incident debriefing sessions and counseling services to provide a confidential space for emotional processing. Offering flexible scheduling, exploring remote work options and developing workshops and resource programs to address the needs of officers’ families, including stress management and communication skills. Strengthening parental leave policies, incorporating extended paid leave and clear communication, to alleviate stress during significant family events. Establishing peer support networks within police departments to provide officers with a valuable avenue for sharing experiences and coping strategies. Collectively, these interventions aim to create a supportive and family-friendly environment within the police force, ultimately fostering improved work-family balance and enhanced well-being for police personnel. To enhance the well-being and JS of police officers and their families, a comprehensive set of tailored interventions and support programs can be implemented. Recognizing the unique stressors faced by officers, critical incident debriefing sessions and counseling services should be introduced to provide a confidential space for emotional processing. Given the demanding nature of police work, exploring flexible schedules and remote work options can assist officers in achieving a better work-life balance, particularly when dealing with family-related challenges. Workshops and resource programs specifically addressing the needs of officers’ families, including stress management and communication skills, can be developed to strengthen family connections. Strengthening parental leave policies, incorporating extended paid leave and clear communication, can alleviate stress during significant family events. Establishing peer support networks within police departments provides officers with a valuable avenue for sharing experiences and coping strategies. Regular mental health check-ins and screenings, as well as financial education workshops, acknowledge and address the unique challenges faced by officers and their families. Community engagement and recognition initiatives, along with specialized training on work-family balance, can foster positive morale. Finally, the establishment of a crisis intervention and FS hotline serves as a vital lifeline during critical situations, ensuring immediate assistance and resources for officers and their families in times of need. Collectively, these interventions aim to create a supportive and family-friendly environment within the police force.

The primary objective of this study is to assess the impact of occupational demands and familial support on the overall happiness levels of police officers stationed in Punjab, India. The research underscores the crucial importance of implementing family-friendly policies aimed at achieving a harmonious equilibrium between professional responsibilities and family life commitments. The findings unveil a multifaceted interconnection between occupational stress, familial support systems and individual assessments concerning career fulfillment, domestic life and parental responsibilities. Moreover, the study sheds light on various family-friendly initiatives, such as empowerment strategies and recognition programs, that have the potential to augment JS among police personnel. Furthermore, it suggests that future investigations delve deeper into the efficacy of implementing voluntary programs rather than mandating or promoting their usage in mitigating stress and resolving familial conflicts. The study establishes a clear correlation between JS, overall well-being and the interplay between occupational demands and familial encouragement. Policymakers and corporate entities are urged to take cognizance of these factors while formulating strategies aimed at enhancing the health and contentment levels of employees in the workplace. Additionally, the study underscores the significance of cultural factors, emphasizing the need to consider them in future research endeavors and policy formulations. Cultural factors such as societal norms, values and expectations can influence the way that police personnel perceive and use FS, as well as the impact that FS has on their job performance. By conducting cross-cultural studies, researchers can gain insights into how the relationship between FS and job performance may vary across different cultural contexts. This can help to identify universal factors as well as culturally specific influences on the interplay between FS and job performance among police personnel. Furthermore, investigating the impact of FS on job performance in diverse cultural contexts can contribute to the development of culturally sensitive support programs and policies for police officers. Understanding how cultural factors shape the experiences of police personnel and their families can inform the design of interventions that are tailored to the specific needs and challenges present in different cultural settings. In summary, expanding the research scope to include diverse cultural contexts can enhance the generalizability of the findings and contribute to the development of culturally sensitive support programs and policies for police officers.

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