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Firms need competitiveness in terms of quality, price, and delivery to satisfy public sector customers. The purpose of this study is to investigate the effect of innovation capability on this competitiveness in a market-oriented firm and to determine the role of supply chain integration and marketing-technical integration in enhancing innovation capability.

A theoretical model was developed to test hypotheses. Data was collected from 199 top-level managers serving pharmaceutical companies. Partial least squares-structural equation modelling was used for datas analysis.

The results highlight the vital role of innovation capability in the development of firm competitiveness. Significant results for all relationships were obtained. The effect of market orientation on supply-chain integration was stronger than its effect on marketing-technical integration. Partial multi-mediation of supply chain integration and marketing-technical integration was found in the relation between market orientation and innovation capability.

The study helps managers develop an efficient strategy by using firms’ innovation capability to supply products according to public sector customer needs.

The study is based on a real-time practical problem faced by firms, as the majority of them fail to sell their products to public sector customers. To the best of the authors’ knowledge, the current study is one of the first studies that discusses the role of innovation capability at the marketing-supply chain management interface to help a firm become an attractive supplier for public sector customers.

Using social exchange and power-dependence theories, this study advances the emergent debate on the dark side of leadership by examining the impact of despotic leadership style on employees’ supervisor-rated job performance, job satisfaction and turnover intention with individual-level power distance orientation as a moderator.

We collected multisource and time-lagged survey data in two waves from 65 leaders and 300 subordinates as paired responses working in different banks, telecom and IT companies.

It was found that employees’ exposure to despotic leadership harms their job performance and job satisfaction and has a positive effect on their turnover intention. In line with our prediction, low power distance orientation employees react more strongly to despotic leadership while high power distance orientation mitigates its effects on employee job outcomes.

Despotic behavioral tendencies must be taken into consideration while selecting and appointing leaders. Organizational leaders should also refrain from opportunistic and exploitative use of their followers' efforts.

This study adds to the emerging literature on the dark side of leadership by examining the relationship of despotic leadership style with employee job outcomes. The unique contribution of this study is the examination of individual-level power distance orientation as the boundary condition of these relationships.

The purpose of this study is to know the perceptions of university librarians in Pakistan about the benefits of electronic learning for continuing professional development (CPD), to identify the motivating factors to engage librarians in electronic learning programmes for CPD and to investigate the challenges of adopting electronic learning faced by university librarians in Pakistan for CPD.

A quantitative research method followed by a survey research design was applied to address the study’s objectives. Quantitative data was gathered from the target population through a questionnaire. The target population of the study was consisted of all library professionals working in the Higher Education Commission (HEC)-recognized public and private sector universities of Pakistan.

The findings of the study showed that respondents positively realized the benefits of electronic learning for CPD. According to the results, organizational support is a prominent motivational factor for librarians to attend electronic learning programmes and develop their professional skills. Findings revealed that lack of technical support is identified as the most prominent problem in the effective adoption of electronic learning technologies. Technical challenges, such as inadequate infrastructure, poor networks, broadband access issues and low bandwidth, create obstacles for librarians in implementing electronic learning for their CPD.

This study is fruitful for library leadership to apply the emerging technologies to benefit from electronic learning for career development to deliver value-added services to the end users of university libraries.

This study aims to identify the effects of artificial intelligence (AI) on university libraries and to reveal challenges associated with the adoption of AI-powered applications in libraries.

A systematic literature review (SLR) was applied to address the study’s objectives. The 25 most relevant seminal studies published in Scopus- and Web of Science-indexed journals were selected to conduct the study.

Findings revealed that AI has strong positive effects on university libraries. These effects included efficiency and promotion of library products, innovative library services, alignment of library services with the fourth industrial revolution (4IR), collection management and user services and transformation of library systems. Results also manifested that skills and knowledge barriers, financial and resource constraints and resistance to change created challenges to adopt AI-based services in university libraries.

This study has added valuable literature to the existing body of knowledge by conducting SLR on the basis of 25 most relevant research articles published in cite score and impact factor journals. It has provided practical implications by offering recommendations to adopt AI in university libraries. The study is a benchmark for policymakers, AI applications developers, higher education bodies, government representatives, university administration and library leadership to devise effective strategies and methods for the efficient adoption of AI in libraries. The study has also provided a framework to adopt AI applications in library settings.

Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP).

Time-lagged and multisource data were collected from employee–coworker dyads (n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique.

Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE.

This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.

The bulk of the current research on authentic leadership focuses on the examination of its consequences. Little attention has been paid to the predictors of authentic leadership. We examined how the Big Five personality traits can predict an authentic leadership style.

Using multisource time-lagged data from 305 leader–subordinate dyads, we examined how the Big Five traits (extraversion, agreeableness, consciousness, openness to experience and neuroticism) are related to authentic leadership. While leader personality was measured through self-reports, we measured authentic leadership style through subordinate reported data.

We found good support for the proposed hypotheses. While extraversion, agreeableness, conscientiousness and openness to experience were positively related to authentic leadership style, neuroticism was negatively related to it.

The findings support the trait view of leadership, suggesting that the personality traits of a leader can predict his/her authentic leadership style. These findings hold promise for managers in that they can use personality inventories and tests in the selection and evaluation process to select and train potential authentic leaders.

We proposed a unique idea and tested it using leader–subordinate dyadic data that are time-lagged to test our hypotheses.

In this study, the impact of boss phubbing, or using a phone during interaction with subordinates, on important employee outcomes — work meaningfulness and employee phubbing behavior — through the mediating role of self-esteem threat was investigated using affective events theory. The moderating role of rejection sensitivity was also examined.

Data were collected in three time lags from head nurses (N = 178) working in public and private hospitals. The hypothesized relationships were tested using variance-based structural equation modeling with partial least squares.

Boss phubbing negatively affected employees' sense of work meaningfulness and had a positive direct and indirect relationship with employee phubbing behavior through self-esteem threat. The hypothesized moderating role of rejection sensitivity was not supported.

The authors recommend that organizations develop policies addressing boss phubbing in the workplace, particularly in contexts in which a high leader–member exchange is desired for organizational effectiveness, such as health-related services. Superiors, such as doctors, should review their mobile phone usage during interactions with subordinates because it is detrimental to employee outcomes.

This study is a nascent attempt to test the hypothesized relationships on the emerging phenomenon of phubbing at work in the human–computer interaction domain in Pakistan, a developing country, particularly in hospital settings where a high leader–member exchange is pivotal.

Drawing on conservation of resource theory, this study aims to examine the impact of work-study conflict (WSC) on workplace outcomes (job performance, job satisfaction, burnout and turnover intention). The study also investigated whether these relationships were contingent on the level of supervisor support at the workplace.

Survey data were collected in two-time lags from 752 studying professionals (non-traditional students) through a convenient sampling technique.

Results showed that WSC enhances burnout and turnover intention but has no significant direct relationship with job performance and job satisfaction. It was also found that the relationships between WSC and workplace outcomes, i.e. job performance, job satisfaction and burnout were conditional on the level of supervisor support.

The research contributes to WSC literature by being the first to empirically investigate the direct and interactive effects of WSC and supervisor support on important workplace outcomes of those adults who were primarily working and then decided to study further for career development rather than on full-time students.

This study aims to empirically investigate the relationship between different global software development (GSD) challenges (management, process, social, technical and environmental challenges) and software project success. Further, the study examines the moderating role of total quality management (TQM) between the relationship of GSD challenges and success of software projects.

Using two field studies, the authors collected data form software developers working in globally distributed teams. In study 1 (n = 194), relationship of different dimensions of GSD challenges (management, process, social, technical and environmental challenges) and project success was examined. In study 2 (n = 138), moderating role of TQM was examined on the relationship of GSD challenges and project success.

The results of study 1 indicate that there is a negative relationship between all dimensions of GSD challenges and project success. Findings of study 2 confirmed that TQM practices moderate the negative relationship between GSD challenges and project success.

The findings of the study provide guidelines to the project managers of software industry to mitigate GSD challenges using TQM practices.

Study adds in the literature of TQM, GSD challenges and project success by (1) empirically investigating the relationship between different GSD challenges and software project success and (2) by examining the moderating role of TQM practices on relationship of GSD challenges and project success in global software development industry.

In the post-#MeToo movement era, heightened awareness regarding harassment at workplace has forced corporations to consider gender-based harassment as a serious issue. This study aims to theorise and test psychological capital as a resource reservoir to cope with burnout experienced in the form of emotional exhaustion, depersonalisation and reduced personal accomplishments as results of gender-based harassment at workplace.

Multi-wave data were collected from 304 female employees working in project-based organisations in the information technology industry in Pakistan.

The analysis shows contradictory findings about the prevalence of sexual harassment when a behavioural measurement approach was used against a direct query method. The results also show that gender harassment leads to burnout causing emotional exhaustion, depersonalisation and reduced personal accomplishment among the victims. However, psychological capital helps victims cope with these adverse effects of gender harassment.

Managers need to boost the psychological capital of female workers and devise effective policies to combat gender harassment in the workplace. Enforcement of legislation regarding harassment in the workplace should be ensured, which will also indicate seriousness towards the achievement of the United Nations’ Sustainable Development Goal No. 5, that is, gender equality.

To the best of the authors’ knowledge, this study is the first to present psychological capital as a resource reservoir to combat the negative effects of gender harassment and has been conducted in less studied non-Western work settings.