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The purpose of this study is to examine the relationship between knowledge-hiding behaviors (evasive hiding, playing dumb and rationalized hiding) and employees’ silence (defensive silence, relational silence and ineffectual silence). Besides, this paper investigates the relation mediated by psychological contract breach.

The data were collected with three-time lags (40 days each) through a structured questionnaire from 389 employees of registered software houses in Pakistan. The structural equation modeling (partial least squares) approach is used for data analysis.

The findings of this study confirm that knowledge-hiding behaviors have a significant and positive relationship with employees’ silence, and psychological contract breach significantly mediates the relationship between knowledge-hiding behaviors and employees’ silence.

The implications of this study are very supportive to the knowledge-intensive organizations, i.e. software houses. The management should increase the knowledge sharing and trust culture among employees to discourage the knowledge-hiding behaviors among employees. Moreover, supervisors should develop trust among employees, motivate them to avoid knowledge hiding and encourage the employees to raise their voices against their problems in a formal way.

The present study highlights the impact of different dimensions of knowledge hiding on employees’ silence and the role of psychological contract breach as a mediator in this scenario.

This study aims to investigate the factors influencing successful and unsuccessful succession in Pakistani family-owned businesses (FOBs), with a focus on the interplay between formal governance practices and socio-cultural dynamics. By examining key elements in succession planning and leadership transition, the study offers insights tailored to the unique challenges faced by FOBs in emerging markets such as Pakistan.

Employing a multiple case study approach, this research examines generational transitions across ten Pakistani FOBs. Data were collected through semi-structured interviews with key family members involved in the succession process, with thematic analysis applied to identify patterns.

The findings indicate that proactive succession planning, formal governance mechanisms and thorough successor training are critical for achieving smooth leadership transitions in Pakistani FOBs. Companies that implement structured governance and clear succession processes experience fewer internal conflicts and greater business continuity. However, socio-cultural factors, such as seniority-based preferences and gender biases, present significant obstacles, often complicating the transition process. Additional challenges include resistance to modernized strategies, and sibling rivalry strongly influence succession outcomes in the Pakistani context and highlight the need for culturally sensitive governance approaches to improve business continuity.

Practical implications for family-owned businesses include early succession planning, structured governance mechanisms and comprehensive training for successors. Establishing family councils can minimize conflicts and align family goals. Addressing cultural biases, such as gender and seniority preferences, encourages merit-based succession, ensuring smoother transitions. These strategies enhance continuity, reduce disruptions and support sustained growth, particularly in culturally influenced contexts like Pakistani family-owned businesses.

By examining succession dynamics within the context of an emerging economy such as Pakistan, this study provides valuable insights into the unique cultural and organizational challenges facing FOBs. The findings enrich the understanding of succession in family enterprises and extend current knowledge on the influence of socio-cultural factors in business continuity.

This study aims to examine the scholars’ views on the legality of bilateral rebate in Islamic financial transactions. It also aims to evaluate the contemporary application of bilateral rebate in Islamic banking operation as an alternative to the conventional mechanism in handling the events of early settlement of debt, early termination of debt facility and early withdrawal of term deposit.

The study used deductive and inductive methods to analyze the juristic literature of all the major schools of law on the legality of both bilateral and unilateral rebate in a financial transaction.

The study found bilateral rebate (ibra’ mutabadal), instead of unilateral rebate, to be the best and fairest Islamic mechanism to overcome injustice in several events that may impact the bank’s liquidity such as that of early settlement of debt facility and early withdrawal of term deposit in the sense that the interest (maslahah) of both transacting parties is equally secured.

This study has its limitation, as it only covers the applicability of bilateral rebate in Islamic banking operation. It does not include the applicability of bilateral rebate in other segments of Islamic finance such as Islamic capital markets and Islamic insurance (Takaful business).

This paper has practical implication for Islamic banking industry particularly with regard to its liquidity management in the event of early settlement of a debt facility, early termination of an Islamic facility and early withdrawal of Islamic term deposit. It may also assume policy implication in the event that the regulator adopts the legality of bilateral rebate in its Islamic banking policy and guidelines.

This paper offers an Islamic alternative to the conventional mechanism in handling the event of early settlement of a debt facility, early termination of an Islamic facility and early withdrawal of Islamic term deposit. Under conventional banking, there are certain fees and charges imposed on customers in the above events like early settlement charge and early withdrawal charge. Unlike its conventional counterpart, Islamic banks cannot opt for the conventional method that seems unjust to the customers as the charge is imposed without Sharīʿah basis. In this case, bilateral rebate serves as a fair mechanism to manage the bank’s liquidity in the aforementioned events.

This paper aims to investigate the direct relationship between person-related workplace bullying and dimensions of knowledge hiding. In addition, this study also intends to explore how relational psychological contract breach (RPCB) mediates bulling and knowledge hiding.

This study has used a survey-based research design to collect the data. The data were collected in three-time lags from 494 individuals working in IT-based firms (software houses) located in Pakistan. The data were analyzed through the variance-based structural equation modeling technique. For this purpose, the authors used SmartPLS3 software.

This study revealed that person-related workplace bullying impacts playing dumb and evasive knowledge hiding both directly and indirectly. In addition to this, person-related bullying does not affect rationalized knowledge hiding. This study also found that RPCB mediates the relationship between person-related bullying and knowledge hiding dimensions.

This study offers important implications for IT firms, including software houses. The findings imply that organizations should discourage person-related workplace bullying to reduce employees’ intention to engage in knowledge-hiding behavior. Moreover, the management of these firms should develop a culture of interpersonal trust among employees so that they can care for the relational psychological contract.

This study is amongst the few types of research that has investigated the impact of person-related bullying on different forms of knowledge hiding behavior through the mediating role of RPCB.