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The dynamic global environment has increased the requirement of multidisciplinary entrepreneurial engineers. While studying entrepreneurial aspects of engineers, researchers have not considered inherent variability due to engineering majors. This study investigates the impact of entrepreneurial motivation (EM) on entrepreneurial intentions (EIs), to analyse the inherent entrepreneurial potential of engineering majors. The impact of entrepreneurial education has also been studied to proffer recommendations for policymakers.

The design of this study is a survey conducted with 342 undergraduate students from three major engineering institutions in Pakistan using a close-structured questionnaire. Moderation analysis examines the entrepreneurial potential of different engineering majors. Analysis of variance (ANOVA) has been conducted to compare the EIs of different engineering majors and regarding the impact of entrepreneurial education on EIs.

The engineering major's role in the transformation of EM to EIs is multifaceted. EIs of students of a few engineering majors were found high. Entrepreneurship education improves the overall EIs of engineering students.

Outcomes of the study are useful for academia and policymakers to engage students of particular engineering majors, identified as entrepreneurial, in advanced entrepreneurial education and expose them to potential start-ups to have better value addition in specific sectors.

This is the first study in which engineering majors have been examined to bring insights about inherent entrepreneurial potential. This inherent entrepreneurial potential needs further exploration by academic researchers. The study has provided the base for future studies to institutionalize entrepreneurial education for different engineering majors.

Research in the field of intrapreneurial behaviour (IB) is developing in terms of the personality results of employees in various occupations. An important developing field is the study of how personality traits (PTs) influence occupational results. While previous theories like situationism focus on the impact of situations, the role of situations as a catalyst for personality in the context of IB has not been explored. Theories like person-job fit have also established the personality-job resemblance for performance measures. This paper aims to conceptualize the activation of PTs for IB responses from employees using trait activation theory (TAT).

The TAT explains the personality-triggering effect in diverse situations for performance measures. Plenty of research studies have established IB of employees as a performance measure at the individual level that further rejuvenates organisational performance measures. The current study aims to conceptualise how personality and situational factors interact to affect IB outcomes in firms using the TAT. Employees in different occupations utilise personality coherent conflict handling styles (CHS) to manage conflict situations, which might serve as situational cues to activate personality effects in employees engaged in IB.

A theoretical framework for understanding how situational cues activate PTs for IB development has been proposed in this study.

The findings of the study have repercussions for pedagogy and the practices that are currently used in human resource management.

The study concludes with a series of propositions by arguing and supporting literature on existing conceptions of the trait activation process. Attempting to advance the conceptualisation of TAT, the study also offered implications for theory, pedagogy and practice regarding the relationship between PTs, CHS and IB.

Employees’ personalities towards occupational outcomes have significantly gained academic attention. Personality traits (PTs) of employees as the determinant of corporate entrepreneurship (CE) outcomes research domain is emerging. This paper aims to assess extraversion PT activation for CE outcome under the problem-solving conflict handling style (CHS) situational cue.

The survey was conducted in automotive manufacturing firms in Pakistan for cross-sectional data collection. Structural equation modelling was used to assess the hypothesised theoretical model from 376 employees.

Results revealed a positive and significant impact of extraversion on CE. Also, employees with high extraversion traits were found to prefer the problem-solving style in managing workplace conflicts. The extraversion trait was also found to be activated under the situational cue of the problem-solving style.

The present study draws implications on person-job fit conceptions at the workplace while hiring, promoting and appointing employees. Personality assessment at the workplace is still in infancy in developing countries. The benefits of employees’ personalities can positively impact organisational performance measures like CE.

The present study has proposed the theoretical model based on Trait Activation Theory (TAT) and contributed theoretically through empirically testing the theoretical model by investigating the employees’ CHS role in activating their PTs towards the CE outcomes. Theoretically, using TAT conceptualisations in entrepreneurship and CE is novel as previous knowledge on PTs activation towards CE outcomes is non-existent. CHS as situational cues will attract social science researchers towards studying its role in various predictor outcome links across multiple work settings.

Using trait activation theory (TAT), this paper aims to empirically assess that work drive (WD) personality characteristics of employees will express better towards intrapreneurial behaviour (IB) outcomes in higher levels of job autonomy (JA) at the workplace.

Using cross-sectional design, a total of 258 engineering employees from the automotive industry of Pakistan were surveyed. The partial least square structural equation modelling (PLS-SEM) statistical method was used to evaluate the hypothesised theoretical model.

Statistical results revealed a significant and positive relationship between WD and IB. WD personality was also found to be activated with its interplay with JA for personality expression towards IB.

The present study offers a deeper insight into the interplay of organisational and individual factors as determinants of IB of employees. The study's findings suggested the importance of the rightful application of organisational situational cues in person–situation interaction for positive workplace behaviours by employees. Personality assessment of employees and their interplay with situational cues, as per conceptualisation of TAT, can assist the corporations towards enhanced levels of employees' behavioural tendencies towards intrapreneurship.

The application of TAT from the present study's perspective is novel theoretically as the literature on the activation of personality traits towards IB outcomes is non-existent. Also, the assessment of situational cues in JA will open avenues for organisational behaviour researchers to seek more organisational situational moderators for their assessment of various personality–outcome relationships in diverse contexts to activate personality traits.

The determination of human behaviours due to individual characteristics (personality traits) or situational factors has long remained inconclusive. Although the literature stream on personality as the determinants of behaviour is voluminous, the interest of researchers is also growing towards organisational situational cues as the determinant of behaviours. According to situation strength theory (SST), behaviours are determined by situations in strong situations and by personality in weak situations. This study aims to propose a theoretical model of intrapreneurial behaviour (IB) emanation from empowering leadership (EL) by extending the epistemology of SST under the influence of organisational strong situations of job autonomy (JA) and perceived organisational support (POS).

Using SST, the present study argues that strong situations play a key role in determining human behaviours, and the same can be viewed deductively to assess IB.

The study attempts to propose whether EL is capable of predicting IB under the strong situation effect of JA and POS while dampening the impact of human personality characteristics.

The current study offers a significant departure from current human resource practices in person-situation dialectics, moving away from personality assessments and toward the creation of cues from strong situations for fostering human behaviour. As a result, personality researchers are being encouraged to conduct a reality check on the extensive personality research conducted in occupational settings. Considering organisational situational cues can impact human resource scope in areas such as talent management, selection, promotion and employment.

In this study, the situation strength theory (SST) has been applied to assess the predictability of empowering leadership (EL) in explaining intrapreneurial behaviour (IB) under the strong situation effect of job autonomy (JA).

The proposed theoretical framework was assessed using cross-sectional survey data from 237 engineers employed in Pakistan's automotive firms. Covariance-based structural equation modelling (CB-SEM) was used to analyse the survey data.

The study's results revealed a positive relationship of EL with JA and IB. Drawing from the conceptualisation of SST, JA serves as an organisational strong situation by offering sufficient cues and significantly intensifies the relationship between EL and IB.

The study contributes by establishing the requirement of strong organisational situations for nurturing IB in organisations. The study's outcomes are useful for academia, practitioners and industry to identify strong situations for employees' organisational behavioural outcomes like IB to dampen the personality impacts of employees on organisational processes. Hence, the study offered a major shift or an alternative in existing human resource practices, from personality assessments to creating cues from strong situations for fostering human behaviours. This will impact organisational human resource management scope during talent management, selection, promotion and employment.

The present study is novel from the IB investigation due to situational response in organisations, as assessed by employees. The study contributes towards SST by extending its epistemology to explain IB as an outcome of EL. The present study offers important empirical evidence for the role of the strong organisational situation of JA.

Intrapreneurship is rapidly concerning organizations to tailor their operations and strategies for competitive advantage. Research on intrapreneurial dimensions is in the developing stage, requiring more rigorous methods of investigation and application in various contexts. This study aims to focus on individual level intrapreneurship by examining the association of personality traits (PTs) on intrapreneurial behaviour (IB) moderated by knowledge sharing behaviour (KSB) and comparison of employees in engineering and functional departments.

A survey has been conducted for data collection using a structured questionnaire. Partial least squares structural equation modelling has been used for hypotheses testing, moderation and multi-group analysis on a sample of 534 respondents.

Results reveal that PTs exerted a positive influence on IB. The impact of PTs on IB was more pronounced in the employees of functional departments. KSB moderates positively in the relationship between PTs and IB. Both groups significantly differ in dimensions of PTs.

Organizations can do little to improve PTs of employees, which impacts on intrapreneurship in organizations. However, KSB in organizations can be improved by adopting various measures. KSB eventually promotes innovation in organizations resulting in an overall competitive advantage for firms.

This is the first study that contributes theoretically in intrapreneurship literature by providing insights on PTs impacting IB incorporating KSB and comparing the diverse group of employees.

The present study enriches the person-situation debate by developing and testing a theoretical model on the nexus between empowering leadership (EL) and intrapreneurial behaviour (IB) in the presence of a strong organisational situation of perceived organisational support (POS).

Cross-sectional survey data collected from 237 engineers working for Pakistani automakers were used to evaluate the suggested theoretical framework. The survey results were analysed using the partial least square structural equation modelling (PLS-SEM) method.

The results from the analysed data revealed a significant and positive relationship between EL and IB. POS significantly moderate the relationship between EL and IB as per the conceptualisation of situation strength theory (SST) and is established as a strong organisational situation that generates situational cues for IB outcomes from employees.

The present study provides new insights into determining employees' workplace behaviour as viewed from the organisational situations. Hence, top management in organisations can create a conducive environment by improving employees' POS for valued work behaviours like IB.

This paper aims to explore the way tacit knowledge (TK) sharing occurred among automotive workshop (AW) employees. Challenges and drivers of TK sharing (TKS), including stakes of experienced employees that hinder the smooth transfer of TK, have been explored.

In-depth interviews have been conducted with experienced technicians using open-ended questions to gain deep insights on the issue of TKS. Data coding has been done for thematic analysis to extract themes.

This study explains the way TK is shared and transferred among employees in the AW sector. Various drivers and challenges in the smooth transfer of TK have been found. Various stakes of employees in the sharing of TK have been explored.

To the best of authors’ knowledge, this is the first study that explored stakes of experienced employees in TKS by exploring challenges in the TKS process among employees. Automotive repair is a complicated technical job that integrates various trade persons for the successful execution of jobs for customer satisfaction. TK is a core value and a sensitive issue among employees, which makes the job of researchers challenging, resulting scarcity of literature on this vital issue.

This study aims to investigate the short-run and long-run relationship between economic variables and the unemployment rate in South Asian countries.

A panel Vector Error Correction (VECM) model is used to establish the long-run and the short-run relationship between unemployment rate and selected economic variables. Data were collected from WDI, WGI and FDSD for the year's 1994–2016.

The finding of the study showed a negative and significant relationship at the 5% level of significance among governance, internet users, mobile cellular subscriptions, fixed broadband subscriptions and human capital with an unemployment rate of South Asian economies. On the other hand, financial activity (credit) and population growth have a positive and significant relationship with the unemployment rate.

In the light of our findings clear that employment problems can only be created if the government does not put in place adequate measures to control the population and allocate resources equitably, giving a sense of belonging to all citizens. Therefore, to provide the controlled population with the necessary employment opportunities, it is necessary to allocate resources efficiently and to launch projects aimed at creating jobs.

Transparency or merit is the basis of good governance and the very first step to achieving the goal of good governance is to fight against corruption. It provides a complete justification for providing good quality management records, financial controlling and managerial systems.

The connections between governance and unemployment are complex and need to be studied in a detailed manner. There is the absence of literature that strongly interfaces good governance to unemployment; the fundamental work in this regard is Farid (2015). They locate a solid relationship between good governance and improving external debt situation by in Pakistan a time series analysis. But there is no research in the context of South Asian countries between governance and unemployment.