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The purpose of this study is to examine the antecedents of specific human resource management (HRM) practices and trust on knowledge sharing (KS) behavior of employees.

In the first phase, a questionnaire survey was used to collect the data from 350 randomly selected individuals working in banks. In the second phase, ten managerial-level employees were interviewed to triangulate the findings of the survey.

The results revealed that employees viewed trust, recruitment and selection and performance appraisals have a positive relationship with KS behavior. However, training and development and incentives have no impact on KS.

The value of this paper lies in the understanding gained about the interactive effects of KS and HR practices using the structural equation modeling technique. This paper will help in understanding the factors that can promote KS. This study will be helpful for employees, managers and policymakers. This study may help in highlighting the significant role of HR practices.

The purpose of this study is to examine the influences of informal organisational and family support on work-family conflict (WFC) and its subsequent impact on turnover intentions among female employees.

To evaluate the WFC among female individuals, data were collected through a questionnaire distributed among female employees in the service sector in Lahore, Pakistan, by using convenience-sampling technique. The collected data were analysed through a well-known statistical technique, SEM, using AMOS software.

The findings suggest that supports (informal organizational and family) have no impact to resolving the issues of WFC arising because of female members of the family working. Also, it was found that WFC is positively linked to employee turnover intentions.

By addressing WFC issues, this research has key implication for WFC practically. This study has essential implications for organization, so it can reduce the WFC by creating a supportive environment to create balance amongst work and family life. Specifically, managers need to be aware of the impact that social support and WFC have on turnover intention.

This study provides the model of WFC that helps in future research. The research also improves past studies’ methodology by testing the direct and mediation impacts between the constructs specifically in female employees. This study is a valuable addition to the existing body of literature.

Microfinance institutions (MFI) must adapt to rapidly changing market conditions, including stringent regulations and diverse customer demands, necessitating a high absorptive capacity. This research elucidates how organizational culture promotes knowledge sharing, thereby enhancing an organization’s ability to absorb and utilize new knowledge, with particular attention to the moderating role of MFI size.

Data were collected from 450 randomly selected employees of MFIs in Pakistan. Hypotheses were tested using structural equation modeling in WarpPLS 8.0.

The findings show that knowledge sharing mediates the relationship between organizational culture and absorptive capacity. The impact is more pronounced in larger MFIs, while smaller MFIs exhibit greater agility in adapting to new knowledge.

MFIs, particularly in dynamic markets like Pakistan, should enhance their absorptive capacity by fostering an organizational culture that promotes knowledge sharing. While larger MFIs benefit from structured knowledge-sharing practices, they should address potential bureaucratic impediments to maintain agility.

By improving absorptive capacity, MFIs can better innovate and tailor their services to underserved communities, contributing to financial inclusion and poverty alleviation in Pakistan. This research provides insights for policymakers and practitioners on fostering sustainable development through strategic organizational practices in MFIs.

The findings offer a practical framework linking theoretical concepts from the resource-based and knowledge-based views to real-world applications, particularly in developing economies. It emphasizes the crucial role of organizational culture in enabling MFIs to adapt and thrive in challenging environments.

The purpose of this paper is to probe and explore the mediation role of knowledge management (KM), in the relationship between human resource (HR) practices and organizational innovation capability.

The investigation is carried out by using a stratified-multi-stage sampling technique of 120-sample size. The data is amassed by both male and female employees working in the service sectors. A structural equation modelling is applied, and three methods are implemented for mediation analysis.

The findings suggest that the mediation role of KM is statistically significant, among the association of HR practices and organizational innovation capability. The fact that the mediation role of KM is established both for male and female employees is also noteworthy.

It can be possible to enhance the organizational innovation capability, if the HR practices are instigated by the HR managers effectively. Through HR practices the knowledge can be administrated and shared effectively that will aid in attaining organizational innovation, as well as competitive advantages.

The developing countries have opted for solutions such as empowering employees in decision-making to maximize innovation. Promoting KM and intellectual capabilities are now among the core parts of the HR policies for developing countries. Therefore, this paper will help in bringing awareness amid developing countries, Pakistan, in particular, to include KM and intellectual capabilities for increasing organizational capabilities.

The purpose of this paper is to investigate the effect of specific human resource management (HRM) practices on knowledge sharing behaviour among employees of knowledge intensive firms (KIFs).

Based on previous literature, a model is proposed for the study and hypotheses are formulated. The cross-sectional data set comes from a sample of 390 employees of 19 KIFs. Confirmatory factor analyses were employed to evaluate the reliability and validity of the measurement model and the research model was tested using structural equation modelling.

The results suggest that collaborative HRM practices have a direct positive effect on employees’ knowledge sharing behaviour. Surprisingly, the authors find that employees’ knowledge sharing behaviour is independent of reward systems and employees’ recognition. The authors suggest that organisational learning environments based on collaborative HRM practices can help employees’ knowledge sharing behaviour and improve the capability of both individual and organisational capability.

Knowledge-sharing behaviour is examined using specific HRM practices. Findings should be confirmed using a larger sample, as well as through longitudinal study.

This study will be beneficial for researchers, practitioners, scholars, organisational leaders and employees. It will also be helpful for those interested in organisational structure and relationships across organisations in knowledge context.

This study makes a valuable contribution, given that there is a lack of empirical studies of this nature focusing on the South-East Asian region. The findings are more interesting given that the current study is based on employees’ perceptions.

This study aims to explain the relationship of employee voice and turnover intention with the mediating role of top management team (TMT) conflicts. Moreover, this study also aims to find the moderating influence of union instrumentality among employee voice and TMT conflicts.

The study was conducted by using a quantitative approach and data was collected from 300 employees of the manufacturing sector of Pakistan through questionnaires. Data were analyzed by applying different statistical tools and tests through SPSS-21 and AMOS.

Results demonstrate that employee voice has a significant negative impact on employee turnover intention; TMT conflicts significantly mediate employee voice and intention to quit. However, union instrumentality is only initiated to moderate the relationship between employee voice and cognitive conflict.

This research focuses on the manufacturing sector and data have been collected from manufacturing firms situated in Gujranwala, Pakistan only. Moreover, the sample size of the study is also small. Therefore, the current study is an addition to the knowledge and understanding of the studied variables.

This study is of great use for managerial level employees because the adequate implication of employee voice can reduce turnover intention.

This study aims to add value to the existing exit-voice theory and discuss the internal organizational factors that generate quitting intentions. Moreover, it provides insights about union instrumentality and its significant role as a moderator and the significant mediating role between employee voice and intention to quit paving new ways for future researchers.

The purpose of this paper is to analyze the influence of financial, monitoring and experiential expertise of audit committee chair (ACC) and HR, monitoring and experiential expertise of nomination committee chair (NCC) on the financial performance (FP) of the firm.

Quantitative approach was used in this study to collect data from 50 non-financial firms of Pakistan and to analyze the data through e-views for testing hypotheses.

The findings revealed that financial and monitoring expertise of ACC and experiential expertise of NCC positively influence return on assets, return on equity and the net profit margin of the firm. However, no significant influence of experiential expertise of ACC and monitoring and HR expertise of NCC on FP was found.

The findings of this study will help firms of Pakistan to understand what expertise of their ACC and NCC can contribute to the enhancement of their FP. However, the current study examined the non-financial firms of Pakistan only.

Past studies have never shown the particular focus on different types of expertise of “Chairs” of nomination and audit committees in a combined research to analyze their impact on FP of firms. The present study has abridged this gap in the field of expertise of chairs of board committees so, it will open new areas of discussion for future researchers in domains of “agency theory”, “human capital theory” and corporate governance.

Islamic law, as the fundamental framework for Islamic bank operations, emphasizes the transparency of bank performance information to the ummah (stakeholders). This study aims to prove the effect of performance disclosure (shariah compliance, social, environmental and economic performance) on profitability, customer loyalty and cost of debt.

This study uses 23 Islamic banks in Indonesia and Malaysia observed for 15 years (2009–2023) and analyzed using panel data regression.

We report that disclosure performance negatively impacts the cost of debt. However, by testing each performance disclosure indicator, we find that disclosure of Shariah and environmental compliance performance positively impacts customer loyalty. In addition, environmental performance disclosure negatively impacts the cost of debt. In the long term, we report that customer loyalty increases in line with the expansion of shariah, social, environmental and economic compliance performance disclosures. In addition, environmental performance disclosure has a positive effect on return on assets (ROE).

This study is limited to Islamic banks in Indonesia and Malaysia, which are predominantly Muslim. Muslims are the primary market for Islamic banks and a major factor in determining Islamic bank legitimacy.

We recommend that regulators encourage banks to expand bank performance disclosure by issuing regulations and laws, such as creating rankings for Islamic banks’ disclosure performance or rewarding banks that provide broader disclosures. Thus, it will help stakeholders to access bank performance information.

The contribution of this study is to develop the concept of business sustainability through comprehensive performance disclosure, including Shariah compliance and social, environmental and economic performance.

The purpose of this study is to examine the perception and acceptability of insurance policyholders to introduce takāful in India. The primary focus of this research is insurance policyholders because they currently have insurance policies and it is believed that they are familiar with the concept of insurance, compared to the people who do not have any insurance policy.

New product diffusion theory is used in developing the hypothesis and a questionnaire. In this research, the population is unknown, and hence, the non-probability sample is used. Quota sampling and snowball sampling methods are used in this survey, with a sample size of 909 respondents, including Muslim and non-Muslim policyholders. The external factors that motivate potential policyholders to participate in takāful are the independent variable here; while the respondents’ actual willingness to participate in takāful is the dependent variable. Regression analysis is performed to analyse the data.

Based on 909 respondents, it is found that the factors such as cost vs benefits, marketing and promotion and social and religion play a significant role in a consumers’ decision-making at 1% significant level overall. The attribute of agents can influence the consumers at a 10% significant level overall. However, other factors, namely, accessibility, availability and service quality, product features and reputation of the company cannot pursue the consumers in India.

The questionnaires are distributed in 10 cities from nine states out of 28 states in India. Thus, it covers only one-third of the states. Future research can expand the respondents from other states that have not been researched.

India is opening to foreign investments in the Indian insurance industry, and thus, the findings are useful for industrial players, investors, policymakers for the development of takāful in India.

Limited research has been done in previous studies and this research is the pinnacle within-depth survey regarding takāful in India.

The purpose of this paper is to identify barriers to financial product innovation in the Islamic banks (IBs) of Pakistan. This paper also aims to establish the relationship among the barriers and present them in a hierarchical model after classification.

This study is exploratory and qualitative in nature. A total of ten experts from the IBs and from academia have been interviewed to collect data. Literature has also been reviewed to identify the barriers. Interpretive structural modeling (ISM) analysis has been used to establish relationship among the barriers, to rank and to come up with a hierarchical model of barriers.

This research paper makes out, ranks and classifies the nine most important barriers to product innovation in the IBs in Pakistan, including high innovation cost; lack of customer awareness; difference of school of thoughts between members of Shari’ah board; non-compatibility between product design department and members of Shari’ah board; lack of research and development; non-acceptability of concept of Islamic banking; lack of training regarding a new product; imitation of a new product by competitors; and the limited use of new product development tools.

This study offers originality in its nature of being qualitative and the use of ISM technique. It is also the first research project regarding identification of barriers in the IBs in Pakistan.