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The purpose of this study is to investigate the impact of person-organization (PO) fit on work engagement (WE). The paper also explores the relationships among WE, organization citizenship behavior-individual (OCBI) and organization citizenship behavior-organization (OCBO). Lastly, the study analyzes the mediating effect of WE between PO fit and OCBI/OCBO.

For this purpose, a questionnaire has been designed and survey data has been collected from 280 frontline employees of private banks in Pakistan. The partial least squares–structural equation modeling (PLS-SEM) technique has been employed to analyze the data and for testing the study hypotheses.

Findings show the positive relationship of PO fit with WE, and the positive relationship of WE with OCBI/OCBO. It is also seen that WE mediate the relationship between PO fit and OCBI/OCBO.

No prior study tests the mediation of WE between PO fit and OCBI/OCBO. Further, organization citizenship behavior (OCB) has mostly been studied as a single construct; however, the current study discussed the individual and organizational aspects of OCB with PO fit and WE.

This study aims to explore the potential impact of country-level governance in corporate financing structures.

A two-step system generalized method of moment was used due to the endogeneity issue. The whole sample comprises 3,761 firms in five economies – China, India, Pakistan, Singapore and South Korea – from 2007 to 2016.

The results indicate that the debt option for financing is not favorable under governments with an adequate governance arrangement. However, there is a direct and significant link between country governance and equity financing because in adequate governance arrangements, the possibilities of information asymmetry are minimal and businesses consider equity a more appropriate and safer financing instrument. In contrast, firms prefer to trade-credit financing in poor governance economies, which confirms an adverse link between trade credit and adequate governance.

The country’s governance should be considered a sensitive matter when deciding about corporate financing.

This arrangement of variables has not been previously analyzed in the literature, suggesting the study’s novelty.

Drawing on justice theory, this study aims to investigate the determinants and consequences of post-recovery satisfaction in a business-to-business (B2B) sales environment. In addition, customer demandingness is used as a moderator in this study to assess the relationship between distributive justice (DJ), procedural justice (PJ) and interactional justice (IJ) and post-recovery satisfaction.

A conceptual framework was developed by testing five hypotheses based on data collected from 337 salesperson–customer dyads.

The findings of this study reveal that DJ, PJ and IJ are positively linked with post-recovery satisfaction. In addition, post-recovery satisfaction negatively impacts customer distrust. On the contrary, customer distrust positively influences value co-creation behavior and has a negative impact on trusting intention. Finally, the customer’s level of demandingness significantly and positively moderates the linkage between the dimensions of justice perception and post-recovery satisfaction.

Despite extensive literature on distrust, a research model that examines customers’ distrust attitudes toward service failure and B2B recovery satisfaction needs to be developed and validated. In this regard, the authors developed a framework to measure post-recovery satisfaction and its association with customers’ distrust in B2B a context.

Service–sales ambidexterity (SSA) offers sales managers crucial information about dealing with customer service failures through an effective management control system. This study aims to scrutinize the relationships among SSA, salesforce control system, salesperson’s role stressors and service recovery performance (SRP) in the business-to-business (B2B) context.

An analysis is conducted based on survey data collected from 586 B2B sales employees participating in an extensive survey. Structural equation modeling is used to analyze the proposed hypotheses.

Empirical findings suggest that behavior-based control harms SSA. On the other hand, outcome-based control has a positive impact on SSA. The research outcomes further disclose that SSA positively impacts salesperson role conflict and emotional fatigue, whereas emotional fatigue negatively impacts SRP. Salesperson resilience notably moderates the association between SSA and emotional fatigue.

The study addresses there is a dearth of research on SSA applying the sales management control system. When studying about ambidexterity in sales context, many supervisory styles have been explored; however, to the best of the authors’ knowledge, this is the first systematic attempt to understand how sales management control systems play a role in SSA.

Globalization in supply chain networks is urging manufacturing companies for the production of sustainable products with re-engineering technologies that offer competitive advantage in current market. However, the increasing sustainable illumes are influencing reverse logistics (RL) systems to analyze their impacts on economy, environment and society. Recently, China’s $62bn investment under the egis of China Pakistan Economic Corridor (CPEC), which comprises a number of infrastructure and energy projects is developing Pakistan as a part of “One Belt One Road” initiative. Accordingly, a substantial number of economical, ecological and social exercises will occur in closest future. The purpose of this paper is to investigate the impact of sustainable practices, i.e., environmental, economic and social sustainability on RL recovery options.

Sustainable concepts including environmental, economic and social and RL recovery options are extracted through extensive literature review. A number of researchers used a variety of methodologies for achieving their research objectives. However, the authors will be using a combination of VIsekriterijumska optimizacija i KOmpromisno Resenje (VIKOR) and grey relational analysis (GRA) technique under fuzzy environment in the case of CPEC.

Results show that waste management, impact on bio-diversity and economic growth are the most significant factors in designing sustainable RL recovery options. Moreover, remanufacture and reuse rank top among RL recovery options due their significant economic and environmental effects, whereas recycle and resell position last due to their high cost and cutting edge modern technologies.

Finally based on this model, it is possible for authorities to design a sustainable RL strategy for efficient operations in case of CPEC projects and other developing countries as well.

Negligible work has been done regarding sustainable modeling in RL strategies using a combination of VIKOR and GRA techniques subjected to fuzzy environment in the case of CPEC from perspective of developing country, i.e., Pakistan.

This study intends to explore the influence of emotional intelligence on employee self-efficacy in Pakistan's telecom industry. Besides, it explores the mediating effect of emotional labor (surface acting and deep acting) between them. This study also tests the relationship between emotional labor (surface acting and deep acting) and self-efficacy in the customer care of Pakistan's telecom division.

The study leads forward with a positivist approach to obtain data in two different waves as a time lag study from the big five telecom companies operating in Pakistan. The data was collected from 270 employees working in Customer Services in the Telecom sector.

The results reveal that there exists a positive relationship between emotional intelligence and self-efficacy in customer care employees in Pakistan's telecommunication division sector. Moreover, emotional labor (deep acting) partially mediates the relationship between emotional intelligence and self-efficacy, and surface acting could not mediate the relationship among the employees of customer care in Pakistan's telecom division.

Management of emotions at the workplace has been an immensely vital area in managing the performance of employees, especially in customer-centric jobs, where dealing with customers is the prime focus and achieving customer satisfaction is the utmost outcome. There is limited evidence of the relationship between emotional intelligence and self-efficacy specifically in the customer care of the Telecom sector.

This research explores the determinants and consequences of salesperson polychronicity in a business-to-business (B2B) sales environment. Additionally, the study examined the link between the antecedents and consequences of salesperson polychronicity using resistance to change (RC) and manager trust in salesperson (MT) as moderators.

A conceptual framework was developed by testing eight hypotheses based on data collected from 378 salesperson-manager dyads.

The authors find that opening leader behavior is positively associated with salesperson polychronicity, while closing leader behavior negatively influences salesperson polychronicity. In addition, salesperson polychronicity positively affects service recovery performance and customer-directed organizational citizen behaviors (OCB). Finally, the RC and MT significantly and positively moderate the linkage between the antecedents and consequences of salesperson polychronicity.

This study is original because this is the first study to address polychronicity as an individual trait in a B2B environment where multitasking behavior is of paramount importance.

The purpose of this paper is to evaluate the influence of perceived organizational support on employees’ performance in information technology (IT) firms in Pakistan and Saudi Arabia. Organizational support is critical as it ensures support given by the organization to workers and to complete one’s job proficiently and effectively.

Data were collected from IT firm employees through a self-administered questionnaire survey where a total of 400 questionnaires were distributed, i.e. 200 in each country’s IT firms. A total of 383 completed questionnaires were received (190 from Pakistan and the remaining 183 from Saudi Arabia) representing a response rate of 95%. The hypothesis was tested using confirmatory factor analyzes and direct relations were confirmed using AMOS v24.

The results indicate that perceived organizational support and affective commitment have a significant positive impact on employee performance. Findings of the study show that perceived organizational support and affective commitment directly and significantly correlated (r = 0.439**; p < 0.05) (r = 0.489**; p < 0.05) with employee performance. On other hand, results of structural equation modeling indicate that perceived organizational support and affective commitment have a significant and positive impact (ß = 0.284; p < 0.01) and (ß = 0.370; p < 0.01) on employees’ performance. Moreover, affective commitment partially mediates the relationship between perceived organizational support and employee performance.

The outcomes are not generalized, as the researcher analyzed working employees in the IT firms in Saudi Arabia and Pakistan. The relationship between perceived organizational support and employees’ performance may be checked in a longitudinal study. If all items are considered because of the ambiguity of human feeling and acknowledgment, it is hard to precisely assess employees’ performance and their needs. This research proposes a straightforward and handy model that supports managers to feature the most powerful factors in building up their employees’ performance.

This study proposes managers to give chances to proficient advancement, improved occupation and satisfying the necessities identified through deference, mindfulness and endorsement. Furthermore, they ought to make more good working conditions, for example, preparing chances to support workers in their wants for self-improvement and accomplishment. The research additionally recommends recording the unmistakable standard operation procedure to clarify the understanding of the employees. In addition, managers ought to invest sensible energy with their front-line employees through socialization and training. These efforts could limit fatigue work, enhance organizational duty and performance.

China Pakistan Economic Corridor (CPEC) projects are widely spread throughout Pakistan with the potential to have a massive impact on Pakistan’s economic future. CPEC projects have, therefore, made it imperative that green practices are adapted to provide sustainability to the CPEC projects. The adoption of green supply chain management (GSCM) framework will significantly increase the value attained from CPEC projects through the increased benefits to the socio-cultural and economic conditions of Pakistan without causing harm to the environment. The purpose of this paper is to identify and rank the GSCM practices for implementation in the construction industry of Pakistan according to expert opinion.

This study targets the experts who are employed as supply chain managers in the different construction industries of Pakistan. The opinions of these experts have been extracted through an online questionnaire that was based on six alternatives along with four criteria. The tool of multi-criteria decision making (MCDM) that is a Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) has been used to analyze the results.

Six alternatives that have been used for this study are green design, green procurement, green production, green warehousing, green transportation and green recycling. The top-ranked alternative as a practice for GSCM is green warehousing followed by green production. The lowest ranked alternative in this study is green recycling. The alternatives have been ranked on the basis of “cc” values derived through TOPSIS.

As the advancement in the construction industry will definitely going to impact the environmental sustainability of the country, the results derived through this research will assist the managers of the construction industry of Pakistan to adopt best practices among green supply chain in order to lower their impact.

Framework using TOPSIS in order to find the best GSCM practice in Pakistan has not been reported before this study.

This study aims to examine the effect of accreditation on higher education performance, directly and indirectly, through the quality culture as a mediator in the context of higher education, based on the perceptions of administrative and quality managers.

This is a quantitative study using stratified random sampling techniques to collect data through a nationwide survey of universities in Pakistan. Of the 150 questionnaires distributed, 105 are found to be valid, while the data are analyzed by partial least squares structural equation modeling (PLS-SEM).

The results provide interesting insights, including significant effects of accreditation on quality culture and higher education performance, significant effects of quality culture on higher education performance and the mediating role of quality culture in relation to accreditation and higher education performance.

Limitations of the study include a relatively smaller sample size and the selection of administrative managers as the sole respondents. This study extends the theoretical understanding by introducing several linkages, including the link between accreditation and higher education performance, accreditation and quality culture, and by introducing quality culture as a mediator. Furthermore, the study also provides empirical evidence for all proposed links in the university setting. This study has implications for administrative and quality managers, in terms of effectively implementing accreditation standards by cultivating a quality culture at their respective universities, resulting in improved university performance.

This study is the first to introduce quality culture as a mediator between accreditation and higher education performance and examines the effect of accreditation and quality culture on higher education performance in the university context. Also, the interdisciplinary nature of the study makes it relevant and interesting to administrative and quality managers in the fields of higher education and quality management.