ABSTRACT
Purpose: This study delves into the intricate interplay between perceived overqualification, job search behavior, psychological well-being, and proactive behavior, within two distinct and diverse work settings. Methods: Drawing upon the Person-Job Fit theory, we investigated these dynamics in two unique samples: Sample 1 encompassed corporate sector employees in the United Arab Emirates (N=409), while Sample 2 comprised IT sector workers in Pakistan (N=337). Hayes PROCESS macro were used to examine the proposed hypotheses and AMOS (Version 28) were conducted to examine model fitness. Results: In Study 1, we established a positive association between perceived overqualification and job search behavior among employees in the UAE corporate sector. Notably, this relationship was mediated by psychological well-being, suggesting that the impact of perceived overqualification on job search behavior is, in part, channeled through its effects on individuals' psychological well-being. Study 2 showed that proactive behavior exhibited a moderating effect on the negative link between perceived overqualification and psychological well-being. Specifically, employees displaying higher levels of proactive behavior demonstrated a less adverse influence of perceived overqualification on psychological well-being. Importantly, this adaptive effect of proactive behavior was found to indirectly influence job search behavior. Discussion: The findings highlight the nature of perceived overqualification in the workplace and its varying impact on employee behavior and well-being across different cultural and work settings. The mediation by psychological well-being and moderation by proactive behavior in these relationships underscores the importance of individual responses to perceived job fit issues. These insights are crucial for understanding employee behavior in diverse work environments and can inform practices for managing perceived overqualification.
ABSTRACT
Purpose: Grounding on the supplies-values fit theory, this study examines the effect of green HRM practices on an employee's in-role green behavior after the Covid-19 pandemic. Moreover, this study examined the mediating role of psychological green climate between green HRM practices and in-role green behaviour. In addition, we studied that spiritual leadership as a buffering mechanism strengthens the relation between psychological green climate and employee in-role behavior. Methods: The paths were examined using hierarchical multiple regression and for moderation mediation, we used PROCESS Hayes (2003) to evaluate the data collected from 374 Chinese MNCs employees. Results: The findings indicate that green HRM practices have a positive effect on employees' in-role green behaviour. In addition, psychological green climate mediates the relation between green HRM practices and employee in-role green behavior. Spiritual leadership influences the strength of the moderated mediated path between green HRM practices and employee in-role green behavior (through a psychological green environment). Discussion: The most apparent manifestation of green HRM practices is the integration of environmental concerns into traditional HRM processes after Covid-19 pandemic, including hiring, training, evaluating performance, and distributing pay and benefits. These green-focused management initiatives are more likely to result in employees acting greenly.
ABSTRACT
This study tests the Post-Keynesian theory regarding bank stock returns and money supply endogeneity in the context of South Asian countries. This study uses panel data set from different sources over twenty-eight (28) years. The research uses different econometric techniques before switching to the generalized method of moments (GMM). The empirical results indicate a significant positive effect of net interest rate margins on bank loans in South Asian countries, whereas a positive relationship exists between foreign to local interest rates and the money supply. The findings depict that positive associations exist between inflation and money supply of banks, and between the money supply and bank stock returns. More specifically, the GMM results show that the money supply has positively affected the stock prices of banks suggesting strong policies for the stakeholders of these economies for the sake of economic growth and sustainable development.
