Role of adaptive leadership in learning organizations to boost organizational innovations with change self-efficacy.

The present study investigates the direct impact of learning organizations on organizational innovations and investigates the mediating mechanism of change self-efficacy between learning organizations and organizational innovations. Furthermore, this study proposes adaptive leadership as a moderator between learning organizations, change self-efficacy, and organizational innovations. Three hundred seventy-three permanent employees from the pharmaceutical industry voluntarily participated. Data was collected using a simple random sampling technique through the temporal separation method (One-month interval between two temporal separations). SPSS v.25, AMOS v.22, and Smart-PLS were utilized to analyze reliability, validity, descriptive statistics, and correlations, and PROCESS-macro v3.4 was used for direct, indirect (mediation), and interaction (moderation) effects analysis. The study supports the hypothesized link between learning organizations and organizational innovations. In addition, change self-efficacy partially mediates the learning organizations - organizational innovations relationship. Moreover, adaptive leadership moderates the association between learning organization and organizational innovation, learning organizations and change self-efficacy, and change self-efficacy and organizational innovations relationship. The study's findings suggest that adaptive leadership is imperative not only for higher change self-efficacy of the individuals but also helps the organizations for organizational innovations with the utilization of learning organizations phenomenon. Additionally, this study highlights the importance of change self-efficacy, which plays a vital role in learning organizations for organizational innovations. Supplementary Information: The online version contains supplementary material available at 10.1007/s12144-023-04669-z.

Carrot and Stick Approach: The Exploitative Leadership and Absenteeism in Education Sector.

Utilizing the conservation of resources theory, this study investigates serial mediation of facades of conformity and depression between exploitative leadership and absenteeism. A total of 211 education sector employees using the convenient sampling technique took part in the survey with data collected in a time-lagged research design. Findings of the study reveal that facades of conformity and depression mediate the independent paths and play a serial mediating role between EL and absenteeism path. This study suggests that EL works as a workplace stressor, under which employees try to protect their valuable resources from further loss in the form of facades of conformity, in doing so, it leads to depression; thus, employees ultimately use absenteeism as an active coping strategy to cope with workplace stressors.

Unfairness in stressful job environments: the contingent effects of perceived organizational injustice on the relationships between job stress and employee behaviors.

Adopting the transactional model of stress and affective events theory, we examine the boundary effects of injustice types (i.e., procedural and distributive) on the relationships between job stress and employee behaviors (i.e., creativity, organizational retaliatory behavior and organizational citizenship behavior). Using two sources of field data (N = 691) with independent measures for predictors (self-reports) and outcomes (peer reports), in the service sector of Pakistan, we tested our hypothesized model using Preacher and Hayes' bootstrapping method for testing moderator effects. The results of the moderation analyses reveal that job stress worsened employees' creativity, citizenship and retaliatory behaviors when injustice levels (procedural and distributive) were high. No support was found for the moderating effect of procedural injustice on the relationship between job stress and retaliatory behavior. In conclusion, this study addresses an important theme that has not previously been explored in a developing country context.

Exploring Brand Hate and the Association Between Similar Competitor Offer and Brand Equity: A Moderated-Mediation Model.

Using the assumptions of Sternberg (2003) Duplex Theory of Hate, the present study reveals the combined effects of similar competitor offer and narcissistic personality on brand equity through the underlying mechanism of brand hate. Specifically, we hypothesize that brand hate mediates the relationship between similar competitor offer and brand equity. Moreover, we propose that similar competitor offer and brand hate relationship are stronger for narcissistic individuals. By employing a multi-wave time-lagged research design, we collected data from a sample of (N = 338) dairy product consumers in Pakistan. The findings of moderated-mediation regression analyses indicate that (a) Brand hate mediates the relationship between similar competitor offer and brand equity; and (b) Narcissistic personality moderates a similar competitor offer and brand hate relationship such that a high similar competitor offer led to greater brand hate when narcissism was high. Furthermore, conditional indirect effects reveal that brand hate mediates the relationship between similar competitor offer and brand equity only with individuals exhibiting narcissistic personality traits. The current study offers great insights to managers that by managing similar competitor offer, they can manage the development of brand hate, which can subsequently effect brand equity. Moreover, by profiling customers on the basis of their personalities, marketing managers can effectively invest only in customers with positive tendencies. The current study is unique in that it highlights new avenues in existing research by extending the nascent domain of brand hate in consumer-brand relationships.

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

BACKGROUND AND OBJECTIVE: This research examines the detrimental effects of workplace bullying as a social stressor on employees' job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors. RESEARCH DESIGN AND METHODS: We tested our hypotheses in two field studies (N = 478 and N = 395) conducted in Pakistan. RESULTS: The results of both studies supported the assertion that workplace bullying exacerbates employees' job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction. CONCLUSION: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee's perceptions of organizational support is high.

Leptin levels in pre and post menopausal Pakistani women.

OBJECTIVE: To evaluate the correlation of fasting serum leptin levels with anthropometric measurements and menopausal status, in women. METHODS: The study comprised of 80 non-obese women who were divided into 2 groups as pre-menopausal (n=46) and post-menopausal (n=34). Anthropometric measurements i.e. height, weight, waist and hip circumference were measured for all the subjects and the Waist-hip Ratio (WHR) and Body Mass Index (BMI) were calculated from these measurements. A fasting venous blood sample was taken from all the subjects and serum leptin concentrations were determined by ELISA. RESULTS: A comparison of the mean values for BMI and WHR between the two groups showed a non significant difference. Within each group, significant associations were noted between the fasting serum leptin level and values of BMI and WHR. A comparison of the mean serum leptin concentrations between the two groups, showed a highly significant difference (p<0.001). CONCLUSION: Our results indicate that in the non-obese women of our population, leptin levels associate with BMI and WHR and together with menopausal status seem to be important determinants of serum leptin levels.