Family or otherwise: Exploring the impact of family motivation on job outcomes in collectivistic society.

The motive of the current research is to determine the influence of family motivation on intent to leave and job performance using self-determination theory. Moreover, this study also explores the moderating role of collectivistic culture and the mediating role of psychological meaningfulness on the relationship between family motivation and work outcomes. The data (N = 175) were collected from paramedical staff working in Pakistani public hospitals, and data was analyzed using PROCESS method. The findings revealed that family motivation enhanced employee job performance and lessened employees' intent to leave. At the same time, family motivation and psychological meaningfulness are stronger in highly collectivistic cultures compared to less collectivist cultures. This study extends the investigation of the newly developed construct of family motivation by focusing on psychological meaningfulness and collectivistic culture. Moreover, this study is the first to introduce psychological meaningfulness as a mediator and collectivistic culture as a moderator for the relationship between family motivation and employee job outcomes. This study provides several critical insights for the hospitals by exploring the importance of family motivation as a potential motivational resource for maintaining high employee job-performance levels and lessening the intent of employees to leave.

Influence of HRM on CSR and performance of upscale hotels in developed and developing countries.

The researchers showed their increased interest in linking human resource management (HRM) and corporate social responsibility (CSR) practices in recent studies. HRM is a critical factor in how CSR should be enacted, developed, and understood at a broader level to achieve organizational benefits. Hence, it is evident that current studies are asking for more studies on HRM-CSR nexus, and we argue that such a relationship is necessary and relevant. Probing more in this research stream, the current research investigates the impact of HRM and CSR on sustainable performance. More specifically, this study explores how 3-star, 4-star, and 5-star hotels achieve sustainable performance through HRM and CSR in the hospitality industry of the UK, Italy, and Pakistan. A stratified random sampling technique was used to select the hotels by collecting hotel details from Chambers of the Commerce United Kingdom, Italian Government Statistics, and Pakistan Hotel Associations for the UK, Italy, and Pakistan. Through a highly structured survey questionnaire, the data were collected from 438 UK, 520 Italian, and 354 Pakistani hotels. The results confirm the HRM-CSR-sustainable performance nexus in the hospitality industries of three countries. They show that HRM impact on CSR and sustainable performance is relatively stronger in five-star hotels followed by three-star and then four-star hotels. These results supported the resource-based view theory by providing strong evidence that HRM and CSR are essential resources for achieving sustainable performance and competitive advantage.

Team diversity, conflict, and trust: Evidence from the health sector.

The current study aims to determine the impact of diversity and intra-team trust on conflict within the health sector of Pakistan. This study also measures the moderating role of trust in the relationship between diversity and conflict among team members. Data was collected using personally administered questionnaires from 61 teams, including 377 respondents working in 4 public sector hospitals in Pakistan, which were selected using a simple random sampling technique. The results revealed that diversity (as a composite) positively influences task conflict, while its two components-surface-level diversity and deep-level diversity-are associated positively with task conflict. Moreover, the results also lead to an exciting finding that trust among team members could reduce the positive influence of diversity on team members' conflict. The implications for theory and practitioners are presented along with the avenues for future research directions.

Social exchange theory: Systematic review and future directions.

Social exchange theory (SET) is one of the most influential theories in social sciences, which has implications across various fields. Despite its usefulness being a typical social transaction, there is a need to look at it from the lens of psychological transactions to further its evolution and to identify future directions. After generally reviewing 3,649 articles from the Social Science Citation Index and Scopus, a total of 46 articles were selected for final review using a comprehensive systematic review approach. We have highlighted the need for further research in psychological transactions, reciprocity principles, exchange relations, and the impact of various factors on the exchange process. Among other exchange rules (social, economic, and psychological) and transactions (social, economic, and psychological), this research provides an elevation platform for the less explored exchange rules in psychological transactions. Among other theories in the social sciences, social exchange theory is a theory that shadows many other theories under its umbrella.

The Research on Organizational Justice in Scopus Indexed Journals: A Bibliometric Analysis of Seven Decades.

The organizational justice terminology has had a long journey to become one of the significant contributors to organizational success. Recently, an intense global upsurge in the use of organizational justice terms in publications has forced us for this bibliometric analysis in order to look at the overall publications on organizational justice. The objective of the current research is to advance knowledge about organizational justice research trends using Scopus database and bibliometric analysis research. The analysis was performed to see the publication trends between the years 1941 and 2018; it used authors, journals, countries, academic discipline, research institutes/universities, and various keywords related to organizational justice as search words. After careful consideration and using multiple checkpoints for eliminating irrelevant studies, 5,650 research articles were analyzed. In the realm of organizational justice, procedural justice was the most frequently occurred among other dimensions. Moreover, variables such as organizational trust, job satisfaction, organizational commitment, citizenship behavior, ethics, and turnover are major concepts that occurred within organizational justice research. Some variables with infrequent occurrences, along with future recommendations and study limitations, are also discussed.