The organizations are facing a problem to keep their employees satisfied and retain them in this era. This study investigates the influence of mindfulness to increase employee job satisfaction and reduce turnover intentions via mediating effect of work–family balance. This research also examines the moderating effect of work–family conflict between the relationship of mindfulness and work–family balance. The real-life organizational empirical data were collected from 306 nurses working in public and private hospitals of Lahore, Pakistan. Structural equation modeling analysis revealed that all hypotheses were supported. Practical implications, limitations, and future directions are also discussed in this study.

This study investigates whether Big Five personality traits are antecedents or consequences of bullying. A two-panel study designed in which panel one T1 data collected in one attempt and after a year panel, two T2 time data collected in the second attempt. Existing research on bullying found that individuals exposed to bullying experience an increase in conscientiousness and neuroticism and a decrease in agreeableness. It is claimed that the personality of the victim contributes to the bullying escalation process. There is still research scarcity whether personality is the cause of bullying or bullying results in personality change and another gap found in previous research was the lack of longitudinal research intended in shaping the individual antecedents or the impact of workplace bullying. By bridging these gaps, our study with simple random sampling collected data from university employees (N = 725). Manova test with repeated measures and structural equation modeling (SEM) analysis in AMOS was then used to examine and parallel many competing models to govern data fitness. Results found that experience of bullying in the first interval T1 leads to reduce in agreeableness and an increase in neuroticism in second interval T2. Managerial implication is also discussed.