The prevailing pandemic (COVID-19) has increased socioeconomic problems and caused psychological distress due to work uncertainty, specifically in emerging economies. Small and medium enterprises (SMEs) in emerging economies have been severely affected. Particularly, work uncertainty is becoming a hindrance towards proactive work behaviour (PWB) that can be improved by an effective entrepreneurial leadership role and proactive personality attribute. Based on fortifying self-determination theory, this research answered the question to what extent proactive personality moderates the relationship between work uncertainty and PWB and strengthens the relationship between entrepreneurial leadership and PWB. To empirically examine the study’s underlying theoretical framework, respondents were selected from SMEs working in Pakistan from the high-tech industry. Multisource data were accumulated from 420 workers and their leaders utilizing a two-wave, time-lagged research design. Conclusions revealed that entrepreneurial leadership first reduced individuals’ work uncertainty, which in turn, led to enhanced proactive work behaviour of employees. Furthermore, the results revealed that work uncertainty mediates the relationship between entrepreneurial leadership and proactive work behaviour. Moreover, proactive personality moderates the link concerning work uncertainty and proactive work behaviour, such that this association is significant only when proactive personality is low. Additionally, the moderated mediation analysis indicated that less proactive people, compared with their extraordinarily proactive colleagues, trusted entrepreneurial leadership to be more proactive in the workplace. These findings have important implications to induce PWB among employees.

The study examines the dimension of financial inclusion from the beneficiaries’ perspective (on the demand side). In addition, the present study seeks to determine the relationship between financial inclusion and the disposable income of Pakistani households. The results revealed four significant dimensions to predict financial inclusion (access, availability, usage, and cost). Furthermore, the results also revealed that financial inclusion significantly and directly and indirectly impacts disposable income. Thus, this research emphasizes that inclusion in the formal financial system can enhance the disposable income of low-income urban households and assist them in combating poverty. Further, this investigation is among the earliest to provide a demand-side perspective to measure the financial inclusion dimensions of the “most financially excluded” group (low-income urban households in Pakistan). Besides, this study advances the literature on financial inclusion and disposable income. It attempts to adequately bridge the gap in the literature by examining the relationship between financial inclusion and disposable income among low-income urban households by employing the structural equation modeling approach.

This study examined the effects of team identification (TI) on entrepreneurial orientation (EO) and innovative work behavior (IWB) and its dimension (idea exploration, idea generation, idea promotion, and idea implementation). In addition, this research also studied the mediating role of entrepreneurial orientation in the relationship between team identification and innovative work behavior and its dimension. Data ( n = 357) were collected from employees working in software companies of Pakistan by using a time lag research design. Results advocated that team identification was significantly associated with entrepreneurial orientation and innovative work behavior and its dimensions. Likewise, entrepreneurial orientation mediates the association of team identification and innovative work behavior and its dimensions. Thus, this study presents distinctive insight into team identification in the IT sector, how team identification impact on innovative work behavior of employees through entrepreneurial orientation.

The purpose of the study is to uncover how and when ethical leadership impacts knowledge hiding behavior. First, by examining the individual level morality-based characteristics (moral identity and reflective moral attentiveness) as separate and serial mediators concerning ethical leadership and knowledge hiding (level 1). Second, by investigating the moderating role of team- level relational climates in relation to ethical leadership and knowledge hiding (level 2). Time- lagged design was used to collect data through a structured questionnaire from 300 employees of Information Technology (IT) organizations in Pakistan. Level 1 findings revealed a significant and negative relationship of ethical leadership with knowledge hiding. Follower’s individual level morality-based characteristics served as individual and serial mediators to ethical leadership and knowledge hiding. Level 2 of the study only found the moderating role of team communal sharing climate in relation to ethical leadership and knowledge hiding. The study brings to fore the “morality-based perspective” for understanding knowledge hiding at the workplace.