This study investigated the impact of transformational leadership on affective organizational commitment and job performance with the mediating role of employee engagement. This study gathered data from 845 hotel employees in China and the structural equation modeling technique was used to verify the results. The findings indicated that transformational leadership has a positive effect on affective organizational commitment and job performance. Meanwhile, results showed that employee engagement partially mediates in the relationship between transformational leadership, affective organizational commitment, and job performance. This study contributes to the research on transformational leadership in the Chinese hospitality sector and analyzes its effects on work performance metrics. Furthermore, theoretical and practical implications were also discussed in this article.

The purpose of the study is to investigate the impact of authentic leadership and proactive personality on innovative work behavior through dual mediation approach. This study applied a judgment sampling technique and data were gathered from 311 high-tech manufacturing industries of Shenzhen, China. The measurement model and structural model were tested using structural equation modeling technique through AMOS 24 software. The results indicate that authentic leadership has a positive and significant effect on proactive personality. Meanwhile, findings show that proactive personality has a significant impact on innovative work behavior. Moreover, findings show that proactive personality positively mediates the relationship between authentic leadership and innovative work behavior. Furthermore, findings illustrate that work engagement positively mediates the relationship between proactive personality and innovative work behavior. This study provides insightful and valuable implications to high-tech manufacturing industries executives and regulators interested in organizational productivity.

Purpose – This paper holds the purpose to investigate the impact of ethical leadership and civility on organizational commitment and also to explore mediating role of work engagement in the relationship. Design/methodology/approach – With questionnaire survey, the current paper uses a sample of 340 employees from manufacturing sector of Lahore Pakistan. To test the hypotheses, analysis was accomplished by using Statistical Package for Social Science Software, through confirmatory factor and regression analysis. Findings – The results revealed that ethical leadership and civility have positive impact on organizational commitment. Strong empirical support also proved that work engagement mediates the relationship between ethical leadership, civility and organizational commitment. Research limitations/implications – This study design is cross-sectional, consequently accuracy of assumption concerning causality is restrictive. Practical implications – Results of this study discovered the importance of ethical leadership behaviors which play noteworthy role in developing employees and ethical organizational culture & support to ascertain an organizational ethical environment that leads to maximize work engagement and organizational commitment. Thus, ethical leadership behaviors & civility might be the key and most suitable practices to be implemented in manufacturing sector of Pakistan. Originality/value – This paper adds to the existing ethical leadership and civility literature by identifying work engagement as an additional mediator in the relationship between ethical leadership, civility and organizational commitment

Current study investigates importance of POS and its related benefits on JS with sequential medication. Data is collected from three government universities of Lahore, Punjab, Pakistan. Total respondents were 429 from three public sector universities. Results of study demonstrated constructive and significant impact on JS (job satisfaction). Sequential mediation of IM and EM has also been tested. Results showed positive and significant impact of IM & EM in the relationship. Time horizon which was used is cross sectional, with sampling technique of stratified random sampling. To collect data, questionnaire survey (self-administrated) was used among the employees of three public sector universities. To analyses data, SPSS & Process by Hayes was used. In analysis descriptive tests like reliability, frequencies, mean, SD, correlation, and statistical technique for hypothesis testing, mediation analysis used. This study contributed to existing literature of POS and adds value to existing practices by examining theoretical model of sequential mediation that not used in any sector in Pakistan. This also explored that POS is an important indicator for job satisfaction through sequential mediation of IM and EM.

This study illustrates when organizational dehumanization leads to infrequent (deviant) job behavior. So, this study aims to investigate the impact of organizational dehumanization on perceived incivility, knowledge hiding, and employee theft time. In addition, the moderating effect of psychological capital is examined among organizational dehumanization and perceived incivility, as well as the mediation of perceived incivility about organizational dehumanization and deviant (abnormal) job behavior (time theft and knowledge hiding). This study is based on the COR and SET theory. The information was gathered from manufacturing sector employees utilizing the time-lag method of intervals T1/T2/T3 correspondingly. The data demonstrate that organizational dissent is a problem. Additionally, the psychological capital of the workforce reduced the negative impacts of organizational dehumanization on perceived rudeness. This study offers insights into reducing organizational stressors to buffer employee deviant behaviors by considering behavioral results of organizational dehumanization or management. This study also provides directions for new manufacturing industry research