Mobility is a central leitmotif in the literature on international assignments and global careers, yet the work of analysing and explaining mobility patterns and their consequences remains challenging, especially for different expatriate types and cohorts. In this study, we distinguish multiple mobility root trajectories, namely work-related mobility, non-work-related experiences, early international exposure, inter-company or inter-industry movements and cultural proximity or distance between the home and host location of the expatriate, in order to analyse the patterns of mobility among a cohort of self-initiated expatriates (SEs) and conventional expatriates (CEs). Data obtained from 344 SEs and 74 CEs working in the banking sector in Saudi Arabia were used to analyse how the two cohorts differ in terms of their international mobility patterns. Our results suggest that the two cohorts do vary in their international mobility patterns, especially relating to work and non-work-related mobility, early international exposure, cultural proximity/distance and inter-company and inter-industry movements.

The extant literature does not provide consolidated knowledge on the use of Industry 4.0 in supply chains of emerging markets. This systematic literature review investigated the benefits, use, challenges, and mitigation measures related to Industry 4.0 technologies in supply chain management within thirteen “major emerging markets”. Industry 4.0 integrates technologies such as the Internet of Things (IoT), big data analytics, and cloud computing, and it offers tangible benefits for manufacturing and supply chains. However, its adoption faces significant obstacles, particularly in emerging economies. This study used the PSALSAR framework and PRISMA methodology to systematically review 87 peer-reviewed research articles on Industry 4.0 in the supply chain context of thirteen major emerging economies. Findings revealed that while IoT, big data, and artificial intelligence are frequently applied, other technologies such as cloud computing and robotics are underutilized. Key challenges identified include data integration, cyber-security, high upfront investment, weak policy, and business risks. Mitigation strategies proposed include the development of supportive policies, management backing, training, and improved data security. Tangible benefits such as sustainably using resources, reducing power use, enabling collaboration among supply chain partners, incorporating asset traceability, and minimizing meat contamination were evident. This research provides useful insights into the current status of Industry 4.0 adoption in emerging markets, helping stakeholders to navigate towards a more digitized, efficient future.

Drawing on the social identity theory, this study aims to examine the impact of organizational pride and organizational identification as sequential mediators in the association between green HRM and employee environmental commitment. The study extended prior research by incorporating the sequential mediators of organizational pride and organizational identification. The researchers gathered data from 267 employees of telecommunications companies in Pakistan. They used Smart PLS software version 3.0 to carry out partial least squares structural equation modeling to verify the hypotheses. The results indicate that green HRM leads to organizational pride, which, in turn, leads to increased organizational identification and, consequently, enhances environmental commitment. The findings hold significant value to practitioners and HR managers striving to develop HR practices that support sustainability, contribute to a culture of environmental responsibility, and lead to positive green outcomes for employees.

The main objective of this study is to examine the effect of self-sacrificial leadership on organizational citizenship behavior within the health sector through a moderated mediation approach. The study has been conducted on nurses working in public hospitals in Sargodha, Pakistan, and data have been collected through a questionnaire survey method. In this study, psychological empowerment is used as a moderator, and psychological wellbeing is used as a mediator between self-sacrificial leadership on organizational citizenship behavior based on the fundamental premise of Conservation of Resource (COR) theory. The data have been analyzed through Partial Least Square Structural Equation Model (PLS-SEM) to examine the hypotheses. Empirical results demonstrated that psychological well-being plays a significant and positive mediating role in the relationship between self-sacrificial leadership and organizational citizenship behavior. The results further explain that nurses’ psychological empowerment moderates the mediating effect of psychological well-being between self-sacrificial leadership and organizational citizenship behavior. This study adds to a better understanding of the role of self-sacrificial leadership in encouraging organizational citizenship behavior.

This study explores the dominant motivational factors that govern the decision of a sample of 344 expatriates of diverse demographic to relocate from their home nations and move abroad to live and work in Saudi Arabia within the banking sector. These expatriates are grouped into two specific defined cohorts: self-initiated expatriates (SIEs) and company-assigned expatriates (CAEs). A principal components analysis (PCA) was conducted to validate a pull-push model of motivations governing the decision to expatriate. Six push-pull motivational hypotheses derived from a comprehensive review of the extant literature were tested, employing logistic regression using a stepwise forward procedure. The primary argument centred on a contention that SIEs would be more highly motivated by push factors, pull factors, as well as host-home and family dynamics compared to CAEs, while CAEs may be more highly motivated by career considerations. The results of the study revealed that the push factor emerged as the strongest predictor in distinguishing between SIE and CAE motivations to migrate abroad. SIEs were found to be more strongly motivated by push factors than CAEs. In contrast, none of the pull motivational factors produced significant results for either SIEs or CAEs. Key differences between each cohort of expatriates arise based on their unique personal and professional motivational factors, not their status as either a SIE or CAE. The reasons for these results and possible limitations of the study design and its specific Saudi Arabian context are further discussed.

The purpose of this study is to investigate the mediating role of psychological well-being between psychological capital and organizational citizenship behavior. To achieve the objectives of this study, data has been collected using a survey method through a cross-sectional technique from employees (n =199) working at higher education institutes in Pakistan. The Preacher and Hayes (2008) method of bootstrapping has been employed by using the Process macro for SPSS. The results of the analysis indicated that psychological well-being works as a mediating mechanism between psychological capital and organizational citizenship behavior. The critical flow-on effects of this study are that it has both theoretical and practical implications in the workplace. Therefore, the logical connection is that this study has filled the gap in the literature by testing the mediating role of psychological well-being in the link between psychological capital and organizational citizenship behavior. Apart from the theoretical implication, there are practical implications of the resulting analysis for practitioners, especially those in higher management of education institutes who are keen to see extra-role behaviors displayed in their staff. The authors have also discussed the limitation and future direction of the study, which will help future researchers to extend this study.