There are rare studies that have attempted to explore the association among green human resource management (GHRM) and organizational commitment in the existing literature. Besides, the mediating role of green human capital has also garnered little attention in the literature. Hence, the present study intends to address the research gap by extending the ability-motivation-opportunity theory (AMO) to determine the indirect and direct impact of GHRM in the dairy companies which has so far neglected in Pakistan. A convenience sampling technique was deployed to obtain data from 287 respondents through self-administered survey. SmartPLS (3.2.9) software was used to analyze the structural and measurement model. The results demonstrate the direct effect of green recruitment and selection and green training and development on organizational commitment. Also, green human capital contributes an essential role in mediating the effects of green recruitment and selection, green training, and development on organization commitment. The present study suggests that GHRM practices play a crucial role in the deployment of an environmental policy aimed at promoting green practices in the workplace. The findings provide guidelines to policymakers and managers regarding GHRM to promote environmental culture and employee green behavior at the workplace.

The competitiveness and sustainability of employees in service and non-service-based organizations continue to trigger scholars’ interest to investigate the related factors. As per the review of literature, there are only a few studies have been conducted on abusive supervision and intrinsic motivation about employee psychological wellbeing and turnover intention. We applied the social exchange theory to abusive supervisors at the workplace. This study, therefore, explores the direct and indirect relationship between abusive supervision on subordinate psychological wellbeing and turnover in service-based organizations. This empirical study employs a quantitative research methodology to establish the mediating influence of intrinsic motivation between the underlying constructs. Out of 300 research questionnaires distributed to full-time employees working in service-based organizations in Pakistan, 225 responses were successful for analysis, and validation was conducted through partial least square structural equation modelling (PLS-SEM). The results of this study demonstrate that abusive supervision (AS) positively impacting on both psychological wellbeing (PWB) and turnover intentions (TI) of the employees. More importantly, intrinsic motivation (IM) is also positively and significantly mediate the relationship between AS and PWB, and AS and TI. The study provides substantial implications to managers and leaders by redesigning existing strategies to promote a feasible culture within the working environment for the employees to improve performance. The current study enhances existing literature on employee wellbeing and human resource management by integrating intrinsic motivation (IM) as a mediation model/concept. Limitations and future research directions have been discussed in the entire paper.

Purpose: In the contemporary world, where sustainability at higher education is at the forefront, the ever-changing business ecosystem nurtures a new drift towards economic, environmental and social performance. This study aims to measure the impact of green human resource management (GHRM) practices on sustainability in the higher education of a developing country context through a theoretical aspect of Resource-Based View (RBV).Design/methodology/approach: This study adopted a quantitative approach to propose and test a model based on predictors of sustainability. The survey approach received 190 responses from employees (faculty and non-faculty members) working as a full-time in the 40 higher education institutions (HEIs) of Pakistan. The structural and measurement model was calculated using SmartPLS.Findings: The results show that “green training and development” (GTD) and “top management commitment towards greening workforce (TMCGW)” have a positive relationship with sustainability while green recruitment and selection (GRS) was not supported by sustainability. The mediating effect of TMCGW plays a crucial role between GTD and sustainability. Also, this study contributes through the moderating interaction effect of Gender between GTD and sustainability. Overall the GHRM practices promote employee green behavior and sustainability.Originality/value: The proposed research model in the current study is a substantial gap in the literature and exploring this connection requires new theoretical frameworks. To bridge this literature gap, this study examined the role of GHRM on sustainability at micro-level (employee perspective) through a theoretical aspect of RBV in the developing country higher education context of Pakistan. Importantly, this study enhances the understanding of the emerging global wave of green mobility and highlights the impact of GHRM practices on sustainability through perception of academic professionals.

Previous research rarely examined the antecedents of employee well-being with the interactive effect of abusive supervision and mediating impact of psychological contract breach especially in the developing country context. Drawing upon the social exchange theory, this study attempts to bridge a research gap by investigating work engagement, work–life balance, and turnover intention with employee well-being directly and through the moderating and mediation effects of abusive supervision and psychological contract breach. To validate these relationships, 208 employees who are working in banks of Pakistan were investigated, through a survey-based questionnaire. The Smart PLS 3.0 was employed to measure the association and test the hypotheses in which structural equation modelling played a role in checking the relationships among variables. The results demonstrate that work engagement, work–life balance, and turnover intention directly affect employee well-being. This study also found that psychological contract breach has a partial mediation effect between work engagement, work–life balance, turnover intention, and abusive supervision with employee well-being. Additionally, this study shows that abusive supervision has a moderating impact between psychological contract breach and employee well-being. This study contributes to the literature and body of knowledge in human resource management and organizational behaviour. This study helps to better understanding employee well-being at micro-level in a service sector especially in developing country context (Pakistan). Finally, this study helps managers to express their feedback, suggestions, and interaction with employees.

Purpose: Recent advancements in the field of organizational psychology have transformed the employees’ perceptions related to the reactions of the employment relationship. The main aim of the study is to explore the consequences of psychological contracts among the nursing staff and how to provide better patient care and quality service in the health-care system as nurses play a pivotal role in the context of Pakistan. Significantly, this study attempts to bridge the research gap by exploring consequences of psychological contracts. Drawing on the social exchange theory, this study examined the psychological contracts of nurses and their reactions to the perceived violation.Design/methodology/approach: This research adopted a qualitative method and was based on an exploratory approach. Data were collected through in-depth semi-structured interviews from 21 nurses working in public, private and charity hospitals in Karachi, Pakistan. The thematic content analysis is employed for the analysis of data by using NVivo software.Findings: The study identified the relational and transactional elements related to the psychological contract of nurses who predominantly consisted of supervisor support, autonomy, tangible/intangible rewards and trust. The intrinsic motivation which relates to their devotion to work was found as an additional element to balance their psychological contract. This research also establishes that the psychological contract of nurses is being violated in their work settings.Practical implications: By highlighting the importance of psychological contract breach, the findings demonstrate that health-care institutions should take measures to cope with psychological contract breach issues at the workplace.Originality/value: This study contributes to the body of knowledge by exploring psychological contract breach. Substantially, there are rare studies conducted on psychological contract breach among nurses in developing country context (Pakistan). However, this study adds to the previous studies related to the psychological contract of nurses in the context of Pakistan by using social exchange theories. Finally, this study enables the management of healthcare to balance the psychological contract issues effectively.

This study examines the effect of destination image, cultural contact and perceived risk on revisit intention of Sikh pilgrims to Kartarpur temple, mediated by tourist satisfaction. The literature has debated the moderating effect of religiosity in a different tourism context. However, studies rarely investigate the moderating role of religiosity in the relationship of destination image, cultural contact and perceived risk with tourist satisfaction. This study follows a cross-sectional approach and self-administered survey method to collect data from 613 Sikh pilgrims who visited Kartarpur temple. A quantitative study with covariance-based structural equation modeling was employed to examine the research hypothesis through Amos 2 version. The results show that tourists’ satisfaction partially mediates the relationship of destination image and cultural contact with revisit intention. Nevertheless, perceived risk significantly affects the revisit intention effect via tourist satisfaction. So, tourist satisfaction was the significant mediator between destination image, cultural contact, perceived risk and revisit intentions. The findings confirm that the religiosity of Sikh pilgrims significantly moderates the relationship of destination image, cultural contact and perceived risk with revisit intentions. Practically, the findings offer the managers of such attractions to formulate suitable marketing strategies for developing the revisit intention and sustainable branding.