Globally, small and medium-sized enterprises (SMEs) compete and work on their sustainability in order to survive and thrive. SMEs rely only on their internal strength, and this strength lies mainly in their employees. Maintaining employees and their engagement increases productivity not only in terms of employee performance but also in terms of organizational performance. Based on social bond theory, the link between leaders and employees empowers the employees; in this context, the present research addresses how SMEs’ potential effectiveness is derived from the employees when leadership plays its role efficiently and promotes voluntary work among employees. Using a sample of 405 employees from Pakistani SMEs, this paper assesses the effect on them of organizational citizenship behavior and transformational leadership, in terms of engaging them in voluntary work that ultimately improves performance; this helps SMEs flourish domestically and internationally. The present research also expands the literature by examining the mediating effect of organizational citizenship behavior and provides new directions for researchers to study transformational leadership and organizational citizenship behavior.

Using the Attitude–Behavior–Context theory, this research aims to investigate the impact of green marketing (GM) and green customer value (GCV) on eco-conscious consumer behavior (ECB) toward the consumption of green products. This study involved a survey technique that comprised 700 consumers through a self-administered questionnaire disseminated through enumerators in two metropolitan cities of Pakistan (namely, Lahore and Karachi), of which 349 were usable for the data analysis process. The hypothesized relationships were validated using partial least squares structural equation modeling through SmartPLS 4.0. The empirical findings showed a positive impact of GM and GCV on brand awareness (BA), environmental concern (EC), and ECB. The findings also revealed the partial mediating effect of BA and EC on the relationship between GM, GCV, and ECB. In addition, this study observed the moderating impact of felt obligation (FO) on the relationship between BA and ECB. The findings show that ECB is essential for a sustainable environment. This study’s results may guide managers and marketers in developing suitable GM strategies.

Mediante la exploración de 83 investigaciones teóricas y empíricas publicadas en países de Latinoamérica durante el siglo xxi, este trabajo pretende 2 objetivos principales. Primero, examinar la multidimensionalidad y las características fundamentales de las variables de clima organizacional y calidad de los servicios públicos de salud; segundo, diseñar un modelo teórico sobre la relación que existe entre estas 2 variables. El estudio se efectuó mediante la estrategia de investigación documental, método de análisis que comprende la revisión de literatura, detección, consulta, extracción/recopilación e integración de datos. Del análisis realizado se infiere teóricamente que existe una relación entre el clima organizacional y la calidad de los servicios públicos de salud; sin embargo, se recomienda realizar estudios empíricos que refuercen la perspectiva teórica analizada.

There are approximately 3.2 million SMEs in Pakistan. It is believed that more than 90% of the economic establishments are SMEs. They contribute 40% of the economic growth and create 70% of Pakistan’s overall employment opportunities. Despite substantial presence and contribution, 95% of SMEs fail within the first five years. Out of the remaining 5%, 25% of the SMEs survive up to four more years, adversely impacting economic growth, employment, and living standards. Previous studies indicated SMEs’ low performance as a significant cause and provoked entrepreneurs to shut down their businesses. Therefore, this study aims to examine the performance of SMEs in Pakistan. Based on the problem, the study contextualized the research model that investigates the relationship between financial capital availability (FCA) and innovative work behavior (IWB), which is believed to be crucial for enhancing small and medium-sized businesses’ performance through accelerated strategic change (SC). In addition, the moderating role of Government support (GS) on SMEs’ performance was also considered. The quantitative, cross-sectional research design was considered appropriate for this research. Data was collected through a structured questionnaire to 340 SMEs in the Pakistan manufacturing sector. The hypothesized relationships were tested through structural equation modeling (SEM) using Smart-PLS 4. Results showed a positive link between FCA, IWB, and SMEs’ performance. Furthermore, FCA and IWB are the key drivers to achieving an optimum level of SME performance, which translates the SC process within the SMEs in Pakistan. Additionally, this research discovered that SC partially mediates the relationship between FCA and IWB on SMEs’ performance. Moreover, GS strengthens the relationship between SC and SMEs’ performance. The present findings offer valuable insight to SME owners, policymakers, and first-line managers to understand the radical change in the process. The study also outlined policy interventions to uplift the diminishing SMEs’ performance.

This study presents a systematic review of the evolution of Happiness Management in workplace contexts from 2010 to 2024, analysing methodologies, theoretical frameworks, and sectoral focuses. A quantitative and descriptive approach was used, selecting peer-reviewed studies from SCOPUS and Web of Science based on predefined inclusion criteria. The PRISMA model guided the review process to ensure methodological rigor. Findings indicate that research is dominated by quantitative, cross-sectional studies, mainly in large organisations in banking, education, and healthcare. Positive Psychology and the Job Demands-Resources Model are the most frequently applied theories. However, limited research exists on SMEs and the gig economy, inconsistencies in measurement methods, and a lack of longitudinal studies assessing the long-term impact of workplace happiness. Additionally, the effects of COVID-19, digital transformation, and automation on employee well-being remain underexplored. Happiness at work differs from concepts like “work climate” and “job satisfaction”. While work climate focuses on organisational perceptions and job satisfaction assesses specific conditions, happiness at work represents a broader, long-term state of well-being, integrating engagement, purpose, and fulfilment. Addressing these gaps requires interdisciplinary research integrating emerging theoretical frameworks, comprehensive measurement tools, and diverse methodological approaches to develop strategies that enhance employee well-being, organisational performance, and resilience in evolving work environments.

Esta revisión tuvo el objetivo de identificar las teorías que mejor explican la resiliencia organizacional mediante el análisis de la literatura; para ello se recopiló una muestra final de 40 artículos empírico-causales de Web of Science. En estos artículos la resiliencia es una variable relevante y se analizó con base en sus teorías y variables. Los resultados muestran una concentración de estudios en los niveles individual y organizacional en los que prevalecen temáticas como recursos y capacidades, estructuras organizacionales y elementos cognitivos. Se determinó que el precepto más recurrido es la visión basada en recursos, cuya asociación a la resiliencia se describe. Los resultados obtenidos tienen implicación práctica en la gestión de las organizaciones al resaltar la relevancia que tienen los recursos estratégicos tangibles e intangibles.