This study examines the mediating role of customer cooperation in green supply chain relationships. Employing 181 manufacturer–customer relationships, we test the mediating effect of customer cooperation on the process and managerial innovations. As proposed, customer cooperation positively mediates the relationship between top management commitment and process innovation. However, customer cooperation fails to mediate the relationship between top management commitment and managerial innovation. The findings suggest that the magnitude of customer cooperation increases the adoption of green innovations between supply chain partners to mitigate the negative impact on the environment. Furthermore, customer cooperation enforces a sense of mutuality between supply chain partners to diminish the impact of carbon footprint.

The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee’s creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explain the study framework. Data was collected from 324 marketing personnel of the beverage and telecom sector in Pakistan and analyzed using structural equation modeling (SEM) with AMOS. The findings revealed that the direct relationship between POS with work engagement and employee creativity and work engagement with employee creativity was significant. Interestingly, the moderator has shown a prominent effect, which illustrated that low hindrance stressors strengthened the relationship between POS and work engagement. The study contributes by enhancing the employee’s creativity by reducing stressful working environments in many ways.

Work engagement is arguably one of the key challenges confronted by the higher education sector of Pakistan. Therefore, it is important to understand the diverse perspectives of work engagement in this sector. This study examines the effect of job demand and spiritual leadership on work engagement in public universities of Pakistan through the mediating role of burnout and moderating effect of spiritual leadership between job demand and burnout and between burnout and work engagement. The study framework was established from theories, namely, the job demand-resource theory and the spiritual leadership theory. The respondents were 271 faculty members working in different universities of Pakistan. The findings show a significant relationship between job demand and burnout and between burnout and work engagement. Moreover, the results show a positive relationship between spiritual leadership with work engagement and negative relationship with burnout. However, the findings show the insignificant direct relationship between job demand and work engagement, whereas burnout mediates the relationship between job demand, spiritual leadership, and work engagement. Interestingly, spiritual leadership plays an important role in moderating the relationship between burnout and work engagement but does not moderate the relationship between job demand and burnout. Besides, the findings of the study will redound to organizational benefits by enriching research on the area of burnout and work engagement, which is so far in its infancy by referring to its potential antecedent and moderating variable. Finally, the study will be useful for both organizations and employees to achieve desired outcomes.

This study examines the relationship between career commitment and employee career success (objective and subjective success) in middle-level employees working in the service sector. Further, the study investigates the moderating effect of work-life balance on the relationship between career commitment and career success. By analyzing data from 360 middle level working employees, our empirical results show that career commitment has a positive and significant effect on the objective and subjective career success of employees. Work-life balance positively moderates the relationship between career commitment and subjective career success, whereas it fails to moderate the relationship between career commitment and objective career success. The study contributes by providing a better understanding of the employee’s perception of career commitment and career success and their management in emerging markets. Avenues for future research are identified.