The looming threat of climate change has become an undeniable harsh reality. Inefficient energy consumption is one of the major causes of this threat. Protecting the aquatic and terrestrial environment by reducing carbon footprints is a shared responsibility. In this pursuit, the contribution of household sector is extremely valuable and use of energy-saving products can be helpful to epitomize the goal of achieving sustainability. This study aims to investigate the determinants of consumers’ intention to purchase energy-saving household products by integrating the Theory of Planned Behavior (TPB) and Technology Readiness Index (TRI) 2.0’s four indicators (optimism, innovativeness, discomfort and insecurity). This study applied a hypo deductive research approach. Using cross sectional data, a total 396 valid questionnaires were collected to validate the proposed hypothesis by using Partial Least Square (PLS) path modeling approach (a variance based SEM technique). Results showed that contributors of technology readiness positively influence residents’ attitude towards their buying intention, while inhibitors of technology readiness negatively affect this relationship. Further, attitude and perceived behavioral control were found to be significant determinants of intention to purchase energy-saving household products. Based on the above research findings, implications for marketers and policy makers are discussed, moreover future research directions are suggested.

For decades, impulse buying is considered to be one of the significant factors to increase sales volume in the retail sector. Past studies have investigated the impulsive buying behavior of generation Y consumers in retail settings of somewhat medium- and large-sized cities. Therefore, how certain situational or in-store factors can propagate impulse buying in the retail settings of small cities has been widely ignored. This article explores the influence of situational variables categorized as personal factors (time availability, family influence, money availability) and in-store factors (store environment, sales promotions, and friendly store employees) on generation Y impulse buying behavior in the Pakistani context in general and the country’s small cities in particular. A self-administered survey was used to elicit information from 422 purposively selected respondents (living in various cities of Punjab, Pakistan). Data have been analyzed by using Statistical Package For Social Science (SPSS) and Analysis of Moment Structure (AMOS) for structural equation modeling (SEM). Results revealed that personal factors, that is, time availability and family influence has significant and positive impact on the impulse buying behavior of generation Y consumers in Pakistan, also in-store factors except money availability has significant impact on impulse buying behavior. Recommendations for retail management have been given at the end of the article.

Purpose: This study, based on the moderated-mediation model, investigates the indirect effect of facades of conformity in the relationship between supervisor ostracism and unethical work behaviour. Furthermore, this study tested the moderating role of perceived organizational obstruction in the aforementioned relationship through facades of conformity.Design/methodology/approach: Employing a multi-wave and two-source data from employees and peers (n = 264) of the services sector in Pakistan, the authors tested the proposed framework using Hayes and Preacher moderated-mediation technique.Findings: The findings reflect that supervisor ostracism encourages unethical behaviour at the workplace. Further, results revealed that facades of conformity mediated this direct relationship. Moreover, the authors found that perceived organizational obstruction moderated the relationship between supervisor ostracism and facades of conformity. Results also confirm that perceived organizational obstruction moderates the mediated relationship.Research limitations/implications: The paper concludes with a discussion, managerial implications, limitations and directions for future research.Originality/value: This study added value in the literature of supervisor ostracism, facades of conformity, unethical work behaviour and perceived organizational obstruction.

Using social information processing theory, our study investigates the effect of responsible leadership on employee career success via work engagement. The model also examines whether self-enhancement motives moderate the aforementioned mediating linkages. In three waves, data were collected from employees in the education sector. Macro PROCESS was used to assess the hypotheses. According to the findings, responsible leadership boosts employee work engagement, which leads to career success. The results also suggest that responsible leadership has a stronger positive effect on work engagement among individuals high on self-enhancement motives. There is no evidence in the educational literature about the underlying process through which a responsible leadership impacts employee success. Our research addresses this gap by suggesting work engagement as a mediator of the effect of responsible leadership on individuals’ career success at various degrees of self-enhancement motives.

Purpose: Drawing on the role theory, this study examines how responsible leadership invokes whistleblowing intentions in employees by intervening through “trust in leader” and “person-organization fit.”Design/methodology/approach: Using the Hayes (2013) approach, the authors tested the model by collecting a multi-wave data from banking sector employees.Findings: Results of the study show that responsible leadership kindles whistleblowing intentions in banks' employees. Further, the results reveal that both “trust in leader” and “person-organization fit” individually mediate the relationship between responsible leadership and whistleblowing intentions. Moreover, we found that the relationship between responsible leadership and whistleblowing intentions is serially mediated through “trust in leader” and “person-organization fit.”Originality/value: The current study contributes to whistleblowing intentions and responsible leadership literature by suggesting “trust in leader” and “person-organization fit” as process through which responsible leaders kindle employee's outcomes.