Synthesizing theories of ethical leadership, psychological climate, pro-environmental behavior, and gender, first, we proposed and tested a model linking supervisors’ ethical leadership and organizational environmental citizenship behavior via a green psychological climate. Then, we tested the moderating effect of gender on the indirect (via a green psychological environment) relationship between supervisors’ ethical leadership and organizational environmental citizenship behavior. Time-lagged (three waves, 2 months apart) survey data were collected from 447 employees in various manufacturing and service sector firms operating in China. Data were analyzed using structural equation modeling, bootstrapping, and multigroup techniques to test the hypothesized relationships. The results showed a positive relationship between employee ratings of supervisors’ ethical leadership and organizational environmental citizenship behavior. Moreover, a green psychological climate mediates the relationship between supervisors’ ethical leadership and organizational environmental citizenship behavior. Importantly, the multigroup analysis revealed that gender moderates the indirect relationship (via green psychological climate) between supervisors’ ethical leadership and organizational environmental citizenship behavior. The study carries useful practical implications for policymakers and managers concerned about environmental sustainability.

Purpose: The purpose of this paper is to explain the mediational mechanisms in the relationship of perceived supervisor support (PSS) with turnover intention (TI) and task performance (TP). Design/methodology/approach: Data were collected through questionnaires from the academic staff of Pakistani universities. The theoretical model was tested using data collected from 304 respondents by using structural equation modeling technique. Mediation analysis was performed with 5,000 bootstraps samples. Findings: The results revealed that PSS affected TI negatively through the mediation of self-efficacy. Conversely to this, PSS influenced TP positively through the mediation of self-efficacy. In addition, the results also showed the direct effect of PSS on employees’ TP. Practical implications: The results of this study suggest that the supervisor must provide adequate support to the academic staff, which helps them to develop their self-efficacy. Self-efficacy is helpful for the employees to reduce their TI and to improve their TP. Originality/value: This study is the first of its nature which explained the direct and indirect effects of PSS on TI and TP by using the framework of social learning theory and social exchange theory simultaneously.

Purpose: This study examines the long-term and causal relationship among foreign direct investment (FDI) inflows, trade openness and economic growth from India. Design/methodology/approach: This study has used annual time series data from the period 1985–2018 and applied the Johansen cointegration and vector autoregression (VAR) model. Findings: The results of Johansen's cointegration confirm no long-term relationship among all the above three variables. Further, the results of VAR Granger causality indicate that FDI causes economic growth and economic growth causes FDI, which confirms the bi-directional causality. In contrast, this study found that there is no bi-directional causality between trade openness and economic growth. Social implications: Through this study, the government could take the decisions related to foreign investment after adopting more trade openness because the study results revealed that if India follows more trade openness, then how FDI will flow (upward and downward). With impulse analysis, researchers, government and policymakers take the decision-related FDI inflows for the forthcoming ten years after 2018. Originality/value: This study has found the most exciting results from the impulse functions of FDI inflows, trade openness and economic growth, which showed the situation of these three variables as increase and decrease in the forthcoming ten years.

Purpose: The purpose of the present study was twofold. First, this study examined the relationships of work alienation with explorative learning and exploitative learning. Second, the study tested the role of emotional exhaustion as a mediator of the relationships of work alienation with explorative learning and exploitative learning. Job Demands-Resources model was used as the underlying theoretical foundation to establish these relationships. Methods: Two-source time-lagged data were collected from 225 middle-level managers and their 222 immediate supervisors in 87 Pakistani firms spanning different industries. Structural equation modeling and bootstrapping were used to test the hypothesized relationships,. Results: The study revealed that work alienation is negatively related to both explorative learning and exploitative learning. Moreover, the study also established emotional exhaustion as a mechanism underlying the relationships work alienation with explorative learning and exploitative learning by showing that work alienation enhances emotional exhaustion, which, in turn, negatively influences both explorative learning and exploitative learning. Conclusion: By conceptualizing and providing empirical evidence of the negative relationships of work alienation with explorative learning and exploitative learning, both directly and via emotional exhaustion, the study signified some of the important but largely ignored dynamics of the employment relationship within the current regime of organizational structures. The findings suggest that the managers’ sensed estrangement from work and work context need to be addressed, as it can exhaust them emotionally and hinder their search and acquisition of new knowledge and competencies.