Purpose: Based on the componential theory of creativity, this study examined the link between high-involvement work practices and employees’ innovative behavior by further investigating the moderating and mediating role of leadership humility and employees’ personal initiative. Methodology: To test the hypothesized model, the data were gathered from 255-line staff and 119 supervisors working in the textile industry in Pakistan via the time lag technique. The proposed hypotheses were analyzed through partial least squares structural equation modeling using Smart-PLS software. Findings: The results indicated that high-involvement work practices were significantly related to employees’ innovative work behaviors. Additionally, the moderation findings revealed that a higher level of leadership humility strengthens the relationship between high-involvement work practices and employees’ personal initiative. Furthermore, employees’ personal initiative mediates the relationship between high-involvement work practices and their innovative work behavior. The findings of the moderated mediation model indicated that a higher level of leadership humility leads to higher innovative behavior of employees in the presence of high-involvement work practices via employees’ personal initiative. Practical Implications: This study’s findings are helpful for the management of organizations to understand the factors that enhance innovative work behaviors in high-involvement work practices. Moreover, managers should establish humble behaviors in their leadership style to influence employees’ personal initiative, which indirectly influences their innovative work behavior. Originality/Value: The present study highlights the importance of leadership humility and employees’ personal initiative in the relationship between high-involvement work practices and innovative work behaviors of employees in the textile industry of Pakistan.

Purpose: This study focuses on the Critical Success Factors (CSF) for developing sustainable entrepreneurship in the Pakistani telecommunication industry. Despite the efforts made by governments and stakeholders to stimulate sustainable entrepreneurship initiatives, contributions in the telecommunications sector are lacking. Therefore, this study has the major objective of identifying a transformation path for these firms. This is done by providing a theoretical framework for sustainable entrepreneurship in the telecommunications industry, focusing on managerial and operational practices that should be modified according to a set of CSFs identified by experts in Pakistani firms.Design/methodology/approach: This article proposes a novel Multiple Attribute Decision Making (MADM) approach based on Grey Systems Theory (GST) and Best-Worst Method (BWM) while unveiling endogenous relationships among current managerial/operational practices and the CSFs for sustainable entrepreneurship in the telecommunications industry.Findings: CSFs for achieving sustainable entrepreneurship in the Pakistani telecommunications industry were found to rely on a tripod, based on effectiveness, transparency, and accountability that are embedded within the ambit of managerial and operational practices, such as focusing and reducing digital illiteracy, targeting poor communities, helping the young in structuring start-ups.Originality/value: This article contributes to the MADM research stream by proposing a novel use of the BWM technique based on GST to promote sustainable entrepreneurship CSFs in Pakistani telecommunications firms.

Challenging times have put organizations in a perilous and chaotic state that demands immediate resolution and calls for effective leadership to help navigate out of the crisis. In this context, we focused on psychosocial safety climate theory to investigate the influence of adaptive leadership on safety citizenship behaviors by looking at the mediating effect of readiness to change and the moderating impact of psychosocial safety climate and proactive personality, particularly in the Pakistani healthcare sector. To test the hypotheses, the data were collected from 397 employees working in the healthcare sector of Pakistan at two different times. The results of this study supported the model. The moderated path analysis revealed that psychosocial safety climate strengthens the direct effect of adaptive leadership on readiness to change, whereas the moderating impact of a proactive personality also strengthens the relationship between readiness to change and safety citizenship behaviors. Similarly, both moderators significantly moderated the indirect impact of adaptive leadership on safety citizenship behaviors via readiness to change. To conclude, the present study has significant implications for organizations and practitioners in both steady and uncertain environments.