Work–family conflict is a subject of interest for researchers in the field of organizational behavior for decades because of its negative impact on an individual’s life. The existing literature identified that workplace stressors contribute to work–family conflict and Perceived Organizational Politics emerged as an aversive workplace stressor. From empirical pieces of evidence, it is observed that perceived organizational politics and work–family conflict are indirectly associated with each other, and their impact on employees is unavoidable. To explore this uncovered relationship, at first, this study used a keywords co-occurrence network mapping approach and found that perceived organizational politics and work–family conflict are associated with each through various workplace variables. Further, with the help of a scoping review identify those specific variables, and, lastly, a systematic review approach used to identify a mechanism of how these identified variables form an association between perceived organizational politics and work–family conflict. Based on the findings of the systematic review, this study proposed a conceptual framework that extends the existing literature by providing new insight into concepts of perceived organizational politics by linking it with work–family conflict. This study introduced a novel way to develop a conceptual framework by linking three distinct approaches of research. In the last, this study proposed recommendations for future research.

Workplace relational systems move the organizational processes therefore, the influence on employee work behavior is inevitable. Drawing on the relational systems and broaden & build theory, this study aimed to examine the impact of high-quality workplace relational systems and trait of mindfulness on employee work engagement. This study also posits that psychological capital mediates this relationship and negative affectivity plays a moderating role. Data was collected from 331 employees associated with the public and private sectors. PLS-SEM, Higher Component Modeling technique employed to analyze the data. Results showed a positive association between high-quality workplace relational systems and mindfulness with employee work engagement. Data also support the mediating role of psychological capital. This study contributes to understanding the internal mechanism of how workplace relational systems and mindfulness affect work engagement through mediating effect of psychological capital. The findings of this study showed that high-quality workplace relational systems and mindfulness are workplace factors that induce employees' work engagement. The present study advances the knowledge on the flourishment of the work environment. The findings of this study also contribute to further focusing research on the relational work environment in its response to employee behavioral dimension.

Relational systems are like a gear wheel in organizational processes that keeps employees connected and moving. These relationships are developed and maintained within the work environment for task accomplishment. But these relational systems are originating other outcomes that directly and indirectly affect the organizational process. The present study aimed to explore the outcomes of positive workplace relational systems. Under qualitative phenomenological approach followed a classical content analysis technique employed to analyze the data collected from 20 Bank employees through semi-structured interviews. The data analysis revealed that outcomes of positive relational systems varied depending on the duration and quality of relationships. Organizational culture identified as an important factor that influences the quality of relationships and their outcomes. The data analysis revealed that positive workplace relational systems along with positive behavioral outcomes also develop negative outcomes among employees such as perception of organizational politics. This study argued that outcomes of positive workplace relational systems depend on the perception and need satisfaction of participants. The result highlighted the important areas for individuals and organizations to consider in the context of relationship management, developing interpersonal skills in employees, and encouraging relationship generosity. It will help to enhance the well-being of employees and improve organizational performance.

Purpose: Sponsored content in the form of covert messages is deceptive on consumers' behalf. When a consumer is aware of the sponsored content, they infer influencer motives and starts to resist such content hurting engagement. Sponsored content also adds to consumers hence the rationale of this research study is to explore the impact of influencer credibility, sponsorship disclosure, and brand credibility on consumer's attitudes toward sponsored content. The mediating role of consumer inferences of influencer motives is the highlight of the study. The framework is assessed in the light of attribution theory. Research Design: The research has a cause-to-effect design. It elaborates on the relationship among the constructs with an underpinning theory. Data from the sample of 218 participants were analyzed and comprehended using PLS-SEM. Findings: The outcome of the study has identified that influencer credibility had a significant impact on consumer's attitudes toward sponsored content whereas, brand credibility and sponsorship disclosure showed a non-significant impact. Moreover, sponsorship disclosure moderated the impact between brand credibility and consumer resistance towards sponsored content. Lastly, consumer inference of influencer motives has a mediation effect between BC and CRSC. Practical Implications: The relative importance of influencer motives and sponsorship disclosure is established for the first time in the current research study. The new findings are a substantial contribution to the body of knowledge and the theory. The practical implications of the study are focused on the industry.

Pakistan is at a crucial stage in the process of undergoing a political, social, and economic transformation. The performance of the public sector has a significant impact on the population. The public sector is undergoing consistent reform and development due to the requirements of the time. This study aims to locate and understand the elements that inhabit organizational transformation and development in Pakistan’s public sector. We adopted qualitative techniques and thematic analysis to find insights and answers to the research questions. The case study approach was utilized, and semi-structured interviews were conducted with 21 public servants who have been part of the change process at public entities. The most significant factors of the research study relate to socioeconomics, the progression of technology, willingness for change, cultural effect, political will, the impact of elite decision-makers, and the improvement of administrative systems. These main themes have a significant impact on the progression of the process As an outcome of the study, we have developed a holistic model to understand public management reforms in Pakistan. This study will serve as a road map for policymakers to facilitate their decision-making process. Moreover, this is also beneficial for researchers in the public management field, legislatures, and various public entities. The research enhanced an understanding of institutional theory regarding organizational, change, transformation and development, within Pakistani public sector organizations.