Journal of Workplace Behavior

Intellectual Capital and Supply Chain Resilience: An interplay of Supply Chain Integration and Data Driven Culture

2025-05-28T19:35:11+00:00

This research investigates the influence of Intellectual Capital (IC) on Supply Chain Resilience (SCR), with Supply Chain Integration (SCI) serving as a mediator and Data-Driven Culture (DDC) as a moderator, through the lens of Dynamic Capability view. Adopting a quantitative design, the research employed structured questionnaires to collect primary data from professionals in the telecommunication sector in Rawalpindi and Islamabad, Pakistan. A total of 239 valid responses were obtained using non-probability, convenience sampling. Statistical analysis was conducted using regression-based techniques to examine direct, mediating, and moderating effects. The findings reveal that IC significantly enhances SCR, demonstrating that organizations leveraging human, structural, and relational capital exhibit greater resilience.
Although SCI positively influences SCR, its role as a mediator between IC and SCR was not statistically significant, suggesting that IC directly contributes to resilience, independent of integration mechanisms. However, DDC was found to significantly moderate the IC-SCR relationship, amplifying the impact of IC in data-driven environments. This research
contributes novel insights by underscoring the strategic role of IC and data-driven decision making in fostering resilient supply chains. The study offers practical implications for policymakers and managers aiming to build adaptive capabilities in volatile operational contexts.

Paradoxical Leader Behavior and Followers’ Ambidexterity: The Moderating Role of Followers’ Paradox Mindset

2025-06-01T18:09:54+00:00

In response to the ever-increasing demand for individual ambidexterity in organizations, we propose paradoxical leadership as a highly effective approach for managing this challenge. Integrating trait theory, paradox perspective, and social learning theory, we propose how leaders' core self-evaluation traits serve as antecedents of PLB and how and when it improve followers' ambidexterity. We also examined how the relationship between followers' ambidexterity and paradoxical leader behavior (PLB) is moderated by their paradox mindset. We employed a time-lagged, multi-source survey design, with data collected in three phases from telecom organizations in Rawalpindi and Islamabad, Pakistan. At Time 1, data on leaders’ CSE traits and demographics were collected from 200 supervisors. At Time 2 (after a 10-day interval), 680 subordinates provided ratings of their supervisors' PLB and reported their own paradox mindset and demographics. While at Time 3, supervisors also rated their subordinates' ambidexterity (N = 600). The final matched sample comprised 600 subordinates nested under 200 supervisors. Data was analyzed using structural equation modeling (SEM) in AMOS, and PROCESS macro (Model 14) in SPSS was used to conduct moderated mediation analyses. Overall, our findings largely supported our predictions. More specifically, our findings show that leaders’ core self-evaluation traits have a positive indirect effect on followers’ ambidexterity through paradoxical leader behavior. Our results further showed that followers’ paradoxical mindset strengthens the effect of paradoxical leader behavior on followers’ ambidexterity. We discuss the theoretical and practical implications of these findings.

An AI-Powered Monitoring System for Employee Mental Health and Wellbeing in the Workplace

2025-06-28T09:33:44+00:00

Mental health has always been neglected by many healthcare systems even though it is an important part of human health. As the epidemic of mental health disorders and the lack of mental health professionals increase, this issue needs to be addressed using new, evidence-based practices. The given study proposes an AI-based tool to control the mental health, evaluate it, and provide assistance based on machine learning algorithms and natural language processing (NLP) solutions. To validate and train its predictive models, the system combines information of publicly available datasets, such as DAIC-WOZ and MIMIC-III. DAIC-WOZ dataset offers annotated speech and facial expression information to assess the presence of depression and MIMIC-III provides physiological signs associated with stress and anxiety states of individuals. The suggested system will allow integrating mobile apps and wearable sensors in one system that will process real-time data, including, but not limited to, speech signs, voice tones, and behavioral responses. Such information is analyzed in AI models to generate individual evaluations of mental health and early warnings. It is our hope that by introducing this system we can alleviate some of the burden on mental health professionals and make people more independent in taking care of their psychological needs. The major performance indicators reveal the system potential: the sentiment analysis module scored 88%; the speech emotion recognition model scored 85%; the physiological signal analysis scored 82%. The response time of the system is less than 3 seconds, which means that it is possible to respond instantly. Moreover, the AI-models provide reminders to therapy, suggestions on peer support, and personal advice. This paper assesses the system development process, structure and ethical aspects, and possibilities of implementing it in reality.

The Nexus between Leadership Style and Employee Performance: A Mediated Moderation Model

2025-09-29T07:46:24+00:00

Pakistan is currently grappling with an unprecedented political and economic crisis, which calls for committed and capable public managers to enhance institutional performance and address economic challenges. However, government efforts to emphasize the role of leadership in fostering organizational commitment among public servants have remained limited. This study examines the impact of leadership styles and employee performance on the effectiveness of public sector organizations. Data were collected via online surveys from 279 middle managers across six public institutions: the Capital Development Authority (CDA), Islamabad Electric Supply Company (IESCO), Sui Northern Gas Pipelines Limited (SNGPL), National Database and Registration Authority (NADRA), Pakistan International Airlines (PIA), and Capital Hospital. Adopting a quantitative approach and purposive sampling, the responses were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that both transformational and transactional leadership styles significantly enhance employee performance. Moreover, employee motivation and training serve as mediators, strengthening the relationship between leadership and performance outcomes. Notably, Organizational Citizenship Behavior (OCB) moderates the motivation–performance link but not the training–performance link, emphasizing the importance of fostering OCB within institutions. These findings support prior research and highlight the dynamic role of leadership in driving organizational success.

Unravelling the Paradox between Digital Leadership and Remote Workers' Engagement

2025-05-05T15:27:16+00:00

In recent years, the world has witnessed a steady rise in remote working. This mode of remote work presents unique characteristics and challenges. Given the widespread adoption of work-from-home arrangements, understanding the work engagement of remote employees has become an intriguing question. This study investigates the role of digital leadership in shaping organizational culture and, in turn, influencing employee engagement. Using a structured survey questionnaire, data were systematically collected from a sample of 311 remote workers. The findings reveal that digital leadership significantly influences organizational culture, which subsequently enhances employee engagement. Specifically, the study confirms the mediating role of organizational culture in the relationship between digital leadership and employee engagement. The results suggest that digital leadership fosters an adhocracy culture, which, in turn, promotes higher levels of work engagement among employees. The discussion and implications of these findings are presented in light of the study’s results.

Fostering Fairness and Inclusion: How Leadership Shapes Diversity Climate and Job Satisfaction in Universities

2025-03-08T20:44:19+00:00

Fairness in the workplace is crucial for employee satisfaction. This study examines the relationship between inclusive leadership, organizational justice, perceived diversity climate and job satisfaction among university faculty, drawing on Fairness Heuristic Theory as guiding framework. By employing a quantitative, cross-sectional design, data were collected from 230 faculty members across six universities in Pakistan through a structured questionnaire, anchored responses on a five-point Likert scale. To test hypothesis in structural model Partial Least Squares Structural Equation Modelling (PLS-SEM) was employed. The findings reveal that inclusive leadership positively linked to organizational justice, which in turn significantly predicts perceived diversity climate. Perception about diversity climate is associated with enhanced job satisfaction. Mediation analysis indicates that organizational justice and diversity climate sequentially mediates the relationship between inclusive leadership and job satisfaction. The study extends Fairness Heuristic Theory to the higher education context, integrating diversity climate as a key attitudinal outcome of justice perceptions. Practical implications highlight the need for transparent decision-making, equitable resource allocation, and inclusive leadership practices to foster fairness, strengthen diversity climate, and enhance faculty satisfaction. Limitations include the cross-sectional design, convenience sampling, and the context-specific focus on higher education, suggesting avenues for longitudinal and cross-sectoral research.

Untangling the Complexity of Eudaimonic and Hedonic Well-being: A Moderated-Mediation Model of Behavioral and Psychological Outcomes

2025-04-24T12:31:27+00:00

Faculty well-being is crucial as it directly influences their personal health, professional effectiveness, and the overall institutional culture. Well-being is generally classified into eudaimonic well-being (purpose, personal growth, and fulfilling one’s potential) and hedonic well-being (pleasure, enjoyment, comfort, and avoidance of pain). This study sought to explore the factors contributing to both eudaimonia and hedonia from the faculty perspective. A moderated-mediation model was hypothesized, examining the impact of financial stress on eudaimonic and hedonic well-being, with academic performance as a mediator. In addition, the role of mindful leadership was tested as a moderator in the relationship between financial stress and academic performance. Data were collected through a questionnaire survey administered to 309 faculty members across various institutions and analyzed using SPSS. The findings confirmed all proposed hypotheses: academic performance mediated the relationship between financial stress and both forms of well-being, while mindful leadership moderated the link between financial stress and academic performance. The study concludes with a discussion of the findings and their practical implications.

Designing and Validating a Tool for Measuring Teachers’ Perception: A Methodological Contribution to Performance Based Teacher’s Licensing Framework Development

2025-08-26T05:38:16+00:00

Teacher licensing is recognized as a mechanism for improving the quality of education by ensuring accountability, professionalism, and continuous teacher development. However, in Pakistan, no standardized licensing system currently exists nation-wide. A validated instrument to measure teacher performance for licensing purposes has been lacking. This study aimed to develop and validate a tool to measure perception of teachers about performance-based evaluation that could inform the development of a framework for initiating a teacher licensing system. Guided by theoretical frameworks of Messick and DeVellis, the tool was designed through an extensive literature review and expert consultation, followed by assessment of content validity using the Content Validity Index (CVI). Expert feedback led to the removal of redundant items, revision of unclear items, and addition of contextually relevant items. The revised tool was pilot-tested with 100 elementary school teachers (Urban Boys and Girls, Rural Boys and Girls), yielding a 53% response rate, which is considered acceptable for pilot validation studies. Reliability testing using Cronbach’s alpha confirmed acceptable internal consistency, while Principal Component Analysis (PCA) established construct validity. The five-factor structure explained 67.4% of the total variance, capturing constructs of perceptions of licensing, performance aspects, role of management, anticipated challenges in implementation, and recommendations for successful adoption. The findings validate a statistically robust and contextually grounded tool that can serve as a foundation for developing a licensing framework in Pakistan. This contributes to the broader discourse on teacher accountability and quality enhancement, offering policymakers a reliable instrument to initiate evidence-based teacher licensing reform.