The present study examined the direct as well as indirect effects of work related flow and psychological capital on employee creativity among employees of software houses. The participants (N=532) were drawn form the software houses of Rawalpindi and Islamabad including both men and women with age range of 25-52 years (M=32.53). They completed the measures of psychological capital, flow at work, and employee creativity. Results indicated that psychological capital, work related flow and employee creativity were significantly positively associated with each other. Stepwise Regression analysis revealed work related flow as a strong predictor of employee creativity. Findings also revealed that men exhibited greater psychological capital, work related flow and creativity as compared to women. It was also noted that extended job tenure reflected more psychological capital, work related flow and creativity at workplace as compared to those with lesser job tenure. The implications of the study are discussed.

The present study was attempted to investigate the role of perceived self-efficacy and spousal support in psychological well-being of female entrepreneurs. It was also intended to determine the moderating effect of spousal support in the relationship between perceived self-efficacy and psychological well-being. The sample comprised of 405 female entrepreneurs with age range from 22-49 years. Generalized Self-Efficacy Scale (Rehman & Rehman, 2004), Spousal Support Inventory for Workers (Malik & Khan, 2001), and Affectometer-2 (Naheed, 1997) were used to assess major constructs of the study. Results showed that perceived self-efficacy was positively associated with spousal support and psychological well-being. Similarly, spousal support was positively linked with psychological well-being. Moreover, spousal support significantly moderated the relationship between perceived self-efficacy and psychological well-being. Differences on educational groups and type of entrepreneurship reflected differential levels of perceived self-efficacy, spousal support, and psychological well-being. Future implications of the study were also discussed.

The present research was conducted to explore the role of dispositional positive emotions and appreciative inquiry in employee engagement among university teachers and mediating role of appreciative inquiry in predicting employee engagement from positive dispositional emotions. A convenient sample (N = 237) of university teachers including both men and women with age ranged from 29 to 54 years (mean age = 39.22) was acquired. The major constructs of the study were assessed with Dispositional Positive Emotions Scale (Shiota, Keltner, & John, 2006), Appreciative Inquiry Scale (Clayton, 2015), and Employee Engagement Survey (Wilson, 2009). Results showed that dispositional positive emotions were positively associated with appreciative inquiry and employee engagement, while appreciative inquiry displayed positive association with employee engagement. Appreciative inquiry mediated the relationship between dispositional positive emotions and employee engagement. Findings further showed significant gender differences indicating that women were high on positive dispositional emotions, appreciative inquiry and employee engagement as compared to men. Group differences on job experience showed that employees with more work experience exhibited better dispositional positive emotions, appreciative inquiry, and work related engagement as compared to other groups. 2x2x3 analysis revealed that women teachers with more work experience displayed more dispositional positive emotions, appreciative inquiry and employee engagement.

The present study intended to investigate the effect of polychronicity and time management on work-related quality of life among bank employees. It also attempted to examine the moderating role of time management in predicting work-related quality of life from polychronic tendencies. Gender differences were also investigated along the study variables. Purposive sample consisted of 300 bank employees including men and women with age range of 27 to 52 years (M = 32.5, SD = 4.26) was acquired. Measures of Polychronic Attitude Index (Kaufman, Lane, & Lindquist, 1991), Time Management Behavior Scale (Poposki, Oswald, & Chen, 2008), and Work-related Quality of Life Scale (Zeng et al., 2011) were used to assess study variables. Results showed that polychronicity was negatively associated with time management and work-related quality of life, while time management and work-related quality of life were positively aligned with each other. Findings also revealed that time management buffers the relationship between polychronicity and work-related quality of life and offered a cushioning effect against the repercussions of ploychronicity. Gender differences indicated that men reflected less polychronic tendencies, better time management, and elevated work-related quality of life as compared to their female counterparts. Findings of the present study would bear practical implications for job design and managing various tasks at workplace.

Meckel-Gruber Syndrome (MKS) is a rare, autosomal recessive genetic disorder, incompatible with life. It is characterized by enlarged polycystic kidneys and post axial polydactyly. Foetal or neonatal death is caused by pulmonary hypoplasia. We report a case of a 35 year old woman who presented at 7 weeks of gestation of her sixth pregnancy. A transabdominal anomaly ultrasound performed for her current pregnancy at 18 weeks of gestation showed features consistent with MKS. The termination of pregnancy was declined and a live newborn female was delivered via an emergency caeserean section at 34 weeks of gestation due to previous history of lower segment caesarean section (LSCS) & leaking. Physical examination of the neonate confirmed the features of MKS. The neonate died within 4-5 hours of birth. This case represented a second trimester diagnosis of a recurrent case of MKS in a non-consanguineous marriage.