Post-COVID-19 working conditions have been the primary reason behind increased stress among business owners. There is an ever-rising need for entrepreneurial work engagement in their jobs to mitigate the increased entrepreneurial work pressures caused by uncontrolled digitization, enhanced consumer power, and brutal competition. Therefore, this study intends to respond to the existing practical and empirical gaps by investigating the relationships between entrepreneurial job demands (EJD), work-related stress, entrepreneurial job resources (EJR), and entrepreneurial work engagement (WE) for their role in generating entrepreneurial success (ES), especially in the Chinese context. It also tested the mediating role of work-related stress and entrepreneurial work engagement on the relationship between job demands, job resources, and entrepreneurial success. Structured questionnaires were circulated among the targeted respondents (i.e., business owners across China) using quantitative techniques, followed by PLS-SEM for data analysis, as these are the best-suited techniques, considering the context and time constraints. The results verified the impact of job demands on work-related strain, followed by the inverse direct impact of work-related strain on entrepreneurial success. This study found the significant impact of entrepreneurial job resources on entrepreneurial work engagement, followed by the positive impact of WE on entrepreneurial success. Likewise, work engagement’s mediating role was validated, while work-related strain could only negatively mediate the relationship between EJD and ES. Likewise, this study has practical and empirical implications for practitioners and researchers to be mindful of their employees’ emotional states by providing sufficient resources and psychological interventions to ensure business success.

Drawing on the literature based on the job demand-resources model and social exchange theory, the current study aimed to investigate the indirect relationship between perceived career support at Time 1 and work engagement at Time 2 via Time 1 career self-efficacy. Further, we proposed that perceived career support moderated the relationship between career self-efficacy and work engagement. The data were collected in two waves from 303 adult employees who worked in manufacturing firms in Pakistan. The hypothesized model was tested using structural regression. The results suggest that career self-efficacy partially mediates the positive relationship between perceived career support and work engagement. Moreover, perceived career support moderated the relationship between career self-efficacy and work engagement.

Brands still have not intoxicated the all segments of customers, yet there are people who have motivations to escape from brand. This study explores the mediating role of ad skepticism between self-image congruency, product knowledge and brand escapism motivation. The other purpose is to see the direct relation of product knowledge and self-image congruency on brand escapism motivation. A Study of 267mobile phone users is conducted, who use iconic and less iconic mobile phone brands. Proposed relationships were empirically tested through SPSS and SPSS Macro for Multiple Mediation. People in Pakistan consider mobile phone brands as their social status, due to this their beliefs and disbeliefs about advertising and motivation in brand escapism are helpful to understand. Pakistan is a developing country, consumers are not so much brand conscious and do not pay attention to advertising issues like developed countries. Because of this mediating effect of ad skepticism is not supported. The results support the effects of self-image congruence and product knowledge on the brand escapism motivation but not on the ad skepticism.

This study investigates the impact of psychological capital on employee work engagement & burnout, and the interaction effect of psychological contract breach in between the relationships. Data for the study were collected from doctors (N=306), working in health care units operating in different cities of Pakistan, by using random sampling technique. All of the study hypotheses were tested through structural regression (SR) model by using AMOS. Moreover, Orthogonalization was used to test the interaction effect. As per results, all of the hypothesized relationships were supported.

The goal of this research was to investigate the effect of workplace bullying on organizational commitment. Also, the analysis the mediating role of self-esteem in this particular relationship and mod explores Power distance erasing function. The survey was carried out on employees and peers working in the public sector universities of Pakistan. Via convenience sampling, data was collected from 236 employees of the Public Sector Universities of Pakistan. Data was analyzed by using structural equation modeling technique in Smart-PLS3. PLS-SEM represents significant relationship as the entire proposed hypotheses were supported. Results show that bullying in the workplace has negated a strong and significant relationship with organizational commitment. The mediating role of Self-esteem between the workplace bullying relationship and organizational commitment was backed by effects as well. While the Power Distance's moderating function between the outcomes was supported by occupational bullying and organizational commitment. Accordingly, a mutually trusting ecosystem should be created and encouraged by organization; a significant buffer can be used for the efficient functioning of organizations to reduce the negative feelings and also help to increase the organizational commitment. This research is not only for education sector, it is also helpful for all sectors like Agriculture, industrial and mining sectors. This research talks about how to tackle bullying activities during work