Employee happiness as well as well-being at the workplace is an emerging concept in the management and psychology domain. This article aims to analyze the impact of grit on employees’ workplace happiness via psychological capital (PsyCap), moderated by coaching culture and theorize by trait activation theory. Data were collected from 272 employees working in the public and private sectors of the service industry in Pakistan. For statistical analysis, we conducted reliability, correlation, and process Hayes. Employees who were highly engaged and grittier, satisfied at work, and feel happy while PsyCap fully mediated this relationship between grit and happiness at work. Coaching culture on the other side moderate this relationship between grit and workplace happiness through PsyCap such that the relationship is strong for the high value of coaching culture than when it is low. It's been found that grit is a greater indicator of future success than Intelligence. Therefore, it is the need of the hour that organizations developed PsyCap in employees through proper training and coaching. Encourage them to think long-term as well as short-term and teach them how to prioritize their work accordingly. Thus, in today’s dynamic business environment, this study contributes potential for organizational survival and growth.

PurposeThe fear of COVID-19 has been identified as a significant predictor of adverse work-related outcomes. Grounded on conservation of resource theory, this study examines the impact of fear of COVID-19 on faculty members' job turnover intention (TI) and job insecurity, as well as the relationship between job insecurity and TI. Additionally, the authors investigate job insecurity as a potential mediating variable between the fear of COVID-19 and TI.Design/methodology/approachData were collected from faculty members (n = 226) working in Pakistan's public sector universities and analysed through PLS-SEM using SmartPLS software.FindingsThe results indicated that fear of COVID-19 was positively and significantly associated with both TI and job insecurity. Furthermore, the results demonstrate that job insecurity has a positive correlation with TI. In addition, the study's findings endorsed the mediating role of job insecurity between fear of COVID-19 and TI.Practical implicationsThe study highlights the importance of addressing the fear of COVID-19 and job insecurity among faculty members, as they are significant predictors of TI. The findings suggest employers should prioritise providing a safe work environment and reducing uncertainty to retain their workforce during the pandemic.Originality/value This study adds to the literature as it conceptualises the indirect mechanism that links fear of COVID-19 to TI and job insecurity and provides practical implications that may reduce faculty members' TI.

The study validated the association of organizational justice, and knowledge hiding with moderating role of self-monitoring in the cross-cultural environment. The empirical validity was searched and tested from the banking sector of Pakistan by collecting data through research questionnaires which evaluated that organizational justice; knowledge hiding, and self-monitoring are associated with one another. Non-probability sampling technique was used due to limitations in the generalizability of the hypothesis. The research questionnaires were distributed to 150 banking sector employees, while 124 employees responded. Results showed that organizational justice influences the knowledge hiding behavior in the organizations and self-monitoring moderates this relationship. It proved that in the absence of self-monitoring, organizational justice decreases the level of knowledge hiding and when employees self-monitor their behavior, the effectiveness of organizational justice reduces.

Telecommuting has been found to have a profound effect on employee turnover intention. However, the literature is vague in understanding the mechanism through which telecommuting affects employee retention (ER). Grounded on the conservation of resource (COR) theory and social exchange theory (SET), this study examined the impact of telecommuting on ER and fear of COVID-19 and the subsequent impact of fear of COVID-19 on ER. The study also investigated fear of COVID-19 as a mediating mechanism between telecommuting and ER. Data collected from 307 employees working in nonprofit and nongovernmental organisations in Balochistan, Pakistan was analysed using PLS-SEM. The findings showed that telecommuting was positively related to ER while its relationship was negative and significant with fear of COVID-19. Further analyses showed that fear of COVID-19 was negatively related to ER. The findings further revealed that fear of COVID-19 mediated the influence of telecommuting on ER. The overall results demonstrate the importance of telecommuting in strengthening ER and reducing fear of COVID-19. The study provides a tool for policymakers and management practitioners to set up plans for a situation like COVID-19 in the future. Supplementary Information The online version contains supplementary material available at 10.1007/s10672-023-09448-3.

The utmost aim of this paper is to examine the impact of brand communication on brand personality and the moderating mechanisms of brand equity in the telecommunication sector of Pakistan. The phenomenon was examined by applying a well-known theory of self-congruity to explain the moderating function performed by brand equity between the two variables, brand communication, and brand personality. A questionnaire was distributed and collected from 1536 customers in the telecommunication sector of Pakistan, using Telenor, Ufone, Zong and Jazz networks. The data was examined by IBM AMOS to examine the proposed relationships. The study's results suggest a strong moderating effect of brand equity on the relationship between brand communication and brand personality. In this sense, it not only contributes to the body of literature but also aids professionals and marketing managers in creating branding strategies that take into account the idea of brand personality.