In this study, quantitative and qualitative data are presented to examine the direct and mediated effect of personal bullying on nurses' turnover intentions via job stress. The study also investigates the moderating role of political skill on the association between personal bullying and job stress. The study employed an explanatory sequential mixed methods design. In the first, quantitative phase of the study, data were collected from a sample of 324 registered nurses working in public sector hospitals of Pakistan using a self-administered questionnaire. Results from variance-based structural equation modeling showed that personal bullying has a direct as well as an indirect effect on nurses' turnover intentions through job stress. Furthermore, results showed that political skill attenuates the effect of personal bullying on job stress. The second, qualitative phase was conducted as a follow-up to the quantitative results involving individual interviews from 11 nurses. Overall, the qualitative data validated the key quantitative results. The study is among the first to employ a mixed methods design to investigate the direct and mediated effects of personal bullying on nurses' turnover intentions and the stress-buffering role of political skill.

The purpose of this research was to examine the relationships between supervisor- and customer-initiated psychological aggression and vigor across time, and to determine the mediating role of job stress in these relationships. We also investigated the potential for differential impacts of supervisor and customer aggression on our outcome variables. A two-wave longitudinal study was conducted with a time lag of 6 months. The study sample consisted of 215 branch office employees of five large commercial banks situated in Islamabad, Pakistan. Data were collected using a self-administered questionnaire and analyzed using covariance-based structural equation modeling (CB-SEM). It was found that Time 1 supervisor and customer aggression were negatively related to Time 2 vigor, and these relationships were partially mediated by job stress. Contrary to our expectations, however, we found no significant differences between Time 1 supervisor and customer aggression in relation to Time 2 job stress and Time 2 vigor. The theoretical and practical implications of these findings are discussed. We extended research on multifoci approach to workplace aggression and empirically examined the direct and mediated effects of supervisor- and customer-initiated psychological aggression on vigor.

Islamic and conventional banks differ in basic philosophy and objectives although both perform the same service. This study used cognitive, affective, and conative sequence to examine antecedents and consequences of corporate image of conventional and Islamic banks in Pakistan. Self-administered questionnaires collected empirical data from 320 respondents. It was found that non-firm communication and corporate social responsibility significantly relate to brand familiarity and corporate image in case of Islamic banks. Brand familiarity significantly builds corporate image, which confirms the cognitive, affective, and conative sequence. Corporate image creates positive brand attitude and intention to use banking services. In case of conventional banks, only firm communication significantly relates to corporate image and brand familiarity. The relationship of corporate image with brand attitude and intention to use the service are similar to Islamic banks. This study can help banks to invest in building respective antecedents which can increase intention to use their services.

The purpose of this study is to examine brand loyalty in Pakistan. This is in relation to investigating the relationship between brand attachment, surprise, customer brand engagement and customer satisfaction with customer delight. This innovative study addresses a clear research gap in the brand loyalty literature. A model is developed by the author. Empirical data for the study is collected from 350 self-administered questionnaires in Lahore City of Pakistan. Data analysis in SPSS shows that surprise or customer satisfaction do not have significant relationship with customer delight, but brand attachment has a significant positive relationship with customer delight. The findings also show that brand loyalty has significant positive relationship with customer delight. In the context of current global economic downturn and inflation, brand loyalty is of rising concern. The policy makers can build up on the findings of this study to emphasize on customer delight and exceed customer’s expectations, rather than the traditional limited concept of customer satisfaction.

Purpose This paper introduces intersectional situatedness to develop inclusive analyses of leadership. Intersectional situatedness recognises the contextual and situated nature of experiences and their interaction with socially constructed categories of difference. Design/methodology/approach The paper draws on memory work by three feminist academics who situate their understandings and experiences of leadership as part of socio-historical contexts. Findings Understandings and experiences of leadership are multifaceted and benefit from being examined in their intersectional situatedness. This way, the simultaneity of visible and invisible disadvantage and privilege, which accumulate, shift and get reconfigured across the life course and are based on particular intersectional identity invocations, can be integrated into narratives about leadership. Research limitations/implications Interrogating gender-in-leadership adopting an intersectional situatedness helps to advance the field by embedding the recognition, problematisation and theorisation of situated difference as critical to understand leadership, its meaning and its practice in management and organisations. Practical implications In embedding intersectional situatedness in the analysis of leadership, more inclusive understandings of leadership are qualified that recognise differences positively and support changing the narratives around the meaning of “leader” and “good leadership”. Social implications Intersectional situatedness helps to identify tangible ways to see how inequalities impact women’s career progression to leadership and enable more nuanced conversations about privilege and disadvantage to advance feminist social justice agendas. Originality/value The paper reveals the narrow and restricted understandings of leadership and how this influences who is regarded as a legitimate leader. In addition, it adopts a methodology that is not commonly used in gender-in-leadership research.