The main objective of this research is to investigate the nexus between entrepreneurial leadership and product innovation performance. In addition, the mediating mechanism of absorptive capacity, intra-firm networks, and design thinking through which entrepreneurial leaders influence product innovation performanceis also studied. The researcher contacted three hundred (300) plus firms; 157 firms showed a willingness to participate, and 96 firms provided the data with a response rate of 61.15%. Out of those 96 firms, the data from 71 firms were used for the final analysis, yielding an effective response rate of 45.22%. Only middle and top-level employees from the marketing and research & development departments from Pakistani firms were selected as respondents because these two departments are directly related to product innovation performance. To test the hypothesis, the Smart PLS-SEM technique wasused. The empirical analysis revealed that entrepreneurial leadership impacted product innovation performance through the mediating mechanism of design thinking, intra-firm networks, and absorptive capacity. The current research contributes to entrepreneurial leadership theory by proposing and empirically testing how entrepreneurial leaders affect product innovation performance.

The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analysis. The analysis showed a significant positive relationship among SHRM practices, employee resilient behavior, and resilient organizational behavior. Results also show that employee resilient behavior partially mediates the relationship between SHRM practices and resilient organizational behavior. Individual resilient behavior is needed when an organization is in crisis, restructuring, transformation, turbulent, and unfavorable conditions. Without individual resilient behavior, it is difficult for an organization to be resilient. Therefore, strategic human resource management practices are essential to develop an employee’s resilience. This research contributed to the body of knowledge by bringing new concepts together. The main contribution was testing the role of individual resilient behavior between strategic human resource management practices and resilient organizational behavior.

This study investigates the relationship between organizational commitment and workplace stressors, such as role ambiguity, role conflict, work-family conflict, and organizational injustice. A data of 150 respondents have been collected from the educational sector from university teachers of Faisalabad and analyzed through (SEM), using the least-squares method. The study included Pearson chi-square, correlation, and regression to verify determine how well theoretical distributions fit the empirical distributions. The study findings show the relationship between work-family conflict with organizational commitment, and the work-family conflict has a significant negative relationship with organizational commitment. The lack of commitment of teachers is due to their family responsibilities. The second purpose was to check the association between role ambiguity conflict and organizational commitment. Ambiguity/role conflict and organizational commitment have significant relations. Conflicts and ambiguity in the roles make them struggle to clear their role and prove themselves to the organization, which shows significant relation.