PurposeThe current study aimed to investigate how perceived human capital sustainability leadership (HCSL) affects work outcomes (i.e. work engagement and job satisfaction), specifically through the mediating role of knowledge sharing behaviour in the hospitality industry. Building on social exchange theory and conservation of resources theory, the authors propose that knowledge sharing behaviour is an attempt to share and expand an individual's resources, which in return motivates employees during work. Furthermore, through the mediating effect of knowledge sharing behaviour, the authors attempt to provide empirical evidence for organisational actions and employees’ reciprocating actions, therefore, triggering positive contribution.Design/methodology/approachThe authors methodologically employed structure equation modelling for the analysis which includes reflective–formative higher-order construct (HOC) (i.e. HCSL). The authors tested the hypotheses with partial least square structure equation modelling (PLS-SEM) from a sample of 382 hotel employees who were selected through purposive sampling.FindingsThis study’s findings suggest that the employee engagement and job satisfaction regresses on HCSL and knowledge sharing behaviour. The study’s analysis also suggests that the relationships between the HCSL and work outcomes are mediated by knowledge sharing behaviour.Originality/valueThis study contributes to the sustainability leadership literature by looking into the integrated model of sustainable leadership from its four dimensions (i.e. sustainability leadership, ethical leadership, mindful leadership and servant leadership) and its consequences for work outcomes. Furthermore, the authors examined how knowledge sharing behaviour, being an underlining mechanism, affects these relationships, thus having implications for academia and practitioners.

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The current study is to find out the impact of Work Life balance, Role Conflict and Work Overload on Employees Turnover Intention with the mediating role of job stress of Abdul Wali Khan University (AWKUM) of Khyber Pakhtunkhwa. Working in educational institutions is complex and dynamic in nature, therefore in these conditions employees faces many stresses. Referable to the most troubling of these fears the most affected relationship is the low performance of employees working in Abdul Wali Khan University (AWKUM) because of the stress. Different stressor in the management of universities like Work Life Balance, Role conflict and Work Overload are important determinants of stress. The workplace has some harsh realities, worldwide one of the basic challenges facing in an organization is their employee’s performance affected by stress. The employees who are working in different sectors of an organization have to deal with stress. Similarly, the university workers are among the same to deal with the stress. The performance of an organization is dependent on employee’s working ability and if the employees are in stress than their overall performance will be negatively affected, resulting in inefficiency and staff turnover. . To study stress in universities, the survey has conducted through a questionnaire designed by the Donald A Buckingham (2004) and KavithaVenugobal (2017). The questionnaire was sent to 300 respondents and 270 answered the questionnaire, which represents a response rate of 89.6%. Based on data collected, the correlation and regression of the variables were carried out in SPSS. The outcomes of the analysis show that Work Life Balance negatively affects the stress level of employees while Role Conflict and Work overload positively affect the job stress level of employees. As the job stress is the mediator in the study, its effect on employee turnover intention is positive. This study will help decision-makers to identify important stresses and see their impact on job stress.

Purpose Despite the potential for businesses, our understanding of lovemark brands and their consequences is limited. Numerous psychological and brand-related consequences are linked to lovemarks, but the role of influential underlining mechanisms is not fully understood. Inspired by the norms of reciprocity theory, the current study investigates the underlining role of customer advocacy in the relationship between perceived lovemarks and brand loyalty of customers in the automobile industry. Methodology By adopting the survey method, a sample of 478 was drawn from Pakistani automobile customers. Structural equation modelling was used for the analysis. We conceptualised lovemarks and brand loyalty as reflective higher-order constructs that we analysed through a two-stage disjoint analysis. Findings Our results support the conceptualization of lovemarks and brand loyalty as higher-order constructs. The influence of lovemarks and customer advocacy on brand loyalty was statistically significant when we controlled for age, gender, and income. Our findings also reveal that customer advocacy, seen as a company’s positive interactions, mediates and play a key role in influencing the relationship between lovemarks and brand loyalty. Originality This is among the first studies to examine the role of customer advocacy in the lovemarks-brand loyalty relationship. We examined these relationships in the automobile sector of Pakistan, which offers several theoretical and managerial implications for academia and practitioners. The implications are proposed and outlined in this study.