PurposeThis study aims to examine the pattern of behavior of turnover intentions in developing countries vis‐à‐vis the one in advanced countries through the empirical data from public universities in Khyber Pakhtunkhwa, Pakistan. The study provides empirical evidence from academia in Pakistan, thereby enriching the understanding of similarities or differences in development‐attitude‐behavior relationship. In addition, the study also looks into the social exchange theory and human capital theory that affect employee's attitude and behavior.Design/methodology/approachThe study uses a sample of 329 collected from 16 public universities in the province with about 3,500 population for analysis. The hypothesized relationships are tested using Amos 18 through path analysis.FindingsThe results indicate employee's turnover intention is predicted by employee development perceptions. The study validates the theory of development‐attitude‐behavior relationship.Research limitations/implicationsThe paper carries discussion about the methodology used in the paper, limitations of the research and recommendations for possible future research.Originality/valueThis is an empirical study of academia in a region of Pakistan with a sufficiently large sample that has not been carried out earlier. The study has importance for those at the helm of affairs and policy makers.

Overqualification has both positive and negative outcomes; however, extant literature exhibits a tilt in favor of its negative aspect against its positive side. This tilted approach results in derision of a condition which could produce positive results. We argue, through empirical evidence, that there might be some circumstances/conditions, like the intentions of employees about their current job, that may play an important role in enabling organizations to be benefitted from the surplus KSAs of the overqualified employees and overqualification can be used as a tool to mitigate the effects of its negative consequences. To empirically test this condition, a sample of 193 teachers and 193 students have been selected through cluster sampling technique. The results exhibited that if overqualified employees perceive their current job as a career job then there is a more likelihood that they will be involved in some innovative and creative behaviors instead of deviating negatively from the organization norms. The results provide some new research insights that could be used to better understand the phenomenon of overqualification. The results of the study have practical implications for HR managers.

A researcher mostly needs some statistical technique for the interpretation of the data at hand. This choice depends on the nature of the data and the researcher's own understanding and preferences of the available techniques. Structural Equation Modeling (SEM) is one among those techniques. The purpose of the present study is to present some basic aspects this powerful interdependence technique with and analysis of the most common issues of SEM. This paper will present a case as to how SEM excels other statistical techniques. Literature reveals that SEM is one of the most favored statistical techniques among the social science researchers and has been found to be better than other multivariate techniques including multiple regression analysis in examining series of dependence relationships simultaneously. However, it has been felt that the use of SEM in social research is equal to naught. Side by side there hardly exists any published review that systematically describes and critique the use of SEM. The present research is an endeavor to fill that gap. The study contributes to literature on SEM specifically and provides more holistic view of SEM for researchers to use SEM more effectively.

Disseminating and sharing of knowledge is the corner stone of knowledge economy. It is, therefore, imperative to know the factors which could be instrumental in this distribution. The purpose of this research is to understand the relative importance of knowledge-sharing factors such as knowledge of the situation and social network (SN) on knowledge sharing in University of Peshawar. Data from 244 randomly selected respondents from the target population has been collected through a questionnaire. The questionnaire was tested for its validity and reliability. Multiple regression analysis has been employed to test hypotheses of the study. Findings indicate that knowledge of the situation and SN both are positive and significant predictors of knowledge sharing. However, among the two, SN happens to be a stronger influential factor within the overall model. This research addresses the gap on knowledge sharing in general and in Universities in particular which appears sparse. As a social research, the study has its limitations. This article contributes to the theoretical integration of Attitude-to-Behaviour process model and social capital and put to empirical testing on regional data. Organisations working on knowledge transfer programs may get benefit from the findings of this research. Recommendations for further research have also been provided.

PurposeThis paper aims to examine the influence of perceived overqualification on innovative behaviour in the workplace. By integrating self-efficacy and human capital theories, this study proposes that perceived overqualification improves innovative behaviour directly and indirectly by boosting employee creative self-confidence. It further investigates the boundary conditions imposed by perceived psychological safety in this process.Design/methodology/approachThe research utilises a quantitative research methodology through a two-wave survey of 335 employees and their 135 leaders. Moderated and mediated regression analyses were used to analyse the research data.FindingsThe results revealed that perceived overqualification promotes innovative behaviour at work directly and indirectly through its positive influence on creative self-confidence. The mediating effect of creative self-confidence in the relationship between perceived overqualification and innovative behaviour is moderated by perceived psychological safety at work, such that the relationship is stronger in a higher perceived psychological safety condition compared to when it is low.Research limitations/implicationsThis study has theoretical and practical implications for personnel management. From a theoretical perspective, it integrates human capital and self-efficacy theories to explain a mechanism through which perceived overqualification will lead to innovative behaviour in the workplace. From a managerial perspective, it mitigates the stigma associated with an overqualified workforce by suggesting that perceived overqualification can be a source of innovation at work.Originality/valueThis is the first study that examines the creative self-confidence-based mechanism in the relationship between perceived overqualification and innovative behaviour at work. It also explores the moderating role of psychological safety in this relationship.