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The broad purpose of this study is to empirically explore the impact of globalization and financial development on environmental pollution by carbon (CO 2 ) emissions in the six Middle East and North Africa (MENA) countries using balanced panel data from 1971 to 2015. We also aimed to test the legitimacy of the environmental Kuznets curve (EKC) hypothesis for this region. The fixed-effects approach preferred by the Hausman specification test is used to estimate the empirical model, and the feasible generalized least squares (F.G.L.S.) estimator is employed to cope with any issue of heteroscedasticity and serial correlation. This study found that globalization and financial development have adverse and significant effects on environmental degradation and affirm the legitimacy of the EKC hypothesis for these countries. The finding of this study suggests that the governments of MENA countries should design and implement appropriate policies for strengthening the renewable sources of energy like wind, solar, bio-fuel, and thermal to decrease CO 2 emissions and boost sustainable economic development. The policymakers should focus on the efficiency of institutions and enhancement of energy-saving projects in this region.

Spiritual inherited employees quickly shift to new changes that occur very quickly in our daily lives in different ways. We are inspired by the dynamic changes in our daily lives due to the Covid 19 situation, an urgent need to specify the shift from the traditional approach to the agile approach during a pandemic. This study aimed to figure out the effect of workplace spirituality on workforce agility; further, this study underpinning spillover theory to examine the role of job involvement as a mediator. This study investigates a sample of 236 teaching and administrative staff working in public sector institutes located in Peshawar, Pakistan. For data analysis, we used SPSS v. 25, and for model fitness, we used AMOS version 22. Furthermore, we used Process Hayes (Model 4) to test the theoretical model and research hypothesis for mediation. This unique study offers a paradigm in which spirituality in the workplace substantially influences the agility of teaching and administrative professionals by positively mediating the effects of job involvement. An in-depth examination of the literature showed that no prior research had studied the connection between WPS, job involvement, and workforce agility. Furthermore, there is very little research regarding WPS and its connection with other components in the Covid 19 scenario. The current study was a modest attempt to address this gap in the literature. This research has succeeded in making substantial additions to management literature.

Despite extensive research on leadership’s role in influencing employee outcomes, there is limited understanding of the specific impact of servant leadership on employee task performance. Little is known about how servant leadership enhances employee promotive voice behavior, which in turn influences task performance. Additionally, the potential moderating role of leader-leader exchange in this relationship has been underexplored, leaving a gap in understanding how interactions between leaders may further shape these outcomes. Based on social exchange theory, this study examined how servant leadership affects employee task performance through the mediating role of employee promotive voice and the moderating role of leader-leader exchange. Using a time-lagged data collection approach, data for this study were gathered from 392 employees working in project-based organizations in the information technology sector in Pakistan. The study’s hypotheses were tested using structural equation modeling and the Process Hayes Model. The findings reveal that servant leadership significantly influences employee task performance by mediating the role of employee promotive voice. Furthermore, it was confirmed that leader-leader exchange positively moderates the relationship between employee promotive voice and task performance. This research, further adds to the existing pool of knowledge that holds implications for organizations, top management, academia, researchers, and government concerning leadership behaviors, promotive voice, employee task performance, leader-leader exchange, and preparation for challenges in the future.

With the growing development of the knowledge economy in recent years, the value of knowledge workers has increased substantially. On the basis of the broaden-and-build theory (B&B theory) and conservation of resources (CoR) theory the aim of this research work is to evaluate the mediating effect of leader-member exchange (LMX) and organizational learning (OL) between servant leadership and knowledge innovative work behavior (IWB). Current study included the participation of 496 knowledge employees from China’s high-tech companies. The responses of the survey were analyzed using MPLS software while utilizing the structural equation modeling method. The findings validated the link between servant leadership (SL) and IWB. In the relationship between SL and IWB, LMX and OL mediated the relationship as parallel mediator. This study discovered a correlation between SL and OL and LMX. In addition, the findings signify that in the Chinese high-tech companies’ SL style augments IWB through the support of OL and LMX. The results of the study are useful for harnessing the leader and member for achieving organizational objectives through enhancing the innovative work behavior in the knowledge workers of Chinese high-tech companies.

Institutions actively seek global talent to foster innovation in the contemporary landscape of scientific research, education, and technological progress. The COVID-19 pandemic underscored the importance of international collaboration as researchers and academicians faced limitations in accessing labs and conducting research experiments. This study uses a research collaboration system to examine the relationship between organizational intellectual capital (Human and structural Capital) and team scientific and technological performance. Further, this study underscores the moderating role of top management support. Using a time-lagged study design, data were collected from 363 participants in academic and research institutions. The results show a positive relationship between organizational intellectual capital (Human and structural Capital) and team scientific and technological performance using a research collaboration system. Moreover, top management support positively moderates the study’s hypothesized relationships. The study’s findings contribute significantly to existing knowledge in this field, with implications for academia, researchers, and government focused on technology transmission, talent management, research creative collaboration, supporting innovation, scientific research, technological progress, and preparing for future challenges.

This study aims to investigate the impact of servant leadership on the psychological distress of healthcare staff during the Covid-19 crisis. The authors propose that work engagement mediates and mindfulness moderates the direct relationship between servant leadership and psychological distress. Time-lagged data were collected from 277 healthcare staff working at different hospitals in Pakistan. Process Macro version 3.1 on SPSS 23 was used for statistical analysis. For model fitness, we used AMOS V 22. The results show that servant leadership is negatively related to psychological distress. Furthermore, work engagement mediates the relationship between servant leadership and psychological distress. Moreover, mindfulness is anticipated to moderate the direct relationship between servant leadership and psychological distress, drawing on the social exchange and conservation of resources theory. This study finds that servant leadership is vital for the mental health of healthcare staff. Thus, it extends the utility of the concept of servant leadership to the psychology and crisis management literature.

Modern power systems face increasing complexity due to fluctuating demand and the intermittent nature of renewable energy sources. To address these challenges, this paper introduces a novel Stackelberg game‐theoretic framework for intelligent demand response (DR) in smart grids. Our approach models hierarchical interaction between energy providers (leaders) and consumers (followers), incorporating priority‐aware load scheduling and real‐time feedback loops. Consumers are classified into priority and non‐priority categories. A Markov chain‐based behavior model captures stochastic user adaptation, enabling dynamic price adjustment. Simulations over 1, 7, and 30‐day horizons in MATLAB demonstrate significant improvements: A 22% reduction in operational costs and a 15% decrease in peak‐to‐average ratio (PAR). The framework converges efficiently and ensures adherence to the grid capacity. These findings demonstrate the effectiveness of our adaptive and scalable solution. Unlike existing Stackelberg‐based models, our approach uniquely integrates real‐time feedback, priority‐based user classification, and a stochastic Markov behavior model to enhance pricing responsiveness, grid reliability, and fairness across diverse consumer types. “A Stackelberg game‐based hierarchical model optimizes smart grid demand response, reducing operational costs by 22% and peak‐to‐average ratio by 15% through dynamic pricing and priority‐aware load scheduling. MATLAB simulations validate its efficacy in balancing grid stability, renewable integration, and user incentives, enabling cost‐efficient energy management across 1‐day to 30‐day scenarios.”

Anorectal mucosal melanoma (AMM) is an infrequent and highly aggressive form of mucosal melanoma. Its rarity makes it challenging to clinically diagnose, and its initial symptoms are typically nonspecific such as rectal/anal bleeding (the most common symptom), anal pain, or the presence of an anal mass. The prognosis for this condition is generally poor, and its incidence appears to be increasing each year. AMMs often go undetected and/or are already metastasized at the time of diagnosis. We present a case report of a patient who initially presented with nonspecific symptoms of anemia and blood per rectum, and was later found to have stage IV melanoma of the anorectal region. There is a notable scarcity of literature on this disease, resulting in a lack of a comprehensive understanding of its nature. Most available information consists of isolated case reports rather than comprehensive studies. Although surgical resection remains the primary treatment approach, the majority of patients (over 80%) will die due to distant metastasis within five years after undergoing surgery. The five-year survival rate for anorectal melanoma is estimated to be between 6% and 22%.

This study delves into the intricate interplay between perceived overqualification, job search behavior, psychological well-being, and proactive behavior, within two distinct and diverse work settings. Drawing upon the Person-Job Fit theory, we investigated these dynamics in two unique samples: Sample 1 encompassed corporate sector employees in the United Arab Emirates (N=409), while Sample 2 comprised IT sector workers in Pakistan (N=337). Hayes PROCESS macro were used to examine the proposed hypotheses and AMOS (Version 28) were conducted to examine model fitness. In Study 1, we established a positive association between perceived overqualification and job search behavior among employees in the UAE corporate sector. Notably, this relationship was mediated by psychological well-being, suggesting that the impact of perceived overqualification on job search behavior is, in part, channeled through its effects on individuals' psychological well-being. Study 2 showed that proactive behavior exhibited a moderating effect on the negative link between perceived overqualification and psychological well-being. Specifically, employees displaying higher levels of proactive behavior demonstrated a less adverse influence of perceived overqualification on psychological well-being. Importantly, this adaptive effect of proactive behavior was found to indirectly influence job search behavior. The findings highlight the nature of perceived overqualification in the workplace and its varying impact on employee behavior and well-being across different cultural and work settings. The mediation by psychological well-being and moderation by proactive behavior in these relationships underscores the importance of individual responses to perceived job fit issues. These insights are crucial for understanding employee behavior in diverse work environments and can inform practices for managing perceived overqualification.

Purpose: One of the most exciting aspects of organisational psychology is the study of shame and the factors that lead up to it. The purpose of this study was to examine the relation between supervisor negative feedback and task performance. Further, we examined the mediating role of shame between supervisor negative feedback and task performance and the moderating role of self- esteem. Methods: Employees working full-time in educational institutions across Pakistan were selected to collect data from the respondents. By using a convenience sampling technique, 258 employees participated in the study. The data were collected in three phases to reduce the problem of the common variance bias. Direct paths were tested by using simple linear regression (SPSS V.25). Hayes (2017) PROCESS macro model 4 was used for mediation and model 1 for moderation. Results: The findings revealed that negative feedback from supervisors is linked positively with employees' task performance. Further, shame partially mediates the relation between supervisor negative feedback and tas performance. When self- esteem is high, negative feedback and task performance were more strongly associated than low. Discussion: This study has theoretical and practical implications and is based on the well-known theory of psychology ie affective events theory (AET), which states that workplace events cause emotions, influencing work attitudes and actions. This study fills the gap which is unknown to the scholars and practitioners in understanding that supervisor negative feedback is helpful to enhance employee task performance via feeling shame. Keywords: shame, supervisor negative feedback, self-esteem, task performance