·         Table of Contents (Volume #2, Issue #4)

·         Cover Page (Volume #2, Issue #4)

·         Editorial (Volume #2, Issue #3)

Paper #1

COVID-19 and Work-Life Balance: What about Supervisor Support and Employee Proactiveness?

Rajendra Kumar and Uma Mohan Mokashi

Abstract: The authors attempted to investigate how to resolve the growing work-life balance issue occurring due to COVID-19 Pandemic in the higher education sector. On the premise of prominent literature, the study conceptualized a framework to test if supervisor support and employee`s proactive work behavior could help address the work-life balance issue. Through applying the quantitative approach, the study collected data from employees working in a higher education institution in the UK. Results of the structural equation modeling found significant association and influence of supervisor support and work-life balance. The study also found a strong affiliation between proactive work behavior and work-life balance. However, proactive work behavior did not moderate supervisor support and work-life balance relationship. The study concluded that both supervisor support and proactive work behavior could be vital in helping employees to achieve their work goals effectively and efficiently without compromising their work-life balance. The study forwards prominent implications to guide practitioners, policymakers and researchers in this domain.

Keywords: Work-life balance; Supervisor support; Proactive work behavior; Higher education.

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Paper #2

Employee Retention in light of Green HRM practices through the Intervening role of Work Engagement

Salim Amor Al-Hajri

Abstract: The current research examined the relationship of green human resource management practices with employees’ retention in the pharmaceutical industry of Oman. The study also checked the mediating effect of work engagement in the relationships of Green HRM practices with employee retention. Following the current purpose, the study targeted employees in the pharmaceutical industry as the unit of analyses. Five hundred seventy-six respondents were selected through simple random sampling. Data were collected through a self-administrative questionnaire. Collected data was screened through SPSS23, which concluded with 349 usable questionnaires for data analysis and assessment. Structural equation modeling via Smart PLS 3.2.8 was employed to test the proposed model. The findings of the study show a positive but insignificant association of green HRM practices toward employee retention. However, the study found a significant positive influence of green HRM practices with work engagement and work engagement with employee retention. The study also reported the mediation of work engagement in the green HRM and employee retention relationship. The findings of the study have contributed theoretically and practically.

Keywords: Employee retention; Work engagement; Green HRM practices; Mediation.

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Paper #3

An Exploration of Strategies of Human Resource Supervisor in Facilitating the Achievement of Organizational Goals: Implications for HR and Organizational Development

Rukhsar Ahmed, Jawed Aziz Masudi, Khalid Hafeez and Urooj Ahmed

Abstract: The study of the role of Human Resource supervisor in achieving organization goals is very much useful and functional managers as well as for top-level management and entry-level employees in order to get success and attainment of their objectives. This study is helpful for almost every organization since every organization has an HR department, and this research covers how to attain organizational objectives and goals to fulfill the mission and vision of the company by applying innovative tactics and procedures to get maximum results. Accordingly, the results shed light on how to train the employees to complete the tasks appropriately and precisely. The relationship between human resource supervisor and organization goals has always been of great concernment for researchers and organizational scientists. This research takes the entire plan moreover by relating the set-up of different sectors in Karachi, Pakistan.

Keywords: HR; Management; Organization Development; Human Resources Manager; Organization Goals.

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Paper #4

Meaningful Work and COVID-19: A Way Forward through LDW Model

Umair Ahmed and Abdussalaam Iyanda Ismail

Abstract: The authors in the current paper objected to presenting a simple and actionable model for businesses to respond to the growing concern of employees` lost meaningfulness during the COVID-19. The study presents the LDW model, referring to leadership, employee development, and work-life-balance as core areas of focus for management and organizational authorities. The model is presented to help employees build a sense of meaning, purpose in their work, understand the significance of their contribution and individual value that appears to vanish due to uncertainties faced by every single business worldwide. The paper also discusses the importance of employees` sensing the work as meaningful and how it serves organizations in achieving their goals and objectives. In addition, the authors have also detailed concerning the need for responding to this issue and how it can be helpful in robust consequences for businesses, particularly during COVID-19. The LDW model not only offers the basis for addressing and responding towards the concept of meaningful work but is a route forward to countering any crisis affecting employees` sense of well-being, connectivity and contribution with the work.

Keywords: Meaningful work; Covid-19; Pandemic; LDW model; Well-being.

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Paper #5

Coaching to Tackle COVID-19 Crisis: A Critical Review for Management Practitioners

Nadeem Khalid and Dewan Md Zahurul Islam

Abstract: The current paper is an attempt to refresh the concept of coaching in the minds of scholars to help them address major issues affecting performance, psychological well-being, and behaviors of employees due to the COVID-19 Pandemic. The paper serves as an effort to help organizational researchers recall the concept of coaching and its benefits for people and their organizations during the current times. The work also aspires to encourage researchers to consider investigating coaching to provide objective results for policy and implications. The article provides information on the idea of coaching and the various explanations given by management and organizational practitioners. The paper also provides information on the purpose of coaching and why organizations need to understand the concept of coaching and the different types that are available both within and outside of the organizations. Important to state that the paper also discusses the benefits of coaching, which spotlights the need for coaching to be utilized by organizations. Lastly, the paper discusses how coaching can be particularly important in crises like COVID-19 Pandemic followed to guide and recommend organizations to make the use of it to overcome employee, organization, and performance-related issues.

Keywords: Coaching; COVID-19; Pandemic; Performance; Management Decision Making.

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