International Journal of Business and Management Sciences <p>International Journal of Business and Management Sciences is a peer-reviewed journal published by BigBio Researchers Publishers. The aim of the journal is to publish the latest research related to the field of management, business administration, marketing, finance, entrepreneurship, and so on. IJBMS is a peer-reviewed open-access research journal recognized by the Higher Education Commission of Pakistan in the Y category. IJBMS is indexed in the Directory of Research Journal Indexing, ResearchBIB, ESJI, Scientific Indexing Services, Advance Science Index, Cite Factor, InfoBase Index, and in process with Scopus, WOS, and DOAJ. IJBMS invites contributions from researchers, scholars, and academicians in the area of Business and Management. The journal has a diverse advisory board consisting of experts from well-reputed universities and organizations around the world. The journal provides a platform for sharing diverse research work in the field and aims to reduce the gap between the industry and academia. The journal is freely available to readers through its website. The journal has an acceptance rate of 34 percent.</p> <p><strong>LONGTERM DIGITAL ARCHIVES/PRESERVATION POLICY</strong></p> <p>IJBMS publications are deposited in and available from multiple digital archives around the world. To guarantee long-term digital preservation, content published in IJBMS is deposited in the following archives.</p> <p><em><strong><a href="">CLOCKSS</a></strong></em></p> <p>Non-for-profit dark archive which stores all IJBMS content. If the content is no longer available from any participating publisher, then CLOCKSS is able to make this available as open access.</p> <p></p> <p><strong><em><a href="">LOCKSS</a></em></strong></p> <p>The LOCKSS is a peer-to-peer network that develops and supports an open source system allowing libraries to collect, preserve and provide their readers with access to material published on the Web. IJBMS all published contents are deposited and stored in LOCKSS. </p> <p></p> <p><strong><em><a href="">PKP Preservation Network (PN)</a></em></strong></p> <p>PKP has developed the PKP Preservation Network (PKP PN) to digitally preserve OJS journals. The PKP PN ensures that journals that are not part of any other digital preservation can be preserved for long-term access. IJBMS all published contents are preserved automatically in PKP (PN). </p> <p><strong>E ISSN</strong>: 2708 – 4337</p> <p><strong>P ISSN:</strong> 2708 – 4329</p> BioBio Researchers and Publishers en-US International Journal of Business and Management Sciences 2708-4329 IMPACT OF ETHICAL LEADERSHIP AND ABUSIVE SUPERVISION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: MEDIATING ROLE OF LEADER-MEMBER EXCHANGE <p>Based on the social exchange theory, a leader-member exchange is an essential mediator for different leadership behavior and work outcomes. The current study aims to determine the impact of ethical leadership and abusive supervision on organizational citizenship behavior in the presence of leader-member exchange as a mediator. It is studied in the context of public sector universities of Khyber Pakhtunkhwa to recognize the behavior of chairpersons toward faculty members. Data is collected from teaching faculty through a questionnaire using multi-stage cluster sampling. Regression analysis assumptions were tested before hypotheses testing. All the hypotheses were supported. This study also suggests some practical implications as well. Ethical leadership is an independent variable that positively impacts job outcomes. Secondly, abusive behavior has a negative effect on positive outcomes, reducing overall university performance. These behaviors compel teaching faculties to quit their job. Thirdly, LMX plays a pivotal role in ethical leadership and abusive supervision. Thus, universities arranging various programs are required to realize the importance of in-groups and how to avoid out-groups to improve their skills and make the environment professional and friendly.</p> Fazal Rabi Syed Gohar Abbas Copyright (c) 2023 International Journal of Business and Management Sciences 2023-05-22 2023-05-22 4 2 1 14 DESPOTIC LEADERSHIP AND JOB SATISFACTION: EXPLORING THE ROLE OF PSYCHOLOGICAL DISTRESS <p>In the business environment, leadership plays a crucial and pivotal role. Following the Conservation of Resources Theory, the focus of this study was to examine the impact of despotic leadership on employee job satisfaction in the context of Pakistan. This research also analyzes the moderating role of psychological distress between despotic leadership and job satisfaction. Based on the purposive sampling technique, multi-source data was collected from 309 employees working in various service sector organizations. SEM for the measurement model and Hayes process to test the moderation. The findings validated that employee job satisfaction is negatively associated with leadership. Further, the moderating role of psychological distress in a link between despotic leadership and job satisfaction was also confirmed. The implications of these findings for service organizations are significant, as they suggest that psychological distress when paired with despotic leadership exacerbated the level of job satisfaction. We provide implications for theory and organizations.</p> Muhammad Tufail Bushra Wazir Muhammad Haroon Ur Rashid Faheem Zeb Copyright (c) 2023 International Journal of Business and Management Sciences 2023-05-22 2023-05-22 4 2 15 30 PERCEIVED ROLE OF SELECTED GREEN HUMAN RESOURCE MANAGEMENT PRACTICES TOWARD PRO-ENVIRONMENTAL BEHAVIOR OF EMPLOYEES WORKING IN MANUFACTURING INDUSTRY IN KABUL, AFGHANISTAN <p>In the study we examined the character of selected green human resource management practices toward pro-environmental behavior of employees working in manufacturing industry in Afghanistan. Survey questionnaires from 351 employees working in manufacturing industries subjected to SPSS for analysis. The findings of the study show, that selected green HRM-Practices (GR&amp;S, GT&amp;D, and GPM) are positively predictors for employee’s pro-environmental behavior and contribute to the study variable. The study on hand was one of the few research efforts in Afghanistan context to integrate GHRM-practices with employee’s pro-environmental behavior, where still much research study on GHRM-practices needed. Furthermore, the study obviously improves its contribution toward an original research line to comprehend the essential for of GHRM-practices to improve employee pro-environmental behavior in Afghanistan. Particularly, the study contributes to the managerial level to understand how their efforts toward the implementation of GHRM-practices generate pro-environmental behavior. The study suggests that managers and employees in all level should maintain green practices to cope with rising environmental issues in manufacturing industries of Afghanistan.</p> Mohammad Qasim Ayaz Amna Ali Imran Saeed Copyright (c) 2023 International Journal of Business and Management Sciences 2023-05-22 2023-05-22 4 2 31 47 GREEN HUMAN RESOURCE PRACTICES ON PRO-ENVIRONMENTAL BEHAVIOUR: ROLE OF TALENT ENGAGEMENT IN HOTEL INDUSTRY OF PAKISTAN <p>The absence of green initiatives and less interest of the management in environmental practices are big challenges in the hospitality industry of Pakistan. The majority of these hotels are not encouraging the pro-environmental behaviors of their employees however, little appreciation and implementation of green human resource management practices can help the hotels both financially and environmentally. The purpose of this study was to investigate the role of Green Human Resource Management Practices on the Pro-Environmental behaviors of employees through the mediation of talent engagement in the Hospitality industry of Pakistan. This study investigated talent engagement in two dimensions, which were organizational engagement and job engagement. Around 165 samples were taken from front-line employees of registered hotels in Pakistan. The results indicate that green human resource management practices positively affect the pro-environmental behavior of the employees while organizational engagement and job engagement mediate this relationship. The findings suggested that the management of these 3–5-star hotels should pay more attention to enhancing GHRM practices to protect the environment.</p> Gulzaib Raza Arsalan Asif Rehan Yousaf Eman Zameer Rahman Kamran Jamshed Copyright (c) 2023 International Journal of Business and Management Sciences 2023-05-22 2023-05-22 4 2 48 67