Drawing from Conservation of Resources Theory (COR), the current research examined the direct and indirect relationship (PsyCap, work engagement) of perceived supervisor communication styles and cyberloafing. Data from 367 full-time employees working in 64 different firms were collected through a standardized scale. The findings revealed that assertive communication style has a negative relation with cyberloafing while passive and aggressive communication styles have positive associations with cyberloafing. Moreover, PsyCap partially mediates the relationship of supervisor communication styles (assertive, passive and aggressive) and cyberloafing. Additionally, employee work engagement partially mediates the relationship of supervisor communication styles (assertive, passive and aggressive) and cyberloafing. The study suggests that leaders can reduce employee involvement in cyberloafing through effective supervisor communication and intrinsic motivation factors such as PsyCap and work engagement. Limitations, future directions, theoretical contributions and managerial implications are also highlighted.

Pakistans banking sector shows a key role in its economic growth. Employee behavior in this sector is greatly affected by job-related factors. The drive of the study was to assess the impact of trust, rewards, and training on WE in the banking sector. Data were collected from a random sample of 150 correspondences through the survey questionnaire. The model of correlation and regression was used to scan the connection between the variables. Results based on the model of correlation and statistical regression revealed that all three factors, including trust, reward, and training, have a positive influence on the WE of the employees. This research is a distinct study of trust, rewards and training consequences on the employees WE from a banking perspective. The outcomes of the study, therefore, have a number of suggestions in the field of human resource for researchers and practitioners.

The main objective of this study was to investigate not only the relationship between Psychological Capital and Work Engagement but also to test the mediating role of Organizational Commitment. A cross-sectional design was used. Data was collected from 226 nurses of the threelarge hospitals of Peshawar, Pakistan. The PCQ, UWES-9 and Meyer and Allen (1991) scales were used as measuring instruments. The results of the study reveal a significant relationship between 1) Psychological Capital and Work Engagement, 2) Psychological Capital and Organizational Commitment, 3) Organizational Commitment and Work Engagement. It was also found that Organizational Commitment partially mediated the relationship between Psychological Capital and Work Engagement. The study will further contribute to the existing literature on positive organizational behavior.

The current study aims to examine the influence of bundles of development and maintenance HR practices on employee's behavior of work engagement through learning goal orientation. The sample size of the study was 370. Data were collected from different Pakistan oil refineries through a self-administered questionnaire and were analyzed through covariance-based SEM by using AMOS. Findings of the study confirmed the proposed study associations and revealed that both development and maintenance HR practices are positively and significantly associated with employee's behavior of work engagement and learning goal orientation partially mediates between the association of bundles of HR practices (development and maintenance) and work engagement. The authors contribute to the stream of knowledge by explicating the overall additive impact of segregated bundles of the development and maintenance of HR practices on work engagement through mediating effect of learning goal orientation between HR bundles and work engagement. Present study forwards implications for both theory and practice

Drawing on COR (conservation of resources) theory, the current study investigates the impact of personal resources on mental health and hope on work engagement. The study assesses the mediation of hope on mental health and works on engagement relationship. Data was gathered in two waves with a gap of one month between T1 and T2 from 200 front line healthcare workers employed in Pakistan's public and private sector hospitals.The findings reveal that hope establishes an essential role in explicating mental health and work engagement relationship, particularly during the challenging times of the COVID-19. Implications of the findings have also been discussed.

This systematic review of forty articles aims to synthesise the increasing number of work done on work engagement and job characteristics by analysing the preferred sources from 2017 to 2021. The research studies were carefully chosen according to the researcher's inclusion criteria. The all-encompassing review of the literature has included an introduction,significance, and review of 'job characteristics theory, 'job demand theory', and elaborates innovative definition of 'work engagement' in the light of the literature review. The analyses were performed in terms of annual scientific production, most relevant sources, Bradford's law, source growth, tree map, and word dynamics through biblioshiny. MS Excel was used to evaluate the research studies. This systematic review will be beneficial to organisations and policymakers to plan the characteristics of jobs effectively to promote employee participation. Emphasis on the employees' work engagement and job characteristics will support apprehending the dream of a perfect workplace.