Teacher burnout has become a significant concern in contemporary educational systems due to increasing workloads, administrative pressures, and expanding professional responsibilities. One of the major contributors to burnout is role conflict, which arises when teachers experience incompatible expectations associated with their professional roles. At the same time, organizational support has been identified as a key factor that can reduce the negative effects of workplace stress and improve employee well-being. This paper presents a comprehensive and critical review of the literature on the relationships among role conflict, perceived organizational support, and teacher burnout. Drawing upon theoretical and empirical studies, the review synthesizes previous research to understand how role conflict contributes to burnout and how organizational support may mitigate these effects. The review is primarily grounded in the Job Demands–Resources theory and social exchange theory. The analysis reveals that role conflict is consistently associated with emotional exhaustion, depersonalization, and reduced professional accomplishment among teachers. However, supportive organizational environments can significantly buffer the negative impact of job demands. The review also highlights several limitations in the existing literature, including the lack of longitudinal research and limited empirical evidence from developing countries. The paper concludes by identifying important research gaps and proposing directions for future studies in educational and organizational contexts.

Key Words: Teacher Burnout, Role Conflict, Organizational Support, Job Stress, Educational Organizations.

Supervisor bottom line mentality (SBLM) is common in environments of high pressure banking. Its impact on the managerial performance is under explored. This study examines the impact of SBLM on managerial performance in terms of reward perceptions and examines whether leader member exchange (LMX) moderates the indirect effect of SBLM on managerial performance. A quantitative, cross sectional design was used. Data were gathered from 350 managers from five major banks of Pakistan (HBL, UBL, MCB, ABL and another leading bank). Validated scales measured SBLM, reward perceptions, managerial performance and LMX. Partial least squares structural equation modeling (PLS SEM) was conducted to test the moderated mediation model. SBLM was found to be negatively related to managerial performance and managerial reward perceptions. Reward perceptions were found to be positively related to managerial performance. Reward perceptions mediated the SBLM performance relationship. The SBLM reward perceptions link was moderated by LMX, reducing the effect negatively. The indirect effect of SBLM on performance through reward perceptions was less when LMX was high, establishing the concept of moderated mediation. All hypotheses were confirmed. SBLM decreases managerial performance by decreasing perceptions of rewards. High quality LMX acts as a buffer to reduce this deleterious cascade. This study combines LMX theory with the effort reward imbalance framework, identifying reward perceptions as a novel mechanism of the link between SBLM and performance, and providing evidence for the protective role of LMX. It goes beyond direct negative behaviors as research by SBLM and extends to performance outcomes in a nonwestern banking context.

Key Words: Supervisor Bottom Line Mentality, Reward Perceptions, Managerial Performance, Leader Member Exchange, Banking Sector, Pakistan.

The study focuses on how automation influences the workforce productivity with respect to employees' performance and efficiency at The University of Haripur, Pakistan. Quantitative approach is used to analyse questionnaire data through descriptive statistics, using Cronbach’s Alpha for reliability ranging from 0.618 to 0.868, and multiple regression analysis on SPSS. The respondents were 100 employees (53% male and 47% female), the hypotheses were tested considering 7 independent variables: Implementation of Automation, Employee Training and Skill Development, Technology Integration and System Compatibility, Workload Distribution, Flexibility in Work Arrangements, Job Security Perception, Maintenance, and System Downtime, and 1 dependent variable: workforce productivity. Findings of the study reveal that predictors contribute 76% to the dependent variable. The significance value (Sig.) in the ANOVA (shown in Table 4) is 0.025, which indicates that the independent variables have a significant impact on workforce productivity as a whole, indicating that the regression model as a whole is statistically significant. Among all independent variables, only Job Security Perception has a statistically significant impact on Workforce Productivity (shown in table 5). This study recommends that organizations initiate training programs when implementing automation in the workplace. They should focus on the mental stability and reassurance of their employees while maximizing the benefits of automation.

Key Words: Workforce Productivity, Automation, Influence on Employees.

The post-pandemic era has seen the rapid growth of virtual projectized organizations. The geographic dispersion, digital coordination, and less supervision provide the environment that is favorable to ethical vulnerabilities. Competitive employees perceive workplace relationships as zero-sum contests. This attitude initiates behavioral patterns that lead to unethical decision making. The processes that relate competitive orientations to ethical violations in virtual environments are not well studied, especially in developing economies where institutional protection is low. This paper has explored a serial moderated mediation model between competitive orientations and unethical decision making via tacit knowledge hiding and conflict tolerance, and interpersonal conflict moderating the last pathway. A cross-sectional survey was conducted on 403 mid-level tactical managers of SECP-listed virtual projectized organizations in Pakistan. Partial least squares structural equation modeling was used to analyze data. NVivo was used to analyze preliminary qualitative responses of 20 virtual project managers to validate construct relevance. Empirical support was given to all the eight hypotheses. Competitive orientations were found to be positive predictors of unethical decision making, tacit knowledge hiding, and interpersonal conflict. Tacit knowledge concealment had a negative relationship with tolerance to conflict. Unethical decision making was negatively predicted by tolerance to conflict. The serial mediation pathway was important. Interpersonal conflict moderated the tolerance–unethical decision making link. Tolerance had a protective effect that was reduced in the presence of interpersonal conflict. The results combine social exchange theory and conservation of resources theory into a single process model. Tolerance to conflict is a finite resource that conditions the buffering of ethical risks. The research provides practical recommendations on how to promote ethical resilience in virtual projectized settings.

Key Words: Competitive Orientations, Tacit Knowledge Hiding, Tolerance For Conflict, Unethical Decision Making, Virtual Projectized Organizations.

Key Words: Digital Transformation, Supply Chain Resilience, Risk Management, Product Design Adaptability, Cost Efficiency, Product Development Cycle, SEM.

Happiness is a fundamental objective of human life. However, the behavioral and economic cost of achieving happiness remains inadequately addressed in the literature. This paper critically examines the empirical research on happiness economics from 2010-2025, focusing on the role of income, spending behavior, and subjective well-being. Existing literature emphasizes absolute and relative income and consumption patterns, but the life cycle effect and emotional returns from spending remain unexplored. Adult centered research dominates; youth are rarely discussed, despite their unique socio-economic position, limited financial authority, evolving decision making, and cultural influences. The paper argues that happiness contains tangible and intangible costs that extend beyond income and wealth measures. Synthesizing 27 core studies and identify key themes. The study concludes by recommending that culturally grounded, youth-focused research should be conducted to better understand the well-being and emotional returns, and policy formation to enhance youth happiness and well-being.

Key Words: Happiness, Emotional returns, Wellbeing, Spending, Youth.