Historical Roots of Radicalization in Pashtun’s Society

This research article aims to trace the history of radical movements in the North-West frontier of sub-continent. Historically, radical movements have long roots in Pakhtun Society.  People recruited in different epochs from Pakhtun society branch into various freedom movements before the partition of sub-continent. Freedom movements against the Sikh, Hindu and the British lifted radical impact on Pakhtun Society before the partition of sub-continent.  Radical movements after the partition of sub-continent also established their roots in the North-West region of Pakistan. These radical movements engineered the pluralistic cultural values of Pakhtun Society. These movements have lifted radical trends in the North-West frontier of sub-continent. Pakhtuns and their cultural values were not only exposed to violence but the evolution of their culture had been disturbed.

The Effect of Moderated Mediation of Affective Commitment and Tenure on Proactive Work Behaviour: Role of Individual and Situational Antecedents

This research examines the impact of psychological contract breach (PCB) and organizational climate (OC) on the affective commitment and the effect of commitment on the proactive work behaviour of employees in four different sectors of Karachi, Pakistan. The study looks into affective commitment as performing the role of a mediator in linking PCB and climate with proactive work behaviours. The research also observes the moderation of tenure between the two links. The model is evaluated through Confirmatory Factor Analysis (CFA) and Structural Equation Modelling (SEM) through AMOS. In Pakistan, no such research has been taken up to observe the links between situational and psychological antecedents with proactive behaviour of employees. The present research makes an effort to fill this gap. Results of the research indicate that psychological contract breach (PCB) is inversely related to affective commitment while positive influence exists between organizational climate and affective commitment. Also affective commitment has a direct positive influence on proactive work behaviours. Psychological contract breach has full mediation while organizational climate has partial mediation effects on proactive work behaviour through affective commitment. Besides these variables, tenure also turned out to be a strong moderator of these links and thus moderated mediation tend to occur in the data set, the model is a good fit and it is significant. The findings support affective commitment as the mediator in the relationships between psychological contract breach, organizational climate with proactive work behaviour. The results provide guidelines and significant implications to help top managers and HR department to better understand and critically look into the current organizational climate and psychological contract created between the immediate manager and subordinate for increasing affective commitment and subsequently increasing proactive work behaviours. Furthermore, this study helps inEffect of Moderated Mediation on Proactive Work Behaviours 7 enriching the current body of knowledge on proactive behaviours in developing countries. Future studies should examine other antecedents like organizational citizenship behaviour and perceived organizational support to have a holistic approach. Replication of this study in other settings is also suggested.