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Culture influence the entrepreneurial intentions, which make a contribution to entrepreneurial evolution. This study investigates that whether (Hofstede, Dimensionalizing Cultures: The Hofstede Model in Context, 2001) cultural dimensions has a moderating role in converting Personal Entrepreneurial Attributes into their Intention to Start a Business. To measure these attributes, we applied bounded multidimensional model of social entrepreneurship as proposed by (Weerawardena & Mort, 2006) and applied by (Richter, et al., 2016). The effect of three Entrepreneurial Attributes namely risk taking, innovativeness and pro-activeness along with other demographic variables were tested against entrepreneurial intensions (EI). Their effect was moderated by five cultural dimensions namely Masculinity, Power Distance, Long-Term Orientation, Collectivism, and Uncertainty Avoidance. Data of 272 respondents from Pakistan was collected using close ended questionnaire and was analysed using Confirmatory factor analysis and structured equation modelling by means of path model which specifies various constructs of this study. The results suggested that risk taking and pro-activeness had a positive and significant effect on EI, whereas innovativeness doesn’t seem to effect EI. This imply that risk takers and proactive individuals are more inclined towards entrepreneurship than innovators. With regards to cultural dimensions, Masculinity, Power Distance, and Collectivism seems to negatively affect EI, whereas Long-Term Orientation, and Uncertainty Avoidance seems to effect positively. Interestingly, Collectivism and Masculinity have positive and significant complementarities with innovativeness, whereas Uncertainty Avoidance have negative and significant effect. This means innovativeness does seem to effect EI in collective and masculine culture. This also suggested that innovators would be more inclined in converting their ideas into workable projects in collective decision making and hierarchical cultural settings. Conversely, Uncertainty Avoidance, seem to restrict Entrepreneurial aspirations in innovators. Cultural variable doesn’t seem to have a significant moderation effect with regards to risk taking, except of Long Term Orientation, that have significant negative complementarities. Surprisingly, Masculinity, and Collectivism had and significant negative moderating effect with pro-activeness and EI, whereas Long Term Orientation and Uncertainty Avoidance have a significant positive interaction. This suggested that hierarchical culture deter proactive people in fulfilling their EI, at the same time, encourage innovators. With regards to demographics, male seems to have more EI, whereas the coefficient of education and age found that advanced education and experienced individuals believes in development, increasingly slanted toward entrepreneurship. Frames of mind to completing the expectations are poor in entrepreneurship.

The article aims to analyse and explain the relationship between ethical leadership, organisational deviance. We proposed a theoretical framework arguing a mediatory role of situational factors including psychological safety, psychological attachment, distributive justice, and Leader-Member Exchange (LMX). We also argue that utilitarian based ethical reasoning make employees more responsive towards the ethical decision by the leadership making them less deviant. Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 254employees and analysed using confirmatory factor analysis and structured equation modelling. The measurement and structure model were assessed using AVE (average variance extracted), Composite Reliability (CR), Cronbach’s alpha, discriminant validity through the Fornell-Larcker Criterion, and Collinearity methods in PLS-SEM. The results suggested a significant and positive effect of ethical leadership on Leader-member-exchange, psychological attachment, distributive justice, and psychological safety. Moreover, apart from distributive justice, all other factors seem to decrease Organisational Deviance, however, their effect remained insignificant. Surprisingly, ethical leadership (EL) seems to be directly instigating Organisational Deviance (OD), as well as through the mediation of distributive justice. However, EL seems to significantly reduce deviance through including Utilitarianism ethical reasoning amongst its followers, as EL seems to positively affect utilitarianism, which in turn negatively affects deviance. Utilitarianism also seems to complement EL in reducing OD directly as the result showed significant and negative complementarities amongst EL and Utilitarianism in explaining OD. The results imply that EL and OD nexus is more affected by ethical reasoning rather than situational factors.

While many analysts have directed few investigations on the influence of ethical leadership on the behavior of citizenship, in different contexts, however, not much is known about the moral components make it possible to produce follow-up findings as Organizational Citizenship Behavior(OCBs) for leaders, especially, Interpersonal OCBs (OCBI). For this, we suggested a hypothetical structure, thereby adapting Zoghbi-Manrique-de-Lara and Viera-Armas (2019) model to include Organizational Justice. Therefore, we intend to study the association of Ethical Leadership with OCBI empirically while in the view of various determining factors of Workplace Compassion (i.e. empathic concern, common humanity, mindfulness, and kindness), and Organizational Justice (i.e. procedural justice, distributive justice, and interactional justice) as mediating variables. Empirical validity was recognized; by directing a review utilizing a standardized close-ended questionnaire. Using Confirmatory Factor Analysis (CFA) and Structured Equation Modeling (SEM), information was collected from 350 employees and investigated. Both direct and indirect effect was tested; by using Structural Equation Modeling (SEM) via SmartPLS software. Thus, the results revealed that: except for Common Humanity, ethical leadership remained significantly and positively connected with all factors of Workplace Compassion (Empathic Concern, Mindfulness, and Kindness), as well as with all three-factor of Organizational Justice (Procedural Justice, Distributive Justice, and Interactional Justice. However, ethical leadership seems to hurt the Mindfulness factor. Also, among compassion determinants, only Empathic Concern seems to affect OCBI. Whereas only interactional justice has a significant positive association with OCBI; further, the findings revealed that there is an insignificant mediating effect of workplace compassion and organizational justice in the ethical leadership relationship with OCBI. Hence, the investigation has portrayed significant ramifications for the organizations.

Ethical leadership (EL) seems to be effective in reducing workplace deviance, questions remain as to whether its benefits are consistent across all situations. Specifically, whether its effectiveness remained in an already ethical environment. In this investigation, we explore two important boundary conditions of ethical leadership that are themselves related to ethicality. We first explore how employees’ moral awareness (MA) may lessen the need for ethical leadership. Drawing on substitutes for leadership theory, we suggest that when individuals already possess a heightened level of moral awareness, ethical leadership’s role in reducing deviant actions may be reduced. We also contended that Employees’ Exchange Ideology - the strength of an employee’s belief that the work effort should depend on treatment by the organization- also reduces EL effectiveness. This norm of reciprocity may not be ethical, as the leader’s positive or negative efforts towards employees may divert them from doing what is morally right to reciprocate. However, not all individuals value reciprocity to the same degree, hence higher Employees’ Exchange Ideology (EEI) may be another boundary condition of EL effectiveness. We conceptualize this framework by modifying Gok et. al. (2017) model to add Employees’ Exchange Ideology as a moderating factor along with Moral Awareness. Workplace Deviance was measured by organizational directed deviance (OD) and supervisor directed deviance (SD). Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 310 employees working in different organizations in Pakistan and was analyzed using confirmatory factor analysis and structured equation modeling. Results indicated a significant negative complementarity of EEI, in the effect of EL on both dimensions of workplace deviance. This suggested, higher EEI seems to limit the effect of EL on organizational and supervisor-directed deviance. However, the moderating effect of MA was not substantiated for Pakistan. EEI also seems to have a positive effect on both OD and SD, while, SD seems to have a positive effect on OD. Interestingly, EL seems to be causing rather than reducing both OD and SD in the Pakistani environment.

This literature investigated the impact of corporate reputation on companies’ performance and their market valuation in the Pakistan stock market. We attempted to explore whether companies with a high reputation for sustainability also perform better in the Pakistan stock market. Verifying signaling theory and asset-based theories on the Pakistani market, we explained why associations signal their promise to practicality to influence the outer point of view on reputation. A company's standing for being focused on supportability is a theoretical asset that can expand the estimation of an association's normal cash flows or potentially lessen the inconstancy of its cash flows. For finding out the companies with a reputation with sustainability, we used the PSX criteria of the award list. Data was taken from 2014 to 2018 (five years) from the award list announced by Pakistan stock exchange limited. We classify a company as an award company if it continuously got included in the PSX award list in a specified period of four out of five times. Similarly, a non-award company was classified as an accompanying with the same market capitalization as Award Company but not included in the list. In this way, 12 awards and 24 non-award companies were shortlisted. We also include 12 non-award companies of the same sector and market capitalization for sector analysis between reputation and non-reputation. Comparative analysis was carried out through 1-way ANOVA and factor affecting and market valuation of the two groups were explored using regression analysis. These factors included net income (NI), book value of equity (BV), Size, ROE, ROA, and Leverage (LEV) represented by debt ratio. According to expectation, our results of t-test suggested that the mean of all variables for award and non-award companies are significantly different and the mean of award companies are higher than their counter part. One way Anova consequences of sectorial examination demonstrated that concerning net gain, there is huge contrast between the methods for trustworthy organizations and non-respectable organizations in seven out of nine areas. Regression Analysis prove our equation that independent variable has significant impact on dependent variable. Our findings showed that the overall firms with incredible sustainability reputation and managed to name on award list of our sample year has greater valuation by the market when stood out from their counterparty (non-award companies). Hence, our results imply that organizations have to focus on their reputation for corporate sustainability which in turn improve their financial position and enhance their market valuation.

Purpose- The purpose of this study is to examine the degree to which intangible assets affect financial performance and policy of the technological sector.Design/methodology/approach- Structural equation modeling analysis was used to ascertain the relationship among intangible assets, firm performance, firm policy, and firm value in the year 2015 to 2018 of 80 companies according to the market capitalization of their respective countries in the technology sector globally. The measures used in this study profitability efficiency, capital structure, dividend policy and market value that is calculated through the proxies ROA, ROE, ROIC, ATO, Net Profit Margin, debt to equity ratio, dividend payout ratio, price-earnings ratio, price to sales and price to book value.Finding- The results from Multi group Analysis (MGA) revealed that there are differences (p < .05) in the significance of the impact of Assets on the criterion variable between a few countries for instance Asset’s impact on ROIC is significantly different between Russia & China and USA.Practical implications- Owners and managers of technological sector global companies must recognize the importance of both the physical capital and the intangible resources to the best interest of the companiesOriginality/value– This is the first paper to examine the impact of intangible assets on firm performance, policies and value through cross country analysis in the technological sector.

International firms are highly sensitive to the performance of their subsidiaries and want to understand the factors behind their monetary success. Thus, numerous strategies are employed by these International firms to explore subsidiaries’ performance determinants; usually, these include subsidiary level attributes, ignoring the parent’s impact along with its country. To address this gap we construct a multi-level research that focuses the subsidiary, parent attributes along with countries’ Governance Indicators while predicting the determinants of subsidiary performance in Pakistan.We use two different levels i.e. parent & subsidiary level; multi-level analysis approach with HLM (Hierarchical Linear Model) in this research paper. Governance indicators of both parents and subsidiaries were taken explanatory factors along with Market growth, size, Performance, R & D, capital structure as well as asset management policies of parent. Subsidiary level factors included parents’ ownership, size, equity, and capital investment. 26 multinational companies listed on Pakistan Stock Exchange were included. Data was taken from the year 2012 to 2018. Selected companies cover around ten sectors of Pakistan Stock Exchange.The study revealed that on both levels; parents and subsidiaries, Governance institutions are more influencing factors rather than companies’ own attributes. We recommend that before investing in a country, international businesses should take into account Governance institutions (by World Bank); more than their own attributes.Originality/value - This study contributes to the existing approaches to determining subsidiary performance through adding Governance institutions and parent level attributes. Especially it explores the determinants of subsidiary performance in a developing country; Pakistan in the Asia continent.

Board diversity has lately being a heavily contested topic of research. Women, having a unique pool of resources and human capital, bring unique and diverse skills to the board that could improve board performance which positively impacts firm value. This study aims to investigate board gender diversity and its impact on firms’ performance in Pakistan. More specifically, this study compares different performance characteristic of firms with and without gender diversity in boards. We also analyzed the effect of women on board (WOB) on different performance measures in the presence of control variables. These measures included Return to assets, equity and sales, TOBIN Q, and Ethical and Social Compliance (ESCC). For this, panel data of 4 years from 2015 to 2018 were collected from 100 companies, and ANOVA and regression analysis were performed. The comparative analysis showed that non-women component has a significantly higher ROA than women, whereas ROE is higher for women. Moreover, non-women board companies seem to take a higher financial risk by taking more leverage. Surprisingly, the ESCC factor seems to be significantly higher for non-women board companies showing better social compliance. Evidence from regression found remains inconclusive. In fact, the performance measures like Tobin Q, and ROA seems to be negatively affected by WOB, whereas ROE was positively and significantly affected. ESCC seems to have a strong and positive effect on Tobin Q in companies with WOB, as well as ROA in overall companies. Evidence also suggested that WOB also seems to have a negative effect on ESCC. Hence, in the case of Pakistan, the findings remained inconclusive because women representation on board is not enough to have an influencing role in the board. The size of the female representation on the board needs to be sufficiently large to have an influencing role on corporate boards.

The purpose of this research is to determine the relationship between conflict resolution strategies (accommodating, avoiding, compromising, collaborating, and competing) with workplace frustration and organizational citizenship behavior (OCB) with the moderating role of trait emotional intelligence (EI) on their relations. Data was collected through a close-ended questionnaire from 298 employees (male = 197, female =101) working at different private organizations of the manufacturing and service industry within the city of Karachi. The data were analyzed using confirmatory factor analysis and structured equation modeling. The results indicated that accommodating and avoiding strategies don’t seem to have any effect on both frustration and OCB. Accommodating seems positively and significantly affect both. Compromising significantly and positively affect OCB, however, dominating is affecting frustration. Emotional Intelligence also seems to influences both OCB and frustration. EI also complements accommodating and collaboration strategies with workplace frustration. This study is first of its kind in the local context in private sectors and paves the way for further research in the public sector.

An important role of Conditional conservatism is to align the timely expense recognition of revenue generated in terms of losses compared to the profit over negative components of accruals. Accrual anomaly shows asymmetric differential persistence for accruals and cash flows in years of economic gains rather than losses. The aim of this study to determine the asymmetric timely loss recognition and accrual anomaly of the non-financial firms listed at Pakistan Stock exchange (PSX). Top volume non-financial firms listed at PSX were taken for this study over a period of 2011 to 2018. The direct implication of this research on the pattern of pricing of accrual component of earning exhibits positive relationship of excess returns with accruals and stock returns; whereas negative relationship with earnings, market capitalization and indicator variable of profit firms. Overall, research result is consistent with Konstantinidi et al. (2015), the accrual effect on stock return is existent for earnings generated firms, while not apparent for loss firms. This evidence provides relevant information on the aspects of accrual anomaly and its association with the variables of conditional conservatism on the pricing of accrual during the profit years.

Conventional wisdom suggested that investment flows in where you have abnormal returns that resulted in a high productivity area. However, FDI behaves peculiarly, as most are targeted towards developed countries where excess competition drives down returns and ultimately productivity. On the contrary, it shy in developing countries where one has more productive investment opportunities. This study tries to tackle the problem and explores the factors that influenced FDI flows. In particular, we focused on productivity, trade openness, financial liberalization, and institutions. Macro-level data was collected from 27 economies from 2004 to 2015. The analysis was done using GMM methodology. The results showed productivity remained insignificant in explaining FDI throughout the models. Trade seems to have a significant positive impact on the model without the interaction effect. Interestingly, financial liberalization seems to affect FDI negatively in all cases. GDP growth had a positive and significant effect. All Institutional variables that include control of corruption, government effectiveness, regulatory quality, rule of law, seems to have a significant positive impact on FDI individually, as well as in the combined form. We also witnessed significant and positive complementarities with each of the institutional factors and productivity, in explaining FDI. This indicated that higher productivity is not the deciding factor of FDI, however, the same productivity in a better institutional environment would produce positive complementarity that would significantly determine FDI. The findings imply that investors' prime concern is not productivity but the institutional environment. Moreover, only with quality institutions, the conventional wisdom persists.

There is an abundant literature on Entrepreneurship within organization, but the evidence on how it is caused, is still dispersed. Moreover, it still lacks a proper theoretical framework. Brettel et al., (2015) used Competing Values Model in explaining the effect of organisational culture on Entrepreneurial Orientation. We modified this model, including enabling environment factors, as well as more enriched dimensions of Entrepreneurial Orientation. Hence we hypothesized that organizational culture (Clan, Hierarchical, Developmental, Rational, and Open Culture), and enabling environment (Flexibility/ support, Open Communication, External Orientation, and Team Work) affect Employees’ Entrepreneurial Orientation measured by new product innovation, new organizational practice, proactivity, and risk-taking. We applied this model by conducted a survey using likert scale type questionnaire. The data was collected from 325 employees working in various organizations in Karachi. Data was analyzed utilizing corroborative factor analysis and organized equation modeling. The results disclosed that new product innovation was positively influenced by Rational Culture, Open Culture, Flexibility, and External Orientation. And negatively affected by Clan Culture. Similarly, risk taking ability is positively influenced by Developmental Culture, External Orientation, and Team Work. Proactivity is positively affected by Rational Culture, and External Orientation. Unlike Innovation, which was negatively affected by Clan culture, New Organizational Practice got positively affected along with Open Communication.

In the last decade, one of the biggest global issues that have been debated upon is whether increased rates of migration, diversity, and political polarization stemming from these factors have any impact on the economic growth of countries. Accordingly, this paper explores the effect of polarization on democracy, social capital, education, and economic growth in a cross-country analysis involving developed countries, developing countries, and the least developed countries. A bilateral time series analysis was conducted by treating each country-set in isolation, as well as a group and focusing on the period 2009 to 2018. According to our results, polarization appears to have a negative effect on the economic growth of developing countries. The same results were observed when we analyzed all the countries collectively. An inverse relationship was also established between polarization and social capital in developed countries. Meanwhile, polarization does not have any significant impact on democracy and education for any of the countries under study. It was also determined that when treated independently, democracy, social capital, education, and GDP per capita all appear to have a varying yet negative effect on polarization.

Resolving workforce conflict and turnover issues have being a great concern. Even a greater challenge is to know how this conflict takes place. Organizations working to overcome gender inequality find it even more difficult to cope up with this situation when conflict arises in the Women Workforce. This study aims to explore the reason for Women Workforce conflict and turnover, and particularly explore the role of culture and environment. We proposed a theoretical framework explaining this phenomenon. We hypothesized that various factors such as Psychological work factors, lack of Diversity, incivility, Discriminatory HR planning, no identity separation, and Gender inequality negatively affect both work both culture and environment. And this would ultimately lead to women workforce turnover and conflicts. We establish its empirical validity by conducting a survey using a close-ended questionnaire. Data was collected from 314 individuals and analyzed using confirmatory factor analysis and structured equation modeling. The results showed that Diversity, and Identity Separation have a positive whereas Gender Inequality, and Discriminatory HR Planning have a negative significant effect on the Work Environment. Moreover, the work environment in turn positively affects Women Workforce Turnover and Workforce Conflict. Psychosocial work Factors also positively affect work culture, which subsequently affects both and Women Workforce Turnover, and Conflict. Hence work environment, and culture both play an effective mediatory role in-between these factors and Women Workforce Turnover, and Conflict. Findings imply that Culture and work environment should have been considered in a professional and well-directed manner.

Many companies and brands are using CSR to enhance the brand image, goodwill and to gain the confidence and trust of the people. The purpose of this study is to investigate how CSR initiatives got converted into consumer favorable responses. We proposed a theoretical framework, modifying Dedeke’s (2015) model that hypothesized that CSR activities affect responses of the consumers towards corporate brands both directly or indirectly through mediating roles of moral emotions, attitude and consumer-company identification (CCI). Positive emotions were further broken down into awe, gratitude, and elevation, whereas consumer responses were measured in terms of purchase intention (PI), recommend intention (RI), and loyalty. To establish the empirical validity, a quantitative study was conducted, a close-ended Likert scale type questionnaire was developed whilst data were gathered from 300 adult consumers from Karachi, Pakistan by using convenient sampling. Data were analyzed using Confirmatory Factor Analysis and SEM. The results concluded that CSR has a significant positive impact directly on consumer responses (Purchase Intention, Recommend Intention but not on loyalty) whereas CSR has a significant positive effect on all three positive emotions, attitudes and CCI. However, Positive Emotions have an insignificant effect on consumer responses. Apart from gratitude affecting loyalty. Hence there is a positive mediatory effect of CCI for all dimensions of customer responses. Whereas gratitude and attitude also mediate loyalty and PI respectively.

Keeping the workforce happy is a major issue faced by today’s employers. The big challenge is to find what job-related factors can lead to happiness, the bigger challenge is to identify the sources that lead to happiness. We proposed a theoretical framework based on the research of (Joshanloo & Jarden, 2016) which studied hedonism as a major cause of happiness when moderated by individualism. We further extended the model, including career related goals that effect hedonism. Hence, we theorized that, work life balance, career development, learning affect hedonism, which subsequently effects happiness. Moreover, individualistic societies are proven to be more hedonistic (tend to value pleasure) and are more closely linked with happiness as compared to collectivist societies. Empirical validity was established by conducting a survey using a close ended questionnaire. Data was collected from 219 respondents from different organizations of Pakistan and was analyzed using confirmatory factor analysis and structured equation modeling to test the hypotheses testing the impact of all three career related factors to see how significantly they affect hedonism, which would ultimately have an impact on happiness. Results indicate that Individualism plays a significant positive role on happiness, as well as in directly, is it negatively complements the inverse effect of Hedonism on Happiness. Findings imply that the career related factors positively affect hedonism that would in turn bring more happiness. Most importantly, seeking pleasure is necessary to bring happiness. This study will benefit organizations working in Pakistan to identify the valuable sources of keeping their employees happy.

Scholars have baptized for investigation relating to the antecedents and sways of workplace incivility and means to condense it. To address this concern, this study proposed a theoretical framework that explains the linkages of workplace incivility with Job satisfaction. We theorized that incivility decreases employees’ motivation at work, and increase emotional exhaustion. It will further lead to restricted OCB. These factors, in response, confine employees’ job satisfaction. We further hypothesize that age, and gender complements the effect of incivility on job satisfaction. Hence, OCB, exhaustion, and motivation mediate, whereas age and gender moderate incivility job satisfaction nexus. We classified incivility into behavioral, experienced, and witnessed, Motivation was also classified into intrinsic and extrinsic. These relationships were theorized in a singular model to portray the overall impact of the variables occurring at once. Empirical validity was established through a survey conducted by means on a close-ended questionnaire from 272 employees working in Karachi. Results suggested that the effect of experienced incivility on job satisfaction was found to be insignificant however, there was a negative mediatory role of emotional exhaustion, whereas, OCB, extrinsic and intrinsic motivation had no mediatory effect. With regards to instigated incivility, it doesn’t seem to have any effect on job satisfaction, however, emotional exhaustion and intrinsic motivation play a negative mediatory role. Witnessed incivility directly affect JS as its coefficient was negative and significant, however, no mediatory role was found. Lastly, Exhaustion has a negative effect on JS, whereas, motivations have a positive significant effect. The coefficient of OCB remained insignificant throughout. Hence, experiencing incivility at the workplace comes with a higher probability of being emotionally exhausted and thus leading to job dissatisfaction however intrinsic motivation can be a means of plummeting incivility.

The main aim of this study was to investigate the impact of culture, values, institutions, and happiness on the world’s philanthropy. Culture is measured by Hofstede index (i.e. individualism-collectivism, masculinity-femininity, long and short-run orientation, uncertainty avoidance, power distance, and indulgence-restraint). The measurement of value is WVS (World Value Survey) and it consists of the emotion of happiness, active/ inactive membership of a church or religious organization, important in life; religion, confidence on charitable/ humanitarian organization and active/ inactive membership of charitable/ humanitarian organization. Institutions are measured by WGI (World Governance Indicators) and it consists of corruption, regulatory quality, accountability and voice, rule of law, political stability and government effectiveness, the sub-variables of happiness (index) are social support, freedom to take decisions and generosity and world’s philanthropy is measured by CAF (Charitable Aid Foundation) world giving index. We have gathered panel data (from the period 2010 to 2014) of CAF index, happiness index and WGI of 62 countries and cross-sectional data of CAF index, Hofstede index, WGI, happiness index and WVS of 24 countries. The result (of panel data) shows that there is a significant relation of WGI, social support and freedom of choice with CAF index whereas there is an insignificant connection between generosity and CAF index. The findings (of cross-sectional data of all factors combined) shows that there is a relation of the Hofstede index and happiness index with the CAF index while there is no linkage of WGI and WVS with the CAF index. The study suggests that charitable organizations should personify their value in order to build trust among the public. Countries should improve their governance because this will lead to equality and by doing this countries will also manage their resources efficiently and effectively.

This study aimed to investigate the relationship between human resource management (HRM) practices, total quality management (TQM) practices and competitive advantages in banking industry of Pakistan. HRM practices included Recruitment & Selection, Training & Development, Performance Appraisal, and Compensation & Reward. TQM practices consist of Leadership, Continuous Improvement, Customer Satisfaction, Employee Empowerment, and Strategic Planning. And lastly, competitive advantages is represented by Cost Leadership, and Differentiation. We applied (Obeidat, Yousef, Tawalbeh, & Masa'deh, 2018) model to banking sector of Pakistan. An Adopted questionnaire was designed and distributed over a sample of 300 employees. The research hypotheses were tested by using structured equation modeling. The result shows that Compensation & Reward positively and significantly affect all TQM practices as well as cost leadership. Similarly, Performance Appraisal also produce a significant positive impact on Strategic Planning, and Leadership dimensions of TQM, Hoverer, negatively affect cost leadership. Recruitment & Selection positively affect cost leadership. Strategic planning an importance factor, significantly affect both competitive advantage factors. Interestingly, Training & Development have a significant but negative effect on TQM factors namely Continuous Improvement, Leadership, and Strategic Planning. The findings imply that in banking industry, the effect on HRM factors on TQM is not equal, some are even negative, hence should be used diligently with the prospective of both TQM and competitive advantages.

This study analysed and showed that how the Top Managements’ Ethical Leadership Influences Organization Citizenship Behaviour (OCB). We proposed that Ethical leadership affects OCB by promoting ethical climate and trust in an Organization. Thus, such factors gives a rise to Procedural Justice Climate and Distributive Justice, which resulted in OCB. This theoretical framework was empirically tested by gathering data of 210 employees who are working in different sectors in Pakistan by means of close ended Likert scale type questionnaires. Numerous statistical techniques for instance descriptive statistics, (CFA) confirmatory factor analysis and (SEM) structural equation modelling were used to analyse the results. As proposed in our theory, the results indicates a positive impact of Top Management Ethical Leadership on Ethical Climate and Trust in an Organization. Moreover, the result also indicates a significant positive impact of trust on both Procedural Justice Climate & Distributive Justice. Furthermore, both of these completely intercedes the consequences of top management ethical leadership on organizational citizenship behaviour. From a different viewpoint, the impact of ethical climate on Procedural Justice Climate is significantly positive, however; the relationship between ethical climate and Distributive Justice was found to be insignificant. Hence, this investigation provides a credible theoretical description as well as observed support of a contrivance through which ethical leadership of top management boosts Organizational Citizenship Behaviour. Therefore, managers in organization can rise Firm level OCB by enhancing the overall environment of the corporation and participatory factors in an ethical manner.

The purpose of this research paper is to empirically investigates determinants of allocative, cost and scope efficiencies as well as impact of financial crisis and stock market performance on efficiencies. Pakistan’s banks and insurance companies’ sector were taken for the purpose of comparative analysis. For this objective both Islamic/takaful and conventional sectors were occupied. Twelve years data (2007-2018) of PSX’s banking and insurance sector was taken. Two stage non-parametric efficiency analysis was done, in the first stage, estimation for efficiency scores we used DEA for both sectors. In second phase, efficiency scores are regressed on the selected determinants by Tobit Regression. For measuring stock market performance CASR is calculated. Inadequate efficiency in insurance sector is evidenced against banking sector. Efficiency of takaful firms as new entrants of the market was not good comparatively to conventional insurance firms. Islamic and conventional banks are operated at almost same efficiency level. Performance of stock market has inverse and both (significant and insignificant) relationship with efficiency, means different events and fundamentals don’t affect the performance of sectors that is why efficiencies are not hit by this way. As well as determinants have different relationship with allocative, cost and scope efficiencies scores.

Job hopping in the modern world is one of the major challenges that can be perceived in the current workforce market in Generation Y. The determination of this exploration is to scrutinize among tangible or intangible rewards, which plays most significant role in increasing job-hopping behavior in Generation Y employees in Pakistan. Tangible rewards were factored in 1. Market Competitive Pay, 2. Monetary Benefits and 3. Performance Incentives, whereas intangible rewards include 1. Quality of Work, 2. Work Life Balance, 3. Inspiration & Values, 4. Organization Environment and 5. Future Growth & Opportunity. The data was collected by means of close ended likert scale based questionnaire from 201 employees who belong to different industries in Pakistan. Confirmatory factor analysis & Structured Equation Modelling were used for the examination. The study found that job hopping is optimistically associated with intangible rewards in Gen Y employees & negatively associated with tangible rewards. This research provides insight to employers which factors must be considered while developing strategies for employees’ compensation and retention in order to retain their competent employees and minimize job hopping behavior in Generation Y employees.

This study investigated the impact of core drivers of job satisfaction including promotions, increment and bonuses, supervisor’s’ support, career development and advancement opportunities and working conditions on two dependent variables i.e. job performance and employees retention. For this purpose a comparative study is conducted in education and banking sector of Karachi. A sample of 100 employees was collected from each sector then results were analyzed through Confirmatory Factor Analysis and Structural Equation Modeling. The results found both the education and banking sectors are different in terms of chosen human resource policies Secondly, it has been found that results are dissimilar for both sectors in terms of different hypotheses. Career development, compensation and promotions are insignificant key divers of job satisfaction for job performance. While, working conditions, compensations and co-workers are insignificant key divers of job satisfaction for employees’ retention. Result’s implication is different for banks’ managers and educational institutions’ managers based on significance of coefficients however human resource policies vary in different business settings. Indeed, more the job satisfaction better chance of good employees’ performance while it reduces the intention to switch and keep the human talent retained.

This paper aims to study the effects of intrinsic and extrinsic motivation on employee’s performance. Employees obviously work for the organization for monetary benefits but these monetary compensations and rewards are not the sole requirement of all employees. Some of them need salary increment and bonuses to get themselves motivated while others need recognition and non-monetary benefits. The study was aimed to discuss how the extrinsic and intrinsic motivation can hinder or increase the motivation level of employees. Several motivational theories have also been discussed in this paper that helps in better understanding of why and how employees are motivated. Intrinsic and extrinsic motivation is said to have significant impact on employee’s performance. Our study examined 60 female and 143 male respondents (n=203) of banking sector to study the effects of intrinsic and extrinsic motivation on employee’s performance. There was a positive relationship of intrinsic and extrinsic motivation of employees with their performance. With the increase in intrinsic and extrinsic motivation, employee’s performance tends to increase as well. We also have discussed some of the future directions and recommendations so that it can help future researchers to study the other constructs that can affect employee’s performance.

Social technologies are progressively utilized in a few hierarchical capacities, as well as human resource management. The focal point of this research is by social media based reception in recruitment of employees in service industries in Pakistan. More specifically, the focal point of this study is the Use and Acceptance of Technology which is through social media by HR experts in the recruitment procedure and selecting representatives. Results acquired utilizing cross-sectional information gathered from 80 enrollment specialists through close ended Likert scale questionnaire. It was later analyzed using Descriptive analysis, CFA and Structured Equation Modeling. The results demonstrated that the center theories of the Acceptance and Use of Technology in recruitment through social media by HR experts were upheld. There was a positive effect of performance expectancy, effort expectancy and social impact on recruiter’s intention to use these technologies recruitment. Moreover, facilitating or encouraging conditions and social goal impactful affect the enrollment (Recruitment) specialist's usage behavior or conduct. There is an impulse effect of different moderators like gender, age, education, and managerial position such as the effect is robust for male, younger and high positioned recruiters while most of the experienced recruiters still emphasize on traditional approaches but beside all these social media seem to have an important impact in the process of recruitment.

This study was conducted to identify the impact of emotional advertising on consumer buying behavior. The research is limited to high involvement products specifically home appliance brands. It also aims to assess the most influential advertising appeal that impacts the buying decision of the consumers. A quantitative approach was used, and the questionnaire-based survey was conducted using a sample size of 200 respondents and their response to different appeals like love, humor, happiness and excitement were recorded. The hypothesized model has been tested using factor analysis and structural equation modeling (SEM). The results show a positive impact of emotions like love, humor and happiness in influencing the purchase intention of the consumers. The paper confirms the positive relationship between emotional advertising and consumer buying behavior with respect to the home appliance brands.

This study examines the culture of video blogging — its rhythm, language, and communication style and link its use to brand promotion and buying decisions. Specifically we analyze factors which help in the success of Vlog like its positioning in viewers mind, endorsement by celebrity, Ethical considerations, Benefits and its Features. And then investigated how Vlog affect Brand Promotion and customers buying decisions. Quantitative research was carried out through the use of questionnaire and collecting data of 212 respondents from Karachi. This study focused on Vlogs posted on YouTube Channel. Confirmatory factor analysis and structural equation modeling were used to analyze different variables. The result shows a strong and significant effect of factors such as Appeals, feature, ethical consideration and celebrity on Vlogging. Furthermore, strong evidence found that supported consumer buying decision and brand promotion is also influenced through Vlogs. Hence Vlog could be a major factor helping in building brands. Hence, this proves that Vlogger of Pakistan does not just life earn through it or gain fame and advantages in their daily, but they can also be part of branding strategies that are taking place through Vlogs.

This study examined the impact of Deceptive Advertising on Customer Loyalty in the telecommunication industry of Karachi, Pakistan. This research was quantitative in nature. The sample size was 250; questionnaires were distributed electronically and manually. Exploratory Factor Analysis (EFA) was used to analyze the data with the help of SPSS. Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) using AMOS, conducted to ensure the model and testing the hypothesis. The outcome of the present study verifies that word of mouth has a strong significant influence on customer loyalty. Hence customer satisfaction and customer trust are causing word of mouth in a positive and significant way. So it shows that there is a positive and strongly significant influence of customer satisfaction and trust on customer loyalty with the mediation of word of mouth. On the other hand, deceptive ads are causing word of mouth in a negative way. Hence it is concluded that deceptive ads have a negative influence on customer loyalty with the mediation of word of mouth. This study suggested that in order to increase customer loyalty and build a long-term relationship with the customer’s telecom companies should focus on accurate information and rendering the level of competitive services to their customers.

This paper investigates relationship between institutional quality and economic performance in Pakistan using the Johansen-Juselius cointegration technique and the Granger causality test. The study results indicate that Institutions and growth are cointegrated and thus exhibit a reliable long run relationship. The Granger causality test findings indicate that the causality between Institutions and growth is uni-directional.However, there is no short run causality from Institutions to growth and vice versa. Therefore, as a policy implication that institutional quality may cause to the sustainable increase in country’s income in the long run, and success of any policy could be influenced by the soundness of institutions.

This study investigates the relationship between fringe benefits and employee’s job satisfaction. More specifically, following variables were taken as fringe benefits (i) Health Protection Benefits, (ii) Recreation Leaves, and (iii) Flexible Working hours. The primary data is gathered through questionnaire from the sample size of 200 respondents based on non-probability convenience sampling technique. The results were later analyzed through exploratory factor analysis and multiple regression. This study showed positive and significant relationship of Recreation Leaves and Health protection benefits on job satisfaction whereas in case of flexible working hours, the relationship seems to be insignificant. Through results, it may be concluded that if a good number of leaves and a good health Protection plan is provided by the employer, the employees tend to be more satisfied and committed towards their job. Whereas, flexible working hours does not much contribute much towards their level of satisfaction towards job. This study might help employers in Pakistan to add commendable benefits programs to their schedule in order to retain their loyal employees and increase firm’s productivity.

The aim of this study is to investigate the impact of vision-based recruitment on organization performance. This study will further analyze the attributes of vision along with its mediating effects particularly onto the recruitment process in an organization. For this purpose, a quantitative method was used collected data from 102 employees for further investigation who works in different sector i.e. public and private sectors in Pakistan. In this way, this study finds different attributes of vision such as sharing, clarity, and stability that have compelling effects on an organization’s performance. It has been observed that vision based components significantly influence the organization performance.