This study aimed to examine the impact of workplace motivation on organizational performance in public sector organizations in Pakistan. A quantitative research design was employed, and data were collected from 240 employees using a structured questionnaire. The study population consisted of public sector employees working in various administrative and operational departments. Data were analyzed using SPSS, including correlation, multiple regression, and chi-square analyses, to assess the relationships between workplace motivation, employee productivity, and organizational performance. The findings indicated a positive and significant relationship between organizational performance and motivation at work (r = 0.642, p < 0.01), as well as workplace motivation significantly predicted performance in the regression analysis (b = 0.618, p < 0.001, R 2 = 0.382). Moreover, the chi-square test proved the high level of association between motivation and the productivity of employees (kh2 = 8.00, p < 0.05). This means that more motivated employees will be productive and their organizational results will be better in the public sector institutions. The research identifies the significance of motivation techniques, such as recognition, career growth options, and supportive leadership, as ways of improving the performance of employees and organizational performance in general. The findings can be of great benefit to policymakers, administrators, and human resource managers who wish to enhance the efficiency and service delivery in the public sector.

This study aims to investigate, via empirical means, how inclusive leadership (IL) affects project success (PS), considering the moderating influence of person-job fit (PJF) and the mediating role of project team member silence (PTMS). Data were collected using a questionnaire with a convenience sampling technique. Five hundred employees and project managers working in different project-based organizations in Pakistan's twin cities of Rawalpindi and Islamabad were chosen to complete the questionnaire. Using SPSS, data were analyzed, and correlation and regression analyses were performed for the relationships in the study. The MACRO process was deployed for testing mediation and moderation in the current research. Results revealed that inclusive leadership has a positive relationship with project success, and project team member silence mediated this relationship. Furthermore, person-job fit moderated the relationship between project team member silence and project success. Although leadership has been widely discussed in literature, and there has been growing interest among researchers in related studies, empirical evidence for the relationship between inclusive leadership and project success remains scarce. Many existing studies are based on non-project companies, leaving a gap in understanding how inclusive behavior can influence project outcomes. The current research fills this gap by deploying a quantitative technique to validate data from project-based organizations in the twin cities of Pakistan.

This study aims to validate the measurement model comprising five core constructs—Transformational Leadership, Organizational Culture, Emotional Intelligence, Organizational Commitment, and Employee Performance—through Confirmatory Factor Analysis (CFA). Drawing from responses of 370 employees across multiple telecom organizations in Pakistan, the research employs Structural Equation Modeling (SEM) using AMOS software to test the validity and reliability of each construct. The CFA procedures, including both individual and pooled analysis, confirm that the constructs meet the requirements for construct validity, convergent validity, discriminant validity, and composite reliability. The results demonstrate that the measurement model satisfies the necessary psychometric standards and can be confidently used for further analysis in empirical studies on employee behavior and performance in the telecom sector. The significance of this paper lies in its methodological rigor and contextual relevance, offering insights for scholars and practitioners interested in employee dynamics within rapidly evolving service industries.

Most organizations in Pakistan are construction and IT. These companies engage in business activities dependent on multiple contracting projects. Projects, in their nature, are a one-time occurrence and face fundamental difficulties in their activities. Neglect of projects is a concern for experts. In Pakistan, these companies do not emphasize project planning methods aligned to PMI defined triad of cost, project plan, and project activity documentation, and other means, which affect or are detrimental to the project, or the performance of the project. Less documentation means low project control. This study attempts to describe the specific methodologies and planning attributes of management that are in operation, as defined above, in project-based firms in Pakistan, and validates the claim that the inadequate application of such a paradigm does contribute to reduced capability for enhanced performance for projects undertaken by the project principals. The findings imply that the influence that PMs observe is not applicable in a generalized manner. Hence, it is possible that the practice of project management in Pakistan may not be effective, or may not be practiced appropriately, as the previous studies show a great variability in findings. This area of research in Pakistan is rather limited. This quantitative study may be a valid contribution in this field in Pakistan to identify, more closely, the attributes, both direct and indirect, associated with the inadequate performance of project-oriented firms and the deficient link between project planning and project completion in this particular context.

In today’s business environment, customer satisfaction and brand equity stand as gatekeepers to the success of organization in the current world order. This study aims to examine and expand the frontier of knowledge & understanding of customer satisfaction & brand equity as consequences of three macro adaptive selling strategies-prospector, defender & analyzer. Organizations in Pakistan and other emerging markets have exhibited a great deal of effort trying to have a positive brand equity and customer satisfaction. Given the centrality of marketing to success of organization, the present study investigates impact of macro adaptive selling strategies on customer satisfaction and brand equity in the contemporary marketing environment of Pakistan. This dissertation is designed to document both the positive and negative consequences of the strategies in the reviewed literature. This study used 294 structured questionnaires from respondents working in banking, marketing and education sectors to answer research questions of study. SmartPLS was utilized to examine the relationship amid macro adaptive selling strategies, customer satisfaction and brand equity. Organizations looking to improve their customer satisfaction and brand equity will benefit from using macro adaptive selling strategies deployed within organization.

The serious issue contemporary organizations are facing is destructive leadership, particularly narcissistic and abusive practices, which negatively impacts employee outcomes such as job satisfaction, organizational commitment, and psychological well-being. It is widely observed on a daily basis in Pakistan, but studies are very limited. To address this gap, the current study aims to find the impact of narcissistic and abusive practices on employee outcomes operationalized as job satisfaction, organizational commitment, and psychological well-being among employees in contemporary organizations in Pakistan. The study adopted a cross-sectional correlational study design and a purposive sampling technique to collect data from employees working in various organizations, with at least an age of 19, at least a matric or O-level, and at least 1 year of experience in the certain organization. The study utilized four measures, i.e., the Toxic Leadership Scale (to measure narcissistic and abusive practices only), Allen and Meyer’s Organizational Commitment Scale, the Minnesota Satisfaction Questionnaire, and the Psychological Well-Being Scale. The Pearson product correlation indicated that narcissistic and abusive practices has a significant negative relationship with job satisfaction, organizational commitment, and psychological well-being. Furthermore, regression analysis depicted that narcissistic and abusive practices have a significant and negative effect on job satisfaction. Narcissistic practices negatively however, do not significantly predict organizational commitment, but abusive practices significantly and negatively predict organizational commitment. Moreover, the narcissistic practices negatively and significantly predicted the psychological well-being, but the abusive practices negatively but not significantly predict the psychological well-being. The study provided detailed implications at the end.

Purpose: The purpose of this paper is to examine the relationship between transformational leadership, transactional leadership employee engagement, and the performance of employees in the public sector concerning the moderating role of employee engagement. Design/Methodology/Approach: A cross-sectional survey research design was conducted and self-completed questionnaires were administered to employees of numerous public sector organizations in Pakistan. Data collected from 568 participants were used to analyze the research hypotheses by using PLS-SEM. Findings: Le et.al indicate that the levels of the transformational leadership style and the level of transactional behavior positively and significantly affect employee performance. Employee engagement was found to be a strong moderator of the above-mentioned leadership styles and employees' performance. Seems, that transformational leadership had a significantly more positive influence on employee engagement and organizational performance than transactional leadership. Practical Implications: Consequently, the research evidence points out that public sector organizations should cultivate qualities of transformational leadership to enhance voluntary employee commitment and work performance. Possibly, utilizing leadership development procedures oriented on the consolidation of transformational skills may make an impact on the tendency to increase employees’ motivation levels and the success rates of the organization. Originality/Value: This research thus offers primary data that test the moderation of employee engagement by the transformation and transactional leadership styles to the levels of employees’ performance in the public sector. Enriching the existing literature brings insight, which is useful within the public sector context.

Remote working is growing rapidly in project-oriented organizations, especially in developing countries where digital systems are still maturing. As many firms shift toward flexible and hybrid structures, it has become important to understand how key remote-work factors influence project outcomes. Earlier studies point to the roles of autonomy, technology readiness, communication quality, and work-life balance in shaping employee performance, but evidence from project-based organizations remains limited. This study examines how five determinants of remote work affect project success in Pakistani project-based companies: communicating frequently and well (CFW), promoting work-life balance (EWLB), maintaining interest and productivity (MIP), providing accessible technology (PAT), and supporting worker autonomy (EWA). A quantitative survey was conducted with 225 employees from project-oriented firms in Islamabad and Rawalpindi. Descriptive statistics, factor analysis, correlation tests, and regression modeling were used to assess the significance and strength of each determinant in predicting project success. The analysis showed that all five determinants contributed meaningfully to project success, with communication, accessible technology, and autonomy emerging as the strongest predictors. Work-life balance and productivity also showed positive and supportive effects. Remote work improves project outcomes when employees have reliable technology, clear communication channels, reasonable workloads, and the autonomy needed to manage tasks effectively. These findings can guide project-based organizations in emerging economies as they expand remote-work practices and aim for stronger performance.

Attrition significantly impacts healthcare supply chain organizations in Pakistan, leading to operational disruptions, staffing shortages, and increased costs that affect the timely delivery of medical supplies and services. This study explores the perspectives of healthcare supply chain leaders in Pakistan regarding effective leadership strategies for reducing employee attrition. Using a generic qualitative inquiry approach, data were collected through semi- structured interviews with 10 healthcare supply chain leaders working in hospitals, pharmaceutical distribution, and medical logistics organizations. The collected data were analyzed using Braun and Clarke’s thematic analysis technique. The findings revealed four key themes influencing employee retention: work-life balance, effective communication, teamwork, and opportunities for growth and development. The identified attrition-reducing practices provide practical insights for healthcare supply chain leaders in Pakistan to improve employee retention, strengthen workforce stability, and enhance overall supply chain performance.

This study investigates how internal marketing practices influence customer satisfaction, focusing on the mediating role of employee engagement and the moderating role of organizational culture in service-sector organizations in Pakistan. In an increasingly competitive and service-driven environment, many firms struggle to convert internal initiatives such as communication, training, empowerment, and rewards into consistently higher customer satisfaction. Drawing on internal marketing theory, employee engagement literature, and the organizational culture perspective, this study proposes and tests a model in which internal marketing directly enhances customer satisfaction and indirectly affects it through employee engagement, while organizational culture strengthens these relationships. A quantitative, cross-sectional survey design was employed, using standardized scales to measure internal marketing practices, employee engagement, organizational culture, and customer satisfaction among employees in Pakistani service organizations. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that internal marketing practices have a positive and significant direct effect on customer satisfaction. Employee engagement is found to significantly mediate the relationship between internal marketing and customer satisfaction, indicating that internal initiatives are most effective when they translate into higher vigor, dedication, and absorption among employees. Furthermore, organizational culture positively moderates the relationship between internal marketing and customer satisfaction, suggesting that supportive, service-oriented cultures amplify the impact of internal marketing efforts. The model demonstrates substantial explanatory and predictive power, highlighting internal marketing, engagement, and culture as strategic levers for improving customer outcomes. The study contributes theoretically by integrating psychological and contextual variables into internal marketing frameworks and offers practical guidance for managers aiming to enhance customer satisfaction through stronger internal practices and culture-building efforts.

The current paper explores the effects of Virtual Performance Management (VPM) on Organizational Commitment (OC) with the mediating effect of Work Engagement (WE) and the moderating effect of Virtual Transformational Leadership (VTL). Quantitative research design was applied with the sample size comprising 300 employees who had worked in virtual and hybrid organizations in Pakistan. The analysis that was performed using SPSS and PROCESS Macro showed that VPM significantly positively affects OC (b = 0.67, p < 0.001), meaning that opaque, technology-sustained, performance systems increase employee loyalty. The results also verified that Work Engagement is part of the relationship existing between VPM and OC (indirect b = 0.32, p < 0.001), implying that performance management effectiveness is converted into enhanced organization commitment by the employees who are engaged. Also, Virtual Transformational Leadership plays a significant moderating role between Work Engagement and Organizational Commitment (b = 0.17, p < 0.001), which proves that the engaging behaviors of transformational leaders enhance the positive effect of engagement on commitment. This paper concludes that effective digital performance management and supportive virtual leadership can help to achieve a greater level of engagement and organizational commitment within technology-driven work environments. The study adds to the increasing amount of digital HRM literature, underlining the significance of leadership and engagement in maintaining commitment in virtual organizations.

Faith-based organizations (FBOs) occupy an ambivalent position in civic life, often bridging divides while also reproducing boundaries. This study examines how Saylani Welfare Trust, a major Islamic welfare organization in Pakistan, organizes civility through the Sufi-inspired ethics of Adab. Drawing on practice theory, participant observation and interviews, we analyze how Saylani translates virtues of patience, humility and sincerity into routine practices of food provision and fundraising. These practices act as cultural anchors and boundary objects that foster reciprocity and inclusion across class and sectarian lines, while remaining shaped by gendered exclusions. In this way, Adab functions not as abstract doctrine but as a repertoire of ethical behaviors embedded in organizational routines. The case contributes to debates on civil repair by showing how universalizing norms are enacted through socio-material practices that manage, rather than erase, difference, thereby expanding our understanding of how civility is organized in diverse contexts.

The main aim of this research was to examine how business and management practices have evolved in Pakistan’s public and private news media sector. It particularly focused on comparing the operational and financial strategies of a private channel, GEO News, with those of a state-owned channel, PTV News. The study was motivated by the rapid transformation of the media environment, especially after the rise of social media, which has significantly challenged traditional platforms such as newspapers and television news channels. In this changing context, it became necessary to understand how news organizations in Pakistan are adjusting their management and revenue strategies to survive and remain competitive. For data collection, the study adopted a qualitative approach based on in-depth interviews. Information gathered from participants was examined to identify recurring themes and patterns. To make the data more manageable and meaningful, elements of qualitative content analysis were also used, allowing large amounts of information to be organized into smaller thematic units for interpretation. The findings revealed a clear contrast between the economic foundations of public and private news channels. PTV News, as a government-operated outlet, was found to depend primarily on financial support from federal and provincial authorities. Because of this dependence, its coverage was largely centered on state institutions, official departments, and the activities of ministers belonging to the ruling government, which helped strengthen the public image of those in power. In contrast, GEO News relied heavily on commercial income generated through advertising agencies, property businesses, multinational firms, and other domestic and international corporate sources. This commercial model required the channel to work continuously toward attracting financial support and expanding its market presence. The study also showed that this financial structure has consequences for editorial independence. While PTV News appeared strongly influenced by its reliance on government funding, GEO News faced a different form of pressure due to dependence on advertisers and private investors. As a result, although GEO News covered a wider range of political actors and both public and private sector matters, its freedom in news selection and expression was still somewhat limited by the interests of those who provided financial backing. Overall, the study highlights the close relationship between economic dependence and media performance. It demonstrates that funding sources can shape editorial direction, news priorities, and institutional freedom. In the case of PTV News, government financing encouraged favorable coverage of official institutions, while in the case of GEO News, commercial dependence created subtler but still important constraints on independent journalism.

This study investigates the mediating effect of affective commitment on the relationship between leader–member exchange (LMX) communication and virtual project success within organizational settings. In contemporary work environments, virtual communication and project-based collaboration have become central to achieving strategic objectives. Drawing on Social Exchange Theory, the study posits that high-quality leader–member relationships, built on trust, mutual respect, and open communication, foster affective commitment among employees, which in turn enhances project success. A quantitative, cross-sectional research design was employed using purposive sampling. Data were collected through structured questionnaires administered to 240 employees working in manufacturing-based organizations in Pakistan, of which 226 valid responses were analyzed. Descriptive statistics, correlation, reliability, and regression analyses were conducted to test the study hypotheses. The results revealed that project management leadership and teamwork significantly predict project success, while affective commitment serves as a crucial psychological mechanism that strengthens the link between LMX communication and successful virtual project outcomes. The findings also confirmed strong reliability and validity of the measurement scales, supporting the robustness of the data. This study contributes to leadership and project management literature by highlighting the emotional and relational dynamics that underpin virtual team effectiveness. Practically, it emphasizes the need for project leaders to cultivate affective bonds and transparent communication with their team members to enhance engagement, cooperation, and performance in virtual project contexts.

This study examines the adoption and the effectiveness of cybersecurity frameworks within various organizational types in Pakistan. Even though the importance of the protective and securing digital assets and the role of these cybersecurity frameworks cannot be overstated, the adoption and implementation in developing countries remains significantly under discussed. In this research, studies the adoption of cybersecurity frameworks such as ISO 27001, NIST, etc and aims to close the gap. It also examines the effectiveness of frameworks regarding the issues of mitigating cyber threats and employee adherence to the organization's cybersecurity policies. The researcher used qualitative methodology and conducted semi-structured interviews. The participants are cybersecurity professionals and information technology (IT) experts. There are Eight key sectors covered for the collection of data. Thematic analysis used for the interpretation of data findings analysis. The Situational Crime Prevention Theory, Control Theory, and Routine Activity Theory are used as the analytical frameworks. The findings of the research revealed a stark difference to which the regulated and unregulated sectors are implementing cybersecurity frameworks in their respective organizations. This study addresses the need for flexible tailored cyber security frameworks by regulatory authorities like OGRA, SECP and PTA, etc. The study concludes that Pakistan’s organizations are not ready to face the cyber security challenges and securing sensitive and critical information. The enforcement for cyber security programs in organization from regulating authorities is a dire need of time. Organizations across every sector need to adopt cybersecurity frameworks that fit to their organization’s needs. The tailored global cybersecurity frameworks that suit the specific threat landscape, resource realities, and socio-cultural context can also be an effective approach to build genuine cyber resilience.

The objective of the research is to discuss the relationship between multidimensional employee reward system and employee performance mediated by job satisfaction especially in the Pakistani context of organizations. Despite the fact that the topic of rewards and performance has been widely studied earlier, the results are inconclusive, especially when it comes to the relative significance of various aspects of rewards and the mechanism in which they happen. This is the gap specifically resolved in this study that claims rewards positively influence performance but their impact is attitudinal based and not transactional. The research design was quantitative and cross-sectional with survey data analysis being used based on the employees operating in Pakistani organizations. Partial least squares structural equation modeling was used to test the proposed model (PLS-SEM). There were several dimension of reward, which were: financial rewards, non-financial rewards, fairness, distributing the rewards, linking rewards to performance and benefits, which were explored with job satisfaction and performance of the employees. As controls, demographic variables were present and a measure of modulation effects was determined. The findings suggest that benefits () and being linked to performance (β = 0.366, p =0.001) have significant positive predictors of job satisfaction, whereas financial and non-financial rewards do not significantly predict job satisfaction. Job satisfaction is also a strong predictor of employee performance (β = 0.322, p < 0.001) and stands between rewards and performance. The model can describe 75.1% and 77.0 percent of job satisfaction and employee performance respectively. The importance of this study is that it empirically confirms the attitudinal mediation model, and it exemplifies the fact that process-oriented rewards are more effective to motivate performance than monetary rewards. The results present practical implications to the development of efficient reward system design, as well as offer the solid basis of future longitudinal and cross-cultural studies.

Purpose:The purpose of the research is to analyze the Privatization’s Impact on Industrial Relations and Employees Outcomes in Pakistan’s Energy and Telecommunication Sector i.e. K-Electric & PTCL, how we can privatize to any Govt. organization in future, what type of challenges would be face in it. Variables:The variables of research are Employees Trunover, Job Satisfaction and Industrial Relations and how any new employer controlled to any Govt. organization. Methodology: It is research based case, quantitative and qualitative study (mix-method). In depth interviews were conducted together data regarding related variables of KE/PTCL. There are about 500 employees of the concerned departments and we had interviewed / collected data form from available employees in which 375 forms were selected for sample size. Results:As the study was descriptive in nature, it was an inductive type of study. The researcher inference was moderate in nature in the practical working environment. The research was conducted on non-contained environment it was a field experiment as describe above. So it means that we have analysis a cause effect relationship the unit analysis was individual as we had conducted our close ended questionnaire filled in the different Mangers / Employees. Regression Analysis was also done. The time horizon is cross sectional. Significance:This could be used as benchmark for industrial relations management in any big organization in Pakistan.

This study examines how the organizational innovativeness and organizational leadership affects corporate social responsibility (CSR) corporate resource protection policy and corporate environmental performance with a particular emphasis on the moderating effects of organizational geographic location and consumer demand for sustainable products and services. The organizations are dealing with mounting pressure to implement sustainable practices due to the rising worldwide concerns about environmental sustainability and social responsibility. The precise impact of these variables and how they interact with context-specific variables like organizational location and consumer demand for sustainable products and services need to be further studied. The quantitative research is carried out in the context of Pakistan to fill these research gaps. The data were collected from the 500 employees of various manufacturing, services, and retail organizations of Pakistan using a purposive sampling technique. The statistical analysis technique structural equation modeling (SEM) was used for the data analysis employing IBM SPSS AMOS software. The results of the study reveal that organizational innovativeness and organizational leadership has direct and positive impact on CSR and corporate environmental performance. The corporate social responsibility positively influences the corporate environmental performance. The study additionally reveals the moderating effects of organizational geographic location and consumer demand for sustainable products and services, showing their positive influence on the relationship between CSR (corporate resource protection policy) and corporate environmental performance. The insights gained from this research can assist organizations in Pakistan and throughout the world in aligning their practices with sustainability goals, hence enhancing social and environmental well-being.

Project Manager’s leadership styles are responsible for translation of governmentality at the project level and project performance. However, variations in project manager’s leadership style in a certain form of governmentality has received lesser attention. This study considers authoritative governmentality (AG) as an antecedent and centralization in governance structures (CEN) as moderator to understand the variations of transformational and transactional project managers to observe their cumulative impact on project performance. Using quantitative approach, this study collects data through convenient sampling via a questionnaire from engineering and construction project-based organizations in Pakistan. The study uses Partial Least Square Structural Equation Modeling and process tool to test the hypotheses. Later, Artificial Network Approach is used to validate the model and rank the variables. Based on the study results, AG has a positive and significant impact on project performance, when there is an indirect effect of CEN on the mediation of transactional project manager. On the contrary, transformational project managers do impact project performance but overall they are less suitable in the context characterized by AG and CEN. The article extends the existing theorization of the sociological perspective of governance to explicate the importance of synchronization of human-versus-human and human-versus-structure for enhancing project performance.

The purpose of this study is to investigate the impact of Technology Characteristics namely, reconfigurability and customization on Firm Customer Response Capability (CRC). A study conducted among the selected service sector organizations in Pakistan including Higher Education Institutions (HEIs) and Banking/ insurance companies investigates the relationship between technology characteristics and customer response capability. Drawing on data collected from 275 respondents in higher education and 283 from the banking sector, separate regression analyses were conducted to assess the relationship between technology characteristics and CRC. The findings show a strong positive relationship between technology characteristics and customer response capability. The study employed descriptive statistics, correlation analyses, and regression modeling, executed through SPSS, to examine the relationships among variables. The results underscore the critical role of technology characteristics in enhancing CRC in the service sector of Pakistan. Besides contributing to the theoretical literature on the relationship between technology characteristics and customer response capability, the results suggest service sector organizations to implement reconfigurable and customizable technologies which allow employees to tailor the system according to their workflows and specific task needs, leading to improved customer response capability. The findings of current study emphasize the tremendous and unexplored research potential at the intersection of information systems and other study disciplines, such as marketing and management. The findings offer practical implications for managers seeking to develop CRC of the firm by leveraging technology. Future studies could apply this framework across different organizational contexts and adopt diverse sampling approaches to strengthen the generalizability of the results.