A very important aspect of HRD research is Workplace Learning (WPL). WPL is very important considering its role in the development of skills and abilities of employees. Since employees are a crucial asset for organizations to achieve competitive advantage. Therefore, organizations must ensure continuous learning of their employees. This research was aimed at the investigation of the antecedent role of Psychological Empowerment (PE) for WPL. Using a quantitative approach, primary data was collected from 241 employees of 153 SMEs in Pakistan. Data was analyzed through Structural Equation Modeling (SEM) by using PLS-SEM. The results of the study indicated that PE did play the role of an antecedent of WPL. Furthermore, Informal learning appeared as the most important form of WPL, followed by incidental and formal learning in SMEs in Pakistan. Keywords: Psychological empowerment; self-efficacy; workplace learning; self-determination; PLS-SEM.

Microfinance has become the main tool of poverty alleviation in the 21st century. The microfinance program in different countries has different lending approaches. The most common in the world is group lending and individual lending. Each lending procedure has its own merits and demerits. The present research is about the evaluation of the mediating role of group lending between microfinance and poverty. In this regard, the study was carried out in district Chitral. The data was collected from two local support organizations using a structured questionnaire. For the purpose of analysis structural equation modeling was used and Smart PLS was used as an analysis tool. The finding of the results shows that the group leaders have a positive role in mediating the relationship between microfinance and poverty and in reducing the moral hazards and proper utilization of funds.

Workforce productivity had been affected by many different factors in organisations around the globe. There have been many instances in different organisations workforce that has affected their productivity level. Current research looks into the management practices and the ability of employees working in the telecommunication sector of the UK for analysing their linkage with workforce productivity. The use of different management practices has been directly linked with workforce productivity in the telecommunication sector of the UK. The current study uses quantitative primary measures for collecting and analysing the research data. The developed results of the research support all the developed hypotheses of the research that were established to measure the direct impact of employee ability and management practices of the telecommunication sector on workforce productivity. The collected data was analysed through the use of statistical measures of descriptive analysis, regression analysis, and correlation analysis. The developed research results accept the alternate hypotheses developed in the research body.

The study aims to investigate the relationship between perceived interactional justice and mass exodus of employees or employee’s turnover intentions in the employees of private sector SMEs of Pakistan, while considering the mediating impact role of human dignity/self-interest of employees. Deductive research approach with quantitative methodology is used for conducting this study and responses from 50 employees working in 10 different SMEs located in twin-cities Rawalpindi and Islamabad were obtained through pre-structured questionnaires. Multiple regression and inter-variable correlation analysis were applied for evaluating the relationship between the given variables of the study. SPSS data analysis tool is used for the statistical evaluation of responses obtained from the participants of the study, which are then interpreted and explained under each relevant section. The findings of this study fully supported the conceptual framework by accepting all the three hypothesis of the study. Finally, the researcher has identified certain limitations related to the given evaluation and also provided explanations regarding the possible future implications of the given study, so that the future researcher can use this study as an effective pool of knowledge before starting their respective studies.

This paper is unique foe being among the few research studies that investigated the impact of distributive justice on employee’s performance considering the mediating aspect of economic benefits or career incentives. For this study, 120 call center employees were randomly selected as the participants of this study however, only 112 responses were assumed reliable and trustworthy for further investigation. For the selection of the participants 10 call centers were selected randomly that are operating in the twin – cities (RWP-ISB) of Pakistan. Various analysis including Hierarchical regression, descriptiveand correlation analysis were employed for the investigation of data and for hypothesis testing. Upon the evaluation of the overall findings of this study, A strong positive correlation is discovered between distributive justice and employee’s performance. Furthermore, a mediating role of economic benefits or career incentives have been discovered on the relationship between distributive justice and employee’s performance. For future research, it is suggested that the researchers should take into account both the organizational features and individual characteristics to get an insight to the the influence of career incentives over performance of employees in an organization. In this regard, an organization should implement a tremendously competitive and effective compensation plan and an attractive remuneration package and some additional employee’s incentivesprograms in proximity with the supreme procedures of distributive justice to accomplish long term and consistent sustainability to get desired level of performance.

Organizational justice has the potential to work in order to extract benefits for organizations and employees alike. If it implemented in full spirit will eventually improve commitment level improved job performance, more helpful citizenship behaviors, improved customer satisfaction, and diminished conflict. We demonstrate the management of organizational justice with some suggestions for building fairness into widely used managerial activities. These include hiring, performance appraisal, reward systems, conflict management, and downsizing.

The study is aimed to investigate the impact of organizational justice over the organizational commitment and turnover intention perceived by the employees regarding their jobs in the Allied Bank of Peshawar region. A total of 180 employees selected from different hierarchical levels of Bank responded to the questionnaires used for the evaluation of this study. The collected data is analysed with the help of the SPSS 22.0 version, which provided the descriptive statistical analysis that further reveal means of employee’s Organizational Justice with two dimension Distributive Justice and Procedural Justice of organizational commitment and turnover, i.e. reported as close to 3.0. Reliability of the study is considered as adequate because the Cronbach Alpha values were reported considerably above than the predetermined threshold of 0.70 for all the four variables of the study. Multiple regression analysis, factor analysis were also conducted to test the hypotheses of the study and as a result, it was evaluated that the two dimensions of the organizational justice, i.e. distributive and procedural have significant positive impact over the employee’s job commitment and reduction in turnover of employees to other banks or other organizations. The study will help the decision makers and especially the HR executives in obtaining some better understanding of the relationship of two variables with organizational justice, so that they can formulate certain suitable strategies for the employees and organization as a whole, which in turns lead to higher level of satisfaction among employees and improve their performance as a whole. A number of limitations of this study and recommendations for the future researchers are also discussed at the end of the study.

The purpose of this study was to identify the relationship between emotional intelligence (EI) and leader-member exchange (LMX) and organizational justice (OJ) in a public sector organization. PIA was the case study of the following research and therefore data was collected from certain selected employees in PIA, while the findings of this study was generalized over the entire employee base of PIA and also over the other public sector organizations of the country. The design of the research is quantitative and the data collection method is primary. A pre-structured questionnaire was used to collect data from 391 employees of PIA. The sample size was identified based on Slovin’s formula for sample size calculation. Several statistical techniques such as reliability, correlation, and partial least square method analysis were applied to identify the relationship between the variables. The researcher has also conducted a detailed discussion over the findings of this study, while comparing it with the evaluations carried out by past studies regarding the subject matter under consideration. The findings of the study indicate that a positive relationship exists between EI and LMX as well as between EI and OJ.