The study is based on validating and exploring the effects of a mega project plan (CPEC) on infrastructure development and Sustainable Project Management. The CPEC has great importance to infrastructure development and economy-boosting. The current study's primary aim is to deal with environmental protection, economic boost up, international relations influencing to the Project's success. The paper also addressed project management as a moderator between environmental protection, economic boost up, international relations, and the CPEC project's success. The primary data has been gathered by using questionnaires, and PLS-SEM has been employed for the analysis. The results revealed that environmental protection, economy boost up, and international relations have a positive association with the success of CPEC. The outcomes also exposed that project management moderating among the nexus of economy boosts up the international relations and success of CPEC. The present study results guided how Pakistan and China make the CPEC project stronger with the efficient implementation of practices required for protecting the environment, with the economic growth and boost up, and good strong relations with foreign countries. This study was an attempt to validate the different factors to check their association with each other in a new environment, resulting in a leading edge for the success of mega projects that influence project management.

Despite broad examination of predictors for turnover and turnover intentions, most studies have concentrated on attitudinal and behavioral facets of individual employee. Although the literature on work-family conflict and turnover intention is quite extensive, previous research has not examined the resource gains and social support as moderators by relating these with work-family conflict and turnover intentions. The aim of this study is to examine the effects of work-family conflict and family-work conflict on turnover intentions by considering family supportive supervisor behavior as a moderator. Hypothesizes of this research is that the perceived family supportive supervisor behavior moderates the relationship between work-family and family-work conflict on turnover intentions. Sample data is collected from 250 respondent doctors working in the hospitals of two major cities in Pakistan which lack in supervisor support and where tough schedules are followed. Demographic variables and correlation analysis was conducted to identify work-family conflict, family-work conflict and turnover intentions. Multiple regression analysis was applied to empirically test the proposed hypotheses and process macro test run for moderation. Reliability of each part of instrument was calculated which was in acceptable range. Experimental analysis of the research verifies the hypothesis that there is a buffering effect of family supportive supervisor behavior on the relationship of work-family and family-work conflict regarding turnover intentions. To illustrate the proposed framework, theoretical and practical implications are discussed in detail.

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Based on the leadership literature, this study investigates how paternalistic leadership (PL) and polychronicity (PC) affect the life satisfaction (LS) of nurses, specifically in public hospitals. Moreover, the mediating role of work-family conflict (WFC) and family-work conflict (FWC) is also assessed the relationships among PL, PC, and LS. The cross-sectional study design is used in this study due to its cost benefits and the convenience of data collection at a single point in time. A survey questionnaire is used to collect data from 226 nurses, and the Partial least squares structural equation modeling (PLS-SEM) technique is used to investigate the proposed model. The findings of this study confirmed that PL and PC have a positive relationship with LS. Furthermore, WFC partially mediated the relationships among PL, PC, and LS. In addition, FWC partially mediated the relationship between PL and LS; the role of FWC in mediating the relationship between PC and LS has been found to be insignificant. Employees with high PC and those whose supervisors show PL behavior become more satisfied with their lives and have relatively low WFC and FWC. In addition, the theoretical and practical implications have also been discussed.