The main objective of this study was to ascertain the impact of job clarity on nurses’ job satisfaction in the public hospitals of Sindh province of Pakistan. The results presented a valid and reliable measurement model so that a structural model could be built upon it for testing research hypotheses. Results indicate that job clarity has an insignificant impact on job satisfaction among nurses in Pakistan. Moreover, the fairness perception does not moderate; rather, it is found to be a strong predictor of nurses’ job satisfaction. In other words, people have a lack of clarity about tasks, roles, and responsibilities, often end up affecting their outcomes. Therefore, it is recommended to strengthen the element of fairness in jobs to boost job satisfaction. HR policies and general policy makers in the organization have a greater role in this regards to ensure that the work and task are divided on fair grounds and so the rewards.

To compete with the market challenges, organizations including the banking organizations are concerned to enhance their organizational performance. Considering this phenomenon, this study proposes the conceptual framework representing the organizational factors namely, strategic orientation, organizational culture and organizational commitment influencing the organizational performance. Overall, five research propositions have been framed grounded on the relevant review of the pertinent literature and focused on the vision and current situation of the banking sector of Pakistan. This study also attempted to highlight the crucial role of strategic orientation and organizational culture that work as important organizational factors in implementing the organizational strategies and influence the organizational commitment, ultimately enhances the organizational performance. The proposed framework is underpinned by the resource-based view and social exchange theory. In addition, this study provides a better understanding of the underlying concepts and offer very useful insights for further research in

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In this paper, we examine how servant leadership and psychological safety may enlighten our understanding of human mechanisms that affect follower outcomes. Servant leadership style as penned by Robert Greenleaf that servant leaders guide followers to adopt the behavior of their leaders by putting others needs above their own. From emerging research on servant leadership, we proposed a model contending that servant leaders increase employees’ psychological safety that organization is a safe place to speak up ideas, opinions and take decisions, which directly influences Employees’ turnover intention. As proposed, servant leadership will be negatively related to Employees’ turnover intention and positively related to psychological safety. Psychological safety will mediate the relationship between servant leadership and turnover intention.