Work-Life initiatives refer to the organizational policies that helps an employee to create balance between his/her professional and personal life, whereas organizational citizenship behavior (OCB) refers to the voluntary behavior on part of the employee taking on additional responsibilities apart from their usual job descriptions developing a sense of ownership towards their workplace. The primal objective of this study is to explore whether work-life balance initiatives in any way influence organizational citizenship behavior and employees' perception of such initiatives taken by their organizations and if such measures create a sense among workers to go beyond their duties at work. The purpose of this study is to test causal relationship among the studied variable. The primary data from 540 sample size selected through convenience sampling by using survey questionnaire from a number of banking and telecom companies of Pakistan. The data was analyzed through confirmatory factor analysis (CFA) technique and path analysis. The outcomes of the study show that relationship between Work-Life Balance (WLB) and Organization Citizenship Behavior (OCB) is fully mediated by Perceived Organizational Support (POS) which also highlighted the crucial role of Perceived Organizational Support (POS). The results of the study indicate that work-life balance practices have no direct effect on organizational citizenship behavior, while perceived organizational support shows full mediation between WLB and OCB and this suggest to the Work-Life Balance (WLB) practitioners that providing work-life balance options are not enough to get desirable results but the fairness and availability of such options across the organization are mandatory to achieve Organization Citizenship Behaviour (OCB).

This research intends to explore the existence and concept of glass ceiling in Pakistan .As it is widely cited that glass ceiling refers to the position one wants to achieve and is reachable yet he/she is deprived of that position due to some discriminatory effect. Generally the deprived are the obvious minorities and most certainly the women of society in context with the corporate world. But the emerging role of women as companies CEOs, policy makers and department heads of various companies in Pakistan motivates this study to find whether it is really gender discrimination being tagged as glass ceiling in Pakistan or is it mere perception leading us away from actual facts.

Purpose:- Declining work performance is a matter of grave concern for organizations and they make concerted efforts to assess the reasons underlying these loopholes. This research integrates and puts together proofs from the field of psychology and organizational behavior backed by strong neurocognitive evidence while studying the profound effects of sleep deprivation on the performance of working mothers in the educational sector of Pakistan. This research suggests that stress at the workplace partially mediates the negative correlation of sleep deprivation and employee performance. Methodology/Sample:- Personal survey technique has been applied here as a method of data collection and questionnaire has used as an instrument to collect the data. The sample has been taken from working mothers who are teaching and giving their services in different organizations of educational sector of Pakistan. Findings:- Based on the findings and hypothesis results it can be concluded that the given negative relationship between sleep deprivation and employee performance is partially mediated by stress at workplace. Practical Implications:- The results and contribution of present research can be of great importance to the management of all educational sectors operating in Pakistan including schools, colleges and universities. The findings and suggestions of this research could provide them with necessary data to address and resolve the issue related to performance of working mothers who are sleep-deprived, due to which they are experiencing stress at workplace, and are deviating from the desired norms of an organization.

No abstract

No abstract