This study represents the first‐ever attempt to explore the feasibility of region‐specific application of the theory of generations in the context of Pakistan. Building upon the Schuman and Scott's (1989) historical method of identification of the predominant events from the coming‐of‐age era of various age groups through the study of the collective memories of various age groups, in this study, primarily, a qualitative methodology was deployed across three (3) focus group discussions involving 50 academicians and industrial experts to ascertain the presence or otherwise of distinct workplace generations of Pakistan. The discussions were centred on participant's recollection of the socio‐economic, political and technologically significant events that happened during their coming‐of‐age era and the way it impacted the formation of unique characteristics of each generation. These events thus served as the generational pointers which led to the indication towards the presence of three distinct Pakistani generational cohorts as Pakistani Baby Boomer Generation, Pakistani Generation X, and Pakistani Millennials/Generation Y who are currently comprising the workforce of Punjab, which is the second‐largest and most developed province of the country. In the second paper of this series, it is anticipated that a larger quantitative investigation may well open the pathway to the generalization of these findings in support of the context‐specific application of the theory of generations. The generational profiling emanating from this study has strong implications for the HR practitioners concerning the design of generationally tailored HR policies such that the generational differences are mitigated through various diversity and inclusion initiatives.

295for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual's physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

The current study aims to sociologically categorize the generations of the Pakistani workforce. For this purpose, similar to Schuman and Scott (1989)’s research methodology of identifying generations on the basis of their collective memories of formative events, the current study deploys a quantitative research design. Particularly, this is done by incorporating the socio-economic, political, and technologically significant events (SPTSE) into a questionnaire survey. These events have already been identified as generational pointers of the three Pakistani generations by Shaikh, Jamal, and Iqbal (2021). The Chi-Square results of the current research verify that the Pakistani Baby Boomers (Born during 1942-1961), Pakistani Generation X (Born during 1962-1981), and Pakistani Millennials / Generation Y (Born during 1982-2001) differ in recollecting certain SPTSE which they encountered during their coming-of-age years. Hence, having lived a particular set of formative eras, their generational characteristics, particularly with regard to their attitudes, values, and behaviors, are influenced, which are different and unique from that of the Western generations. This way, the generational pointers serve as a basis for the classification of the three Pakistani generations, and so prove the Asian context-specific application of the theory of generations.

IntroductionThis study aims to elucidate the employers' perspectives on the key generic employability skills which would enable them to seek graduate jobs and will ensure their professional wellbeing once they enter the job market after acquiring a University degree.MethodsIn order to pursue this objective, an exploratory qualitative inquiry was deployed which involved two panel-based discussions. The respondents of each panel discussion were invited through the platforms of the Bahawalpur Chamber of Commerce and Industry (BCCI), and the Chamber of Commerce Rahim Yar Khan. These respondents represented Pharmaceuticals, Agrichemical manufacturers (fertilizers, pesticides), Livestock, Cotton, textiles, and apparel industry which are the main industries in Southern Punjab, Pakistan.Results and discussionFor the purpose of analysis, a thematic analysis was done in the context of grounded theory. Resultantly, the findings of the study reveal an employers' perspective on 10 key generic employability skills as must-have for a Pakistani Millennial graduate including various soft and hard skills, such as-Emotional Intelligence, Flexibility and Adaptability, Multitasking, Computer Literacy and Digital Skills, Information Literacy and Data Analytics, Oral and Written Communication in English and Urdu, Critical Thinking, Positive Politics, Work Ethics and Professionalism, and Commercial awareness. Hence, the study produces implications for the employability stakeholders, including government and academia for a much needed shift from a mere subject-based curriculum to a skill-oriented curriculum and training in the Universities, particularly in the region of Southern Punjab, and all across Pakistan as well.