There is severe competition among educational institutions in Pakistan's public and private sectors as a result of the country's more dynamic educational environment. Using a descriptive methodology, we investigated the function of situational leaders and examined how the situational leadership style is relevant in Pakistan. We have concluded that educators place a high value on situational leadership because it allows the leader to adjust to the demands of the situation or environment. Situational leaders work and apply strategies in line with the demands of the situation, and they also help create new strategies that are appropriate for the circumstance. However, the most important element of the situational leadership approach is the capacity to adjust and be flexible in a particular scenario. Leadership in a given situation ought to be more able to adapt to both internal and external environmental variables. A leader must establish this equilibrium skillfully and successfully. A leader's ability to adjust to the current situation or scenario and meet the requirements of the team or the situation, rather than their skills, is the basis of this situational leadership style. These situational leaders need to be very adaptable.

Product quality is a major business dilemma in Pakistan. Organizations are dependent on Organization Development (OD) interventions to help them enhance their product quality to sustain in the global market. OD is a systematic organizational change process. The models of OD are helpful in designing state-of-the-art production systems to achieve the quality defined by customers. The current mixed methods explanatory sequential research study has tested a mediated model and investigated the impact of three structural

Employee Work Behaviour (EWB) is a critical aspect of organizational culture that has a substantial impact on productivity and performance. Employees are expected to behave positively at work in order to build and maintain a healthy corporate culture. Employee benefit programs are implemented by companies to increase employee commitment and performance. Employee Commitment (EC) is another important cultural attribute of a high-performing workplace. The impact of the Employee Old-Age Benefit Institute (EOBI) (Old Age Pension) on EWB was investigated, as well as the involvement of EC as a mediating factor. A quantitative research approach was used to assess the impact of EOBI (Old-Age Pension) on EWB. All EOBI-registered business units in Lahore, Pakistan, make up the population. The list of business units was provided by the EOBI office in Lahore, Pakistan. We chose a sample of 145 units from a sampling frame of five hundred using a basic random sampling approach. The study's findings demonstrate a positive and substantial relationship between EOBI (Old Age Pension) and EWB, as well as a positive and significant relationship between EC and EWB. The EC partially mediates the relationship between EOBI (Old Age Pension) and EWB. employee benefit programmes are suggested as a way to improve job performance and dedication, according to the study's findings.

This study aims to extend the literature on workplace bullying and its impact on knowledge hiding directly and through the mediation of emotional exhaustion and psychological empowerment as a moderator after collecting data from 600 nursing staff working in public and private hospitals in Pakistan. The results revealed the negative impact of workplace bullying (WB) on knowledge sharing directly and partially with the mediation of emotional exhaustion (EE). However, the impact is reduced through the moderating effect of psychological empowerment (PE). The finding of our study has several implications for healthcare institutions or academic leaders and policymakers of organizations.