The effect of goal orientation on training motivation and training outcomes is measured from a sample of 216 employees. The empirical evidence confirms that state goal orientation is a three dimensional construct (performance, learning and refusal) and it predicts training motivation and training outcomes. It establishes that training programs in organizations have learning and less explored "non-learning" outcomes. And training motivation mediates the relationship between goal orientation and both outcomes. Implications of these new insights for academicians and practitioners are discussed.

The study aims to analyze the existence of sustainability performance in the hospitality industry in Pakistan. The study explores sustainability performance and its implementation under the cleaner production objectives from HR practitioners’ viewpoint focusing on environmental management. The study employed a qualitative method whereby semi-structured, face-to-face interviews were conducted with the HR department officials from six hotels in Islamabad, Pakistan. The thematic analysis was applied for the result. A conceptual model was proposed on five main themes: point of view based on the awareness and attitude of sustainability, significance of sustainability, issues and challenges, technological support of sustainability and acceptance of legal compliance as contributing factors for a sustainable hotel. The study is novel and has contributed to the existing body of knowledge by developing a five factor sustainability adoption model for the hotel industry which further supplements the theoretical and managerial implications for the practitioners.

The rationale of the research is to investigate the importance of organizational culture in a Dynamic era of 21st century where only those organizations remain triumphant who transform change in their business. Whenever organization focused on change they encounter intense resistant from their employees as well as for conceptualizing of organization, culture conceived either as a variable or as a root metaphor. Philosophical stance of research was based on positivism and follows more deductive approach for this study. Cross sectional data of ten private sector organizations of Peshawar region were chosen. The findings of the study were moderately interesting in terms of change management with the important role of leadership found insignificant p> 0.051 and but shows weak relevance. However the results of organizational culture and change management were found significant P< 0.01 at 1% level of significance. Recommendation portion of the study suggest us that for the success of an organization culture play pivotal role in the dynamic parameters of change. On the other hand the role of empowerment played significant role for producing better organizational culture. Keywords: Organizational Culture, Organizational change, Leadership, Empowerment.

Based on emotional labor theory, this cross-sectional quantitative study examines the relationship between the emotional intelligence, emotional labor, counterproductive work behavior (CWB) and organization citizenship behavior (OCB). Data collected from 315 hospital employees through questionnaire. Data was analyzed through PLS-SEM. Findings indicated a statistically significance relationship between the emotional intelligence and emotional labor as well as organization citizenship behavior and counterproductive work behavior. The research highlights the importance of emotional intelligence skills for the favorable working outcomes. It is recommended for the organizations to understand how employees engage in emotional labor strategies (deep acting and surface acting) with both clients and organizational members (insiders) in order to avoid CWB and exhibit OCB. Keywords: Emotional Intelligence, Emotional Labor, Deep Acting, Surface Acting, Counterproductive Work Behavior, Organization Citizenship Behavior.