Social capital and social well-being are important social assets that play a vital role in any society's social and economic development. However, the major objectives of this systematic review are; to conceptualize social capital and social well-being and to identify if there is any relationship between these attributes. For this purpose, 49 studies were summarized from the database. The findings revealed that social capital is a multidimensional concept covering three subtypes: bonding, bridging, and linking capitals. These types are based on trust and reciprocity. Similarly, social well-being is also a multilevel construct that covers social integration, social acceptance, social contribution, social coherence, and social actualization. Literature depicts a meaningful link between social capital and social well-being. However, only five studies in prior literature focused on the relationship between social capital and social well-being. Of these studies, only one study found a relationship between various types of social capital with social well-being. Future researchers should comprehensively integrate these constructs in their theoretical frameworks to fully operationalise the relationship between social capital and social well-being.

Workplace diversity is a broad notion that refers to the individual variances among those who work for a company. Managing diversity in an organization is top management agenda; however, it is ineffectual to get targeted results due to manager’s perception and definition towards the concept of diversity. Middle managers are responsible in translation and implementation of diversity programs therefore their perception about diversity effects implementation and outcomes of Diversity management (DM). Pakistan has been identified homogenous and irrelevant to diversity paradigm. Contrary to that, this study has explored the value and perception of managers about diversity, exclusively responsible for implementation of diversity management practices in MNCs. Researchers introduced this area of study raising two overarching challenges: to develop more context-specific definitions of diversity; to focus on belief and value of managers about diversity effectiveness and difference in gender perception of managers; within multinational corporations. Qualitative research method has been used and eight MNCs Managers mainly handling DM functions, involve in implementation have been interviewed. Findings of study have helped to provide context based definition of diversity and difference in gender perception of managers for effectiveness of diversity and its value for company growth. Human resource managers perceive diversity mainly surface level, as gender.

This study attempts to test the relationship between professional stress tolerance and the productivity of university professors. The evaluation criteria used in this study are 1. Work Stress Questionnaire (JSQ) ofTöres, (1988), 2. Work Resilience Questionnaire (WRQ) of Winwood et al., (2013) and, 3. Work Performance Questionnaire (WPQ) of Koopmans, (2014). The regression analysis has been applied to predict the relationship among the research variables of this study. In addition, the t-test is also used to analyze the gender-based differences and differences in work stress and work resilience of university academicians. The results depicted at female university teachers faced more work stress compared to male university teachers, and male university teachers had a higher mean score regarding work resilience than female university teachers. Furthermore,obtained the results of the research explained that level of flexibility and supposed work efficiency are positively correlated. The significant prognosticator of work performance was occupational stress resilience. However,work performance was not predicted by work stress.