This paper aims to examine the impact of organizational factors and verify mediating role of conflict management effectiveness on perceived performance of registered construction companies in Pakistan. The study adopts a survey research design using a well-structured questionnaire of 450 employees from construction companies located in Lahore and Karachi. The construction industry is characterized by performance setbacks for decades. Descriptive statistics and mediation analysis were employed to analyze the conceptual model. The research paper concludes that distortions in reduced workforce productivity and relationship conflicts should be overcome by capable professional & administrative services. The analysis depicts that socio-economic and political factors play a significant role to maintain the quality in local construction industry. The findings reveal that performance of construction companies is significantly related to internal factors i.e. workforce productivity, decentralization, perceived organizational politics and relationship conflict. The study provides guidelines to organizational decision-makers and government policy-makers for public reforms in infrastructure to improve their output. The present study was undertaken to provide new horizons and advance understanding on organizational performance (OP) of construction companies in Pakistan. The most significant part of this study is the comprehensive five-factor organizational performance model designed to test mediation among variables using partial least square structural equation modelling (SEM).

Employee loyalty is a value addition concept in the overall organizational success. The main purpose of this research study is to identify the impact of core attributes of organizations on employee loyalty and their predictability power for the concept particularly in telecommunication sector in Pakistan. This is a correlational study conducted to investigate the relationships. Data were collected using a survey questionnaire validated under a pilot study. Initially 250 questionnaires were distributed among employees and valid responses of 190 questionnaires were analysed. Found that job involvement, perceived organizational support, employee engagement and distributive justice have positively significant impact on employee loyalty. Due consideration is required for the factors like distributive justice and perceived organizational support to focus on more amicable work environment and promote the supportive mechanisms for employees to work and excel. The main predictors of employee loyalty connote a healthy working environment reflecting the organizational efforts for creating a social impact. Employees would gain special attention in terms of the factors being addressed in this study. The research focuses on the growing importance and demand for crystallizing the concept of employee loyalty.

This research paper aims at providing a robust understanding about the managerial competencies in both public and private firms. At present, the competency management is widely recognized horizon in developed and developing countries. The paper attempts to explore how managers try to resolve the grievances at their workplaces. This exploratory study is qualitative in nature and data were gathered by conducting twelve semistructured interviews with public and private managerial employees. The current research extensively focuses on exclusive competencies utilized by managers of public-private setups. Both the organizational learning theory and competency management frameworks helped to shape the managerial competencies. This study included work-oriented experiences and subjective perspectives of managers and the working styles were also identified. Drawing on the lens of organizational learning and competencies, peculiar informal practices and strategies were established and managed for effective management. The insightful research findings provide great debate that managers are encountered with many performance issues and they apply multiple competencies like planning & monitoring work, judgment ability, influence, communication, teamwork and integrity & self-awareness which significantly redress the employee impediments, performance pitfalls and organizational predicament. These competencies motivate the managers to perform well; ultimately they contribute in uplifting the organizational image from deterioration. The organizational learning theory has great contribution and it plays a vital role for establishing the manager-competences. The managers collectively need a more interactive approach and clear vision. It is noteworthy here that further research calls emerge for more explanatory mechanism based on subjective perceptions which produce a distinctive combination of factors which may influence and diversify the employee competencies.

Due to increased trend in job transitions, prospects of occupation these days are difficult to predict. Therefore, workers need to develop differentiated set of skills and competences to be able to adapt to a variety of available occupations. The volatility in employability due to ever changing technologies, business environments and models need to focus on becoming lifelong learners not only to maintain their employability but to create more opportunities for themselves. This situation has affected work like of people in a way that the careers no more belong to the organizations but to individual. According to the literature on boundaryless careers, there are three types of variables that can be used to predict career success. Combinations of these three variables are generally referred to as career competencies. Theoretical research reveals that 'understanding why, ‘whom,' and 'how' are the three most important indicators of career success. The findings demonstrate that proactive career behaviors are predicted by future work self and identity resolution. Future work self has a significant positive impact on employment status and, as a result, can lead to future employment success. The findings also revealed that future work self predicts career planning the most. Career consultation is the second most reliable indicator of future employment. Future work self can also forecast proactive skill improvement and proactive career consulting. The study showed results that identity resolution predicts career planning the most. Identity resolution also predicts proactive skill development, career consultation and proactive career networking.

The corporate social responsibility and corporate social performance tend to increase the productivity and the customer satisfaction by reducing the overall cost. The respondents who buy and use cars give due importance to the factors such as the labour practices, product quality and services and the findings depict that CSR not only increases the overall performance but also influences the customer satisfaction. The corporate social performance and customer satisfaction is affected by CSR in car industry settings in Pakistan. The main purpose is to identify the impact of corporate social responsibility on consumer satisfaction and perceived value for automobile users. Multi-item scale was adapted to find out that how the perceived value and satisfaction of customers is driven by the factors of CSR. The primary data in form of survey questionnaires were collected from 292 car users and buyers from various areas in Lahore, Pakistan on the basis of simple random sampling. The study reveals a significant and positive relationship between customer satisfaction and perceived values but there is no significant relationship exists among the corporate social responsibility and customer satisfaction. This research study enlightens the areas in which the corporate social responsibility may pay off by doing better. The policy makers and car manufacturers may be benefited through implementing such categories for improving social performance and service quality. Some longitudinal designs and comparative analysis with some other sectors may be used in order to increase the external validity of results.