Considering the worldwide evolutionary stage of Industry 4.0, this study wants to fill in a lack of information and decision-making, trying to answer a question about the level of preparation of Romanian Small and Medium-sized Enterprises (SMEs) regarding the implementation of the new technology. The main purpose of this article is to identify the opinions and perceptions of SME managers in Romania on the drivers and barriers of implementing Industry 4.0 technology for business development. The research method used in the study was analyzed by sampling using the questionnaire as a data collection tool. It includes closed questions, measured with a nominal and orderly scale. 176 managers provided complete and useful answers to this research. The collected data were analyzed with the Statistical Package for the Social Sciences (SPSS) package using frequency tables, contingency tables, and main component analysis. Major contributions from research have highlighted the fact that Romania is in a full transition process from industry 2.0 to industry 4.0. There was also a high level of knowledge of the new Industry 4.0 technology, and a desire to implement it in the Romanian SMEs, as well as the low level of resources needed to implement it.

In the era of industrial revelation 4.0 (IR 4.0), sustainability has been a serious challenge of contemporary small and medium enterprises (SMEs). Using Natural Resource-Based-View (NRBV), the current paper examines the moderated mediation model of the role of information access in the sustainability of SMEs, through the mediating role of access to resource and innovation capability in the relationship between information access and sustainability, and the moderating role of management commitment in the relationship between innovation capability and SME sustainability. This paper gathered data from 222 SMEs in Pakistan. The study used a purposive sampling technique to distribute the survey questionnaire. Smart-PLS software was used to analyze the data. The study finding indicates that access to information affects both sustainability and innovation capability. Moreover, access to resources affects innovation capability, though it did not affect SME sustainability. Furthermore, innovation capability mediates the relationship between access to resources, access to information, and SME sustainability. Additionally, management commitment moderates the relationship between access to information and innovation capability; however, it does not moderate the relationship between access to resources and innovation capability. Practical, theoretical, and methodological implications are discussed in the study.

Project delays are a large and prevalent problem in the Gilgit-Baltistan construction industry, and delays can distinctly affect project duration, budget, and also community needs. The purpose of this study is to highlight and rank delaying factors in the Annual Development Programme public sector building infrastructure projects and examine them through a relative importance index. A total of 52 delaying factors were identified through a detailed literature review and categorized into eight major groups, and a pilot study with 16 experienced construction experts was conducted. A questionnaire survey was conducted to collect the importance of each factor from public construction experts. In total, 102 respondents participated in the survey. The study determined that difficulties in financing projects by contractors, delays in progress payments, dispute on land usage, improper project feasibility studies, award project to the lowest bid price, extreme weather conditions, inadequate contractor experience, and insufficient data collection and survey before design were among the top eight critical delaying factors. In addition, Spearman's rank correlation tests revealed that there was no difference in perception between owners and contractors. A comparison of the top five delay factors was done with eight preferred construction industries in Asia to validate the results of this study. The findings are likely to be a solid contribution to the Gilgit-Baltistan construction industry in mitigating future construction delays.

This paper explores some basic facts about one of the very important aspect of HRM that is Compensation Management and how it affects the job satisfaction and employee retention in banking sector of Pakistan. This paper seeks to add some contribution towards the compensation management in the banking sector of Pakistan. Researchers have analyzed the success factors of one of the leading bank of Pakistan as a case study in current research in order to explore the leading satisfactory factors, issues and challenges regarding compensation policy of the case study bank. A sample of 450 employees of case study bank has been selected for current research using questionnaire and in depth interviews as leading technique of data collection. Research 90 www.macrothink.org/ijhrs reveals the changing trend of employees from financial rewards to non financial rewards as well. Along with various success factors by which bank retains its employees, results have shown that work overload, lack of practical approach towards training and seniority oriented incentive plans are some of the major issues which need immediate attention by the administration.

The purpose of this study is to investigate whether the intelligence quotient (IQ) of employees is associated with their job satisfaction and performance. The moderating effect of personality type has also been explored. Drawing on trait theory, a conceptual model has been developed, which links personality dimensions to job performance through satisfaction. Primary data were collected from 378 respondents from 10 Universities situated in Lahore, Pakistan, for empirically testing our model. Findings reveal that IQ is a predictor of employee's job performance and job satisfaction. Moreover, this relationship is also moderated by the personality type (A/B) of the respondents. The study outcomes will be helpful for the management of the institutions to frame policy guidelines for hiring employees and have more informed decisions in terms of personality types and IQ of employees.