The purpose of this study is to elaborate the role of psychological empowerment in committing employees with organization. This study tested the effect of dimensions of psychological empowerment on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. Results showed the significant effect of all dimensions of psychological empowerment (meaning, competence, self determination and impact) on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of psychological empowerment in committing the employees with the organization.

This study aims to elaborate the role of job satisfaction in committing employees with organization. This study tested the effect of both components of job satisfaction (intrinsic and extrinsic) on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. The study has used descriptive statistics (mean and standard deviation) to identify sample characteristics and inferential statistics (multiple linear regression) to find out the relationship between variables. Results showed the significant and positive effect of both components of job satisfaction on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of job satisfaction in committing the employees with the organization.

The knowledge of modern economics has evolved over centuries with its roots dependent on usury. The modern literature witnesses the hazards of usury that world economies are facing. As Islam is a complete code of life with guidance for mankind in all spheres of life, this study integrated the directives of Islam with the basic knowledge of Gross National Product (GNP) that is a fundamental economical percept. The study utilized the primary and secondary sources of Islamic knowledge and also of Christianity. The study found that the existing formula of GNP is an amalgamation of both legal and illegal determinants as per Islam. It contributed the both the alternate Islamic formula for GNP tested in the ancient Islamic regimes and an optimized version of the existing formula of GNP purified from usury and forbidden concept as per Islam.

The article aims at investigating the mediating role of employee motivation between perceived organizational support and job satisfaction. To fulfill the objective of the research data was collected from pharmaceutical sector of Lahore, Pakistan through questionnaire. Cronbach alpha was used to measure the reliability of the questionnaire by using SPSS-20. Regression analysis and soble test was used to measure the mediation between perceived organizational support and job satisfaction. The results indicate employees' motivation fully mediates the relationship between perceived organizational support and job satisfaction. This study is helpful for the concerned authorities for future policy making in order to motivate and satisfy the employees. Furthermore, perceived organizational support is the major factor to be focused by the organizations to motivate or increase the level of satisfaction of the employees.

Career in service industry is emotional labor intensive, which turns performance of the employees into undesired status who are not emotionally intelligent. To put light on this issue the present study scrutinizes the significant contributor from four dimensions of emotional intelligence to three dimensions of job performance individually as well jointly. Data gathered from 292 bankers through instrument adopted from literature, regression results revealed that self emotional appraisal, others emotional appraisal, regulation of emotions and use of emotions significantly contribute task performance, counterproductive work behaviors and organizational citizenship behaviors individually as well as jointly. The use of emotions remained significant when included with other dimensions of emotional intelligence in the hierarchical regressions model after controlling for age and gender, whereas regulation of emotions lost its significance. In organizational citizenship behaviors maximum variation was observed due to emotional intelligence's dimensions as compare to the other dimensions of job performance. Banks' management could use these findings for recruitment, training and promotions of employees. Limitations and future suggestions are presented in later part.