This research aims to investigate the moderating effect of employee engagement on the association between learning organization practices and employees' subjective performance in Pakistan's energy sector. Seven elements of Learning organization practices and employee perceptions of their success in developing financial markets are the focus of this research. We have selected a sample of 550 professionals through questionnaires. The snowball sampling technique was used to reach the maximum number of employees, because it assumed that the creativity of an economy depends upon the innovativeness of an organization’s employees. Out of 550, we received only 330 useable questionnaires for data analysis with a response rate of 78% in person and online resources. There are also utilized Pearson correlation and direct regression analysis to measure the relationship among variables. The impact of learning organizations on the subjective performance of employees is found positive and highly significant in the energy sector of Pakistan. Likewise, the moderating role of employees’ engagement is also noted as remarkable in the above relationship. The study recommends that all seven dimensions of learning organization practices should be considered by the management of financial firms to enhance the subjective performance of the employees in the energy sector of Pakistan. Employees’ engagement can accelerate the development of the energy sector. The above-mentioned aspect of financial firms and institutions of the developed countries, whereas the developing countries are relatively less explored on the topic. It is worthwhile to explore this relationship for the energy sector of Pakistan.

Purpose: The objective of this study is to explore the relationship between learning organization practices and subjective performance of employees moderated by employee engagement in in emerging financial markets of Malaysia, Pakistan, and Indonesia. There are identified continuous learning, collaboration and team learning, system to capture learning, empower employees, the connection to organization, strategic leadership, inquiry and dialogue as seven dimensions of learning organization practices. All of them affect more or less the subjective performance of employees in any organization. Research Design: We select the sample of 230 people working in different departments of Islamic Financial Institutions (IFIs) of developing countries; Malaysia, Pakistan, and Indonesia. Data is collected from the concerned organizations. Findings: On empirical basis, the relationship is found highly significant, learning organization is affecting subjective performance of employees with maximum coefficient of β=.681, which means an increase in learning organization practices will affect subjective performance of employees positively in emerging Islamic financial markets of Malaysia, Pakistan, and Indonesia. Practical implications: The study recommends that learning organization practices should be considered to increase the subjective performance of the employees in IFIs of developing countries. Originality/ value: An association between learning organization practices and subjective performance is explored with major concentration on conventional institutions of the developed countries, whereas this study explores the impact of learning organization practices on subjective performance of employees in the case of Islamic financial institutions (IFIs) of developing countries.

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