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This research paper focused its aim to investigate the consequences of organizational justice and its components on the job satisfaction of engineering workers working in the three different organizations in same sugar industry. This work further contributed to examine the relationships of distributive, procedural and interactional justice with the satisfactory feelings of electrical workers at manufacturing plants of three different organizations. To find out the fact on this topic, three different organizations manufacturing plants engineering workers are specifically working in electrical department. For data collection, a sample of 100 electrical employees is selected randomly. Structured close ended questionnaire is used to collect the data. After completing the process of data collection SPSS is used for data analysis. The output of analysis confirms that organizational justice and its components have perfect positive relationship with the satisfaction level of engineering workers of electrical department. Furthermore, they have positive linkages with engineering workers work satisfaction. It is expected that, this paper will provide fruitful assistance to scholars for further research on the topic of organizational justice and its significant role for employee's job satisfaction.

With increase in globalization over the time, Diversity is become an important factor in heterogeneous working places. Diversity elements and its consequences on employee satisfaction is an important research topic in research and diverse markets. The purpose of current research paper is to investigate the impact of various diversity elements on satisfaction of employees at working place in Saudi Arabia. This research is taking workforce diversity elements as gender, age, education and ethnicity, and investigates their impact on employee satisfaction. A four hundred Employees of AYTB, a well reputed oil & gas contracting company working in Saudi Arabia, was taken as a sample. Questionnaire developed by (Omkar & Josiah, 2015) is used for data collection by random sampling technique. Software SPSS is used for data analysis. This study confirms the significant positive relationship b/w Gender & Ethnicity and Education with employees' satisfaction towards diversity at working place. In addition, this paper finds no significant role of age for employee satisfaction towards diversity at working place. It is expecting, this research paper plays a vital role for understanding of diversity and its impacts on employee's satisfaction. It is also expecting that this research study will be helpful for companies & managers for managing the diversity & enhancing human resource development and sustaining more employee's satisfaction at working place.

Authoritarian leadership is an important topic in management research. The findings in different previous research are inconsistent. This research aims to explore the role of authoritarian leadership for employee's performance in project line. Based upon goal setting theory, this research wants to find the moderating role of power distance for authoritarian leadership on employee performance and job role clarity. 250 Supervisors and crew leads are taken as

The core aim of this research study is to investigate the consequences of psychological contract on organizational commitment. The context of the study is higher educational Institution International Islamic University Islamabad. Data is collected from 90 faculty members of International Islamic University Islamabad through questionnaire by using the convenience sampling approach. The alpha index is using minimum (0.60) to measure the item reliability. Regression analysis indicates that psychological contract is positively and significantly associated with affective commitment (0.55), continuance commitment (0.74), and the normative commitment (0.69). From the findings, it is concluded that psychological contract is very important for organizational commitment. Higher degree of psychological contract has a result of more organizational commitment. This paper recommended that higher educational institutes should focus on developing a positive and healthy psychological contract with employees. Failure to do so may result in unhealthy psychological contract and can produce negative employee related outcomes.