CSR Reporting is an essential mechanism for ensuring the transparency and accountability of companies towards sustainability performance. To further promote that sustainable development agenda, CSR-related regulations and policies have emerged worldwide, including in Pakistan. Therefore this study assesses the quality of corporate social responsibility in annual reports issued by firms listed at the Pakistan Stock Exchange. This study has operationalized the Global Reporting Initiative (GRI) principles for examining the quality of CSR disclosures. The paper sample comprised 540 annual reports of 90 financial or non-financial companies from the years 2012 to 2017. Content analysis is performed to look for six quality principles and measures, i.e., balance, comparability, accuracy, clarity, reliability, and timeliness. Results suggested that most Pakistani firms provide precise and on-time information and put less emphasis on the balance of information and comparable information. Moreover, this study also highlighted that organizations should implement the GRI principle for disclosing qualitative CSR report.

Although inclusive climate is an emerging approach in empathetic leadership to enhance workplace outcomes, limited research has shown how empathetic leaders create climate for inclusion. The basic aim of current study was to investigate the role of empathetic leaders to promote a climate for inclusion and to examine the effect on workplace outcomes. Survey method was used to collect data of female teachers from various universities. Data revealed that Empathetic leadership plays a vital role to create an inclusive climate for female teachers to engage at their workplace. Findings supported the research hypothesis and research model and established a connection between empathetic leadership, climate for inclusion and follower workplace engagement.

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.

Although inclusive climate is an emerging approach in empathetic leadership to enhance workplace outcomes, limited research has shown how empathetic leaders create climate for inclusion. The basic aim of current study was to investigate the role of empathetic leaders to promote a climate for inclusion and to examine the effect on workplace outcomes. Survey method was used to collect data of female teachers from various universities. Data revealed that Empathetic leadership plays a vital role to create an inclusive climate for female teachers to engage at their workplace. Findings supported the research hypothesis and research model and established a connection between empathetic leadership, climate for inclusion and follower workplace engagement.

The Brand citizenship behavior (BCB) is relatively a new aspect in marketing literature. Researchers have given a label of BCB to the discretionary behavior that employees’ exhibit for the successful delivery of brand promise. In internal branding, the role of an employee is recognized as critical in delivering the service as promised by the brand. As practitioners and academicians argue that, an employee’s brand-aligned behavior that goes above and beyond the job responsibility can be an asset for the company. So far skills competencies of employees are difficult for competitors to imitate. Drawing on employees brand-aligned behavior to build the strong organizational brand(s) this study conceptualized that, the successful implementation of internal branding doctrine could be strengthened by brand-centered recruitment practice. This study found that fair recruitment process in an organization can build an employees’ deeper understanding of the brand and the role they play would enhanced the brand citizenship behavior.