2 indicators of MSEs who owners have been given training against those whose owners have never been given any kind of training. In order to conduct study survey research has been conducted and a sample of 384 MSEs was selected on simple random basis. The findings revealed that all the performance indicators including sales increase, income increase, assets increase, employment increase, and meeting household expenses have shown a significant difference among the two groups. The findings of the study are very important for the policy makers and the people who are involved in microfinance industry.

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The success of an organization’s environmental sustainability objectives is contingent on the environmental behavior of its personnel. The present study was conducted to observe how the green human resource management (GHRM) practice improves environmental performance (EP) through psychological green climate (PGC) and pro-environmental behavior (PEB). It also evaluates the moderating role of the individual green value (IGV). Data were collected from HR professionals and health officers directly engaged in human resource practices in private hospitals in Sialkot, Pakistan. To gather the responses, questionnaires were distributed and PLS analysis was used to analyze the data. The findings showed that GHRM explains that the PGC stimulates employees to perform pro-environmental behaviors for better environmental performance. Furthermore, the individual green value moderates the employee’s behavior for better environmental performance. This research paper gives vital practical implications to the top management and regulators in assuring employee engagement in applying green human resource management practices.

This research seeks to examine how transformational leadership and ambidextrous leadership impact on employee performance. The study focuses on the mediating role of organizational ambidexterity and moderating role of innovation climate, in influencing the relationship both directly and indirectly with employee performance. The proposed model will be tested with data collected from a large stratified random sample of 1000 software house’s employees from a population comprising of 3348 information technologies companies in Pakistan. Results, using statistical analysis techniques, are expected to indicate that organizational ambidexterity and innovation climate will mediate and moderate among transformational leadership and ambidextrous leadership, with employee performances.

The purpose of this research is to examine how complex organizations function in conflict circumstances. This research aims to explain how a project firm, a collection of firms that work to accomplish a goal, maintains its associations with the partners who make up the organization and with external stakeholders. In analyzing these complex organizations, the authors create a theory that explains how and why basic traits, such as conflict, influence the potential for success, as well as how and why their composition and governance differ for enterprises with partners. To answer these concerns, the study used a dataset from 2009 to 2019 that included about 3000 project groups with more than 100,000 partners operating in 135 countries. Therefore, this study presents a contingency theory of project organization governance by performing an empirical analysis of the project firm on a size and scale not before studied in project management research. This study explores three forms of diversity: functional duties, separation of institutional values, and economic inequality, in order to identify how each type promotes conflict between project participants and external stakeholders. In addition, this research indicates that teamwork between diverse persons may minimize competition. This paper proposes a contingency theory of project organization governance by addressing the absorption of resources and connections that cause conflict and affect the project organization's performance.