Purpose: Gender-based discrimination in the workplace in the private service sector is well known all over the world phenomenon, but in developing states like Pakistan the issue is comparatively high. The purpose of this paper is to determine the causes and factors of Gender-based discrimination in the private service sector workplaces in Pakistan. Design/Methodology/Approach: The quantitative method was used. Data was collected through a structured questionnaire. The population of the research is the employees of the private service sector of Pakistan. The sample size was 120 (N=120). Statistical Package for Social Sciences (SPSS) software is used for analysis. Findings: In this study, it is investigated that Unequal treatment of employees, favoritism, and educational qualification (Independent Variables) are causes of Gender-based discrimination (dependent variable), and this relationship is mediated by the human resource department’s rules and policies, unfortunately, the role of HR policies and the department is not satisfactory in the private service sector of Pakistan. Implications: Managers, policymakers, and educationists must reassess their dependence on stereotypical ideas of women as women become an increasingly important component of the workforce. Originality/Value: The paper explores the factors that contribute to gender-based discrimination and uses HR rules as a unique mediator between these factors and prejudice.

Purpose: Output of non-governmental organizations (NGOs) mostly depends upon efficiency and performance in completing different projects. NGOs in Pakistan operate in diverse fields including health, education, women empowerment etc. The job of the NGOs tends to be stressful due to security issues, psychological strains, organizational structures, and various roles of the employees. This study investigated and explored outcomes of occupational stress in the form of employee engagement at work; furthermore, the research investigated that how emotional intelligence intervenes the impact of occupational stress and employee engagement, as being the mediator. The conservation of resource theory (COR) is applied to explore the relationship of occupational stress and its outcomes in non government organizations of Pakistan. Methodology/Design/Approach: Data was collected from 346 employees (middle level) of NGOs. Stratified sampling technique was used to collect the data. The study makes use of quantitative analytics to test the hypothesis. A positivist approach was adopted for the study as it follows a well-defined structure for the topic under study. Correlation, Regression and sobel’s test for mediation analysis was used in the research to study the relation among the variables. Findings: The study finds the effect of occupational stress on engagement of employees in NGOs and this relationship is mediated by four constructs (relationship management, social management, self-awareness and self-management) of Emotional intelligence. The study concludes that more the level of occupational stress, lower the engagement of employees. This study also finds that relationship between occupational stress and reduced employee engagement is lowered in employees having high level of emotional intelligence. Results also found to be consistent with conservation of resource theory. Limitations/Future Research: The current study is limited to the middle level management; future research can be further extended to all levels in the organization. Employee engagement as a single outcome off occupational stress is analyzed other outcomes may be explored in future researches. Implications: This study contributes to the literature of occupational stress and its outcome in the shape of engagement with an individuality of how emotional intelligence mediates this relationship. The study supports the results of the growing scholarly work on the phenomenon. Practical implications: This research provides insight for organizations, management and for individuals to incorporate emotional intelligence effectively to deal with the stress without being depleted. Additionally, recommendations are provided for the NGOs to enhance the organizational performance through employee engagement and emotional intelligence. Originality/Value: This research explored and analyzed relationship of occupational stress and engagement and emotional intelligence in a different dimension. Further the non-governmental organization remains largely unexplored in this area.

Purpose: The purpose of this research is to determine different factors explaining the intention of public in context of blood donation in the district of Jamshoro, Sindh. Methodology: The data were collected of 400 samples from four different tehsils of Jamshoro. The data was collected through well-structured questionnaire. The survey was conducted in 2019 and cluster sampling technique was used. The internal consistency of the questionnaire was examined, and Chi-Square test was applied for final analysis. Findings: The public's willingness to donate blood is limited, according to this study (χ2 (1) = 0.88, p=0.39). The media does not perform any significant role in awareness generating and educating the general public about the importance of donating blood (χ2 (1) = 24.35, p=0.001). Women make up a small percentage of blood donors in society (χ2 (1) = 0.05, p=0.82). This research also compares blood donors and non-donors based on gender and age. The contribution of blood donors in younger age was higher (χ2 (3) = 19.31, p=0.01) in males (χ2 (1) = 27.98, p=0.001). Conclusion: The awareness of blood donation was higher in males, higher education, and young age peoples (18-28) years. Furthermore, the awareness about blood donation should be made known through electronic and print media along with the educational programs at educational institutions. Blood bank lab assistants should be given training to keep up to date with the latest information on blood donation, samples, and screening tests.