Purpose: The purpose of this research is to identify the underlying factors of impulsive buying behavior that would impact consumers’ buying behavior and eventually their purchase intentions.   Methodology: This research is based on the philosophy of positivism and employs a quantitative examination. In order to reach to our target market, we have used convenience sampling (non-probability sampling) and tried to gather the data in the original shopping environment i.e. a survey in shopping malls. A sample of 400 was gathered and analyzed. The SPSS version 20 is used for data analysis. Findings: Results of this study show that a consumer’s mood has a significant impact on buying as it can trigger impulse behavior in consumers. Person situations can also influence   impulse buying for example time, money and the fear of missing out can all trigger impulse buying. Store layout can also trigger that unplanned purchase which means store lighting, the music of the store and ambiance may affect the purchasing. Product promotion has an impact on spontaneous purchase which indicates that free coupons, discounts and free delivery are offered   to attract the customer to a sudden purchase.  Product design, packaging, color and labeling indicate a positive and significant impact on impulse buying. However, materialism indicates an insignificant impact on impulse buying. Contribution to literature:  This research is positively contributing to or suggesting that practitioners or sellers better understand the intrinsic factors influencing customers ’purchase intentions in the cosmetic industry.

The main purpose of this research is to examine the influence of Talent management on Job performance. This study also aims to assess the mediating role of employee engagement and moderating role of Talent proactive behavior on the relationship between talent management and job performance.This research follows the philosophy of positivism. A deductive approach is implied and the research design is explanatory. Convenient sampling of non-probability techniques was used to select the sample. A total of 300 survey questionnaires were distributed in Karachi to employees working in different industries. Smart PLS 3 was used to analyze all hypotheses through the structural model and measurement model.The results determined that Employee Engagement, Talent management is likely to have a favorable influence on Job Performance The moderation analysis was done representing Talent Proactive Behavior have a significantly positive impact on the relationship between Talent Management and Job Performance.

This research study is highlighting the shifting trend of purchasing from private retail shops to mega/big box stores. Currently, many developing economies like Pakistan are witnessing a growing trend of the shift in shopping options, and moving on mega/big box stores is one of them.  This research identifies some underlying factors of big box stores which affect purchase intentions. In this study store environment is considered as an independent variable whereas purchase intention is taken as the dependent variable. Customer satisfaction and behavioral loyalty are considered mediators and the effect of price (factor) has been checked as a moderator. The philosophy of positivism is followed for this research. The research design is explanatory in nature. Data is collected through structured questionnaires from the customers of FMCG and daily routine products. The sample size is 174 and both (male and female customers were considered). Non- Probability convenience sampling technique is used.  For data analysis, SMART PLS 3 software and structural equation modeling are used. The results of this research suggested that the store environment has a significant impact on purchase intention. Similarly, the store environment significantly develops purchase intention with the mediation of customer satisfaction as well. Store environment has a positive impact on behavioral loyalty, whereas behavioral loyalty does not significantly impact purchase intentions. Prices have a significant impact as moderators on store environment and customer satisfaction.

This study explores the relationship between Environmental Performance with Green human resource practices in Pharmaceutical Companies, in Karachi, Pakistan. However, no study has charted employee commitment toward a sustainable environment and gone over the literature. Moreover, culture also plays an important role in Environmental performance, and it has also not been addressed previously with this framework. Therefore, this research study intends to assess the mediating impact of employee commitment towards the relationship between Green HRM and Employee Performance, moderating the impact of Culture. To select the samples for the statistical tool, the Convenience sampling method was used. This study is based on the quantitative approach in a single sector. The findings from the structural analysis show that Green recruitment and selection towards Environmental performance demonstrates less influence on the employees to commit towards green environmental activities as compared to green recruitment and training. Furthermore, it’s determined that the moderating role of culture has no impact in this framework. Overall findings approach the level of understanding of the following framework for the achievement of a sustainable environment through green HR practices. Discussions and limitations for future research are provided in concluding the study.  

The current investigation emphasizes the association among views of justice (across all three dimensions) and organizational citizenship behavior, as well as any potential mediating impact of job satisfaction and knowledge sharing. This investigation looks at the three aspects of justice perceptions. Data were obtained from 304 workers in Karachi's service industry utilizing cross-sectional surveys and quantitative techniques. Smart Pls 3 was applied for examining the data, and the results indicated that the relationship between the sense of justice and citizenship behavior is mediated by job satisfaction, but that knowledge sharing does not mediate within them. The research demonstrates that OJ and OCB have a substantial and favorable association and that OCB is profoundly affected by each justice in organizations and job satisfaction. On the other hand, the examination has constraints mainly because it only explores the impact of two mediators on OCB and three organizational justice dimensions. Data collection relied on convenience sampling of workers from service-providing firms in Karachi, and the study did not consider the longitudinal effect due to time constraints. Future research can delve deeper into the relationship between these variables by incorporating demographic factors in testing models, examining multiple contributing factors to job satisfaction, and including additional variables in the analysis for a comprehensive understanding of OCB, particularly in the manufacturing industry. Conducting the study in different cities and regions in Pakistan can also broaden the view of the population's perceptions of justice and OCB. This study addresses the pressing need to address issues such as organizational justice and how they can be tackled within the vicinity of work.