Inam Ullah Khan

This research explores how brand identity, social media marketing activities and customer loyalty influences customer decision making in the B2C retail consumer electronics market in Pakistan with brand personality as a mediator and self-congruence as a moderator. The respondents were sampled (300 in urban and semi-urban areas) using quantitative methods to complete structured questionnaires. The relationships were analyzed using structural equation modeling (PLS-SEM) which is a partial least squares method. Findings showed that brand identity and social media marketing activities and customer loyalty had significant positive impacts on brand personality, which in turn, had an impact on customer decision-making. The brand personality-customer decision making relationship was moderated by self-congruence. The results can offer practical implications for marketers for improving customer interactions and decision-making.

The study focuses on testing the impact of leaders’ styles, HR practices, and motivation skills on employees’ performance, of which job satisfaction acts as a mediator. The study has a quantitative research approach, using which a structured questionnaire gathers all the required information. The sample of employees studied through the purposive sampling technique comprises 500 employees. The independent variables are leaders' styles (authoritarian, democratic, and laissez- faire), HR practices, and motivation skills, while job satisfaction acts as a mediator, and finally, employees' performance. Furthermore, results indicate that leaders’ styles, HR practices, and motivation skills positively impact job satisfaction and employees’ performance. The mediation analysis reveals that job satisfaction partially mediates the relationship of leadership styles and HR practices with employee performance but at the same time it fully mediates the relationship of motivation skills with employee performance. The R2 values show a strong explanatory model for employees' performance and moderate predictive power for job satisfaction. Generally, the findings recommend that influential leadership, unbiased HR practices, and strong motivational skills enhance employee performance mainly by boosting job satisfaction. This study provides meaningful results for managers and HR professionals aiming to empower employee performance and organizational effectiveness.

This paper is based on Technology-Organization-Environment (TOE) model and Capability-Based View (CBV) that explores the impact of managerial digital leadership, ability to create digital content, the ability to perform data analytics, and supporting external digital ecosystems on the performance of SMEs with digital marketing adoption (DMA) being a mediating factor. Quantitative and cross-sectional research design was used to measure the data of 300 owners, managers and marketing professionals of Pakistani SMEs using structured questionnaire. The hypothesis testing and mediation analysis were done using Structural Equation Modeling (SEM). The empirical findings show that the three managerial digital leadership (b = 0.32, p < 0.001), data analytics capability (b = 0.28, p < 0.001), and external digital ecosystem support (b = 0.35, p < 0.001) exert positive effects on the adoption of digital marketing, whereas data analytics capability and the external digital ecosystem support do not show any significant effect of digital marketing adoption. The adoption of digital marketing is associated with a strong effect (> 0.41, p < 0.001) to the performance of SMEs and defines 63% of the variation of DMA and 71% of the performance variation of SMEs.

Talent Management is an important element of achieving organizational success through enhanced employee engagement, retention, and performance. The research has shown that effective talent management directly contributes to the success of an organization; these factors (engagement, retention, and value added) act as mediators between talent management and the overall performance of an organization. Data was gathered from 350 nurses at 20 different hospitals located throughout the Sialkot region, using both senior and junior nurse respondents, as well as male and female respondents, during a two-week survey period. The survey results were analyzed using SPSS and PLS software to identify patterns and trends based on the responses received. The research supports the premise of social exchange theory, which states that social behaviors are based upon exchanges that occur. The researcher hypothesized that the implementation of a strong talent management programmed leads to a greater number of engaged employees; in turn, engaged employees will be more satisfied and therefore more likely to stay with an organization. The research results indicated a significant and positive relationship between effective talent management and a highly engaged workforce; this in turn led to increased employee satisfaction levels. In addition, in higher education, there was an observable relationship between talent management and employee retention, while there is also a moderate positive relationship between the sharing of knowledge with both employee engagement and employee retention. Additionally, self-motivation is a factor in the study that serves to moderate the relationship between talent management and employee engagement. Self-motivation serves as an example of how an employee's personal goals for self-improvement will lead to increased levels of workplace engagement. Organizations can gain a competitive advantage by gaining a greater understanding of how these areas interact with each other, and developing specific strategies to build, retain and grow their top talent. Current nursing staff workloads are at unsustainable levels due to a critical shortage of nurses and the increased risk of severe burnout and emotional distress. Nurses face many risks in addition to frequent incidents of workplace violence; they also experience complex ethical dilemmas, heavy administrative workload, and feel they are underpaid for their level of responsibility.

This study explores the determinants to consumer uptake of electric vehicles (EVs) in urban developing economies, like Pakistan. It dwells on the antecedents of consumer attitude towards electric vehicles (EVs)- purchase price, charging infrastructure and government incentives and subsidies- and the relationship it has on EV adoption. In addition, it considers the mediating role of consumer attitude and moderating role of consumer innovativeness between the last two and adoption of EVs. We analysed the data using Partial Least Squares Structural Equation Modelling (PLS-SEM) using a quantitative, survey-based methodology and a sample of 300 respondents in the Pakistani cities. The results show that the three predictors play a significant role in consumer attitude which in turn solely mediates the effect on the adoption. Consumer innovativeness has a profound influence in moderating the attitude-adoption relationship and more so among highly innovative people. The study provides useful information to policymakers and the stakeholders in the automotive industry in the resource-deprived, price-sensitive developed markets.

The high rate of the spread of e-commerce sites in Pakistan has changed the overall consumer buying behavior especially amongst the Generation Y and Z. This paper analyzes how online customer evaluations, pricing issues, reputation of the seller, and product quality affect the e-commerce buying choice through the mediating variable of customer trust. One used 300 respondents of Pakistani Gen Y and Z consumers in the fashion/clothing industry to gather the data using a structured questionnaire. Analysis was done using Partial Least Squares Structural Equation Modelling (PLS-SEM). Findings affirm that customer trust is significantly affected by all the four independent variables which, in their turn, have a strong predictive power of purchase decisions. More so, the relationship between the customers is completely mediated by customer trust. The research provides empirical evidence to the world of e-commerce in a developing economy setting.

This study analyses how ICT leaders/ managers / supervisors’ ambidextrous leadership associates with the innovative performance of employees through trust in the supervisor, self-resilience, and creative self-efficacy. Data was collected in total from 450 employees ranging from the first line workers i.e., 350, while 100 managers / supervisors within the time span of 2 weeks. The SPSS and AMOS v23 software were used for the data analysis of survey results. This study used ambidexterity theory for leadership and for employees’ perspective used to broaden and build theory. This study hypothesized that there is a relationship between ambidextrous leadership, self-resilience, and trust in supervisor that affects the innovative performance of employees, such that ambidextrous leadership has the strongest positive relationship with innovative performance when employees have high levels of self-resilience and trust in supervisor. Moreover, creative self-efficacy mediates the relationship between the ambidextrous leadership and employee innovative performance. Results indicate that there is a positive effect of ambidextrous leadership on employee innovative performance when the self-resilient of employees are high and they trust their managers or supervisors at work place.

The present status of solid waste management reviewed into this article based in Lahore, Pakistan. Following UN-Habitat city profiling with involved systematic quantitative, qualitative assessment, governance features of the present waste management includes in and shows the present system, waste collection, transportation is the main concentration and producing 74,000 tons year-1 of organic compost. Lahore waste management system (LWMC) is low in their target market consulted in decision making (inclusivity) and bad performance (governance features). Formal waste management system having backward of the informal system, which is absolutely inconsistent with current waste management systems. Watchful arranging and organization proposed here to reduce the trouble by integrating informal waste management system into formal waste management system for shared advantages. The integrated sustainable waste management (ISWM) indicators used for different levels of income class and LWMC performance in Lahore. Recommendation builds for the public awareness for recycling and to make the integrating informal sector sustainable system and fill the historical data gap.

The importance of transformational leadership and well-being of staff in the government punjab model bazaar management company (PMBMC) is progressively more recognized, anyhow there is a lesser amount of information regarding the mechanism to enlighten the relationship between transformational leadership (TFL) and employee job satisfaction (JS) and well-being (WB). The objective of this study is examining psychological mechanism that links with transformational leadership behaviors to employee’s job satisfaction and well-being. The study design is cross sectional and take place in all (26) model bazaars in Punjab. 200 staff of PMBMC completed the survey questionnaire which was sent to all employees in each bazaar, all participants are males with average ratio of education intermediate and age average 27 to 35 years. Each participant would rate their line manager’s leadership style. Team efficacy was found to act as mediator. In industries and commerce sector PMBMC pressurized environment faced by employees, today transformational leadership may help by ensuring employee’s job satisfaction and positive state of mind as well-being in the form of competent group.