The study aimed to investigate the concept of workplace equality as experienced and perceived by female librarians of Punjab, Pakistan. Through this investigation, the study aimed to contribute to the broader discourse on creating equitable and inclusive workplaces for women in the field of library and information science. A qualitative research method based on semi-structured interviews was employed to meet the objectives of the study. The interview guide was used to collect data from female librarians working in the Higher Education Commission’s (HEC) recognized public and private sector universities of the Punjab, Pakistan. According to the results, female librarians shared that they have faced gender-based discrimination in job allocation as male librarians were favored for tasks with additional wages or representation at corporate events. Private sector candidates reported issues related to career development opportunities as managers often restrict participation in seminars, conferences, and higher education pursuits. The study also highlighted that inequalities or discriminations affect employees motivation and enthusiasm. This study highlights issues of inequality from a female perspective in the library and information science field, contributing to a deeper understanding of the key factors to ensure equitable workplaces. This study may be a useful contribution to the body of research literature, as well as the findings may help in sensitizing the management and authorities to control the work environment to facilitate females, and to make female-oriented policies.

This study examines the impact of Human Resource Management (HRM) practices, specifically Compensation, Job Design, and Training, on employee outcomes, including Engagement, Efficiency, Customer Satisfaction, and Innovation within an organizational framework. Employing a quantitative research methodology, the study utilizes a cross-sectional survey design to collect data from employees within a public service organization, analyzing the relationships through structural equation modelling. Findings reveal significant positive relationships between HRM practices and employee performance metrics, highlighting the pivotal role of Employee Engagement as a mediator in enhancing organizational effectiveness. Specifically, Compensation and Job Design significantly influence Employee Engagement and Efficiency, while training is crucial for driving Innovation and Customer Satisfaction. The practical implications of this research underscore the necessity for organizations to adopt integrated and strategic HRM frameworks that foster employee engagement to drive performance outcomes. These insights are vital for HR practitioners and organizational leaders aiming to enhance workforce productivity and innovation. In conclusion, the study contributes valuable perspectives to the HRM literature, advocating for holistic HRM practices that optimize employee well-being and ensure organizational competitiveness. Future research is encouraged to explore these dynamics across various sectors and cultural contexts to validate the generalizability of the findings.

This quantitative survey was non-experimental and had two goals. An evaluation of predictor variables of empowerment, motivation, teamwork, interpersonal skills, and training and development in project environments was one goal to help explain the industry’s high project failure rate. Second, this research tested Bandura’s social learning theory and tested the hypothesis that empowerment and motivation boost performance. Using a survey-based questionnaire, the data was collected from 212 employees working in different IT companies in Pakistan. The results revealed that empowerment, motivation, teamwork, and training and development have a significant impact on project performance. Using the results, this study proposes theoretical implications for the researchers and managerial implications for the organizations.

This research aims to examine the structural relationships between the dimensions of workation attachment, workationer power, the dimensions of workation relationship quality, and workation intention. It demonstrates that the proposed model aligns well with the collected data based on a convenience sample comprising 494 workationers in Bangkok using structural equation modeling. The analysis outcomes contribute to the tourism marketing theory by providing additional insights into the dimensions of workation attachment, workationer power, the dimensions of workation relationship quality, and workation intention. The findings from this study can aid workation managers in formulating and executing market-oriented service strategies to enhance the dimensions of workation attachment, workationer power, and workation relationship quality and foster workation intention.

Ostensibly, theories from the eastern and western worlds have emphasized different aspects of character, while in India, greater importance is attached to character building. We must understand that character building establishes surroundings for the human being with distinct values and virtues persisting inside him. This study attempts to explain the importance of the character merits of young managers in mitigating volatile, uncertain, complex, and ambiguous (VUCA) challenges encountered in a business journey. This scholarly effort, with a framework of being reflective and expressive, attempts to capture empirical and qualitative data, hence presenting a model and explaining the connection between the character of young managers and VUCA. The authors initially mine on what character implies and how it could be plausibly examined. Character, as a manifestation, is qualitatively distinguished as a sum of one’s bent of mind, embracing the brighter part of good qualities and consolidating a frame to capture the countenance of a genuine personality. We must understand that for organisation’s growth and sustainability, it is vital for the human resources department to maintain a training methodology that is systematic and focused on character building.

This paper provides insight into innovation energy, its five working mechanisms, and innovative work behaviour (IWB). Although human energy is often mentioned as an important factor in theories about motivation, it is still an unexplored theme in literature. The management of organisations often focuses on the innovation content and neglects the process aspects. Strategic and operational HRM involvement is needed to realising the essential conditions for the innovation energy of innovative employees. An abductive case study on innovation energy took place in five educational departments of one academy at Saxion University of Applied Sciences in the Netherlands. We interviewed 21 innovating lecturers and their five team leaders individually and organised five focus groups with a total of 17 team members. Innovation energy converts individual innovation properties (creativity, psychological empowerment, and optimism) into IWB. Organisations must pay attention to these properties and four other working mechanisms (autonomy, teamwork, leadership, and external contacts) that influence this conversion process. HRM professionals should be involved with innovation processes to realise the right conditions for innovation energy, together with line management. The construct of innovation energy with five working mechanisms gives more insight into the IWB process from the perspective of the engaged employee with IWB. This research contributes to the body of knowledge on IWB, (human) innovation energy, and engagement in relation to HRM.