Branding activities provide space to create internal culture, processes and a kind of organizational system which allows employees to use their abilities to their maximum. Internal corporate social responsibility (CSR) activities of an organization increase employee commitment, which ultimately enhances employee retention. There is a need to explore internal branding in relation to internal CSR for the sake of managing employee retention. Therefore, the study empirically examines the underlying associations among internal branding, employee retention and internal CSR. The data are collected from higher education institutions operating in the city of Lahore, Pakistan. The sample size was 377 faculties belonging to both private and public sector higher education institutions. The analysis is based on variance-based structural equation modeling (PLS-SEM). The findings reveal that the internal branding practices have a significant impact on employee’s intention to stay within the organization, and intrasample analysis suggests few comprehensible variations with respect to private and public academic institutions. The research article also provides insights to faculty, academic entrepreneurs and marketers, especially those belonging to developing countries and facing issues of branding and employee retention.

The aim of this paper was to outline the factors that provoke the knowledge sharing intents of employees and contribute toward knowledge sharing processes that result in a better rate of innovation implementation by the organizations. This research follows a holistic approach to study ‘Knowledge Sharing’. Referring to the holistic approach, this study examined the relationship between knowledge sharing enablers, processes, and outcomes. Organizational level factors (Top Management Support, Organizational Rewards) and technology linked factors (Information and Communication Technology use) were studied to show their relationship to knowledge sharing processes (knowledge donating, knowledge collecting) and how knowledge sharing processes relate to innovation efficiency in organizations in Pakistan. Data were collected from employees of Lahore based organizations irrespective of their area of functioning and level of hierarchy in the organization. Structural equation modeling was employed to test the hypotheses using AMOS 20. The findings of the study indicate that top management support is very important in determining the knowledge sharing behavior of employees. However, organizational rewards and ICT use does not support employees in knowledge sharing activities. Finally, knowledge sharing processes are strongly related to organization innovation efficiency. This study provides guidelines to managers and organizations for establishing a knowledge sharing culture for innovative performance in the long run.

Considering the universal competitive pressures, it is imperative for the organizations to be more dynamic and innovative. The viability of companies is dependent on innovation and organizational culture is regarded as an important component in realizing the objective of product innovation. The study examines the association between ambidextrous organizational culture and product innovation outcomes through mediation of contextual ambidexterity. By pursuing the snowball sampling technique, pre-established structural questionnaires were distributed among the top management of IT and Telecom sector, 125 valid questionnaires were considered for data analysis purpose. The collected data was analyzed using Smart PLS software and measurement model was assessed with respect to reliability and validity. Structural model was assessed for hypothesis testing using bootstrapping technique. Results indicated that organizational diversity significantly and positively affect new product innovation outcomes i.e., incremental, radical product innovation, and speed to market, whereas shared vision positively affect incremental product innovation. Indirect effects results indicated that significant positive partial mediation of contextual ambidexterity exists between organizational diversity and new product innovation outcomes, i.e., radical innovation and speed to market. Whereas full and significant positive mediation role of contextual ambidexterity exists between shared vision and new product innovation outcomes i.e., radical innovation outcomes and speed to market. At last, no significant mediation role of contextual ambidexterity exists between organizational diversity and incremental innovation outcomes.

Sustainable energy is considered to be the most important input for any organization owing to its noteworthy impact on the liquidity and performance of the firms. Hence, it is imperative to evidence the impact of sustainable energy on a firm’s liquidity and performance. As the disruptions in sustainable energy adversely impact the performance of manufacturing firms by reducing production directly and amplifying operational leverage, it is significant to investigate the impact the sustainable energy on a firm’s liquidity and performance. Further, the impact of disruptions in sustainable energy is size specific, therefore, the study also assumes the moderating role of firm size in shaping the stated relation. So, the aim of the current research is to investigate the impact of sustainable energy supply on liquidity and performance of the firms keeping in view the moderation effect of firm size. Using financial data of 120 textile firms from the year 2010 to 2022, the current investigation has employed a panel data methodology to quantify the impact of the sustainable energy disruption on a firm’s liquidity and performance. The results revealed that the sustainable supply of energy sources significantly impacts liquidity and working capital management as well as the performance of the textile sector in Pakistan. Further, firm size tends to moderate the relation between sustainable energy supply and performance. Although the effect is found to be partially moderated. It is recommended that in the long run, the firms might opt for alternate energy sources resulting in savings from huge performance losses. Encouraged by the inadequacy of empirical evidence in developing economies like Pakistan and keeping in view the importance of working capital management and performance efficiency, the current work is the need of the day. The impact of sustainable energy sources must be researched to gauge the impact on the manufacturing industry’s performance.

On the worldwide level, young physicians are facing organizational conflict and are not exhibiting desired level of organizational citizenship behavior. The ethical dilemma of young doctors merits a thorough analysis of work practices and behavioural studies; work related attitudes are affected by organizational citizenship behaviour and organizational justice. There is hardly any study examining organizational conflict with respect to medical and health sector of an emerging economy. Hence the paper investigates the impact of organizational justice (procedural justice, distributive justice, and interactional justice) on the organization citizenship behaviour (altruism and courtesy). The public health sector is more prone to the problem of perceived organizational injustice, as private health sector has become highly commercialized and accordingly doctors are enjoying handsome extrinsic benefits. Considering this incongruity between private and public sector, primary data was collected through structured survey instrument, based on 22 questions, from 250 young doctors belonging to 5 public sectors hospitals in the city of Lahore, Pakistan. Validity and reliability of the questionnaire was authenticated by Cronbach’s alpha. Regression model exhibits the operationalization of the dependent and independent variables, organizational citizenship behaviour and organizational justice respectively. Descriptive statistics, correlation matrix, multiple regression analysis were deployed to test hypotheses. The study endorses the viewpoint that young doctors perceive widespread organizational injustice, which is causing lack of citizenship behaviour among them. The commercialization aspect of private hospitals is also augmenting perceived organizational injustice as ambitious young doctors make implied comparisons. Results depict the positive relationship between the two dimensions of organizational behaviour, and suggest that prevalence of organizational justice can minimize depression symptoms among young physicians. The most significant types of organizational justice are found out to be procedural and distributive justice, which is understandable as young doctors often complain of procedural loopholes and unfitting service structure. Consequently, the root cause of the problem perhaps lies with the complexity and observed unfairness of the system. Thus a wide-ranging governance approach and intensified attention towards this sector can take care of the procedural and distributive injustices. The study addresses an intriguing and contemporary issue pertaining to behavioural facet of medical professionals, and the main practical implication of the study is the provision of framework based on organizational justice and commitment. Broader policy implications and recommendations for the betterment of medical sector are also discussed.