This study examined the effect of high-performance work systems on developing incremental and radical innovation capabilities. Drawing on resource-based and knowledge-based theories, the mediating effects of human capital, social capital, and organizational capital were tested. Data were collected from 233 middle-to-senior level managers working in the banking sector of Pakistan, and hypotheses were tested through partial least squares structural equation modeling using Smart PLS 4.0. The findings showed that all components of intellectual capital mediated the relationship to develop both types of innovation capabilities. In terms of the strength of the relationship, social capital was found to be a more effective mediator, and next to this were human capital and organizational capital, respectively. Our findings contribute to the existing literature by explaining the relationship between HPWS and innovation capabilities, which is also referred to as the black box through the mediation of intellectual capital. Decision makers should recognize the importance of this relationship because it develops innovation capabilities that enhance organizational performance by giving them a competitive advantage.

In Pakistan, women face economic and social vulnerability, which keeps them underpaid even without social barriers. Government micro and macroeconomic policies are aimed at income generation rather than making women part of the economic mainstream. The cash transfer program is an essential component of social protection policy in the developing world, with one of its key objectives of raising women's financial autonomy. This research investigates the impact of Pakistan's first and largest cash transfer program, named Benazir Income Support Program (BISP), on women's vulnerable employment. BISP was initiated by identifying poor households based on poverty score cutoff, thereby exploiting Regression Discontinuity Design. The findings revealed that this program reduced vulnerable employment in the initial years of its inception. However, it does not impact the later follow-up years. Policymakers should take necessary measures so that women's non-vulnerable employment may improve.

Purpose: Drawing on Kahn’s model of meaningful connections, this study aims to examine relational attachment as a mediating mechanism linking social support in terms of instrumental support and personal support to employees’ subjective career success. Design/methodology/approach: Data were collected in 2 waves from 247 employees working in Poland. Hypotheses were tested using structural equation modeling in AMOS. Findings: The findings indicated that employees are more attached to and satisfied with their careers when they have a stronger relational attachment to others at work. Furthermore, relational attachment was found to be driven by tangible or intangible instrumental support received at work rather than the personal support received at work. Practical implications: Managers should recognize the importance of workplace relationships and social support, which can lead to higher career commitment and career satisfaction. However, managers should keep in mind that too much interference in individuals’ privacy and providing too much personal support may lead to adverse outcomes. Originality/value: The present study expands the scant literature on the mediating role of relational attachment at work between social support received at work and subjective career success.

This research aims to assess the household and individual-level factors, specifically education, that affect the probability of women being engaged in decent work activities in the labor market. The study utilized the most recent labor force survey data from Pakistan with a sample size of 64,009 women. The research exploits the multinomial logit model (MNL) for data analysis. Several studies exist on the causes of female labor force participation nationally—in Pakistan—and internationally. However, there is a lack of research exploring the link between women’s access to decent work and various household and individual-level characteristics. This study intends to fill this literature gap by exploiting the largest nationwide labor force survey and exploring how household and individual-level factors, specifically focusing on women’s education level, relate to women’s employment status categories. The study’s findings reveal that education plays an essential role in uplifting women for better employment opportunities, i.e., educated women are more likely to be engaged in decent labor market activities such as paid employees and employers. The findings of the study propose some significant policy implications. E.g., (i) since education is the key to open better and decent work opportunities, it is crucial for women and their household heads to invest in education and vocational training; (ii) there is a dire need to have a policy shift in providing women access to at least a higher secondary (HS) level of education in Pakistan. The rationale is that less educated and illiterate women are concentrated in vulnerable employment; and (iii) at a micro level, there is a need to bring awareness among male household heads, specifically in rural areas, to realize that working women should not be considered a social stigma for the household.

Higher women’s labour force participation (LFP), is a significant contributing factor in achieving economic growth, poverty reduction, and female empowerment. Although women’s LFP increased from 14% in 2001-02, to 20% in 2017-18, Pakistan is still lagging behind in women’s labour market participation compared to countries on a similar development ladder. The presented study explored the contributing factors of low female LFP in Pakistan for male and female-headed households separately, using the micro data set from Pakistan Labour Force Survey 2017-18. The empirical evidence for the contributing factors of female LFP suggests that urban women are less likely to be engaged in work activities. Women with higher education, from extended families and those who received vocational training, will engage more in labour market activities. Regarding the heads of households, the results reveal that women from female-headed households supply their labour services more than those from male-headed households. The authors infer from their analysis that due to gender norms and patriarchy at the household level, most women from male-headed households are not part of the labour force.