Women-led entrepreneurial startups play a crucial role in fostering a sustainable future. These startups have the potential to provide innovative solutions. However, women entrepreneurs in Pakistan face socio-economic challenges like unemployment, gender inequality, and environmental deterioration. Even though women are underrepresented in the workforce, entrepreneurship is essential for developing sustainable practices. This research explores the contributions that women entrepreneurs can make to sustainability, the obstacles and possibilities that exist, as well as the requirements for changes in policies and regulations to accomplish sustainable development goals. This study utilizes a qualitative approach and focuses on conducting semi-structured interviews with 20 Pakistani women entrepreneurs in the service sector industry. Subsequently, thematic analysis was employed. The study provides recommendations for Pakistani policymakers and stakeholders to enhance the efficiency of entrepreneurship to promote sustainable development.

Relational systems are like a gear wheel in organizational processes that keeps employees connected and moving. These relationships are developed and maintained within the work environment for task accomplishment. But these relational systems are originating other outcomes that directly and indirectly affect the organizational process. The present study aimed to explore the outcomes of positive workplace relational systems. Under qualitative phenomenological approach followed a classical content analysis technique employed to analyze the data collected from 20 Bank employees through semi-structured interviews. The data analysis revealed that outcomes of positive relational systems varied depending on the duration and quality of relationships. Organizational culture identified as an important factor that influences the quality of relationships and their outcomes. The data analysis revealed that positive workplace relational systems along with positive behavioral outcomes also develop negative outcomes among employees such as perception of organizational politics. This study argued that outcomes of positive workplace relational systems depend on the perception and need satisfaction of participants. The result highlighted the important areas for individuals and organizations to consider in the context of relationship management, developing interpersonal skills in employees, and encouraging relationship generosity. It will help to enhance the well-being of employees and improve organizational performance.

Several studies have found adverse effects of abusive leadership on employees and organizations in the recent past. However, the cultural norms in Pakistan demand an abusive leadership approach. Pakistani culture is high in power distance, abuse of power is a norm, and people are accustomed to autocracy. Since most of the studies addressing the negative effects of abusive leadership were conducted in the west, it is necessary to examine whether abusive leadership is an effective leadership approach in the cultures that experience high power distance. There is a paucity of literature addressing the issue in question. In addition, existing literature does not explain how abusive leaders affect employees’ attitudes and behaviors with clarity. This research makes an ontological contribution and discusses the philosophical origins of abusive leadership theory. Furthermore, this research draws the inference using the groundings of conservation of resource theory, leader-member exchange theory, and aggression displaced theory to propose that abusive leaders deteriorate employees’ quality of working life experience. Employees with poor working-life experience are more likely to be involved in counterproductive work behavior, planning to leave the organization, and are less likely to show organizational citizenship behavior. Dyadic data were collected from 474 respondents based on purposive sampling technique from private sector organizations in Pakistan. Results of structural equation modeling using AMOS v23 supported all the proposed hypotheses. Results imply that the moral content of leadership requires special attention, and abusive leadership is not an appropriate leadership approach because of its adverse effects on employees’ attitudes and behaviors.

Inadequacies of seasoned leadership styles and unethical leadership practices have resulted in manynegative consequences for individuals and organizations. Authentic leadership is a character-drivenleadership model equipped with morality, integrity, and authenticity but little is known whetherauthentic leadership can impact workplace incivility-a deviant work behavior. Workplace incivility,with its deteriorating consequences, is a prevalent phenomenon in organization irrespective ofcountry origin or nature of the organization. Indeed, the research community has paid littleattention to this area. This study, drawing on Social Learning Theory and Leader-Member ExchangeTheory, attempts to fill this gap. This study also attempts to identify the mediating mechanismthrough which authentic leaders translate their positive influence. Based on data collected from 127respondents from the healthcare sector in Karachi, this study employs AMOS and PROCESS todetermine the goodness of model fit and to test proposed hypotheses respectively. Findings of thisresearch suggest that authentic leaders negatively influence workplace incivility. Ethical climatepartially mediates the impact of authentic leadership on workplace incivility. This study hassignificant theoretical implications. Keywords: Authentic leadership, ethical climate, workplace incivility