Tourism plays a pivotal role in Pakistan’s economic landscape. Understanding the drivers of tourist loyalty is paramount for sustainable growth. This study delves into the factors influencing tourist loyalty within Pakistan’s tourism sector, examining the destination image, service quality, electronic word of mouth, and tourist satisfaction. Data sourced from a tourist survey at popular Pakistani destinations unveil significant relationships and mediation effects. The results underscore that a positive destination image and superior services directly impact tourist loyalty. Furthermore, electronic word of mouth and tourist satisfaction mediate these relationships, highlighting how positive perceptions and satisfaction bolster loyalty. Social media also exerts a moderating influence on the destination image, service quality, and tourist loyalty dynamics. These findings offer crucial insights for tourism stakeholders and destination marketers to refine strategies. By enhancing its destination image, delivering exceptional services, and leveraging social media, Pakistan can both attract and retain tourists, bolstering its tourism sector’s growth and prosperity. This study contributes to the existing literature and offers practical guidance for promoting tourism in developing nations like Pakistan.

This research examines the far-reaching effects of political recruiting practices on academic standards and institutional integrity in public sector institutions in Khyber Pakhtunkhwa (KPK), Pakistan. An overview of current literature emphasizes that political connections are often thought to intervene in recruiting decisions, resulting in the hiring of undeserving candidates and creating a culture of mediocrity. A crucial outcome of such behaviors is the erosion of trust among students, faculty, and staff, leading to disengagement and low morale in academic institutions. The discussion show that changes in the recruitment processes are highly urgent, enhancing meritocracy and transparency. Recommendations include establishing independent monitoring committees, making recruitment procedures open and accountable for prior hiring practices, and engaging local communities and cultivating integrity-based culture to restore credibility and trust. This review article reiterates the importance of restoration, accountability, and reparations in fixing the reputation of KKP's public universities. With an emphasis on merit-based recruitment and ethical governance, this could help these institutions enhance their academic reputation and confidently serve their students, ultimately establishing a more fruitful educational setting in Pakistan. The study urges stakeholders to come together to create a lasting framework for upholding the principles of honesty, quality, and social responsibility in higher education.

The objective of this study is to explore the four happiness hormones serotonin, dopamine, oxytocin, and endorphins and their association with HR practices in improving organizational effectiveness. Through investigation into these linkages the research aims to propose a model for future research, as a basis for follow-up in the area of organizational psychology. The value of this study is in its ability to direct HR strategies that focus on employee happiness as a means to enhance productivity and lower the organization’s turnover. The literature review exposes the growing recognition of the importance of happiness at work, including via the framework, Happy-Productive Worker Theory (HPWT), which purports that the happiness of employees is positively correlated to productivity and organizational effectiveness. This theoretical base paves a good ground to understand how such HR practices can lead to a work place flourishing. The paper develops a set of hypotheses about the relationship between HR practices, happy hormones and organizational outcomes. These hypotheses will be empirically validated, which will not only enrich the existing literature but also provide implications for HRM in practice. Methodologically, the study uses a quantitative design, using a structured survey instrument to collect data from the employees of the Khyber Pakhtunkhwa Health Care Organization (KPHCO). Random sampling method will be used to obtain a representative sample, which will contribute to the generalizability of the results. The data analysis would consist of SEM and PLS involving the reciprocal relationships among the variables. In summary, this study has attempted to contribute to the empirical evidence on the relationship between happy hormones and HR policies and practices, offering a model for potential future research. By investigating the importance of employee happiness within the organization, the study highlights the importance of HR workplace strategies to help build a more engaged happier and more productive workforce. Its results offer substantial implications for theory and practice of HRM and organizational psychology. In highlighting a direct link between HR and the release of happy hormones, the research further emphasizes how vital it is to put employee happiness first to improve organizational efficiency. These learnings can enable HR practitioners to formulate specific HR plans designed to create a positive work environment, thereby increasing employees’ satisfaction and productivity. It is then necessary to empirically test the proposed model in several organizational contexts in order to test its effectiveness. By developing cross-disciplinary collaborations, next studies may contribute to both academic learning and applied practice about work effectiveness and dynamics.

This study examine the relationship between workforce diversity and employee engagement. Furthermore, the mediating effect of inclusion was also examined between workforce diversity and employee engagement. This study was conducted at public universities in Pakistan's Malakand division, Khyber-Pakhtunkhwa. For this purpose cross sectional, quantitative study and survey research methodology was adopted. The sample size of 191 faculty members were selected from the total population of 380 in selected public sector universities in Malakand Division. The sample was selected by Krejcie & Morgan (1970) sampling formula technique. For measuring variables the previously adopted questionnaires were used. The result showed that workforce diversity has significant effect on employee’s engagement, while inclusion play as a mediating role between these two variables. Therefore, diverse workforce gives every business a competitive edge because it encourages employees to contribute positively to the mission and vision of the company. Further, Inclusion is also emphasized in the research, which is essential for any business to include employees in all decision and treat them as an asset and makes them feel valued and respected. Therefore, diversity initiatives must be complemented with strong inclusion practices. This includes establishing clear inclusion policies, celebrating cultural differences, and ensuring all voices are heard in meetings and decision-making processes. Further, organizations should encourage environments where employees from all backgrounds feel safe to express ideas, provide feedback, and raise concerns. Inclusive communication strengthens the connection between diversity and engagement. Keywords: Employee Engagement, Inclusion, Workforce Diversity

This study explores the intricate link between collaborative learning dynamics and transformational leadership, with a particular emphasis on the trust-based climate prevalent in Pakistani insurance companies. The study employed a cross-sectional design and purposive sampling technique, yielding 320 valid responses with a response rate of 79%. Data analysis has been carried out employing the SmartPLS approach. The findings support Exchange Theory by showing the mutually beneficial relationships among transformative leadership, cooperative learning whereas climate of trust has been proved statistically a significant partial mediator between transformational leadership and collaborative learning.The study suggests, Insurance companies in Pakistan must cultivate trust and evolve transformative leadership. As a result, corporate coworking spaces become essential in the business sector, providing flexible work environments that promote collaboration, communication, employee happiness, and improved productivity. Keywords: Transformational leadership, Collaborative learning, Trust, Coworking Space

Purpose: Internal customer directly influences sustainable organizational performance. Recognizing the importance of relationship development, the organization adopted various strategies to create added value for the organization. The objective of this study is to analyse the impact of administrative innovation, HR service quality, and downward integration and trust enhancement strategies on organizational performance. Design and Methodology: A quantitative methodology was adopted by using numerical methods and statistical tools to collect and analyse the data for this study. Data was collected from 323 mangers of commercial banks through structured questionnaire to evaluate the relationship between HRM strategies and organizational performance. Findings: This study found, by analyzing manager’s perception of commercial banks through PLS-SEM, that administrative innovation and trust enhancement are the key strategies for improving organizational performance. Implications: This study provides valuable information for HR practitioner about how relationship enhancement strategies influences organizational performance.