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This research paid attention to Performance appraisal as the administration uses these tools. The research is on Performance appraisal and employee job satisfaction and analyzes the moderating role of locus of control (LOC) between performance appraisal and employee job satisfaction. Building on cross-sectional data of white-collar employees (N=214) from several organizations, we apply regression analysis that allows us to more thoroughly evaluate the causality of formal performance appraisals PAs on employee job satisfaction paralleled to earlier “cross-sectional” research. Performance appraisal positively influences job satisfaction, and LOC moderates the link between performance appraisal and employees' overall job satisfaction. Moreover, the study is required to apply internal and external locus of control as well as estimate the causal effects of Performance appraisals related to monetary and non-monetary consequences. Performance appraisals (PA) are considered a helpful human resource management instrument that workers recognize well. PA is a major cause of job satisfaction. This requires that the system be known for the effectiveness of appraisals when preparing performance appraisal structures. The study has been inclined to pay more attention to the association between the formal Performance Appraisal process and employee job satisfaction and the indirect effect of locus of control. Organizations need to acknowledge the importance of Performance Appraisal, which is a robust HR management tool.

This study empirically investigates the less discussed catalytic effect of personality in the relationship of leadership style and employee thriving at work. The growth and sustainability of the organization is linked with the association of leadership style and employee thriving at the worplace. The objectives of this study are to explore the impact of authoritative and laissez-faire leadership styles and the moderating role of the personality trait of conscientiousness on thriving in the workplace. A sample of 312 participants was taken from a leading school system with its branches in Lahore and Islamabad, Pakistan. The participants either worked as managers, teachers in headquarters, or school campuses, respectively. The regression results of the study show that authoritative leadership and conscientiousness have a significantly positive impact on thriving at work. Furthermore, conscientiousness moderates the relationship between laissez-faire style of leadership and thriving at work relationship.. The findings of this study have theoretical implications for authoritative and laissez-faire leadership, employee conscientiousness, and managerial applications for the practitioners.

Employee intention to quit a job stem from supervisory factors, highlighting the importance of punitive supervision in the work domain and the need to explore it as an antecedent. The existing lite...

This study emphasizes the factors that may lead to increase the employee performance in the textile sector in Pakistan. The study observes an impact of capacity building, alignment of interest and manager support in employee performance through the moderating role of employee retention. The approach consists in survey questionnaire used to collect data. Data was analysed through SPSS 23 and Smart-PLS 3. The results indicate that manager support, capacity building and the alignment of interest have a noteworthy influence on employee performance. Additionally, if employee retention is considered as a moderator then the overall impact would be more significant to employee performance. According to these results, capacity building, manager support and alignment of interest contribute positively to employee’s performance. The results encourage the managers to invest in training their employees to improve their organizational performance/productivity as well as to consider the alignment of interest as a tactical and operational strategy to retain their key employees.

The success of an organization in achieving its goals depends on the quality and motivation of its employees. The relevant skills, experience, and behavioral traits of the applicants need to be scrutinized and assessed carefully. To attract top level talent one has to be intentional. There are many things which need to be considered and done in the hiring process. If not given attention at this stage they cannot be repaired later on. In hyper competitive business environments, employees are source of competitive advantage. The casual approach to recruitment and selection would be a big mistake. The problems in recruitment and selection need to be considered and addressed carefully. In this article an effort has been made to highlight some important problems in recruitment and some suggested measures to attract the applicants with high skills, right knowledge and attributes at the right time and for the right job.

The purpose of this study is to investigate applicants’ reactions towards different personnel selection methods used in Pakistan. A sample of 149 undergraduates, graduates, and working adults rated their perceptions of the favorability and fairness of these personnel selection methods, namely: resumes, job knowledge tests, biographical information, interviews, personal references, work-sample tests, personality tests, written ability tests, personal contacts, and situational judgment tests. Our first research objective is to provide details about applicant reactions, detailed system of the same and methods on a range based on working adults, graduates, and undergraduates. The second major objective is to identify the interaction effects of favorability and system fairness based upon applicant reactions. Descriptive data analysis was performed using IBM SPSS and the data was collected from Lahore, Islamabad, and Jhelum. The results demonstrated that 112 applicants reported the most favorable rating reaction towards the interview personnel selection method, with the effectiveness of identifying qualified people for the job, while 101 applicants reported a favorable rating reaction towards job knowledge tests, noting the fairness of this procedure. In addition, implications for the current assessment of selection practices from the applicants’ viewpoints, the strengths and limitations of the study, and directions for future research are all discussed. The practices of different predictor methods are considered in the conclusion.

Thriving at work is one of the hottest topic of discussion now a days. As it has become one of the most important concern to increase learning and vitality of employees. Practitioners are looking for ways to increase employees thriving at work. This study analyzes the mediating role of civility on perceived organizational support and thriving; and between organizational reward and thriving. The purposive sampling technique was used. Self-reported questionnaires and online survey technique was used for collecting data. This study provides insights about the impact of Perceived Organizational Support and Organizational Reward on thriving and mediating effect of workplace civility. This study provides implications to the professionals as how they can thrive at work and civility is one of the important factor that generates thriving of employees.

Thriving at the workplace is a positive mental regime in which persons feel “a sense of vitality and learning”. This research is an effort to examine the process implicating the relation between workaholism and thriving at the workplace. By applying a mediation method, it verified the mediating outcome of employee involvement climate on the relation among workaholism and thriving at the workplace. Using PROCESS macro by Hayes on a sample of 202 employees from a private organizational sector such as banking. The observed results have been carved out by survey questionnaire via convenience sampling method. Findings show full mediation among all the relationships. The study describes the findings and provides different understandings on the worker's thriving at the workspace.